*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.

Decolonization in HR

Decolonization is a process of unlearning colonial biases or ideologies, and biases, to challenge these things that impact Indigenous ways of life and perspectives. As Gillian emphasize, HR professionals have the influence, and sometimes the power, to make impactful changes by rethinking Human Resource practices, policies and programs that have been rooted in Western norms.

Decolonization in Practice

There are many ways to decolonize HR practices such as  hiring, learning, compensation and benefits, and may other areas. Offering culturally supportive benefits programs can be transformative for Indigenous Peoples in the workplace. Reviewing and expanding Employee Assistance Programs (EAPs) to include traditional practices and trauma-informed supports is a positive step. This should include coverage for traditional medicines, Indigenous-specific therapies and health-care providers, and support for spiritual leaves.

Another area to look at is Performance Management. Western practices emphasize competition and output, in pay-for-performance structures, which can create tension with Indigenous practices of connection and community. HR might consider other performance management processes that value co-creation and collective growth in the reward structures.

Wise Practices in Organizations

Looking at the external landscape, there are examples that we can draw from for decolonized people practices. One example comes from Alderhill Planning, an Indigenous-owned and led company that uses non-hierarchical structures and participatory circle decision making. Western companies like Tolko Industries and KMPG are making strides in culturally supportive Benefits programs, while BMO is focused on creating recruitment and development programs specifically for Indigenous Peoples. These examples demonstrate how integrating Indigenous perspectives can lead to innovation and inclusion.

Employee Benefits of Decolonized HRM

When organizations have the opportunity to learn from Indigenous ways, companies can build a culture of Reconciliation that fosters a plurality of ideas. This makes organizations better, more innovative and ultimately has a positive bottom-line impact.