CALL TO ACTION #92 AND YOU

Reconciliation responsibilities for businesses

By Adam N. Nepon, MBA, CPHR Candidate

Alot of us have heard about the Truth and Reconciliation Commission (TRC) of Canada and the establishment of the 94 calls to action. Based on my experiences, it appears organizations and, specifically, corporations across Manitoba have been grappling with the call to actions and how to implement them. This is almost always a tough subject but we have to get comfortable being uncomfortable. Call to action No. 92 addresses a corporation’s role in making a significant impact to eliminate some of the systemic suppression experienced by Indigenous peoples and others who identify as BIPOC (black, Indigenous and people of colour).

Systemic suppression and systemic racism inherently exists in many organizational systems, public and private. This is not about the people within the systems but the processes and procedures within the systems that cause this marginalization and inequality.

The TRC* was formed with the goal of “promoting healing, educating, listening and the preparation of a report for all parties that includes recommendations for the Government of Canada regarding the IRS (Indian Residential Schools) system, experience and legacy.”

Personally, the term ‘residential school’ didn’t even register for me until about 10 years ago. I stumbled across the CBC miniseries 8th Fire that took viewers through a history that I had never heard or possibly was never presented to me in elementary school. After watching the series, I started to understand my thoughts, perceptions and biases were formed without any direct experience with Indigenous communities. What I came to realize was my ignorance; that I cannot fear this ignorance; and I am not alone.

The hardest thing for me about starting this journey toward reconciliation was having to discard almost everything I had heard or thought I understood about Indigenous cultures and peoples. I gravely misunderstood the history that came along with that. Like anything, the more you explore, the more you understand and that’s where I chose to focus my graduate degree.

Part of this degree included a research project that was initially tasked with creating case studies to be used at the University of Manitoba’s Asper School of Business. A standard business case study format would be followed but specifically highlighting a dilemma within Indigenous organizations. What we found was before creating these case studies on complex business decisions with Indigenous stakeholders, there was a need to first provide basic information in the classroom regarding the history of the relationship between Indigenous people and settlers, including contemporary issues in Canada. These findings echoed in many of the conversations I’ve had since.

Looking at this through a human resource perspective, the TRC’s call to action No. 92 specifically addresses what changes are needed in the corporate sector to achieve steps toward reconciliation with Indigenous communities. When implementing call to action No. 92 strategies in any organization, it is imperative that change is accepted from the boardroom to the frontline; however, I believe HR professionals will be the ones leading the charge for change.

Two of the three main points for call to action No. 92 are HR focused: • Ensure Aboriginal peoples have equitable access to jobs, training and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects. • Provide education for management and staff on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations

Declaration on the Rights of Indigenous

Peoples, treaties and Aboriginal rights,

Indigenous law and Aboriginal–Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism. Government commissioned a report so we can see how to start repairing this relationship. Guidance was provided in the outcomes of the commission and commitments were made; however, many corporations appear to be waiting for First Nations, Inuit and Metis to keep this ball rolling. It’s important to start having these conversations in our organizations while remaining respectful and open-minded.

This takes us, professionals in human resources, to start providing equality through equity.

REFERENCES:

*http://caid.ca/DTRC.html

ABOUT THE AUTHOR: ADAM N. NEPON is a Founder/Partner at MBA Consulting & Co./Realcare. He can be reached at adam@realcare.ca or 204-997-6147.

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