A Message of Hope From Chief Dr. Robert Joseph

27
Sep 2022
185
A group of teepees in a field at sunset.
Photo Credit: 
James Gabbert

The Truth and Reconciliation Commission of Canada spent 6 years traveling across the country interviewing more than 6500 witnesses and survivors of the residential school system. In 2015 they released a series of reports outlining the horrible crimes committed against Canada’s Indigenous Peoples in the residential school system, along with 94 calls to action. 

The full reports can be accessed here HERE.

We recognize that many organizations and their employees are at different stages on their path to reconciliation. We encourage our community to continue the discussions with those around them.  

In August 2022, CPHR Alberta had the privilege of interviewing  Chief Dr. Robert Joseph, a Hereditary Chief of the Gwawaenuk First Nation and Ambassador for Reconciliation Canada. We intended to interview him on what Albertan businesses can do in addition to land acknowledgments, and what the state of reconciliation is in Canada. Turns out that in his experience, most Canadians want reconciliation and Albertan businesses are ahead of the curve. For these reasons, this quickly became an interview about hope. 

About Chief Dr. Robert Joseph

A man wearing glasses and a hawaiian shirt is smiling in front of a wooden wall.

 

Chief Dr. Robert Joseph acted as a Ceremonial House Speaker and is the recipient of many honorary degrees and awards, such as the Diamond Jubilee Medal which was presented to him by the Governor General of Canada. He was also an honorary witness to Canada’s Truth and Reconciliation Commission (TRC) and has met with many world leaders from countries such as Japan, South Africa, the United States, Israel and more. Here are some of the questions we asked him:

1. What is your overall opinion of land acknowledgments? 

 “ Land acknowledgments are a prompt to ask all others who hear these land acknowledgments to become interested. They are the first ever introduction for many to suddenly realize there’s an issue that’s ongoing that will be resolved through reconciliation. We need to always be reminding each other of the history we share together, of the brokenness and despair that was caused by colonization. If we can rediscover our commonality and common humanity, all sides can appreciate the idea of equality, of belonging and that we (Indigenous Peoples) are not sub-human.”

2. Do you believe that most organizations do anything beyond land acknowledgments?

“Some companies may take advantage of it, but for the most part, I know that in all of the land acknowledgments I’ve heard, there have been various degrees of work underway promoting and encouraging reconciliation. It’s more than you think. We always hear the critics and naysayers louder than everybody else, but reconciliation is happening across the country and I’m so proud that Canadians have taken up the call to engage and to discover what reconciliation means.” 

3. What level of responsibility do you believe private companies and non-profits have? 

“ To my amazement and gratitude, corporations and other public organizations have responded really well and have done better than the government in many instances. When the government interacts with Indigenous People it’s political, and it’s based on political analysis. If companies like yours and other organizations or civil societies engage where we are actually talking to each other and are creating deeper meaning and appreciation for each other, that is when transformation begins to take place.

Because you really can’t trust politicians, they break their word every day, they break treaties historically, everything. But if you and I can create a covenant between us that is deeper than politics, and is somehow spiritual in nature, we have a good chance of having a really great country reconciled.”

4. Have you noticed anything unique in how Albertan businesses approach truth and reconciliation? 

“I hate to brag about Alberta, because I’m from British Columbia, but in the times that I’ve been to Alberta and talked to CEO’s and civil groups, (early in the release of the commission report) I found that businesses in Alberta were thinking seriously about what reconciliation might mean for them.

You know, one morning I went to a breakfast meeting with about 600 volunteers and I thought ‘holy crow what’s going on in Alberta? All of these people must have gotten up at 4 in the morning to get to this meeting and are all interested in hearing more about reconciliation!” 

5. If Albertan businesses are ahead of the curve, why do many believe that they aren't doing enough?

“Reconciliation has taken root in Canada, yet we hear nay-sayers all the time. They are the loudest voices. They say reconciliation is dead. Well, I beg to differ. Reconciliation is alive and well and is rooted deeply now in our psyche. I always remind myself of a poll that was taken after the release of the Truth and Reconciliation Report that said more than 8/10 Canadians wanted to reconcile with Indigenous Peoples. 84% to be exact.”

