Part 2: Diversity Strategies for an Indigenous-Friendly Workplace
Welcome back to the Joint Economic Development Initiative’s (JEDI) 3-part blog series on Reconciliation: A guide to Indigenous Perspective! If you have yet to read “Part 1: What is Indigenous Reconciliation?”, please click here.
The second part of this 3-part blog series will focus on Diversity Strategies for an Indigenous-Friendly Workplace. Diversity Strategies are necessary to create a balanced, knowledgeable, and welcoming workplace. Differing perspectives can become the catalyst for change, growth, and opportunities.
Diversity does not always mean the number of diverse individuals you have in your workplace. It also has to do with perspectives, knowledge, experience, cultural, and community understanding. To increase diversity, review how or if your organization has implemented Indigenous perspective on a variety of topics, initiatives, and committees. However, be mindful of tokenization of Indigenous participation – one Indigenous person cannot speak for an entire population. After all, there are more than 600 Indigenous communities in Canada alone, with over 700 different languages, and varying systems of knowledge and culture.
One of the first steps to implement Indigenous perspective is to create space and time for Indigenous community engagement. In the beginning, active listening will be key. Community engagement can take a variety of forms but the first will be to learn about the First Nation communities located near your organization, including information on the Chief and Council, population, and economic development projects. Five ways to do this:
Reach out to Community Employment Training Officers (ETOs) as a first point of contact
Attend community events
Engage in dialogue with Elders and leaders within the community
Connect with Indigenous organizations such as JEDI and the local Tribal Councils
Utilize Indigenous owned businesses and service providers. Seek out partnerships with Indigenous organizations to create equitable and long-lasting initiatives
Learning about Indigenous perspective and building relationships with local communities is done over time. But as you learn about Indigenous perspective you can also make changes within your organization to both policies and training for staff:
Ensure recruiters have taken unconscious bias training
Review recruitment strategies and encourage non-traditional recruiting practices
Create an inclusion strategy in your workplace
Hire an Indigenous Engagement Lead to represent your organization in your outreach (some organizations have also opted to appoint an “Elder in Residence” - Ensure that this is a mutually respectful relationship in which the Elder’s time is valued
Invite Elders to perform opening and closing prayers at major events
Create a protocol for reaching out to an Elder within a community (phoning is typically the best method). Be mindful that there are considerations that must be made prior to an event such as honoraria, this is to respect and value the knowledge that the Elder is sharing.
Be prepared to arrange travel accommodations, be aware of customs to serve Elders’ food first, and potential of an Elder not participating in an event where alcohol is served
Promote Indigenous education among your employees, this is best showcased through organizational leadership
Pursue certifications to demonstrate inclusion, such as CCAB’s PAR program
Create an Indigenous employee network
Consider community involvement and volunteering hours as a component to performance evaluation. Many Indigenous Peoples are heavily involved within their communities. Utilize these connections to create trustworthy relationships amongst organizations and communities through staff participation in Indigenous organized events
Create job postings that use inclusive wording and consider non-traditional learning. Knowledge comes in many forms and there are many transferrable skills that can assist with an organization's necessary objectives
For additional information on how-to connect with the Indigenous workforce in New Brunswick, check out JEDI’s Employer toolkit. The Employer Toolkit provides information on First Nation communities in New Brunswick, employment facts, grants and supports, tips on hiring Indigenous Peoples, and much more.
It is possible for your organization to provide an equitable, diverse, and holistic work environment that still adheres to the outcomes of organizational goals.
“As we strive to acknowledge the horrors of the past, the suffering inflicted on Indigenous peoples, let us all stand side-by-side with grace and humility, and work together to build a better future for all." - Governor General, Mary Mae Simon (2021)
To learn more about Two-eyed Seeing and to learn some best practices for your organization, check out the 3rd post in this series: Best Practices When Hiring Indigenous Peoples.
Looking for more reading?
Dispelling-Common-Myths-About-Indigenous-Peoples.pdf (ictinc.ca)