Canadian Leaders Can Build Indigenous Inclusion for a Better Workplace
Many Canadian business leaders have increased efforts to attract and retain people from the First Nations, Métis and Inuit communities. However, recruitment strategies must be paired with ongoing and culturally appropriate support to ensure Indigenous employees can succeed and thrive. By creating a more welcoming workplace, leaders can tap into fresh perspectives, particularly on critical sustainability issues, leading to greater innovation and long-term success.
"Supporting Indigenous employees means approaching each interaction with cultural awareness and curiosity,” says Dina El Helou, director of service delivery at Canada Workplace Options. “This will allow us to bridge the gap between different backgrounds, allow us to strengthen mindsets and approaches by respecting and encouraging diversity.”
Indigenous Peoples account for 6.2% of the global population—roughly 476 million people worldwide—spread across more than 90 countries. In Canada, the constitution recognizes three groups of Indigenous Peoples: First Nations, Inuit, or Métis. They represent an estimated 5% of the population, or more than 1.8 million people.
To demonstrate support of Indigenous employees, inclusive leaders in Canada must go beyond annual observances of National Indigenous Peoples Month and National Indigenous Peoples Day. The journey towards inclusion and authentic engagement involves understanding historical context, embracing legal responsibilities, and actively partnering with Indigenous communities–all year long.
