Indigegogy is a term coined by Stan Wilson, a Cree Elder and Educator. Indigegogy uses Indigenous knowledge, literature and scholarship and is centred on land-based education. Indigegogy engages Indigenous methodology such as circle work and lifts up traditional teachings, ceremonies and practices. Indigegogy is a decolonizing practice that builds on the resurgence of Indigenous ways of knowing, teaching and learning. (Centre for Indigegogy, Laurier -WLU)

What reconciliation is and what it is not?

For a very long time, mainstream Canadians were unaware of the horrors and conditions that 150,000 Indigenous children endured in the Indian residential schools over a period of more than 100 years. For many Canadians, the first inkling of the atrocities the children suffered was when then Prime Minister Stephen Harper delivered the Statement of Apology on behalf of Canadians for the Indian residential school system in 2008.

The grassroots Idle No More movement raised awareness of Indigenous issues in 2012 with round dances, rallies, teach-ins, and social media. The movement gained significant media attention which brought it onto the radar of mainstream Canada.

The next hit of awareness was in 2015 with the publication of the Truth and Reconciliation Commission (TRC) report and 94 calls to action. The calls to action, in particular, awoke in many individuals, organizations, and governments a realization that they had not just a role to play but a moral responsibility to make amends for the past. Reconciliation.

It’s now three years since the TRC report and reconciliation is a familiar term to most of us. But, there’s still confusion over what it means and who is responsible, which could lead to reconciliation become nothing more than a platitude.

The TRC definition of reconciliation:

“. . . Reconciliation is about establishing and maintaining a mutually respectful relationship between Aboriginal and non-Aboriginal peoples in this country. In order for that to happen, there has to be awareness of the past, an acknowledgement of the harm that has been inflicted, atonement for the causes, and action to change behaviour.” [1]

To flesh out what reconciliation is and is not, here’s a list of considerations that may contribute to understanding reconciliation.

Reconciliation is:

• Critical
• Complex
• Multifaceted
• Continuous
• A process
• About working towards solidarity as a society and country
• The responsibility of every Canadian
• Honouring treaties
• Acknowledging and respecting Indigenous rights and title
• Acknowledging and letting go of negative perceptions and stereotypes
• Acknowledging the past and ensuring that history never repeats
• Learning about Indigenous history
• Recognizing the intergenerational impacts of colonization, attempts at assimilation, and cultural genocide
• Recognizing the critical roles, Indigenous Peoples have held in the creation of Canada, their contributions to world wars to protect Canada
• Taking responsibility as a person, a parent, an employee, an employer to:
• Never utter, accept, or ignore a racist comment
• Never utter, accept, or ignore a statement that includes a stereotype about Indigenous Peoples

Respect for:

• Indigenous individuals
• Indigenous beliefs, cultures, traditions, worldviews, challenges, and goals
• Recognition and support of the deep connections Indigenous Peoples have to the land.
• Supporting the reclamation of identity, language, culture, and nationhood
• Healing for all Canadians
• Good people doing good things
• Building relationships
• Never giving up despite setbacks
• Humility
• An opportunity to move forward
• A commitment to taking a role and assuming responsibility in working towards a better future for every Canadian

Reconciliation is not:

• A trend
• A single gesture, action, or statement
• A box to be ticked
• About blame
• About guilt
• About the loss of rights for non-Indigenous Canadians
• Someone else’s responsibility

-adopted from Indigenous Corporate Training Inc.

Truth, Power, Freedom

For many First Nations peoples in Canada, the eagle is believed to fly higher and see further than any other bird, and an eagle feather symbolizes ideals such as truth, power and freedom. It is intended to represent the ongoing journey toward recognizing rights and freedoms for Indigenous Peoples in Canada.

Are you ready to engage with an Indigenous community but aren’t sure of where to start? Do you understand the differences between consultation and engagement?

Consultation with First Nations is a necessary part of doing business on First Nation treaty or traditional land. Most levels of government and business leaders have accepted that consultation with First Nations is a legal, necessary and important aspect of doing business with First Nations.

Some First Nations have developed guidelines and protocols for consultation. Some provinces have developed “toolkits” for consultation. What there isn’t is a template for consultation – each Nation and each project requires a consultation process tailored to the situation.

