Indigenous Inclusion: Strengthening Diversity and Equity Strategies

Enhancing your approach to Indigenous inclusion requires thoughtful, actionable steps to recognize their unique status and address their distinct challenges. Indigenous Peoples are not merely a subset of Diversity, Equity, and Inclusion (DE&I) initiatives. They are sovereign, distinct communities with deep ancestral ties to the land. As such, your strategy must go beyond inclusion to actively honor their inherent rights, histories, and contributions.

Here are ways your organization can make a meaningful impact:

Move Beyond Land Acknowledgments to Support Indigenous Inclusion

Land acknowledgments are formal statements that recognize Indigenous peoples as the original stewards of the land where your organization operates or events take place. These acknowledgments honor Indigenous people’s connection to the land and raise awareness of historical and ongoing injustices. While land acknowledgments are an important starting point, they must translate into tangible actions. Ask yourself: What comes after acknowledgment?

• Build Genuine Partnerships: Work with Indigenous organizations and leaders to identify community needs and provide long-term support.
• Financial Contributions: Provide organizational resources or donate to Indigenous-led programs focused on education, health, and cultural preservation.
• Continual Engagement: Prioritize Native voices in decision-making and ongoing efforts beyond land acknowledgment.

Moving beyond land acknowledgments, building genuine partnerships, providing financial support, and engaging with Indigenous communities demonstrates a genuine commitment and strengthens relationships with your Indigenous community. When acknowledgment is paired with action, it becomes a powerful tool for creating trust and driving change.

Reevaluate Company Holidays

If your organization still observes Columbus Day or other outdated holidays, now is the time for change. Transitioning to Indigenous Peoples’ Day signals a commitment to truth, reconciliation, and historical accountability.

• Educate Employees: Host workshops or distribute materials explaining the significance of Indigenous Peoples’ Day and its contrast to colonial narratives.
• Celebrate Indigenous Culture: Use this time to highlight the rich traditions, stories, and contributions of Native communities through events, panels, or guest speakers.

Reevaluating company holidays is one way to show your organization’s commitment to inclusivity and equity. By embracing Indigenous Peoples’ Day, you create space to educate, honor, and celebrate Indigenous cultures while fostering a workplace culture rooted in respect and accountability. This intentional choice can strengthen employee engagement, demonstrate organizational leadership, and inspire societal change.

Recruit and Retain Indigenous Talent

Indigenous professionals are grossly underrepresented in many industries. Consider incorporating the following hiring practices within your organization:

• Inclusive Recruitment Strategies: Partner with Indigenous networks, universities, job boards, and career fairs to expand your talent pool.
• Foster an Empowering Workplace: Provide mentorship programs and professional development opportunities tailored to Indigenous employees’ unique needs.
• Retention Through Support: Implement policies such as flexible time off so your Indigenous employees can honor cultural practices and attend ceremonies or community events.

Creating an inclusive talent strategy is not just about filling roles; it’s about building a workplace where Indigenous professionals feel valued, supported, and empowered to thrive. Fostering a diverse and dynamic workforce by addressing barriers to entry, investing in their growth, and recognizing their cultural contributions strengthens your team and demonstrates your commitment to equity and inclusion in actionable, impactful ways.

Expand Training to Address Indigenous Issues

DE&I training often overlooks Indigenous history and contemporary challenges. Audit your curriculum. Ensure these topics are included so your team is educated and empowered to engage with Indigenous colleagues and communities in meaningful and informed ways. What should you look for to ultimately create a more equitable work environment?

• Historical Context: Cover the impact of colonization, residential schools, and assimilation policies on Indigenous communities. Understanding this context is important to address systemic barriers and build empathy in your team.
• Cultural Competency: Educate employees about traditional Indigenous practices, communication styles, and values. This training promotes better collaboration and respect in diverse workplaces.
• Combatting Bias: Give your team the tools to recognize and address unconscious bias toward Indigenous Peoples in the workplace. Interactive scenarios or workshops can help employees realize how bias manifests in the workplace and equip them to create more inclusive spaces.

