Supporting Truth and Reconciliation in the Workplace

Author:  Iryna Kravets-Kuzmicz of the Edmonton Chapter Committee with review and edits by Yewande Badejo, Rike Enss, Chelsea Grossi, Yemisi Peters, Masoon Tiwari and Megan Vaughan all of the Edmonton Chapter Committee.

September 30th marks Truth and Reconciliation Day in Canada. But what is Reconciliation, and how can we, HR professionals and organizations, support Truth and Reconciliation in the workplace? Reconciliation is the process of developing a respectful relationship between Indigenous and settler (i.e. non-Indigenous) people across Canada. It’s about working together to overcome the devastating effects of colonization.

With reconciliation, it’s essential to acknowledge harmful policies and practices (e.g. residential schools, loss of lands, inequitable access to essential services, prohibition of cultural traditions and languages, etc.) and define positive ways to move forward together.

As everyone works toward reconciliation in the workplace, an important step forward is ensuring Indigenous populations are represented through active recruitment and retention. However, hiring Indigenous employees requires more than creating a new job posting. It will require effort to learn more about Indigenous Peoples and any barriers that prevent them from joining your organization.

Recognizing the National Day for Truth and Reconciliation

• Recognize that this may be a difficult day for employees as they spend time reflecting. 
• Create space and understanding for employees and share any internal resources or programs they can access for support, such as your EAP.  
• Share a curated list of resources for employees to learn about Indigenous Peoples' history and the legacy of residential schools in Canada. 
• If giving employees a day off, encourage them to engage with these resources during their time off or attend a local event.
• Consider facilitating a discussion among employees to share their reactions or learnings from your resources. 
• Host an internal training session or series of training sessions about the history and culture of Indigenous Peoples (facilitated by an Indigenous person or organization that is being compensated for their time). 
• Research local marches or events that mark the National Day for Truth and Reconciliation in the city/town where your organization is located and encourage employees to attend. 
• Consider matching employee donations to an organization that supports Indigenous communities and reconciliation efforts. 

Where you can learn more:

• Visit the Indigenous Peoples Experience at Fort Edmonton Park
• Engage Bent Arrow Traditional Healing Society for their employment services
• Attend a Pow Wow in Alberta
• Check out Indigenous Tourism Alberta
• Take a FREE course offered through the U of A to learn more 

Here are five tips to recruit and hire more Indigenous workers: 

1. Recognize cultural differences. To make Indigenous candidates feel welcome and comfortable during the recruiting and interview process, practicing inclusivity, recognizing cultural differences, and implementing an equity mindset is important.
2. Consider dropping the degree requirement. Higher education has not served Indigenous people well. In Canada, 11.3% of the First Nation, Inuit, and Métis population has a college degree, compared with 29.3% of the non-Indigenous population. 
3. Attend Indigenous hiring events and national conferences.
4. Create your own pipeline, and connect with local communities. 
5. Your company might consider starting a scholarship program to help Indigenous students obtain a college degree.

Above are just a few ways your organization can support and amplify Indigenous voices in the workplace and seek reconciliation to pave a path forward together, honouring and remembering the past, making space, and creating a safe and inclusive environment for all. 

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.