6. What Can Businesses do to Foster Truth and Reconciliation?

“ I think there are some things that employees can do: They can start reconciling at home . Starting with their parents and families, and begin to reconcile things that have been pent up between them.

What’s important is that you start with you. When you learn how you as an individual are reconciled, adopt that as a core value and apply it in your life. Ideally in the workplace, everyone would be a family, yet people get little time or room and are too busy to even talk to each other about these very important, sometimes very personal matters involving separation, division, hurt or harm. It’s important, even in the workplace, to discuss these matters.

Employees can also reach out and engage with nearby indigenous communities to encourage mutual gatherings. If there’s a Powwow they should call up and say ‘we aren’t indigenous, but could we attend?’ Maybe they can collaborate on social events together. It’s really about taking down fences .”

According to Chief Dr. Robert Joseph, we must reconcile with ourselves before we can find community and reconcile with others. 

In this interview, Chief Dr. Robert Joseph provided us with a powerful tool: HOPE. He reminds us that most Canadians want reconciliation and that Albertan businesses are doing a great job at moving towards it. As community-focused as his advice is, it’s also empowering to the individual. This isn’t just about what your HR department can do, it’s about what you can do. It’s about reconciling your personal relationships, having important conversations with others, leading with love and doing the right thing. 

We will leave you with this special quote that Chief Dr. Robert Joseph prepared for us: 

“When we are reconciled, Canada will be whole and not divided. We will all belong to this time and place together. Walking together, without marginalization. Every child born will have the same potential and opportunity. I see a Canada that celebrates the depth and breadth of its diversity. Everyone has value, everyone has a purpose, and all will share in the prosperity and the wealth.”

To learn more about reconciliation, check out Chief Dr. Robert Joseph’s new book titled “NAMWAYUT - WE ARE ALL ONE: A PATHWAY TO RECONCILIATION”.  

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



An Update from your Board of Directors - September 2026

October 9, 2026
The Board of Directors continues to provide oversight of CPHR Alberta’s 2026 – 2028 Strategic Plan. At its September meeting, the Board reviewed progress across the organization’s three strategic priorities and its continued focus on strong governance and financial stewardship. Influence and Visibility of the HR Profession CPHR Alberta continues to elevate the visibility and credibility of the CPHR designation with employers, policymakers, academic institutions and the broader business community. The Board remains focused on advancing recognition of the CPHR designation as the benchmark for excellence in HR and strengthening the position of CPHRs as trusted professionals and organizational leaders. Future-Ready HR Community CPHR Alberta continues to invest in programming that prepares members for the evolving world of work, with a focus on relevant and future-focused professional development, including emerging areas such as AI, HR law and executive leadership development. The 2026 Annual Conference continued to strengthen its position as a key gathering for Alberta’s HR community. One-third of attendees were at the executive level and nearly half attended for the first time, demonstrating both strong senior-level engagement and the ability to reach new audiences. The Board continues to support investment in learning, leadership development and connection that helps build a strong, future-ready HR community. Member Engagement and Community Connection Membership continues to grow, reaching 7,266 active members as of June 30, 2026, a 5% increase year over year . CPHR Alberta welcomed 407 new members year-to-date, with growth across most membership categories and regions. The Board is encouraged by this continued growth and remains focused on strengthening member engagement, connection and belonging across CPHR Alberta’s jurisdiction. Financial Position and Governance Planning CPHR Alberta continues to maintain a strong financial position and remains aligned with its full-year breakeven objective. The Board continues to monitor emerging economic risks, supported by regular forecasting and appropriate reserves. The Board also continues to strengthen governance, succession planning and Board effectiveness to ensure CPHR Alberta is well positioned to deliver on its strategic priorities. Looking Ahead The Board remains focused on effective oversight of the 2026 – 2028 Strategic Plan and ensuring CPHR Alberta is positioned to deliver meaningful and sustainable value to members. Progress in strengthening the visibility of the profession, preparing the HR community for the future, growing and engaging membership, and maintaining strong organizational stewardship provides a solid foundation for the work ahead. The next Board meeting takes place in November 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!

