'We are the original people of Canada, and we want to be respected for that, treated that way and acknowledged that way'
Employers looking to engage with Orange Shirt Day this year on September 30 should see it as more than just a one-day observance, says one Indigenous educational leader.
For Linda Isaac, national director of education for reconciliation, equity, and inclusion at education content provider Nelson, it’s a day to be worked toward and prepared for; while it may be tempting for employers to see this day as a checkbox to be ticked, she advocates for deeper, year-round commitments to learning and reconciliation within the workplace.
"We want, as Indigenous people, [for] people in Canada to know the truth about our history,” Isaac says.
“We want them to not just know the truth, but to understand our culture and traditions, so that they have a better understanding — non-Indigenous people — of what was taken away from us during the times that residential schools were operating in Canada."
Educational conversations around truth and reconciliation
For Isaac, the journey began eight years ago when she shared her personal experiences and community stories about residential schools during a sales conference.
This sparked curiosity among colleagues and a commitment to learn more.
“At the end, I was totally blown away… so many people rushed me, and they were so upset because they had never heard of residential schools,” Isaac says, reflecting that since so many Canadians remain unaware of the full history of residential schools, employees may need guidance to understand why Orange Shirt Day matters.
Hosting talks or inviting guest speakers can provide an impactful way to open these discussions; after her experience at the sales conference, Nelson invited a scholar from the National Centre for Truth and Reconciliation to speak on the Indian Act, to help deepen employees' understanding of Canada’s colonial history.
“It began with educating, educating, and educating our employees, and with that education came a real commitment from top-down, from the leadership down, that supported everything that we were doing, [and] became a real commitment to work together towards reconciliation, and to do what we can in our own resources at Nelson.”
Continuous reflection and education about Indigenous rights
For organizations looking to observe September 30 effectively, it is essential to focus on continuous education and reflection.
“What managers, workplace leaders can do in their workplace is to help their employees understand the day, the meaning of the day,” says Isaac, pointing to Call to Action 92 of the Truth and Reconciliation Commission of Canada: Calls to Action, which calls on corporations to commit to three specific acts of reconciliation within their organizations.
“All businesses, all organizations, need to know what the calls to action are, and what their place in it is. And this is a really good day to examine the calls to action and what it might mean for their company or organization,” says Isaac.
These actions include, but are not limited to:
“i) Commit to meaningful consultation, building respectful relationships and obtaining the free, prior and informed consent of Indigenous peoples before proceeding with economic development projects.
ii) Ensure that Aboriginal peoples have equitable access to jobs, training and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects.
iii) Provide education for management and staff on the history of Aboriginal Peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law and Aboriginal-Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights and anti-racism.”
This could mean incorporating Indigenous perspectives into broader diversity, equity, and inclusion (DEI) strategies, says Isaac. But that shouldn’t be the focus.
“I think that Indigenous people are apart from the EDI process. They are the original inhabitants of this land. They are native to Canada. They don't want to be folded in by any process,” says Isaac.
“Yes, Indigenous people are part of that diversity. Yes, inclusion — we demand to be included and considered and lead in our own destiny in this country — but we are the original people of Canada, and we want to be respected for that, treated that way and acknowledged that way, so that we can walk alongside other Canadians.”
Workplace culture and Orange Shirt Day
Samara Cazes, Nelson’s People and Engagement Operations Manager, says that making reconciliation part of a company’s values can have a significant impact on workplace culture.
“From the moment that you set foot in our head office here in Toronto at Nelson, you can immediately see and feel the various different impacts that the Indigenous community has had on how we have set up our office,” she says.
Employers can explore direct initiatives such as working with Indigenous organizations or supporting Indigenous charities, as Nelson has done at various times throughout the year, says Cazes.
“[It’s about] those influences tightly woven into the fabric and the culture of Nelson and our workplace; there's ongoing, different ways that we continue to educate our employees, and we continue to call them in instead of call them out, when it comes to all of our equity, diversity and inclusion initiatives.”
Incorporating Indigenous perspectives into recruitment strategies is another way companies can engage with reconciliation, Cazes says, adding the company partners with the job board Rivers to Success to reach out to the Indigenous community and young people in the Indigenous community looking to start in the workplace.
“I think this is a fundamental part of EDI initiatives, and embracing everybody in our workplace, no matter what their heritage is, no matter where they come from, and encouraging that all of our managers and employees look to understand other people's lived experiences and learn from those lived experiences … [that] fosters a very strong sense of that inclusion and belonging, makes people feel comfortable, listened to and heard, makes them feel respected,” she says.
“The results of that, as we all know in the HR space are engaged workforces and happy employees who are contributing and who feel like they can really come to work and bring their full self.”
Indigenous economic inclusion in HR policies
Employers should also consider developing ongoing relationships with local Indigenous communities.
“One of the things that I would recommend to any organization or business is to involve themselves, or at least meet the local Indigenous community, the local community that’s near their place of business,” Isaac says. This relationship-building can help organizations understand what Indigenous communities need and how to best support them.
Ultimately, Truth and Reconciliation Day is not just about one day of recognition, but about making space for Indigenous voices, perspectives, and leadership throughout the year.
“This has been something that we’ve been working toward and working on and working together for a long period of time… now you can visibly see and hear the results of our work, which is really, really heartwarming,” Isaac says.
These kinds of interactive, communal events are key to engaging employees in meaningful ways. A simple email or memo may not suffice to convey the importance of the day, Cazes says. Instead, companies should strive to create moments of collective reflection, as Nelson does with a staff walk around their neighbourhood in their orange shirts.
For businesses looking to foster long-term change, Isaac suggests taking time to reflect on land acknowledgements, another way to meaningfully honour Indigenous peoples.
Whatever ways employers decide to engage with Orange Shirt Day, the key factor is that it is a genuine effort of reflection and responsibility, says Isaac, and a collaborative process.
“When you are acknowledging this day, commemorating this day, helping your employees learn along the way, inviting them on the journey to reconciliation with your organization, and personally, it speaks to your company's values, and that to me is so important.”
