JEDI recently hosted our 3-part Virtual Plenary - Building Better Together 2 on May 19, 25 and 27
To watch the full first day: JEDI's Building Better Together Virtual Plenary: Day 1
Day 1 Summary:
On May 19, we focused on educating stakeholders on the TRC Calls to Action and the history of Indigenous Peoples. The event included two main sessions. First, Chief Patricia Bernard of the Madawaska Maliseet First Nation, gave an engaging presentation about treaty education & land claims and our second session featured a panel of JEDI partners on reconciliation and implementing Indigenous Inclusion in the Workplace.
Some of the highlights of Chief Patricia Bernard’s session were:
Specific vs. Comprehensive land claims
Details regarding a specific land claim dispute
Aboriginal Title
Treaty education
Skills development & capacity building
Chief Patricia Bernard
Listen to Chief Patricia Bernard’s inspiring discussion surrounding land claims and treaty education at 33:11!
The panel on Reconciliation & Implementing Indigenous Inclusion into the Workplace included the following panelists:
Edee Klee (Hayes Farm)
Peter Seymour (Working NB)
Keith McIntosh (PQA & PLATO Testing)
Kelsey Bernard (NB Power)
Edee Klee (Hayes Farm)
Peter Seymour (Working NB)
The following question was asked during the panel:
What steps has your organization taken to implement Indigenous Inclusion and Reconciliation into your workplace?
Edee Klee’s main points:
The intention at Hayes Farm was to create a program that specifically incorporated Indigenous knowledge and food ways.
They used the Peace & Friendship Treaties as their guide to develop relationships.
Everything they do at the farm is human-scale, regenerative and relationship based.
The relationship with Mother Earth is a priority at Hayes Farm.
They have developed key partnerships with Indigenous communities, JEDI, Future Wabanaki, etc.
They have participated in JEDI’s Reconciliation Awareness Program (IRAM).
Peter Seymour’s main points:
At Working NB, they believe in having staff understand the true history and making things right.
They have taken part in JEDI’s IRAM to take steps towards reconciliation.
Working NB has taken steps towards creating long-time partnerships with the four tribal councils and JEDI.
Keith McIntosh’s main points:
PQA testing and PLATO Testing are sister companies. 95% of the staff is Indigenous at PLATO Testing.
They want to help Indigenous Peoples gain opportunities and they are all about inclusion and equal opportunity.
Kelsey Bernard’s main points:
In 2017 NB Power hired an Indigenous Person (Kelsey) for their recruitment team which she believes helps them focus on Indigenous inclusion.
She advocates for Indigenous Peoples at NB Power and sets hiring targets for Indigenous Peoples.
As well, they have partnerships with JEDI and the tribal councils.
They also have an Indigenous Student Program, and they hire through JEDI’s Indigenous Internship Program.
Listen to the full discussion on this question at 1:50:40!
Keith McIntosh (PQA & PLATO Testing)
Kelsey Bernard (NB Power)
The following question was also asked to the panelists:
What are some of the lessons that you have learned about implementing initiatives into your workplace and what have been some of the obstacles?
Edee Klee:
It has been important for their non-Indigenous staff to decolonize their thinking, allow themselves to be open-minded, and to try to ignore the colonial ways of thinking and doing.
Their obstacles at Hayes Farm have been the adjustments they have had to make due to COVID-19, as well as funding because they are trying to create programs that do not exist yet.
Peter Seymour:
Obstacles at Working NB have included the slow process of government policy changes.
Keith MacIntosh:
To increase the number of Indigenous hires PQA/PLATO Testing built their own training courses.
They also had to remove as many barriers as they could to allow Indigenous Peoples to take the training.
Kelsey Bernard:
NB Power learned that they need to work together as a team and work towards the same goals.
Appreciate the systems that are in place that help break down barriers for Indigenous Peoples to get into certain roles.
You can get Indigenous Peoples through the door to work but you need a culture and a workplace to keep them and to make them feel welcome.
Listen to the discussion about this question at 2:11:13!
Stay tuned for our next blog post in this 3-part Webinar Series!