Program

Tuesday, October 8

8:30 - 9:30 am	Registration Opens / Coffee & Networking
9:30 - 10:30 am	Opening Prayer / Greetings / Welcome
10:30 - 11:15 am	Opening Plenary Keynote Speaker: Kendal Netmaker, Award Winning Entrepreneur and Author, and member of the Sweetgrass First Nation, SK
11:15 - 12:45 pm	Plenary - Your Indigenous Inclusion Management Scorecard Exercise: Getting Ready to go Beyond the Checkmark
12:45 - 1:45 pm	Lunch
2:00 – 3:30 pm	Concurrent Sessions - Getting Ready to Go Beyond the Checkmark To move beyond the checkmark, you need to have a keen understanding of where you and your workplace in terms of workplace inclusion strategy, measurement, and performance. In this opening session, delegates will work with own personal inclusion scorecard and share with others your pressure points, issues, and challenges. Over the course of the next three days, you will uncover and discover new approaches, practices, and tactics. Through peer management learning you will accelerate knowledge transfer and through collaborative talking circles, create some new innovative approaches.
	Session 1 Your Indigenous Inclusion Competitive Edge: Expanding Indigenous Inclusion Professional Competencies In the past few years, the CPHR Associations have adopted increasingly more rigorous standards with a new framework that builds the professional competencies of human resource professionals. These new standards were introduced in recognition of the increasingly complex needs of today’s employers that need to build diverse and equitable workplaces, empower, and engage employees, grow skills and learning and leverage innovation. Indigenous Works developed a framework for the IW Employer of Choice program based on the Inclusion Continuum, the seven-stage road map to becoming an employer of choice. CPHR and IW have been examining the professional needs of today’s HR specialists (including HR, DEI, ESG) and the specialized competencies focused on Indigenous employment, inclusion, and human resources. This session will focus on Indigenous-specific human resource competency framework, systems, and new approaches. Moderator: Craig Hall, Chief Operating Officer, Indigenous Works Speakers: Anthony Ariganello, President and Chief Executive Officer, CPHR Canada Anne Marie Pham, MPA, Chief Executive Officer, Canadian Centre for Diversity and Inclusion (invited)	Session 2 Taking Indigenous Relations, Reconciliation, and Inclusion to the Next Level: Strategies for Change Many large organizations have dedicated Indigenous Relations specialists who are struggling with the rapid pace of change they are seeing in the Indigenous landscape. The impacts of judicial wins have achieved their tipping points and Indigenous organizations continue to fight new and innovative cases based on rights and self-determination. Indigenous organizations are uniting and seeking equity positions in major projects. Expectations are increasing on the part of Indigenous people and governments. In this changing environment non-Indigenous settler organizations need new approaches based on co-design and a better sense of what Indigenous communities are wanting to achieve for the long term. At what point are organizations evolving their approach to Indigenous relations? What are the trigger points for change? How can Indigenous relations be aligned with our Indigenous engagement and employment strategies? Moderator: Stephen Lindley, Principal, Stephen Lindley Consulting, and Board Member, Indigenous Works Speakers: Shaun Soonias, Director, Indigenous Relations, Farm Credit Canada and Board Member, Indigenous Works (invited) Dana Martin, Director, Indigenous Financial Services, Scotiabank	Session 3 Decolonizing and Indigenizing Post-Secondary Institutions Indigenous youth need to be encouraged to attain post-secondary credentials to qualify for the jobs in demand and jobs of the future. Unfortunately, Indigenous enrollment and graduation rates have not yet reached parity with Canada’s non-Indigenous rates of attainment. Furthermore, Indigenous students report that their experiences with their post-secondary programs and attendance comes up short. Curricula are still largely western-oriented and Indigenous students continue to face barriers caused by inequities in post-secondary systems. Some post-secondary institutions have plans in place to decolonize and Indigenize all aspects of their curricula, their enrollment and attraction strategies, Indigenous student support systems, and Indigenous staff hiring ratios, to name just a few aspects of some of the comprehensive institutional overhauls being sought. Learn how some post-secondary leaders are struggling to prepare their institutions for the changes that are needed and why these changes are so important for Indigenous people and for Canada. Moderator: François Bastien, PhD, Assistant Professor, Academic Director – MBA Advancing Reconciliation, Gustavson School of Business, University of Victoria Speakers: Florence Glandfield, PhD, MEd, BEd, BSc, Vice-Provost (Indigenous Programming & Research), Provost & Vice-President Academic, University of Alberta (invited) Jacqueline Ottmann, President, First Nations University of Canada Kory Wilson, Executive Director, Indigenous Initiatives and Partnerships, British Columbia Institute of Technology (invited)
6:00 - 9:00 pm	Inclusion Festival The number one inclusion festival in Canada unites our spirit and common mission through the strength of you – the people. Amazing culinary delights, artists and networking. Join us for games and prizes!

