On this National Day for Truth and Reconciliation, we’re not only acknowledging the meaning behind the slogan, “Every Child Matters,” we’re also recognizing the role that business leaders and allies play in taking action.
Approved by parliament as a statutory holiday last year, the National Day for Truth and Reconciliation is held in conjunction with the Indigenous-led grassroots “Orange Shirt Day. The idea for a day for truth and reconciliation was listed as one of 94 calls to action outlined in a federal commission report investigating the history and legacy of Canada’s residential school system.
More recently, the discovery of hundreds of burial sites on the grounds of a former residential school in Kamloops, B.C., underscored the need to disrupt the oppressive forces that continue to affect the lives of Indigenous communities.
A Call For Building Allyship
The influence of businesses on the economy and society mean they have a vital role to play in listening and getting involved with our National Day for Truth and Reconciliation. One of the most critical opportunities starts from within, where leaders can support allyship among members of their team.
While businesses have a history of offering resources and policies that contribute to employee productivity and career development, for example, allyship should be considered an equally critical part of a strong employee experience. It means employers are backing efforts that create environments for staff to reflect, get educated about the issues, and spread awareness with those around them.
This approach to our National Day for Truth and Reconciliation acknowledges how 500 years of colonization and the traumatic legacy of the residential school system has shaped the past, present, and future of Canada and, especially, its Indigenous communities. It also sets us on a path forward towards more meaningful change, where we all understand our part in truth and reconciliation.
Allyship in the workplace can be fostered in companies of any size, and should incorporate the following pillars:
1. Understanding
Although it’s only the second annual National Day of Truth and Reconciliation, there is no shortage of both in-person and virtual events where business professionals can deepen their understanding of the histories and realities of marginalized people.
This includes a panel discussion hosted by the Downie & Wenjack Fund that will explore Indigenous perspectives on the Pope’s apology. September 30 will also mark the organization’s ‘A Day To Listen,’ which will amplify the voices and stories of Indigenous peoples in partnership with major media outlets and radio stations.
On Parliament Hill meanwhile, a national day of remembrance will be led by children and youth with guest speakers, musical performances and more. Check with leading educational institutions, such as the University of Waterloo in Ontario and McGill University in Quebec, for more National Day for Truth and Reconciliation events.
As with any effort to learn and develop, encourage your team to think about how they can use the information they take in and apply it to the corporate world and their community. This could include making efforts to further amplify Indigenous voices, or simply using positions of privilege to listen and identify opportunities to shift power dynamics wherever possible.
2. Reflecting
Taking time to reflect on our history is a crucial part of reconciliation and healing. With that introspection, we become better equipped to show up as allies for one another. Because allyship requires engagement, and it is ongoing. An active ally is prepared to take consistent and meaningful action to ensure their communities are safe and inclusive for all.
The activities that take place on September 30 may create a “buzz” online, but that’s not why businesses and leaders should take part. Listening and learning is also not a box to be ticked off as part of a company policy, but a practice that must become woven into an organization’s culture. For Salesforce Canada, National Day for Truth and Reconciliation is a paid employee holiday. This is to further empower employees to take the time to educate themselves, reflect, and take meaningful action as active allies — by listening to Indigenous voices and advocating for Indigenous communities.
3. Honouring
Wearing an orange shirt or orange pin on September 30 is a great first start to honouring Indigenous people, but allies don’t stop there —the best way to honour, is to implement real change.
Businesses can partner with organizations that support Indigenous communities, prioritize creating more access to employment opportunities, and provide their Indigenous employees with platforms through the creation of employee resource groups (such as Salesforce Canada’s WINDforce). Groups such as WINDforce give employees the opportunity to bring awareness to causes and initiatives that are important to them, and for companies to provide resources in support of the communities. One way to do so is through employee resource groups (such as Salesforce Canada’s WINDforce). Another way to honour Indigenous peoples is by beginning meetings and events with a land acknowledgment. We should also be intentional about the language we use – moving away from phrases like “circle the wagons” or “have a pow-wow” to phrases like “working together.” Language is powerful, and by prioritizing inclusive language we can begin to create more kind, considerate, and inclusive environments.
The most important part of reflecting and remembering the children who survived the residential school system, those who didn’t, and those communities that have felt the traumatic legacy, is that it’s not reserved for just one day. The path to Truth and Reconciliation is one that is walked every day — as allies.
