How Indigenous relations specialists are bringing reconciliation to the workplace

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CALGARY – When Annie Korver sits down with a new corporate or small business client, she encourages them to focus first on the “truth” part of truth and reconciliation.

Organizations often hire Korver to help them develop a reconciliation action plan — a term that refers to a formal document that outlines what a company plans to do to improve its relationship with Indigenous people in Canada.

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But the founder and principal of Rise Consulting in Fernie, British Columbia, says companies must first grapple with the reality of this country’s painful past.

“I will ask them: What experiences have you had? Have you read some books? Have you been in an (Indigenous) community? And that helps me formulate recommendations on how to walk together,” Korver said.

“We always start at the beginning with the history of colonial damage, because a lot of people still don’t know. That’s the norm, actually. They say: ‘You didn’t teach me that.'”

It has been nearly a decade since the Truth and Reconciliation Commission released its final report summarizing the legacy of residential schools in Canada. As part of its report, the committee included a call to action for Canadian companies to make commitments to Indigenous people in a variety of areas, including consultation, relationship building, jobs and training.

As companies work to answer this call, it has created an opportunity for Indigenous-led companies like Korver. At Rise, Korver and her colleagues offer everything from advice on how to “decolonize” a company’s brand to how to develop a local buying strategy.

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Another consulting firm, Eagle Spirit Business Development, counts cultural awareness training among the services it offers to its corporate clients. Founder Jeremy Thompson, whose office is on the Tsuut’ina Nation near Calgary, said he helps clients realize that some of the everyday phrases and terms they use in their business may be offensive to indigenous Canadians.

“One of the most common of these expressions is ‘totem pole,’ as in ‘I’m the low man on the totem pole,'” Thompson said.

“Often, people will use the phrase ‘pow-wow’ to refer to a co-worker meeting.”

Thompson also often acts as an intermediary between companies and Indigenous communities, helping with introductions when companies want to do business or build a project on First Nations lands.

This type of role is not new – companies have long hired Indigenous relations consultants to help smooth their path, especially as Indigenous consent has become a must when it comes to gaining regulatory approval for major projects like oil or gas pipelines. Energy transfer. .

While some companies still see Indigenous engagement as a box they have to check, the TRC’s call to action has pushed others to really try to do better, Thompson said.

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“There are some companies that still meet the minimum requirements because they have to do so for regulatory status or project status,” he said.

“But there are some, and I work with a company like this today, who really go the extra mile…they do things because they want to, not because they have to.”

Some of Canada’s largest corporations have internal and external experts to help them achieve their reconciliation goals. At the Bank of Montreal, an external Indigenous Advisory Board provides advice, but the bank also has dedicated internal roles.

For example, Cleo Strahm – BMO’s head of Indigenous banking – leads a team dedicated to delivering financial services to Indigenous communities, while Amanda Ince works to improve the bank’s hiring practices as head of Indigenous talent strategy.

“As an Indigenous woman whose family was directly affected by residential schools, I am so happy that my voice now contributes to decisions that support Indigenous peoples,” Enns said.

Strahm said she feels her job is one of the most rewarding roles at the bank.

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“The most common thing we do, which is lending to First Nations and Indigenous governments to build infrastructure on reserves and in their communities…has a huge impact on people’s lives.”

Rise Consulting’s Korver said one of the best parts of working with corporate clients on Indigenous issues is seeing what she calls “a-ha” moments. These often come when she leads a workplace training session for non-Indigenous employees, many of whom have never seriously thought about issues like economic reconciliation or decolonization.

“You might see it as goosebumps on their skin, or maybe tears in their eyes. They have made little difference, and that is why they will use their power and influence in a greater way to support the advancement of truth and reconciliation.

“I love those moments.”

This report by The Canadian Press was first published in September. 29, 2024.

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