Promote and support the development, implementation, and enforcement of inclusive human-resources policies.

First Light: Conducted research to support partnership-building

First Light has conducted preliminary research on economic reconciliation and how it may apply to the context of St. John’s. This will be a point of discussion and strategic planning for the First Voice Partnership Table in the upcoming year.

First Light and Mi’kmaw Native Friendship Centre (MNFC): Conducting research on Indigenous youth employment

In collaboration with researchers at Dalhousie University in Halifax, First Light and MNFC are conducting research to explore how educational institutions and workplace readiness programs have decolonized their learning spaces for the delivery of education, training, and programs aimed at increasing the number of Indigenous youth preparing for the workplace or entrepreneurial pursuits. The project seeks to address the need to shift from a colonial approach to one that is more culturally-informed and is supportive of Indigenous cultural practices. 

Businesses: Introducing antiracism training

Many businesses are beginning to introduce HR policies related to antiracism training, many of which require training specifically about Indigenous Peoples. This is an important step in reducing the discrimination that Indigenous people often face in employment and when interacting with businesses in everyday life. In connecting with our community, we have been made aware that both the Public Health Agency of Canada and Cenovus have internal onboarding policies requiring some foundational training to understand Indigenous Peoples and Culture. As well, the Department of Children, Seniors and Social Development and Newfoundland Power have developed similar policies and connected with First Light to have all employees engage in foundational Indigenous Cultural Diversity Training.

Barrier: Loss of funding to support training

Adequate training for staff members can reduce the discrimination that many Indigenous individuals face in employment. Employers, particularly small businesses and nonprofit organizations, benefit from support to be able to provide appropriate and adequate training for their employees. The Canada–Newfoundland and Labrador Job Grant was recently discontinued, which has created barriers for some employers to be able to provide antiracism training opportunities for their staff members.

Stella’s Circle: Conducted antiracism audit

First Voice organizational Partner Stella’s Circle has engaged Future Ancestors to conduct an antiracism audit. This process, paired with training for staff and leadership, has yielded insight on policies and practices which they plan to integrate into their future strategic planning. This is one example of an employer taking meaningful steps to advance reconciliation in their own organizational policies and practices.

For the Department of Immigration, Population Growth and Skills and the Government of Canada:

• Restore funding to the Canada–Newfoundland and Labrador Job Grant which would provide employers with resources to support adequate antiracism and Indigenous-specific training for employees. 

For First Voice and its organizational Partners:

• Continue to build partnerships with local businesses interested in advancing this Call for Change.
• Publish research findings on decolonizing workplaces to support businesses and employers in creating inclusive spaces for Indigenous people.

For employers:

• Foster more inclusive workplaces by undertaking foundational training for all employees on cultural humility and the histories and cultures of Indigenous Peoples.