Indigenous Works offers five two-hour training sessions are intended for organizations that are new to Indigenous employment and workplace inclusion and are looking for some general training to orient your employees.

Introduction to Indigenous history and the impacts of colonization

Get to know the Indigenous Peoples in Canada and what their lives were like ‘pre-contact’ before the European settlers came to North America. Learn about the importance of the Treaties that were first established and the Indian Act of 1876 and how these and other events had a profound impact on Indigenous Peoples. Learn about how this colonial history has shaped Indigenous People and culture in the modern context and what it means for your workplace, your employees, and your Indigenous Inclusion Strategies.

By the end of the program, learners will be able to:

  • Differentiate between First Nations, Métis, and Inuit Peoples and understand the definitions for ‘Indigenous’ and ‘Aboriginal’ and when to use these terms.
  • Understand how contact with Europeans and subsequent government policies and Treaties changed the socio-economic circumstances of Indigenous Peoples in significant ways and the important connections to today’s current issue, challenges, and opportunities.
  • Explain how exclusionary policies have negatively impacted Indigenous Peoples’ opportunities to fully participate in the Canadian economy and the inclusion pathways that are being developed.
  • Understand what your organization can do to improve your knowledge capital and educate your staff about Indigenous history and the impacts of Colonization and Indigenous concepts of wellbeing, self-determination, and economic reconciliation.

Indigenous socio-economics and demographics 101: How to use demographic and socio-economic information to build your Indigenous recruitment strategy.

Using Census data and other publicly available reports we look at Indigenous people through a rich array of demographic and other socio-economic data. The numbers tell a story. Learn about Indigenous socio-economic gaps and demographics and why this information is important to developing targeted recruitment efforts.

By the end of the program, learners will be able to:

  • Explain the characteristics of Indigenous talent pools.
  • Understand the necessity of building targeted Indigenous recruitment.
  • Identify the five data sources that are crucial to building your Indigenous recruitment strategy. Source and use publicly available socio-economic information to guide the development of your Indigenous recruitment strategy.

How unconscious bias may be influencing your Indigenous candidate selection?

In your work to achieve fairness in your review of Indigenous job applicants it is important to develop more understanding about your own cultural orientation as well as the culture of Indigenous Peoples. Learn how cultural understanding and awareness can help you develop more equitable hiring systems and recruitment practices.

By the end of the program, learners will be able to:

  • Understand the importance of building knowledge of Indigenous culture and outlooks.
  • Identify the different ways that Indigenous people may approach the recruitment process as a reflection of their culture and outlook.
  • Identify six things to be alert to as you work with Indigenous applicants and candidates during the recruitment process.
  • Explain how unconscious bias can creep into your screening and interview processes and how these may be detrimental to Indigenous candidates and your organization’s efforts to develop equitable and inclusive recruitment systems.
  • Discover three new approaches to recruitment and interviewing to ensure you do not miss out on attracting the very best Indigenous talent.

Building your Indigenous attraction and recruitment strategy  

Even experienced companies tell us that Indigenous recruitment is especially challenging and that the Indigenous labour market landscape is difficult to navigate. Get the benefit of some of the proven practices and systems that other companies have successfully used to recruit Indigenous people.

By the end of the program, learners will be able to:

  • Understand the challenges to recruit Indigenous people to your organization.
  • Learn the fundamentals of a five-phase workforce model to create an effective strategy to attract and hire Indigenous people.
  • Understand how the Indigenous labour market is organized and some of the key stakeholder organizations.
  • Understand the steps your organization should be taking to get started and to build your Indigenous attraction and recruitment strategy.

The path to economic reconciliation: Understanding residential schools, the Truth and Reconciliation Commission and the Inclusion Imperative

The recent discovery of 1,308 unmarked graves at the former sites of various Indian Residential Schools in Kamloops, B.C. (Tk’emlúps te Secwépemc First Nation), Penelakut Island, B.C. (Penelakut Tribe) , Cranbrook, B.C. (Ktunaxa Nation) and Marieval, Sask (Cowessess First Nation), and another discovery of a possible mass grave at the site of the Brandon, Manitoba Indian Residential School is reminding Indigenous people of their horrific past and simultaneously hitting a nerve with Canadians. A recent poll identified that 93 percent of Canadians are aware of the discovery of remains at the site of the Kamloops Indian Residential School, with 58 percent of Canadians (employees) following the news closely.

The Truth and Reconciliation Commission of Canada (TRC) was officially launched in 2008 as part of the Indian Residential Schools Settlement Agreement (IRSSA). Intended to be a process that would guide Canadians through the difficult discovery of the facts behind the residential school system, the TRC was also meant to lay the foundation for lasting reconciliation across Canada. In June 2015, the Truth and Reconciliation Commission released its findings along with 94 ‘Calls to Action’ regarding reconciliation between Canadians and Indigenous Peoples. What should organizations be doing to respond to the Truth and Reconciliation Commission and its Calls to Action?

By the end of the program, learners will be able to:

  • Explain what the Truth and Reconciliation Commission set out to do, how the Commission was organized and what was reported on in 2015.
  • Understand the significance of the Truth and Reconciliation Commission and its Calls to Action, especially Call to Action #93 for businesses.
  • Develop a five-point plan describing the steps your organization can take towards economic reconciliation.


Training sessions are priced for each two-hour session for up to 50 participants.

  • Members: $4,000 plus GST
  • Non-members: $4,750 plus GST

We would be happy to discuss how your organization can become an Indigenous Works member and benefit from their training. Please select one of the following links:

If you're not sure, you can see a complete list of our Employer Partners here.


If you would like to find out more about the Indigenous Works membership program, click here.

If you would like to find out more about Indigenous Works' consulting offerings, click here.