Wednesday, October 9

8:30 - 9:30 am	Registration
9:30 - 10:30 am	Networking Breakfast
10:30 - 11:15 am	Opening Welcome / Summary of Day 1 Indigenous Works Welcome: Kelly J. Lendsay, President and Chief Executive Officer, Indigenous Works
11:15 - 12:45 pm	Plenary
12:45 - 1:45 pm	Wellness Break
11:00 - 12:30 pm	Concurrent Sessions - Organizational Strategies to Move Beyond the Checkmark
	Session 4 Moving Past the Fear Factor to Mobilize “Reconcili-action” “Reconciliation is about establishing and maintaining a mutually respectful relationship between Aboriginal and non-Aboriginal peoples in this country. For that to happen, there must be awareness of the past, acknowledgement of the harm that has been inflicted, atonement for the causes and action to change behaviour.” The Final Report of the Truth and Reconciliation Commission So, you have developed a mutually respectful relationship – what is next? Management leaders are seeking how best to design, develop and mobilize meaningful reconciliation plans that are not perceived as symbolic or cosmetic approaches and actions. Organizations tell us there is a fear factor in some cases and in others it’s a case of moving into the unknown. And yet others want to know how to monitor and measure their reconciliation efforts. Employer Partners will share their approaches and provide you with some insights and ideas for your organization. Speakers: Kris Clemens, Senior Specialist - Project Coordinator, Indigenous Strategy, Canadian Broadcasting Corporation (CBC) Rob Chiarello, Senior Vice President, People & Culture, Pacific Blue Cross (invited)	Session 5 Putting the “I” Indigenous into ESG and DEI There is growing importance on the role of HR and DEI professionals to advance organizational sustainability and DEI strategies. At the same time there is increasingly more attention on ESG and how its role in supporting sustainable economies, business practices and socially responsible investment. organizational performance. In our partnership with Canadian Center for Diversity and Inclusion, we discovered that more than 80% of HR/DEI professionals have not integrated the “I” for Indigenous into their DEI strategies. This is also true of many of the member organizations of Canadian Professional Human Resource Associations. In this management learning session, we will explore how your organization could address the Indigenous domain in your DEI/HR strategy. How does it align with Truth and Reconciliations? How could it align with ESG? Where and how do you address the Indigenous component across your enterprise-wide departments? What are the implications from the United Declarations on the Rights of Indigenous People? This session will help you begin to think about how you can strategically incorporate and address the “I” for Indigenous in your DEI/HR strategies. Speakers: Terri Dougall, Senior Director ESG and Industrial Development, Calian Group Ltd. and Board Member, Indigenous Works (invited) Morgan McDonald, Director, Corporate Sustainability, Ledcor Industries Inc. (invited) Brendan Seale, Sustainability, Purpose & ESG, Definity Financial Corporation (invited)	Session 6 New Advances in Informatics, Analytics, Measurement and Reporting
12:30 - 2:30 pm	Luncheon and IW 25th Anniversary Celebration: Recognizing our Board, Champions and LC Members as Challengers and Champions Honoring the alumni - Feature video vignettes from various Champions and Directors. Keynote Speaker: Alyssa Wapanatâhk, Member of the Bigstone Cree First Nation and Director, Producer, Filmmaker, and Actor in recent films Peter Pan & Wendy (2023), Bones of Crows (2022) and Napes Kasêkipatwât - The Boy & The Braid (2019).
2:45 - 4:15 pm	Concurrent Sessions - Moving Beyond the Checkmark with Indigenous Partnerships, Alliances and Strategy How is your organization relating to Indigenous organizations, companies and communities? How can you align your efforts with the new National Indigenous Economic Development Strategy? Do you work with Unions? Do you work with Indigenous organizations to grow labour force strategies?
