Why Your Inclusion Strategy Must Include Truth and Reconciliation

Image ©  Chris Robert

September 30th marks the commemoration of National Day for Truth and Reconciliation in Canada, also known as Orange Shirt Day. We at bci want to acknowledge the importance of this day and express our continued commitment to Truth and Reconciliation. We’re focused on advocating for decolonization and equity and inclusion for the Indigenous Peoples of this land we now call Canada.

It’s critical that we understand the importance of National Day for Truth and Reconciliation, as it rightfully highlights the ongoing oppression that Indigenous communities experience, including lives lost due to hate, violence and genocide. In the wake of this upcoming commemoration, many Canadians (myself included) have been reflecting on the shared responsibility we have as settlers to promote Truth and Reconciliation and healing work in the workplace. 

Those of us who are not Indigenous have a responsibility to call out the continued colonization, oppression, land theft and marginalization that Indigenous Peoples experience. We must work together — both as leaders ourselves but also call upon leaders across sectors — to do more to address the offensive systems that continue to oppress Indigenous Peoples.

At the individual level, each of us must commit to owning our roles in continuing to perpetuate the marginalization and racism that Indigenous Peoples experience. As it relates to DEI in the workplace, we must do more to prioritize inclusion for our Indigenous team members and colleagues, starting with addressing the dramatic systemic problems that prevent Indigenous professionals from accessing opportunities and from thriving.

5 Actions Leaders and Team Members can Take to Advance Indigenous Inclusion in the Workplace

1. Educate Yourself: Take the time to learn about the historic and continued oppression that Indigenous communities face — and commit to disrupting these injustices through your actions and words
   
   
2. Focus on Sponsorship: Focus on building pipelines for Indigenous team members. This can include initiatives such as pipeline programs, educational scholarships, internships, and mentoring programs
   
   
3. Revamp Your Recruitment Policies: Actively start to recognize experience over education when vetting qualifications during the recruitment process — this is especially key for Indigenous communities, as recent statistics show that just 8.7% of Indigenous Canadians have a university degree. Our societies continue to emphasize education over experience, and we must call out how this preference is rooted in white supremacy
   
   
4. Interrupt Your Biases: Do the work to identify the biases you may hold about Indigenous Peoples and actively work to interrupt them
   
   
5. Commit to Allyship: Be an active ally to your Indigenous colleagues, team members and friends — which includes reaching out to check-in and offer your support during this difficult time
   
   

In this moment, it’s more important than ever that we ramp up our decolonization and DEI efforts for Indigenous communities. As always, at bci we actively advocate for these efforts and stand in solidarity with Indigenous communities across Canada and globally.