*This video originally featured Gillian Hynes as part of her work with Rise Consulting, where she contributed insights into Indigenous Inclusion and Reconciliation. Now, with Amplify Work, Gillian continues her commitment to advancing Reconciliation in HR practices, sharing insights and actionable steps for fostering inclusive workplaces.

In the second video exploring the intersection of Reconciliation and HR, Gillian Hynes discussed with Andrea Adams at HRHub the unique opportunities and responsibilities HR professionals have in advancing Truth and Reconciliation. Starting with leadership and grounded in respectful relationships, Gillian shares specific ways HR can integrate Reconciliation.

Indigenous Inclusion Overall

Inclusive means having a safe, positive environment where our differences are embraced, understood and valued. Gillian emphasizes the importance of respectful relationships between Indigenous and non-Indigenous Peoples. Non-Indigenous Peoples should support and amplify Indigenous voices, helping to drive systemic organization change in HR policies and practices.

Inclusion in the HR Lifecycle

There are a lot of touch points in the HR lifecycle and Gillian breaks these down into tactics that HR professionals can take. Importantly, the first step is tp understand biases and barriers in your HR lifecycle by listening to Indigenous employees via surveys and ERGs and fostering relationships with Indigenous communities to listen to what they want and need. Policies are critical to review as they set the standard for how we behave in an organization. Gillian recommends examining our Leave Policies to consider barriers to cultural practices and examine if there is enough flexibility to encourage Indigenous employees to participate in ceremony. She also recommends offering culturally relevant Benefits including traditional medicine coverage, trauma-informed supports and treatments, and Indigenous-focused therapy and therapists.

Starting with Leadership

Reconciliation starts with leadership, not with hiring. Leaders should demonstrate a personal commitment to Reconciliation, along with an organizational commitment, and aligning the organization’s vision with these commitments. Collecting and analyzing self-identification data is critical as it provides clarity as to who is represented in an organization and where improvement is needed.

Reconciliation isn’t DEI

When we create inclusive environments for one equity deserving group, we create inclusive environments for all. At the time of writing this blog, Gillian’s perspective has evolved since this video was created. Indigenous Peoples have inherent rights in Canada’s Constitution under section 35. Truth and Reconciliation is about acknowledging the colonial history and harm of Canada’s past (and present), it’s about action to repair relationships and change systems, and acknowledging the inherent rights of Indigenous Peoples.  While Reconciliation supports DEI, it is distinct.

HR Professional and Trauma

Understanding intergenerational trauma is essential for HR Professionals. Gillian stresses the importance of empathy, having an awareness of what may be triggering, and conducting consent-based conversations to help Indigenous employees feel supported.

Reconciliation requires ongoing commitment from Leaders and HR Professionals, fostering a workplace where Indigenous inclusion is truly prioritized.