2,974
edits
Changes
Jump to navigation
Jump to search
Line 1:
Line 1: − + − + − + − + − + − + − + − + − + − + − + − <big>'''Dylan: What Measures Exist to Create Inclusive and Equitable Workplaces for Indigenous Employees?'''</big>+ − − <big>"Indigenous people thrive in spaces where we can come together and tell our stories. However, Indigenous Circles can sometimes reflect the Reserve System, dividing and separating people. We need opportunities to come together in larger circles to hear the stories of all Indigenous employees, regardless of their roles in government.</big> − − <big>Inclusion means creating spaces that are not formalized and structured by departments but are instead created by Indigenous employees themselves. Diversity involves coming together and allowing Indigenous public servants to share their stories. Policies and programs should be realistic, relevant, and respectful, reflecting the lived experiences of Indigenous employees.</big> − − <big>We have initiatives like the Bear Circle, provided by the Bear Clan, where people can come and share. However, these initiatives often lack funding. Different departments need a shared understanding, not just ISC and CIRNAC, so that teachings and stories are integrated throughout the government organization. Indigenous employees should be able to create their spaces without fear of punishment. It’s about care and comfort, not punishment and reward."</big> − − <big>'''Vanessa: How Does Your Community Approach Healing from Intergenerational Trauma, and What Role Do Cultural Practices and Traditions Play in This Process?'''</big> − − <big>"As a government organization, we’ve made some steps towards healing by having cultural days, which have had a huge impact on my life. Healing is a continuous, everyday process. It’s important for Indigenous employees to share coping skills with each other, such as the need to be in nature and connected to Mother Earth.</big> − − <big>Respect is crucial, even if others might not always understand our practices. Open communication with managers about the support needed to feel safe in the workplace is essential, but we’re not there yet. The government needs to build trust for more openness to our traditions and ceremonies, without imposing strict timelines.</big> − − <big>Encouraging non-Indigenous colleagues to approach Indigenous colleagues with compassion can make a big difference. The Kumik Lodge, although currently closed, was a place where elders invited both Indigenous and non-Indigenous employees to learn, grow, and heal together. More spaces like Kumik Lodge can increase understanding, trust, and create psychologically safe workplaces for difficult conversations and collective healing."</big> − [[File:Screenshot 2024-06-19 at 12.57.13 PM 8.28.38 AM.png|center|frameless|745x745px]] − <big>'''Ensuring Indigenous Perspectives in Policy and Resource Management'''</big> − − <big>To ensure that Indigenous perspectives are integrated into policy and resource management, the principle of “nothing about us without us” must be upheld. This means always considering how policies could impact Indigenous communities and involving them in the decision-making process. Here are some key points:</big> − − * <big>'''Addressing Barriers:''' Indigenous people face numerous barriers within the government, including language and educational barriers, which prevent them from reaching director-level positions.</big> − * <big>'''Building Relationships:''' Departments should build strong relationships with Indigenous communities and allies to gain better perspectives and understanding.</big> − * <big>'''Decolonizing Policy Making:''' Policies should be decolonized by putting people first and engaging Indigenous persons in both the creation and implementation processes.</big> − * <big>'''Council Engagement:''' Bringing together diverse voices within Indigenous communities, such as Two-Spirit individuals, youth, matriarchs, and warriors, to collectively discern what is best for all.</big> − * <big>'''Healthy Engagement:''' Fostering healthy, safe engagement and continuing to speak the truth, both for Indigenous communities and the government.</big> − * <big>'''Proper Consultation:''' Ensuring proper consultation and genuinely considering the input and advice from Indigenous communities.</big> − * <big>'''Supporting Elders:''' Utilizing and supporting elders not only for their knowledge but also to provide them with a dignified life.</big> − * <big>'''Creating Space:''' Working together to create and hold more space for Indigenous and Two-Spirit individuals.</big> − − <big>'''Diversity Amongst Indigenous Peoples, Communities, Beliefs, and Traditions'''</big> − − <big>The diversity among Indigenous peoples is vast and cannot be encapsulated by terms like “Indigenous” or “Aboriginal.” Each community has its unique culture, traditions, and ways of knowing. Here are some insights:</big> − − * <big>'''Cultural Specificity:''' Indigenous cultures are deeply tied to their geographical locations. For example, certain animals or concepts may not exist in all cultures, leading to different words and understandings.</big> − * <big>'''Understanding Gaps:''' Diversity helps identify gaps in understanding and ensures that policies are inclusive of all Indigenous communities, not just a select few.