Both observances take place on September 30th. Orange Shirt Day was established to honour the experiences of Indigenous children who were taken from their families and placed in residential schools – where many suffered abuse and cultural erasure. This day is a reminder of the ongoing impacts of these schools and the resilience of survivors.
NDTR on the other hand is a federal statutory holiday. It serves as a day of reflection and learning about the history and legacy of residential schools and their impact on families. The aim for both days is to raise awareness and promote reconciliation with Indigenous communities.
Why and How Companies Can Recognize Orange Shirt Day
Recognizing Orange Shirt Day in the workplace not only honours Indigenous stories and history but is also a step in demonstrating a company’s commitment to reconciliation and inclusivity. Here are some ways businesses can commemorate it:
- Host Learning Sessions: Organize workshops or webinars to educate employees about the significance of Orange Shirt Day and the history of residential schools.
- Share Resources: Distribute educational materials such as articles, books, or documentaries to deepen understanding. Use company newsletters or social media to spotlight Indigenous employees, partners, or initiatives, and share their stories and contributions.
- Feature Indigenous Speakers and Artists: Invite Indigenous leaders, elders, or speakers to share their experiences and insights with your team. Feature Indigenous artists or cultural performances.
- Wear Orange: Encourage employees to wear orange shirts to show solidarity. Hold a moment of silence or reflection to honour the survivors and children of residential schools.
However, recognizing Orange Shirt Day is only the beginning. Fostering a workplace culture of reconciliation involves integrating Truth and Reconciliation principles into everyday practices, policies, and learning opportunities. Companies can make this a core part of their operations, ensuring that the journey toward reconciliation is not just a moment but a dedicated, long-term commitment.
How to Embed Reconciliation into Your Organizational Policies
In the 94 Acts laid out by the Truth and Reconciliation Commission of Canada, the last act is specifically directed toward businesses, and states the following:
We call upon the corporate sector in Canada to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples and their lands and resources. This would include, but not be limited to, the following:
- Commit to meaningful consultation, building respectful relationships, and obtaining the free, prior, and informed consent of Indigenous peoples before proceeding with economic development projects.
- 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.
- 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.
A company’s commitment to Truth and Reconciliation can start with tangible changes in policies. Start by reviewing existing practices to identify areas where Indigenous voices and perspectives can be better represented. Some steps to consider include:
- Updating Anti-Racism and Inclusion Policies: Ensure your policies explicitly address the unique challenges and systemic discrimination faced by Indigenous communities. Include language that supports cultural sensitivity and promotes allyship.
- Procurement Practices: Prioritize partnerships with Indigenous-owned businesses and suppliers. This not only supports economic development but also reflects a genuine commitment to reconciliation.
- Flexible Leave for Indigenous Employees: Recognize the importance of cultural and ceremonial practices by offering additional leave for Indigenous employees to participate in community events and ceremonies.
- Support Indigenous-Led Initiatives and Causes: Collaborate with local Indigenous organizations or sponsor educational programs that promote Indigenous culture, language, and history. Offer employees paid time off to volunteer with Indigenous charities, particularly those focused on education, community building, and cultural preservation.
- Investing in Youth and Education: Provide scholarships, internships, or mentorship programs specifically for Indigenous youth, helping to bridge gaps in education and professional opportunities.
- Promote Indigenous Voices Within Your Organization: Amplifying Indigenous voices within your company is crucial in creating a workplace culture that truly embodies reconciliation. This includes ensuring Indigenous perspectives are present and valued at every level of the organization, including:
- Representation in Leadership: Commit to recruiting and promoting Indigenous talent in leadership positions. This not only fosters diversity but also ensures that decision-making includes perspectives grounded in Indigenous experiences and values.
- Advisory Councils and Employee Resource Groups: Establish Indigenous advisory councils or support Indigenous employee resource groups (ERGs) to provide a platform for Indigenous voices. This also helps guide the organization on culturally sensitive matters and strategies for meaningful engagement.
Weave Reconciliation into Learning and Development Programs
For HR and L&D teams, embedding reconciliation into development programs is key to sustaining long-term change. Learning about Indigenous history, cultural competency, and the importance of reconciliation shouldn’t be limited to a one-time event or training session. Instead, it should be an integral part of the organization’s growth and development strategy, such as:
- Onboarding Programs: Introduce new employees to the company’s commitment to reconciliation from day one. This could include mandatory training on Indigenous history, the significance of Truth and Reconciliation, and the role employees can play in advancing these goals.
- Ongoing Education: Offer regular workshops, seminars, and e-learning modules that cover topics such as cultural sensitivity, the impact of colonialism, and how to be an ally to Indigenous communities.
- Leadership Training: Equip leaders with the tools and knowledge to foster a culture of inclusion and reconciliation. This training should focus on building empathy, addressing unconscious bias, and learning how to engage in meaningful conversations about reconciliation with their teams.
- Annual Reviews and Reporting: Track and publicly report on your company’s reconciliation efforts, such as partnerships, initiatives, and progress toward diversity goals. Engage with Indigenous employees, partners, and community members to gather insights on how the organization can better support reconciliation. This feedback can guide future actions and initiatives.
Moving Beyond the One-Day
While recognizing Orange Shirt Day and the National Day for Truth and Reconciliation is important, businesses have a responsibility to take that commitment even further. By embedding reconciliation principles into corporate policies, companies can ensure that it becomes a continuous and integrated part of their culture. This will not only build a stronger connection with Indigenous communities, culture and history, but also reflect a genuine dedication to truth, justice, and equality. Which is long overdue.
Resources:
National Centre for Truth and Reconciliation
The Truth and Reconciliation Commission of Canada
National Day for Truth and Reconciliation
Indigenous Canada course through the University of Alberta