Expanding DE&I training to address Indigenous issues is a step toward creating a workplace culture that values equity and inclusion at its core. Your organization can foster meaningful relationships with Indigenous colleagues and communities by providing your team with the knowledge and tools needed to understand and combat systemic barriers. Demonstrating efforts like these supports your organization’s commitment to Indigenous inclusion.

Collaborate with Indigenous Businesses

Diversifying your supply chain benefits both your organization and Indigenous entrepreneurs. Indigenous-owned businesses bring unique perspectives, innovations, and values to the table.

• Audit Your Partnerships: Identify gaps in your organization’s current suppliers and actively seek Indigenous-owned businesses to fill them.
• Build Sustainable Relationships: Commit to long-term partnerships that create economic opportunities and foster mutual growth.
• Promote Visibility: Highlight your collaboration with Indigenous businesses in marketing materials to inspire others.

Indigenous partnerships create opportunities for growth and learning while signaling your commitment to supporting Indigenous communities. When organizations invest in such collaborations, they set a precedent for socially responsible practices and contribute to a more inclusive economy.

Support Indigenous Employees’ Well-Being

Your organization should consider the unique face of Native communities. Offering tailored mental health and wellness resources can create an environment where Indigenous employees feel supported, valued, and heard.

• Culturally Informed Care: Partner with providers experienced in Indigenous mental health and offer programs that respect their cultural values.
• Work-Life Balance: Offer flexibility for employees to engage in cultural practices, ceremonies, and community roles.
• Safe Spaces: Create environments where Indigenous employees feel empowered to share their experiences without fear of judgment or retaliation.

Supporting the well-being of Indigenous employees builds a workplace culture rooted in equity, respect, and empathy. When your organization offers tailored resources and fosters an inclusive environment, it enhances employee retention and satisfaction and strengthens your reputation as a leader in workplace inclusivity.

Learn from Indigenous Sustainability Practices

Indigenous communities have long been recognized as leaders in environmental stewardship – prioritize balance, conservation, and respect for the Earth. Integrating Indigenous ecological practices within your organization can enhance sustainability goals and foster ethical and innovative solutions.

• Ecological Wisdom: Work with Indigenous experts to integrate traditional ecological knowledge into your environmental policies.
• Sustainable Operations: Use Indigenous conservation and balance principles to guide long-term organizational practices.

Partnering with Indigenous leaders can advance your sustainability efforts and demonstrate a commitment to equity, respect, and collaboration. This approach creates an opportunity to lead by example and show how traditional knowledge and modern innovation can coexist.

Recognize Indigenous Sovereignty and Distinction

Indigenous peoples are not just another group within DE&I efforts; they are sovereign nations with unique rights, cultures, and histories. Recognizing this distinction can foster genuine equity and inclusion within your organization. Here’s how your organization can act:

• Acknowledge Sovereignty: Publicly recognize Indigenous nations’ inherent rights to self-governance and authority over traditional lands. This can include ensuring your policies respect treaties, land rights, and cultural protocols. For example, if your organization operates on Indigenous land, consider collaborating with tribal governments on community development projects.
• Address Colonial Legacies: Review and reform organizational policies, practices, and systems that perpetuate inequities rooted in colonialism. This could involve rethinking land use, reevaluating supplier relationships, and ensuring your DE&I strategies prioritize Indigenous voices. Incorporate Indigenous consultants or advisors to help guide these efforts.
• Promote Reconciliation: Center your initiatives on fostering understanding, respect, and collaboration. Host regular education sessions to raise employees’ awareness of Indigenous histories and contemporary issues.

Recognizing and respecting Indigenous sovereignty is a vital step in building trust and creating meaningful relationships with Indigenous communities. Your organization can foster systemic change and equity by aligning your practices with these principles.

A Commitment to Action

At CMA Global, our organizational strategies enhance diversity, equity, and inclusion initiatives. With offices in St. Louis, Denver, and Kansas City, we’re well-positioned to help organizations like yours drive impactful change.

Contact us today and explore how we can support your organization’s journey toward lasting inclusion!

Updated Blog: January 02, 2025