My Journey Towards Understanding Truth and Reconciliation

26
Sep 2022
242
A man is standing on a pier overlooking a lake at sunset.
Photo Credit: 
Chong Wei

Author:  Joelle Mason, HR Generalist CPHR Candidate

This blog comes from my desire to learn more about The National Day for Truth and Reconciliation. As a millennial white woman that grew up in British Columbia, I did not learn about this in school and, given the current cultural climate, I wanted to take the time to self-educate and document my personal journey in learning about the importance of this day.
 
What is National Day for Truth and Reconciliation?
 
 
The Government of Canada's website states “September 30, 2021, marked the first National Day for Truth and Reconciliation in Canada. The purpose of this day is to honour the lost children and Survivors of residential schools, their families and communities. National Day for Truth and Reconciliation is a public commemoration of the tragic and painful history and ongoing impacts of residential schools."
 
Some Truths about Our History
 

Canada became a country on July 1, 1867, and just nine years later in 1876, the Indian Act was passed into law by parliament.

The Indian Act is the primary law the federal government used to administer Indian Status. This Act subsumed a number of colonial laws that aimed to eliminate First Nations culture in favour of assimilation into Euro-Canadian Society. A primary method of assimilation were government and church-sponsored, religious schools called residential schools. These schools removed children from their homes and were a system designed to kill the Indian in the child. Residential schools still impact Indigenous People through intergenerational trauma. It was shocking to learn that the last residential school only closed in 1996, when I was a child.

The Indian Act had and continues to have an enormous impact on Indigenous People. Including imposing the elected chief and band council system. Prior to European contact, many nations had their own distinctive political institutions, traditions, leadership systems, economy’s, cultures, and autonomous control over their territories and resources. Having an imposed chief and band council system placed upon them took away from their traditional methods of governing themselves. This example and much more were laid out in the eye-opening book titled 21 Things You May Not Know About the Indian Act by Bob Joseph.

The Truth and Reconciliation Commission of Canada The Truth and Reconciliation Commission of Canada (TRC) was created through a legal settlement between Residential school survivors, the Assembly of First Nations, Inuit representatives and the parties responsible for the creation and operation of the schools: the federal government and the church bodies. Their mandate was to inform all Canadians about what happened in residential schools.

The TRC has a recorded testimony of more than 6,000 survivors affected by residential schools. Over more than a century, it is estimated approximately 150,000 Indigenous children were separated from their families and communities and forced to attend one of 139 residential schools across Canada.

Moment of Reflection

Canada’s treatment of Indigenous people through methods imposed by the Indian Act led to many appalling and horrible consequences for their communities and culture that are still in place today.

These are facts; they are not easy, they are uncomfortable, but unfortunately, they are a reality. Part of honouring this day is acknowledging these truths as a first step to help us move toward reconciliation.

On the Road to Reconciliation

One of the most important outcomes of the Truth and Reconciliation Commission of Canada were their . 94 Calls to Action.

These calls to action outline actionable steps towards reconciliation. For example, Call to Action 80 specifically called for a statutory holiday to honour survivors, their families and communities. As a result, National Day for Truth and Reconciliation is now a federally recognized statutory holiday on September 30.

Many of the TRC’s calls to action call upon the federal, provincial, municipal and territorial governments to adopt or fully implement the United Nations Declaration on the Rights of Indigenous People. This document was adopted by the United Nations general assembly in 2007 and on June 21st, 2021, the United Nations Declaration on the Rights of Indigenous Peoples Act received Royal Assent and came into force in Canada. This Act provides a roadmap to help guide the Government of Canada and Indigenous people to work together toward lasting reconciliation and healing.
 
With this knowledge and framework in mind, there are actionable steps that businesses and individuals can take toward reconciliation. For example, I met with a local Knowledge Keeper and she guided me to Call to Action 92.
 
This call to action is specific to the corporate sector and asks businesses to use the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples and their lands and resources.
 
This call to action provides us as Human Resource professionals an excellent opportunity to collaborate and strategize toward meaningful actions in our organizations in building a reconciliation framework.
 
Action Steps towards Learning More About Reconciliation and Building a Framework in Your Organization
 
Through this process, I feel I’ve barely scratched the surface of the significance of Truth and Reconciliation. And yet, I have had the support of many individuals who took the time to help me learn more. With the knowledge and context, they provided as well as the books I read and other research completed. I would like to highlight their ideas and offer you some tactical steps as to how HR professionals can implement Call to Action 92.
 