</big> − * <big>'''Respecting Traditions:''' Misunderstandings can arise when non-Indigenous people impose their interpretations of Indigenous traditions, such as offering tobacco inappropriately.</big> − * <big>'''Policy Making:''' Effective policy making requires engaging with a broad spectrum of Indigenous communities to ensure that policies are reflective of their diverse realities.</big> − − <big>'''Lifting as you Lead Mentoring Circles Program: Bridging Experiences and Insights'''</big> − − <big>The Lifting as you Lead Mentoring Circles Program can significantly benefit both Indigenous and non-Indigenous employees within the federal public service by providing a platform to share experiences, challenges, and insights. Here’s how:</big> − − <big>'''For Indigenous Employees'''</big> − − * <big>'''Safe Space for Sharing:''' The program offers a safe and supportive environment where Indigenous employees can share their stories and experiences without fear of judgment or punishment.</big> − * <big>'''Empowerment and Mentorship:''' Indigenous employees can receive mentorship from peers and leaders who understand their unique challenges, helping them navigate their careers and step into leadership roles.</big> − * <big>'''Cultural Exchange:''' By sharing their cultural practices and traditions, Indigenous employees can educate their non-Indigenous colleagues, fostering mutual respect and understanding.</big> − − <big>'''For Non-Indigenous Employees'''</big> − − * <big>'''Cultural Competence:''' Participating in the program helps non-Indigenous employees develop cultural competence by learning directly from Indigenous colleagues about their histories, cultures, and current issues.</big> − * <big>'''Building Allyship:''' The program encourages non-Indigenous employees to become allies by actively listening, supporting Indigenous initiatives, and advocating for inclusive policies.</big> − * <big>'''Collaborative Learning:''' Engaging in respectful dialogue and collaborative learning helps break down stereotypes and misconceptions, leading to a more inclusive and equitable workplace.</big> − − <big>'''Creating an Inclusive and Equitable Workplace'''</big> − − * <big>'''Mutual Respect and Trust:''' The program fosters relationships based on mutual respect and trust, essential for creating an inclusive workplace.</big> − * <big>'''Policy Influence:''' Insights gained from these mentoring circles can inform policy-making processes, ensuring that Indigenous perspectives are integrated into decision-making.</big> − * <big>'''Collective Growth:''' By bringing together diverse voices, the program promotes collective growth and understanding, benefiting the entire organization.</big> − − <big>The [[Lifting as you Lead Mentoring Circles Program 2024|Lifting as you Lead Mentoring Circles Program]] exemplifies how structured, supportive environments can bridge gaps, foster understanding, and create a more inclusive and equitable workplace for all employees.</big> − − <big>By embracing such initiatives, the federal public service can continue to honor and integrate Indigenous perspectives, ensuring a more respectful and collaborative future.</big> − −
Spotlight on Co-Conspirators for Positive Change – Insights from the Ask Me Anything Series (view source)
Revision as of 10:10, 1 November 2024
, 1 Novemberno edit summary
'''<big>[[Diversity and Inclusion Office|Homepage]] | [[Ask Me Anything: Courageous Conversation on Diversity, Equity and Inclusion|Ask Me Anything]] | [[Renouer avec l’identité : une conversation courageuse en l’honneur du Mois national de l’histoire autochtone|FR]]</big>'''
'''<big>[[Diversity and Inclusion Office|Homepage]] | [[Ask Me Anything: Courageous Conversation on Diversity, Equity and Inclusion|Ask Me Anything]] | [[Pleins feux sur les co-conspirateurs du changement positif – Aperçu de la série Demandez-moi n’importe quoi|FR]]</big>'''
[[File:ENG June AMA Banner.png|alt=|center|frameless|738x738px]]
[[File:ENG September AMA Banner.jpg|alt=|center|frameless|738x738px]]
== '''Reconnecting with Identity: A Courageous Conversation In Honour of National Indigenous History Month - “Nothing About US, Without US”''' ==
== '''<big>Spotlight on Co-Conspirators for Positive Change – Insights from the Ask Me Anything Series</big>''' ==
[[File:ENG June 2024 Poster.png|alt=|left|frameless|552x552px]]
[[File:ENG_September_2024_Poster.png|link=https://wiki.gccollab.ca/File:ENG_September_2024_Poster.png|alt=|left|frameless|525x525px]]
<big>In honour of National Indigenous History Month, the Diversity & Inclusion Office recently hosted an [[National Indigenous History Month: Reconnecting with Identity|Ask Me Anything (AMA) session, focusing on the theme of “Reconnecting with Identity.”]] This courageous conversation brought together voices from the Indigenous community within the federal public service to share their experiences, challenges, and insights. Hosted by Darlene Bess and Rob Chambers. The panelist speakers were Vanessa Brousseau, Patrick Stevens and Dylon Jenkins. Here are some highlights from the discussion.</big>
<big>An Ask Me Anything (AMA) session organized by National Defence, Diversity and Inclusion Office at Materiel Group inspired nearly one thousand attendees to create real change in the areas of diversity, inclusion, and psychological safety within their organizations.</big>
