Difference between revisions of "Reconnecting with Identity: A Courageous Conversation In Honour of National Indigenous History Month"
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'''<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]] | [[Renouer avec l’identité : une conversation courageuse en l’honneur du Mois national de l’histoire autochtone|FR]]</big>''' | ||
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| − | <big> | + | == '''Reconnecting with Identity: A Courageous Conversation In Honour of National Indigenous History Month - “Nothing About US, Without US”''' == |
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| + | <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> | + | <big>Dylan: What Does Reconnecting with Identity Mean to You?</big> |
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| − | <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> | + | <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>Patrick: How Can Non-Indigenous Individuals Engage in Respectful Dialogue, Learn from Indigenous Knowledge, and Advocate for Positive Change?</big> | ||
| − | <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> | + | <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>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> | ||
Revision as of 07:48, 2 October 2024
Homepage | Ask Me Anything | FR
Reconnecting with Identity: A Courageous Conversation In Honour of National Indigenous History Month - “Nothing About US, Without US”
In honour of National Indigenous History Month, the Diversity & Inclusion Office recently hosted an 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.
Dylan: What Does Reconnecting with Identity Mean to You?
"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.
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."
Patrick: How Can Non-Indigenous Individuals Engage in Respectful Dialogue, Learn from Indigenous Knowledge, and Advocate for Positive Change?
"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.
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."
Dylan: What Measures Exist to Create Inclusive and Equitable Workplaces for Indigenous Employees?
"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.
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.
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."
Vanessa: How Does Your Community Approach Healing from Intergenerational Trauma, and What Role Do Cultural Practices and Traditions Play in This Process?
"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.
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.
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."