	Session 7 The Changing Landscape: The Intersection of the National Indigenous Economic Development Strategy and Workplace Inclusion The National Indigenous Economic Strategy released in 2022 is a blueprint for inclusion of Indigenous Peoples in the Canadian economy. This is the first time that an Indigenous-led strategy has been designed, built and affirmed by Indigenous leaders and organizations across Canada providing a roadmap with 107 Calls to Prosperity to advance economic reconciliation. In this session you will learn about the four strategic pathways: People, Land, Infrastructure, and Finance that collectively work together to drive positive change, address long-standing inequities, and achieve inclusive growth for and with Indigenous communities. We will showcase the 107 Calls to Prosperity and highlight the People Pillar. Delegates will be invited to share how their organizations are aligning their efforts with the calls to prosperity. Indigenous-led and driven, the NIES guides governments, industry and institutions in their reconciliation work and collaboration in rebuilding Indigenous economies. Moderator: Kelly J. Lendsay, President and Chief Executive Officer, Indigenous Works Speakers: Victoria LaBillois, Entrepreneur, Recipient of the 2024 Indspire Award in the Business and Commerce category, and Vice-Chair of the National Indigenous Economic Development Board Cory McDougall, Chief Operating Officer, National Aboriginal Capital Corporation Association Sandra Sutter, Indigenous Partnerships Manager, PTW Energy Services, and Board Member of the National Indigenous Economic Development Board	Season 8 Working with Unions to Advance Indigenous Inclusion Acknowledging Canada’s colonial history and its ongoing impacts is the first step to having concrete forward movement towards inclusion. Unions play a vital role in ensuring that all workers, have equal opportunities and fairness in the workplace. Indigenous workers want and deserve the same things as all workers: safe work, decent wages and to be treated with dignity and respect. This session will better equip you to understand how collective bargaining can be a powerful tool for change, how voice and representation can support in a inclusive workplace, and how a culturally sensitive approach can make people feel safe and welcomed, and challenges for consideration. Collective power and bargaining: • Negotiating better working conditions: Unions can collectively bargain for improved wages, benefits, and safety standards, directly benefiting Indigenous workers and addressing historical disparities. • Fighting discrimination: Unions have legal tools and experience to challenge discriminatory practices faced by Indigenous workers, ensuring equal treatment and opportunity. • Advocating for policy changes: Unions can lobby for policies that support Indigenous workers, such as land rights, resource sharing, and access to training and education. Voice and representation: • Amplifying Indigenous voices: Unions provide a platform for Indigenous workers to raise concerns, participate in decision-making, and influence workplace policies. • Building solidarity and support: Unions foster a sense of community and collective action, empowering Indigenous workers to advocate for themselves and others. • Leadership opportunities: Unions can encourage and support Indigenous members to take on leadership roles, ensuring their perspectives are represented at all levels. Culturally sensitive approach: • Understanding specific needs: Unions can develop culturally sensitive strategies to engage with Indigenous communities and address their unique challenges. • Promoting cultural respect: Unions can foster a work environment that respects Indigenous traditions, languages, and cultural practices. • Building trust and long-term partnerships: Collaboration with Indigenous communities is crucial for developing effective and sustainable solutions. Challenges and considerations: • Historical mistrust: There is a history of tension and mistrust between some Indigenous communities and unions. Building trust requires genuine engagement and addressing past wrongs. • Internal diversity: Indigenous communities are diverse, so ensuring representative leadership and addressing their varying needs is crucial. • External factors: Systemic barriers like racism and discrimination need to be tackled alongside union efforts for lasting change. Overall, working with unions can be a powerful tool for advancing Indigenous inclusion, but it requires commitment, cultural sensitivity, and addressing biases. The key is building meaningful partnerships and working together to achieve equitable workplaces for all.	Session 9 Sourcing Indigenous Talent in a Tight Labour Market... From Attraction, Recruitment to Advancement: Indigenous Professionals Tell Their Stories Details pending...
5:00 - 6:00 pm	By invitation-only President’s and Co-Chairs’ Reception
5:00 onwards	Free evening for participants to explore and enjoy Nanaimo on their own.