There's Still Time to Learn, Connect, and Earn CPD Hours

By Jessica Jaithoo • September 29, 2026
As the year draws to a close, now is the perfect time to invest in your professional growth. Whether you're looking to maximize your remaining professional development (PD) budget, complete your CPD requirements, or build skills in emerging areas, CPHR Alberta's fall lineup offers practical learning opportunities designed for today's HR professionals. A Timely Conversation: Workplace Suicide Awareness and Prevention October's Suicide Prevention Month serves as an important reminder that mental health and wellbeing continue to be critical workplace priorities. HR professionals are often called upon to support employees, leaders, and teams through difficult situations. Our Workplace Suicide Awareness for HR Practitioners: Masterclass (October 28) , led by Tara Adams, Founder of Abridge Consulting, provides practical guidance on understanding suicide in the workplace, implementing prevention strategies, and creating a more supportive workplace culture. * Earn 3 CPD hours. Lead Through the AI Shift with Confidence Artificial intelligence is rapidly transforming the workplace, making AI literacy an increasingly important skill for HR professionals. Our 3-day AI Certificate (AI Adoption that improves productivity without overwhelming the organization December 9-11) and Leading Through the AI Shift – Master Class (November 4) provide practical insights into AI adoption, workforce transformation, and the evolving role of HR. Build the knowledge and confidence needed to support AI initiatives and help your organization navigate change. Learn on Your Schedule with Conference On-Demand Access more than 20 recorded conference sessions, including keynotes, concurrent sessions, micro-sessions, and expert panels, anytime and anywhere. Gain practical HR insights, access speaker resources and presentations, and learn at your own pace. * Earn up to 5 CPD hours. Build Expertise in High-Demand HR Areas In addition to our featured offerings, this fall's PD calendar includes opportunities to strengthen core HR competencies through: Law Symposiums across Alberta chapters (September, October and November) Investigation Report Writing Workshop (November 5) Investigation Interviewing Techniques Workshop (November 18) Conducting Credibility Assessments Workshop (December 2) Workplace Investigation Training Certificate (November 24-26 and December 8-10) These programs provide practical, immediately applicable knowledge that can help strengthen decision-making, reduce organizational risk, and enhance your effectiveness as an HR professional. Don't Forget Your Complimentary Learning Opportunities  As part of your membership, you also have access to a variety of complimentary professional development opportunities throughout the fall, including: Monthly member roundtables Noon-hour webinars: Expert-led discussions on topics such as managing intergenerational teams, workplace agility, and common recognition and rewards mistakes. Finish the Year Strong Don't let unused professional development dollars or outstanding CPD requirements carry into year-end. Explore our fall learning opportunities and invest in skills that will support your success today and into the future—then round out the year by reconnecting with your professional community. Join your HR community at one of our Holiday Mingles , taking place across the province this November and December. These gatherings offer a chance to celebrate the year, expand your network, and reconnect with colleagues before the holiday season. View the Professional Development Calendar

