In the decades since the Indian Gaming Regulatory Act (IGRA) was passed, the Hannahville Indian Community has transformed into a powerhouse of economic self-sufficiency. Yet, beneath the surface of this success lies a troubling “Paradox of Plenty.” While our gaming enterprises generate millions in revenue, the highest-paying leadership roles—positions that command salaries of $200,000 or more—remain largely out of reach for tribal members. Meanwhile, our younger workers are too often left to navigate poverty-level wages on the service floor.
This study, the “Exempt Employment Study“ by Leroy Wandahsega II, provides the blueprint to dismantle these barriers and reclaim the high-level leadership positions that belong to our people. It identifies the “Agency Problem” as the silent engine of this inequality: a systemic failure where management structures prioritize corporate growth and physical infrastructure over the development of our community’s most valuable asset—our human capital.
The “Exempt” Secret to a Higher Quality of Life
To understand why tribal members are plateauing in their careers, we must look at the Fair Labor Standards Act (FLSA) classifications that divide “jobs” from “careers.”
- Exempt positions are salaried, professional roles that provide the highest quality of life through maximum income and benefits.
- Non-exempt positions are hourly, low-skill roles that often offer little more than a paycheck.
The data reveals a stark divide. Currently, there is a 2-to-1 ratio in favor of non-tribal member employment overall across the reservation. Even more concerning, 51% of the high-quality “exempt” jobs—the very roles intended to provide tribal members with the highest quality of life guaranteed by our Constitution—are held by non-tribal members. While gaming has created hundreds of jobs, it has primarily created a service-class workforce rather than a leadership-class community.
Who Is Really Managing Your Future?
The core of our struggle is the “Agency Problem.” In the corporate world, an agency problem occurs when the “agents” (management) have different goals than the “principals” (the owners). In Hannahville, the Tribal Council’s executive officers also serve as the Commercial Economic Oversight (CEO) Board. This dual role creates a conflict of interest. As a government, they should be focused on developing tribal member careers; as a corporate board, they often prioritize building physical property and maximizing short-term returns.
As the study notes:
“The structure of tribal government leads to confusion for most tribal members attempting to understand processes in business and government of the tribe. The tribal government is essentially the lone shareholder through the CEO board.”
Because the tribal government acts as the lone shareholder, the voice of the individual tribal member is often drowned out. When the board prioritizes “bricks and mortar” over succession planning, the Agency Problem becomes a direct threat to our economic self-determination.
What You Don’t Know Is Holding You Back
Transparency is the first casualty of the Agency Problem. The study’s survey produced a chilling statistic: 100% of respondents did not know how many exempt or contract jobs were actually available within the community.
If we do not know how many professional roles exist, or what qualifications are required to fill them, we cannot possibly prepare our people to take them. This total lack of transparency isn’t just a communication gap; it is a structural barrier that prevents “succession planning”—the deliberate process of training tribal members to replace non-member contractors and managers. Without data, our path to leadership is obscured.
Reclaiming Power Through the Ballot Box
As tribal members, we are not merely employees; we are the shareholders of a federal corporation. Our power to change this system lies in the ballot box. Currently, our Tribal Employment Rights Ordinance (TERO) only provides “minor preference standards” that have failed to close the 51% gap in exempt employment.
The study found that 83% of tribal members are hungry for professional training. However, interest alone will not change the law. We must use our political weight to demand that TERO be amended to include mandatory, enforceable succession plans. These plans must legally reserve high-quality positions for qualifying tribal members, moving “preference” from a suggestion to a requirement. We must stop viewing tribal elections as a choice between candidates and start viewing them as a mandate for economic justice.
The Missing Voice: Empowering the Youth Vote
The study revealed a silent alarm: despite 18-to-20-year-olds recently gaining the right to vote, they had zero representation in the survey data. Our youth are facing poverty-level wages, yet they are disconnected from the political machinery that could raise their standard of living.
To bridge this, we must adopt Project-Based Learning (PBL) as a tool for political empowerment. This isn’t just about classroom education; it’s about using civic awareness and leadership materials to show our youth the “maximum income and benefits available” before they ever enter the workforce. By involving youth in projects that analyze tribal law and governance, we prepare them to demand their seat at the management table rather than accepting a permanent spot on the service floor.
Beyond the Casino Floor: A Call to Action
The “Exempt Employment Study” is more than an academic report; it is a roadmap for our community’s evolution. To secure the “highest quality of life” promised to us in 1934, we must demand:
- Special Committees of voting members to review and overhaul our employment laws.
- Digital Transparency that lists every exempt, contract, and professional opportunity in real-time.
- TERO Amendments that mandate succession planning for every non-tribal manager currently under contract.
True economic self-determination means more than just owning a casino; it means running it.
If the goal of tribal gaming is the “highest quality of life” for all, is it time to demand a seat at the professional management table rather than just a spot on the service floor?