While a template for consultation does not exist, there are some common, respectful considerations that will assist a company in its consultation.

1. Failure to conduct due diligence on history, culture, political structure and world views of the community(ies) you hope to work with

There are over 600 First Nations in Canada – each one has a distinct history, relationship with the Crown, culture and world views. Failure to recognize cultural diversity and to assume that all First Nations are the same is disrespectful and a sure sign that a consultant is not conversant with First Nation history.

2. Failure to engage at the very onset of a project

Don’t delay contacting the community on whose traditional or treaty lands you would like to develop your project as this is both disrespectful and unwise. Introducing your company with a full set of plans is not a good way to initiate a relationship. Contact the community early and maintain a consistent communication system. Don’t just contact the community when you need approval for a permit. Your intent should be to build a positive relationship that will continue beyond the end date of your project.

3. Lack of transparency

All communications should be honest and transparent. If there are delays or other issues, share that information.

4. Sending the wrong people to represent your company

The “face” of your company should be selected carefully. Don’t send someone who considers First Nation consultation a means to an end. Also, don’t send a junior person to meet with the Chief, especially in the initial meetings. The head of the company should make him/herself available to meet with the head of the Nation as soon as is possible, if requested.

5. Sending someone who is not familiar with the consultation process or frequently sending different people

Chief, council and economic development departments are all very busy and don’t have time to educate your staff. If there is a change in the consultation point person for the project, ensure the replacement person is fully up to speed before they go to the community.

6. Failure to understand if a community does not have the capacity for effective negotiating strategy, or worse, recognizing the situation and trying to take advantage of it

Some First Nation communities are very small and have very young populations with few community members who have the experience or knowledge on how to negotiate an effective agreement with a resource company. It is very shortsighted of a company to take advantage of this situation. If a project hits some sensitive points with the community, the terms of the agreement will come under legal scrutiny. Roadblocks or legal embargoes on projects are not good for anyone.

7. Failure to understand the collective rights of the community and how the community is structured for decision making

This understanding is critical, and leads back to the first point in this article. Companies need to know this prior to sitting down with the leadership of the community.

8. Failure to engage holistically with the community

At some point consultation must be with the whole community, especially on big projects. Your project will have an impact that extends beyond the Band office therefore your company has a responsibility to engage with the entire community. This can be achieved, for example, by attending and supporting community initiatives and school events; creating a scholarship or bursary; working with the community to understand what their needs and desires are in terms of a legacy project – there really is no limit on how a company can constructively contribute to a community, perhaps attending pow wows and other events.

9. Failure to take the need for consultation seriously

Consultation should not be viewed as yet another box to check off on the permitting path. It is a real and necessary part of your business plan. You should develop a goal of consultation from the community’s perspective not company or government if you want to be successful.

10. Lack of working knowledge or interest in the impact of colonization and residential schools

This article was written in the aftermath of the Truth and Reconciliation Commission report on residential schools (June 2015). Since the release of that report, there has been a heightened awareness on the part of non-First Nation people about the government’s goal of assimilation, colonization, the horrors of the residential school system, and the ongoing intergenerational impact of colonization and residential schools. Everyone who works with First Nations should be aware of this aspect of Canadian history and its ongoing impact.

11. Failure to have a working knowledge of the key court cases that guide First Nation consultation; failure to realize that consultation is a legal obligation owed by the Crown but frequently downloaded to companies

At the very least, consultants should be familiar with the following court cases:

• Delgamuukw
• Sparrow
• Haida
• Taku River Tlingit
• Marshall; Bernard
• Rio Tinto
• West Moberly
• Tsilhqot’in

12. Failure to prepare your workforce, from the top down, for working effectively with First Nation communities and individuals

If your intent is to build respectful, effective relationships with the community(ies) you hope to work with, and to build a respectful, effective consultation program, then having the whole team – from the president on down to the person who answers the phone – take Aboriginal awareness training is an investment in that intent. It is also critical that each new employee take the training, and that the whole team take refresher courses. Refresher courses are recommended because someone inexperienced in working with First Nations will not absorb the information differently than someone who is actively working on the consultation file.Here’s an article on what to look for in Aboriginal awareness training.

We hope this compilation on some of the common mistakes made in First Nation consultation is helpful.

– adopted from Indigenous Corporate Training Inc.