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.
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions. These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth.
