By Anne Harding
When my dear friend and mentor Art Cunningham and I deliver our Indigenous Relations and Resource Development workshop, Art often begins by talking about the “three eras of Indigenous relations” that he has observed throughout his decades of working in the field. These eras include:
The Indian Era, marked by the time when Indigenous Peoples were ‘invisible’ and Canadians and our institutions didn’t really know or think about Indigenous peoples, except for negative stereotypes that we were fed through the media and Hollywood;
The Aboriginal Era, marked by increased visibility through the many landmark court rulings in the mid-1990s and beyond that affirmed Indigenous Rights and the potential impact that the assertion of those rights could have on development; and
The Truth & Reconciliation Era, marked by the release of the Truth & Reconciliation Commission of Canada’s 94 Calls to Action, Canadians’ increased understanding of the history and experiences of Indigenous Peoples, and a desire to walk together on a new path for the relationship between Indigenous and all Canadians.
I like this framework for talking about the last 40+ years because it helps us to see where we’re at today within a broader story of our country. I also appreciate when inevitably a student asks for the specific dates when these eras start and end. Art gives a chuckle and a wry smile and talks about how there aren’t really specific definitions because the eras overlap and flow into each other. What matters aren’t the precise dates and milestones, but rather the intentions and approaches that are employed within each era.
I also think this is a helpful framework to apply when I think about how Western (non-Indigenous) organizations might evolve their Indigenous inclusion and reconciliation efforts over time. Having worked with and observed many small and large Western organizations over nearly two decades, I’ve noticed some common patterns for how the journey goes.
Inclusion by Exception
Once organizations get past the ‘invisibility’ stage (which I believe a large portion of our non-Indigenous businesses and institutions are still at today), they tend to look for the ‘easy wins’ or ‘low-hanging fruit’ of Indigenous inclusion. Existing processes and structures remain in place, and they tend to look for places where Indigenous interests or engagement might be conveniently inserted.
The goal here seems to be to do “some good” by making space for Indigenous elements, however I’ve noticed that what often results instead is backlash and skepticism from those who benefit from the current structures and processes. People wonder “what’s so special about Indigenous people?” and resentment can start to build for these ‘exceptional’ circumstances if they are not also wrapped in education, awareness, and meaningful relationships with Indigenous people and communities.
Inclusion from Within
For those organizations that continue to move along the journey to greater inclusion, I’ve noticed a shift away from asking why Indigenous inclusion matters to them to asking how they might advance Indigenous inclusion. Rather than opportunities for Indigenous interests to be included by exception (and usually only identified by a few key individuals), organizations in this stage have created a broad awareness among their employees about the importance of and intention for greater Indigenous inclusion. It is no longer just the job of the Indigenous Relations team to identify and implement opportunities, but rather everyone in the organization is empowered to ask “what might Indigenous inclusion look like” and encouraged to explore options and build relationships to advance the work together.
Inclusion as Culture
I also think it’s important to offer a fourth stage that I see, or maybe it’s not even a stage on its own but a way of being that may run in parallel to all stages, even when Indigenous interests are ‘invisible’ and we don’t even know we’re doing it. This fourth stage is the adoption, incorporation, or weaving of Indigenous ways of knowing, doing, and being, within our Western institutions and structures. It’s when individuals within organizations carry out activities, thought processes, or work in Indigenous Ways alongside their more familiar Western Ways. Now in order to truly understand what might be meant by this for your organization, authentic relationships with Indigenous Elders, knowledge keepers, and leaders are essential.
Another reference for this concept is “two-eyed seeing”, first coined by Mi'kmaq Elder Albert Marshall. The idea being that when we view an experience, challenge, or opportunity through multiple perspectives, we might see different and new insights or solutions that would not otherwise have occurred to us.
I’m heartened by different individuals and organizations I’m seeing these days that are trying to weave Indigenous ways of knowing and being into their work. If this is something that you’re interested in reflecting on and trying out in your own personal and professional lives, I offer a few resources below to consider. And of course, the best resource of all will be the relationships you build with Indigenous people and communities as you learn and walk a new path together.
This year for National Indigenous Peoples’ Day, I created this reflection exercise based on my own daily practice of gratitude, that I’ve also done with my son and daughter over the last few years. Consider using it for yourself as a way to think and talk about acknowledgement and connection with the land.
My husband is a cub scout leader and recently found and used this resource, which is a collection of traditional Indigenous games and activities to do with children as a way of introducing or reconnecting to recreational and sport activities that reflect the rich cultural heritage of Indigenous peoples across Canada. NOTE - while this resource is a great place to start, it would be best to connect with members of the Indigenous communities where the games originate to learn from them directly, ensuring proper protocol and gifting is provided for those teachings.
In 2019, Nutrien released its Aboriginal Content Playbook, which offers resources for suppliers to develop a plan and take action to increase Indigenous inclusion in their own organizations.