Call to Action #92 and You: Corporate Responsibility

Call to Action #92 and You: Corporate Responsibility
by Adam N. Nepon, MBA, CPHR Candidate

A lot of us have heard about the Truth and Reconciliation Commission (TRC), 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 #92 specifically address 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 of our 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 grade-school. After watching this series, I started understanding that my thoughts, perceptions, and biases were formed without any direct experience with Indigenous communities. What I came to realize was: 1) My ignorance; 2) That I cannot fear this ignorance; and 3) I was not alone.

The hardest thing for me about starting this journey towards 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 #92 specifically addresses what changes are needed in the corporate sector for achieving steps towards reconciliation with Indigenous Communities. When implementing CTA #92 strategies in any organization, it is imperative that change is accepted from the boardroom to the frontline, but I believe our HR professionals will be the ones leading the Charge for Change.

Two of the three main points for CTA#92 are HR focused:

• Ensure that 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.

We are now in a position where our 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. But 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.