Should Indigenous Peoples Be Part of Your Equity, Diversity and Inclusion Strategy?
A guide to understanding the issues, evaluating your strategy and shaping your organizational approach.
Introduction
Many Canadian organizations have integrated Indigenous Peoples into their Equity, Diversity and Inclusion strategy. This is often the result of a sincere desire to act in an inclusive and responsible manner.
However, it is time to pause and ask a fundamental question: is this the right approach?
This guide provides you with the information, perspectives and tools needed to evaluate your current approach, understand the issues in their full complexity, and shape your organization toward a strategy that truly reflects your intentions.
It covers the following:
- The fundamental distinction between Indigenous Peoples and other groups targeted by EDI
- The limits and unintended effects of an EDI approach applied to Indigenous Peoples
- What a distinct strategy concretely implies at the organizational level
- How HR practices can evolve to reflect this reality, while fitting within a broader strategy
Inside the guide
- Section 1Understanding the Fundamental Distinction
- Section 2What EDI Does Well and Where It Reaches Its Limits
- Section 3When Good Intentions Produce the Opposite Effect
- Section 4The HR Function Facing a Different Reality
- Section 5A Distinct Strategy: What It Means at the Organizational Level
- Section 6HR Practices That Reflect a Distinct Reality
Download the guide (PDF, 21 pages).
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