World Mental Health Day: Key Lessons for HR Professionals

By Jessica Jaithoo • September 28, 2026
Author: Volunteers from the Wood Buffalo Chapter Observed annually on October 10th, World Mental Health Day highlights the importance of promoting mental health awareness and improving access to mental health support worldwide. The day was established by the World Federation for Mental Health and is supported internationally by the World Health Organization. In Canada, mental health challenges increasingly affect workplace productivity, employee engagement, and organizational sustainability. For HR professionals in Alberta, World Mental Health Day provides an opportunity not only to raise awareness but also to evaluate policies, workplace culture, and leadership practices that support psychological safety. HR professionals have a significant role in ensuring compliance with provincial legislation while building supportive work environments that address emerging mental health risks. Recent Canadian research indicates that workplace mental health challenges are widespread and growing. Several key statistics illustrate the scope of the issue: 1 in 5 Canadians experiences a mental health problem each year (Employment and Social Development Canada). Mental health problems remain the leading cause of disability in Canada . Approximately 58% of employed Canadians are affected by a mental health diagnosis either personally or through a family member. 52% of employees report mental health challenges that affected their work performance , yet only 33% disclose these challenges to their employer . 39% of Canadian workers report experiencing burnout , demonstrating a significant increase compared with previous years. Nearly 47% of Canadians identify work as the most stressful part of their daily life . The economic implications are also substantial. Mental health problems cost the Canadian economy approximately $51 billion annually, including $20 billion directly related to workplace impacts such as absenteeism and reduced productivity. These statistics demonstrate that workplace mental health is no longer solely an individual concern; it is a strategic organizational issue requiring active engagement from HR and Business leaders. Alberta Legislative Context: HR Responsibilities HR professionals in Alberta must navigate both occupational health and safety requirements and workers’ compensation frameworks related to psychological injuries. The Alberta Occupational Health and Safety Act requires employers to ensure the health and safety of workers, which increasingly includes psychological health and safety. While the legislation traditionally focused on physical hazards, workplace harassment, violence, and psychosocial risks are now recognized as hazards that must be addressed through prevention and policy. Under Alberta OHS requirements, employers must: Identify workplace hazards, including psychological hazards such as harassment or excessive workload Implement prevention measures and policies addressing workplace violence and harassment Provide training and reporting mechanisms for workers In practice, this means HR departments must develop policies addressing psychological safety, respectful workplaces, and harassment prevention. Failure to address these risks may expose organizations to legal liability and regulatory scrutiny. Another legislative body of work comes through the Workers' Compensation Board (WCB) Alberta which recognizes that psychological injuries can occur as workplace injuries similar to physical injuries. It provides income replacement to workers with a diagnosed injury or illness that is shown to arise out of and in the course of employment. For HR professionals, this has several implications: Workplace psychological injuries may result in WCB claims Employers may need to participate in claim investigations and return-to-work planning Organizations must demonstrate that reasonable steps were taken to prevent psychological harm Key Lessons for HR Professionals Integrate Psychological Safety into Workplace Safety Programs Mental health should be treated as part of occupational health and safety rather than a separate wellness initiative. HR professionals should integrate psychological risk assessments into safety management systems and identify workplace factors such as: excessive workloads toxic workplace culture violence, harassment or bullying lack of managerial or organizational support Proactive management of these risks can reduce absenteeism, disability claims, and employee turnover. Train Managers to Respond to Mental Health Concerns Managers often serve as the first point of contact when employees experience psychological distress. However, research shows that many supervisors feel unprepared to address mental health issues effectively. HR professionals should implement training programs that equip leaders to: recognize early signs of burnout or distress conduct supportive workplace conversations connect employees to resources such as Employee Assistance Programs Managerial support is particularly important, as studies show that support from managers and coworkers significantly improves workplace mental health outcomes. Address Workplace Stigma Despite increasing awareness, stigma remains a major barrier to mental health support. A significant proportion of Canadian employees report that they would hesitate to disclose mental health challenges due to fear of career consequences. HR professionals can reduce stigma by: encouraging senior leaders to discuss mental health openly integrating mental health awareness campaigns into workplace culture ensuring confidentiality when employees seek support Strengthen Workplace Supports Effective mental health support systems may include: Employee Assistance Programs (EAPs) flexible work arrangements mental health leave policies access to counselling services Research suggests that time off, flexible schedules, and supportive management are among the most effective workplace mental health supports. For HR professionals in Alberta, World Mental Health Day serves as an important reminder that mental health is both a legal responsibility and a strategic workforce issue. Organizations that prioritize psychological safety and employee wellbeing are better positioned to reduce disability claims, improve employee engagement, and retain skilled workers in a shrinking talent pool. With rising burnout levels, increasing psychological injury claims, and evolving legislative expectations, HR professionals in Alberta must take a leadership role in promoting mental health and wellbeing in the workplace. By aligning organizational practices with occupational health and safety requirements, supporting employees experiencing psychological challenges, and fostering open workplace cultures, HR professionals can help create healthier and more sustainable workplaces for the future.
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