Thursday, October 10

7:45 – 10:00am	Registration
7:45 - 9:00 am	Networking Breakfast
9:00 – 10:00 am	Plenary - Deputy Ministers Panel Discussion Panelists: Doug Caul, Deputy Minister, Ministry of Indigenous Relations and Reconciliation, Government of British Columbia Paul Thompson, Deputy Minister, Employment and Social Development Canada Gina Wilson, Deputy Minister, Indigenous Services Canada
10:00 - 11:30 am	Concurrent Sessions - Beyond the Checkmark Roundtable Conversations Indigenous Career Professionals and Employers: Examining Your Workplace Inclusion Challenges and Pain Points - “What is Working and What is Not”
	Session 10 Remote Work… Attracting and Retaining Employees When Covid hit, employers were forced to experiment with new workplace strategies and systems for remote work. These strategies worked surprisingly well in many ways, and it created an appetite among workers for different approaches to workplace design and work arrangements. Among the Indigenous workforce there are not many studies that have looked at whether remote work arrangements were received favourably and whether expectations have changed as the ‘new normal’ has continued to reset workplaces today. In some cases, remote work has been keenly adopted by Indigenous workers while for others productivity and engagement have dropped due to a lack of connection to the workplace, lack of meaningful communications, and a seeming erosion of relationships with one’s immediate supervisor and senior management/ leadership. Some employers have gone back to how workplace arrangements were pre-covid while others continue to offer flexible work arrangements. Given the media attention about office vacancies, it may be assumed that remote work arrangements are still in use and perhaps even on the rise as employers and employees continue their adjustments. Some organizations promote remote work arrangements to Indigenous communities for several reasons. Indigenous people living in remote communities do not want to be uprooted from their communities. Some living in remote or rural communities do not have the resources or supports needed to make a transition to an office or work site if they are in larger centres. Such moves can interfere with Indigenous employment. Where does your organization fit on the issue of remote office arrangements? Is the ability to work remotely promoted as part of your organization’s workplace value proposition? Have you found that Indigenous candidates and employees respond differently to remote working arrangements and your workplace value proposition? It is these kinds of considerations which employers today are contemplating as they move beyond a checking the box approach to Indigenous workplace design.	Session 11 Cohort and Community-Based Hiring Strategies / Non-Pan Indigenous Approach Non-Indigenous employers are encouraged to learn more about Indigenous communities and grow stronger relationships and partnerships with them. Employers are more likely to hire from First Nations, Métis, and Inuit communities if they understand the kinds of employment opportunities to which youth and the unemployed aspire. Job fit and matching employers’ work cultures are more likely to be achieved because of stronger employment partnerships. Working relationships with local Indigenous employment organizations and community human resource leads is also crucial to identifying and engaging candidates. Strategies which communities and employers co-design and build together have a much better chance of succeeding because they can address communities’ and candidates’ needs and goals in more specific ways. Some very deep work is required by employers to develop community -based employment partnerships and grow cohort-based hiring strategies which seek to hire several recruits at once. In these cohort arrangements candidates have built-in peer supports which can increase retention and lead to more long-lasting job and career opportunities. Today, employers need to adopt more creative employment strategies and longer lead time is needed to develop the relationships and trust needed to attract and hire an Indigenous workforce. Strategies for rural and remote communities will not be implemented in quite the same way as for urban communities as there are different considerations for these different audiences. What measures have employers put into place to implement cohort and community-based hiring strategies and how have these strategies brought stronger results. Join this discussion and share your perspectives. These strategies both reflect employers’ goals to ‘go beyond the checkmark’.	Session 12 Growing the Talent Pipeline In today’s labour market Indigenous people have increased options to identify and follow the career choices of their own choosing. Growing numbers of First Nations, Métis, and Inuit with work experience and credentials are quickly snapped up by employers. Indigenous people also have more opportunities to join the growing number of Indigenous- owned and operated organizations whether in the Indigenous government, Indigenous not for profit, or for profits sectors. Employers with longer term horizons and labour force needs would benefit by putting into place strategies which further grow the Indigenous talent pool and the talent pipeline. There are many considerations. Employers that make these long-term investments will not realize immediate benefits since strategies may need to adopt a ten-year horizon to develop much longer-term career awareness, skills, and learning among Indigenous people who are attending primary and secondary schools. In some sectors of employment lack of Indigenous presence is attributable to lack of preparation and academic pursuits which open new opportunities. The few numbers of Indigenous people who have pursued or had opportunities for STEM training is a chief reason we see such a lack of participation in the IT sector. Join the discussion as speakers tease apart the many factors which could contribute to increases in the Indigenous talent pool and pipeline. What can employers do on their own and collectively? How could large scale initiatives be organized and implemented which grow and expand the future make-up of the Indigenous labour force? Deeper longer-term strategies are needed which address current labour market dilemmas.
11:30 – 12:30 am	Plenary Beyond the Checkmark: A New Era of Indigenous Inclusion - The Path Forward
12:30 - 2:00 pm	Lunchtime and Keynote Presentation
2:00 - 2:30 pm	Wrap-Up and Draws Kelly Lendsay, President and Chief Executive Officer, Indigenous Works
2:30 pm	Closing Prayer