Supporting Truth and Reconciliation in the Workplace
25
Sep 2023
CPHR Alberta
179
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:
- 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.
- 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.
- Attend Indigenous hiring events and national conferences.
- Create your own pipeline, and connect with local communities.
- 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.
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.
As the governing voice of CPHR Alberta, the Board of Directors meets 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 are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows: Membership Growth As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives. Professional Development Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning. Annual Conference The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall. “The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut. Self-Regulation The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including: Advocacy, legal, and governance impact assessments are being commissioned. Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision. Further information will be shared, when ready. Future Vision Approved: 2026-2028 Strategic Plan Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. Fiscal Responsibility Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach. Board Governance Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization. FCPHR Nominations A reminder that the prestigious Fellowship Award is open for nominations! This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR). Click here to learn more about the Fellowship Award, including the guidelines and completing your nomination. You can also download a copy of the nomination form here. The next Board meeting takes place in March 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!
At CPHR Alberta, we believe that the future of work is being shaped by the decisions we make today. That’s why we’re proud to share our 2026-2028 Strategic Plan—a bold, member-informed roadmap that will guide our organization over the next three years. This plan is the result of a deeply collaborative process, led by our Board of Directors and developed in partnership with our operations team. It reflects the voices of our members, gathered through surveys and conversations, and is grounded in market research and aligned with the national priorities of CPHR Canada. Together, we’ve crafted a strategy that is responsive, forward-looking, and rooted in data. At its core, the plan is about strengthening the Human Resources profession and supporting the people who drive it. It reaffirms our commitment to building a resilient, inclusive HR community—one that is equipped to lead in a rapidly evolving workplace landscape. Our redefined vision and mission statements speak to this ambition, and our newly articulated values provide a foundation for how we work, connect, and grow. The strategic priorities outlined in the plan reflect the areas where we believe CPHR Alberta can make the greatest impact. They focus on elevating the visibility and influence of the HR profession, fostering innovation and leadership across our community, and deepening engagement with our members and partners. These priorities are designed to meet the diverse needs of our jurisdiction, from urban centers to rural communities, and to ensure that every CPHR has the tools and support to thrive. As we look ahead, we’re energized by the possibilities this plan unlocks. It’s a call to action—for our team, our Board, and our members—to work together in shaping the future of HR. Whether it’s through new learning opportunities, stronger regional connections, or amplifying the voice of HR in public discourse, we’re committed to leading with purpose and impact. We invite you to explore the full 2026-2028 Strategic Plan and see how our shared vision will come to life. Together, we’re building a future-ready HR community—one that’s connected, influential, and prepared to meet the challenges of tomorrow.
Seeking CPHRs, Retired CPHRs and Public Board Members
