National Day for Truth and Reconciliation - September 30, 2024

On September 30, 2024, Canadians will once again observe the National Day for Truth and Reconciliation. This day, also known as Orange Shirt Day, honors the survivors of Canada's residential school system, their families, and Indigenous communities across the country. It serves as a solemn reminder of the legacy of colonialism, which forcibly removed Indigenous children from their families in an attempt to assimilate them into Euro-Canadian culture—leaving behind deep wounds that are still felt today.

The Truth and Reconciliation Commission (TRC), established in 2008, laid the groundwork for this day of reflection by documenting the stories of survivors and issuing 94 Calls to Action aimed at redressing the legacy of residential schools and advancing reconciliation in Canada. These Calls to Action span across many sectors, including education, healthcare, justice, and business, emphasizing the urgent need for societal transformation.

As managers, professionals, and leaders, recognizing the importance of September 30 goes beyond symbolic acknowledgment. It calls for a deep commitment to understanding our shared history and integrating reconciliation principles into our organizations and daily operations. Here’s why managers must prioritize education and training on Truth and Reconciliation and work actively to decolonize the workplace:

1. Understanding Historical Context Builds Empathy and Inclusivity

The legacy of residential schools and the broader impacts of colonialism have created systemic inequalities that persist today. These inequalities are reflected in disparities in employment, education, healthcare, and representation for Indigenous communities. By undertaking education about these histories, managers can foster greater empathy and awareness of these lived experiences, which is essential for creating more inclusive and equitable workplaces.

When leaders understand the significance of September 30 and engage with the history of Indigenous Peoples in Canada, they can better support the diverse needs of Indigenous employees and team members, thereby contributing to a healthier, more inclusive work environment.

2. Addressing the Calls to Action in the Workplace

Call to Action 92 specifically speaks to the business community, urging companies to adopt the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) as a framework for corporate responsibility. This includes ensuring that Indigenous communities have equitable access to employment opportunities and being transparent in how businesses engage with Indigenous Peoples.

For managers, this means:

• Hiring Practices: Reviewing recruitment and hiring processes to ensure they are inclusive of Indigenous candidates.
• Training Programs: Offering staff training on the history of residential schools, treaties, and the ongoing impacts of colonization.
• Partnerships: Building respectful relationships with Indigenous communities and organizations, both locally and nationally.

Decolonizing the workplace involves recognizing the need for systemic change and addressing any internal policies or cultures that may perpetuate colonial mindsets. Managers can be pivotal in driving this change by ensuring their teams understand and act upon these Calls to Action.

3. Promoting Workplace Diversity and Reducing Bias

Bias, whether conscious or unconscious, can limit diversity and inclusion in workplaces. By embedding the principles of reconciliation into organizational training, managers can encourage employees to recognize and challenge their own biases, particularly those that have roots in colonial attitudes.

This involves addressing power imbalances, questioning Eurocentric norms in decision-making, and valuing Indigenous knowledge and ways of knowing. When workplaces actively combat bias, they create a more equitable environment where everyone—especially Indigenous employees—feels respected and valued.

4. Corporate Social Responsibility and Reconciliation

In an era where stakeholders demand more transparency and accountability from organizations, demonstrating a commitment to reconciliation is becoming integral to corporate social responsibility (CSR). The Calls to Action from the TRC provide a roadmap for how businesses can engage in reconciliation meaningfully. This is not just about compliance; it’s about aligning corporate values with the broader societal push for justice and healing.

For managers, ensuring that their organization plays an active role in reconciliation can enhance the company's reputation, build trust with Indigenous communities, and contribute to a positive, forward-thinking corporate culture.

5. Creating Safe Spaces for Dialogue and Healing

A key aspect of reconciliation is the ability to create spaces where difficult conversations can take place. Many employees may have experienced generational trauma or feel the weight of their community’s history in their everyday lives. Managers can foster safe, supportive spaces where Indigenous employees feel empowered to share their perspectives and experiences without fear of judgment or dismissal.

It’s important for managers to lead by example by educating themselves on Indigenous issues and modeling open dialogue in the workplace. Creating these spaces can promote healing and allow for the growth of understanding between Indigenous and non-Indigenous employees.

Moving Forward Together

As we approach September 30, 2024, managers in Canada have a unique opportunity to lead their teams in meaningful reflection and action on Truth and Reconciliation. By prioritizing education and training on Indigenous history, answering the Calls to Action, and working to decolonize the workplace, managers can make a tangible difference in the broader effort to foster a just and equitable society.

This day reminds us that reconciliation is not a one-time event but an ongoing process of learning, unlearning, and working together. As managers, we have the power—and the responsibility—to ensure our workplaces become spaces of understanding, healing, and mutual respect for all.

On this day of reflection, may we all wear our orange shirts with commitment and pride, knowing that our actions can contribute to a future where reconciliation is truly achieved.

Here are some additional resources and courses you can explore to further your education on Truth and Reconciliation in Canada and help take conscious action towards decolonization:

• What is the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP)?
• What are the Calls to Action by the National Centre for Truth and Reconciliation? 
• What is Orange Shirt Day? 
• Enroll in an Canadian Indigenous History and Cultural Sensitivey course from Nisto Consulting (certificate available)
• Enroll in the FREE Indigenous Canada program from the University of Alberta through Coursera (certificate available)
• Read 4 Steps to Workplace Reconciliation from our partners, CTRI Institute
• Explore the Truth and Reconciliation Resource Kit from our partners, CTRI Institute