<big>'''Dylan: What Does Reconnecting with Identity Mean to You?'''</big>
<big>Entitled "Spotlight on Co-Conspirators for Positive Change in the Defence Team and Federal Public Service," panellists Sancho Angulo, Stacey Ileleji, and Samantha Moonsammy held a significant and lively discussion that was thoughtfully moderated by Ryan Dawodharry and Jasmine Swadia.</big>
<big>"For me, reconnecting with my identity means becoming whole. When I first joined the federal government, I felt pressured to leave my indigeneity at the door. It wasn’t welcomed; it was mocked. I was asked if I would wear my headdress to meetings, and during discussions about housing, I heard comments like, ‘Why don’t we just put them back into teepees?’ I wanted to speak up and correct these misconceptions, but I stayed silent out of fear of punishment.</big>
<big>Panellists explained that, in recent years, organizations have begun to understand that real change requires not just advocacy but active partnership with others. The people who don't just stand by but work alongside those leading the charge for inclusion and culture change are called co-conspirators for positive change. This term co-conspirators for positive change was inspired by Richard Sharpe, a Canadian thought leader addressing anti-black racism who defines it as someone who leverages their privilege, voices, and platforms to create meaningful, lasting change within their workplaces and ensures that every individual feels valued, heard, and safe.</big>
<big>My mother advised me not to tell everyone that I was Cree because they wouldn’t understand. This fear kept me from speaking my truth until I decided to embrace my authentic self. When I did, I stepped into my power and gave other Indigenous employees permission to do the same. Now, as a Two-Spirit Knowledge Keeper, I share all elements of my identity without hiding. I am shamelessly and unapologetically Indigenous, and this resilience has allowed me to thrive in my career for 24 years."</big>
<big>Throughout the AMA, all three panellists emphasized that everyone has the capacity to be a co-conspirator for positive change, no matter their title or level. Whether you're a student or a member of the Executive group, there is always an opportunity to use your voice to stand up for what's right within your organization.</big>
<big>'''Patrick: How Can Non-Indigenous Individuals Engage in Respectful Dialogue, Learn from Indigenous Knowledge, and Advocate for Positive Change?'''</big>
<big>Taking inspiration from Michelle Obama, Samantha explained that no one is handed permission to become a changemaker. It's up to each individual to claim their space, get visible and choose to make a difference. But, as the panel noted, deciding to make a change isn't easy. As Stacey pointed out, empathy is more than just an innate ability; it's a skill that must be developed. She explained that "empathy is a key building block for forming relationships… that turn into and contribute to the organizational culture." Doing so is critical to achieving our shared goal of building a more inclusive environment.</big>
<big>"First, it’s important to educate yourself. Familiarize yourself with the history, culture, and issues facing Indigenous people. Understanding the historical and ongoing effects of policies is crucial for grasping the challenges faced by Indigenous communities. Attend events and workshops hosted by Indigenous organizations with an open mind and a willingness to listen and learn. Establish relationships based on mutual respect, trust, and reciprocity.</big>
<big>Developing this idea further, Sancho offered some practical tips on how to empower and build strong relationships with your coworkers, especially neurodivergent coworkers and those belonging to employment equity groups. As one example, Sancho recommended first asking them how you can help them get to where they want to be in their careers and then helping them achieve those goals. This simple gesture can go a long way towards not only helping others develop their skills but also empowering them to take action themselves in the future.</big>
<big>Support Indigenous initiatives and advocate for change when appropriate. Being humble is key, as is collaborating with Indigenous communities to create policies and change. By following these principles, non-Indigenous individuals can engage in respectful dialogue, learn from Indigenous knowledge, and advocate for positive change in a way that honours and supports our communities."</big>
<big>Overall, this AMA on being a co-conspirator for positive change served to empower members at all levels across the Federal Public Service and Defence Team to foster inclusion and make change in their organizations. The panellists and hosts held a courageous and insightful conversation, modelling for the 990+ audience members how to be co-conspirators for positive change and encouraging everyone in attendance to do the same. Quoting American novelist Alice Walker, Sancho stressed that "the most common way people give up their power is by thinking that they don't have any." By creating space for these kinds of conversations, AMA continues to serve as a reminder of the power we all hold to create a more inclusive future.</big>
{{Special:IframePage/YouTube|path=L9weZpk34do}}
{{Special:IframePage/YouTube|path=d1XA-wlwOQI}}
