Many Aboriginal people won't seek a mentor. Although this situation may be changing, many Aboriginal people report that once they leave their community and become 'successful' in their career development endeavours, other Aboriginal people often reject them, including individuals from their own communities. This may be changing over time as younger people are eager to see people returning to their communities. There is a growing appreciation of the importance of having Aboriginal members in places of business where other Aboriginal people access services, for example at banking institutions. As one Aboriginal EE member pointed out, however, having Aboriginal people serving other Aboriginal people may not always be the ideal for which to strive.
Many employers report difficulty in recruiting and retaining qualified Aboriginal people.
Despite this, there are steadily increasing numbers of qualified Aboriginal people. One EE interviewee suggested that, until the Federal Public Service more equitably represents Aboriginal people, recruitment practices should include recommendations from other successful Aboriginal individuals. This suggestion is based on the premise that qualified individuals will recommend other qualified individuals, and provide employers access to a valuable network. EE interviewees suggested effective management practices are essential to retaining and advancing Aboriginal people within the Federal Public Service. Although all EE group members interviewed experienced a lack of understanding of their needs, this seemed most felt by Persons with Disabilities.