  • Read the United Nations Declaration on the Rights of Indigenous People.
  • Read the TRCs 94 Calls to Action
  • Spend time reading and learning more. Some books that were recommended to me are: 21 Things You Did Not Know About the Indian Act, Indigenous Relations - Insights Tips & Suggestions to make Reconciliation a Reality

Start with Local Understanding: 

  • Learn about the First Nations from where you live https://native-land.ca/
  • Take some time to research about the First Nations who are traditional to your area
  • Check the internet to see if there is a website or somewhere to learn more about relevant topics in their community.
  • Look for an event calendar to see if you can attend an event and learn about their cultural norms.
  • Be respectful, do your best to research and see what the appropriate norms when attending an event.
  • Sign up for a newsletter.
  • Follow content creators across different social media platforms.
  • Pronunciation is important, google how to properly pronounce their traditional names.
  • Educate yourself about the diversity amongst Indigenous Peoples. There might be some cultural differences to consider such as teachings around interconnectedness of all living beings and differences in communication styles. Remember, not all Indigenous people are alike and there is much diversity within communities as well.
  • If possible, ensure that what you are learning has been authenticated appropriately by Elders and Knowledge Keepers.
  • If you are based in Calgary this was a resource recommended to me https://calgaryfoundation.org/about-us/reconciliation/land-acknowledgement/
  • Assess your current situation are you in a learning/education phase where you need to educate more about our past truths or are you in an implementation phase and are able to being incorporating reconciliation actions within your community.
  • Incorporate a book club into your organization that covers the cost of books your team can read from Indigenous Authors.
  • Advocate for your leadership to acknowledge National Day for Truth and Reconciliation in your organization.
  • Create a standing agenda item for your team to continuously revisit Call to Action 92 and brainstorm ways to incorporate reconciliation processes into your organization.
  • Ensure this is a separative initiative that is not lumped under the umbrella of Diversity, Equity, Inclusion, and Belonging.
  • Provide resources to your team for those who want to learn more. The University of Alberta has a fee course called Indigenous Canada This course also has a paid component where certificates can be awarded upon successful completion.
  • Implement professional development days that focus on Indigenous people, Metis and Inuit matters.
  • Invite an Elder to your organization and ensure you follow protocols to welcome them in a good way.

As an HR Professional of a small business (26 employees), here are the actions I will take within my own company to begin incorporating Call to Action 92:

  • Acknowledge National Day for Truth and Reconciliation in our organization as a Statutory Holiday.
  • Send out a MS Teams Post about National Day for Truth and Reconciliation: Acknowledging what has been covered in the media about Every Child Matters and create a conversation.
  • Encourage our team to wear an orange shirt on September 30 and educate them on the background significance of this.
  • Research local Indigenous artists to acquire our orange shirts from.
  • Share Call to Action 92 with our team and brainstorm ideas as to how we can incorporate it.
  • Create a standing agenda item to continuously revisit call to action 92.
  • Share resources for them to learn more. For example, this free course Indigenous Canada | University of Alberta (ualberta.ca).
  • Purchased alliedFutures Project Toolkit – A guided knowledge sharing series led by a community of settlers, Elders and Knowledge Keepers. It is an educational toolkit to get informed, unlearn and unsettle.
 
It is so important that we as HR Professionals living in Canada become educated about these issues. Incredible work on this matter has already been done and I am excited to contribute towards more actions to help support reconciliation moving forward. We would love for all of you to share with us some of your stories about how this has impacted you and how the businesses you are working for might incorporate and participate in Truth and Reconciliation.
 
I look forward to collaborating with all of you on our reconciliation journey.
 

 

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.

 

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.



Layoffs Are Inevitable, Abandoning People Isn’t

By Marina Perkovic • July 15, 2025
Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential. 

Your Ultimate Pre-Conference Checklist for the CPHR Alberta 2025 Conference!

By Marina Perkovic • July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!

An Update from your Board of Directors - June 2025

By Marina Perkovic • July 9, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we share post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on June 24, 2025, and the Board’s key messages are as follows: Financial Update CPHR Alberta remains in a stable financial position with a forecasted break-even year-end as per the approved Budget. The Board reappointed Cascade Chartered Professional Accountants LLP as auditor for 2025–2027. Strategic Planning The Board held a focused one-day Strategic Refocus Workshop to explore how CPHR Alberta delivers value to its members. This work will guide the development of an updated three-year strategic plan, aligned with the evolving needs of the profession. Self-Regulation The Professional Governance Act received Royal Assent in May 2025 and Royal Proclamation expected for Spring 2026. CPHR Alberta anticipates review of its self-regulation application in Spring 2027. Ongoing work focuses on legislative alignment, internal readiness, and member communications. CPHR Alberta Conference Join us at the CPHR Alberta 2025 Conference, Human-Centric HR on September 23–24 in Edmonton. Be sure to stop by the CPHR Alberta booth to meet and connect with your Board of Directors. The next Board meeting will take place on September 22, 2025, after which we will 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!
MORE NEWS