Fostering An Inclusive Work Environment for Indigenous Talent
Cultivating an inclusive workplace with opportunities for professional and personal growth is the core of a successful company.
We are determined to create an inclusive culture wherever we operate. For the Energy and Resources sector, that means fostering strong relationships with the Indigenous communities in the areas we serve.
According to Crown-Indigenous Relations and Norther Affairs Canada, Indigenous Peoples are the fastest growing populations and youngest population in Canada. This means Indigenous participation in the workforce will positively impact the future of labour in Canada. However, 85 percent of corporate Canada can be described as disengaged and unaware of local Indigenous communities and their potential to address labour and business needs.
We refuse to be part of the 85 percent equation.
We have a methodical approach to building effective partnerships with Indigenous communities in areas we operate.
The most crucial step is to build trust by having constant, honest and open communication. In many communities, like Fox Lake Cree Nation, we create partnerships in the form of joint ventures, providing employment opportunities and revenue sharing.
But whether we have formal partnerships or not, the recruitment process is the same. We reach out to the band office or community liaison officers and make sure expectations are clear for both parties: this is a mutually beneficial relationship. When we bring Indigenous talent into the workforce, we support the community by contributing to its economic and social development, just as we are meeting our labour needs.
These are a few of our strategies for ensuring an inclusive recruitment process:
The work does not end at the recruitment level — it’s only the beginning. We are committed to ensuring Indigenous employees feel a sense of connection to the organization. That they have a sense of clarity, purpose and direction. The aim is for employees to understand how the work they do, at all levels, contributes to the organization’s success.
We invest in on-the-job training for Indigenous personnel, as well as site specific training and programming, including:
What we are looking for is always leaving a legacy, leaving the community better than when we came in. Really giving people tangible skills.
A success story at Sodexo isn’t strictly about internal promotions all the way up to Vice President. It might mean you leave us but then start your own business, like a restaurant. That’s a success story because you got these skills with a certification or apprenticeship during your employment at Sodexo.
My work is to try to broaden the hiring processes and implement a different approach. Within that process we have an opportunity to be empathetic and deter extenuating circumstances. I have conversations with hiring managers and ensure that any barriers to development are removed.
When we enter a partnership with a community, we say “We want to work with you. We want to understand your challenges and we want you to tell us your challenges.” It is all about communication. When we are faced with a situation that could lead to termination, we reach out to the liaison officer and inquire about the circumstances. Are we missing something? And we work together to find alternate measures. It is a commitment to the needs of the community.
Our approach also involves mental health training and awareness. In the Energy and Resources sector, we have certified trainers from the Mental Health Commission of Canada — me included. We receive tools to enable tough conversations and educate employees on addiction, resiliency and self-care. It’s a non-judgmental and empathetic look at mental health concerns. We commit to the mental health aspect because we don’t want to just terminate — we want to support and promote corrective actions. Hiring isn’t just hiring. It’s retention, right?
In addition to an inclusive recruitment strategy, we take employee engagement and retention very seriously. We are humble and recognize that pursuing our commitment to truth and reconciliation requires ongoing reflection, difficult conversations and continuous improvement of our policies, practices and initiatives.
By living by our commitments and taking a stand against discrimination we can contribute to a more open, fair and inclusive society.
For more on our commitment to truth and reconciliation, read our first-ever Indigenous Report.