Canadian Government Executive - Volume 24 - Issue 01

34 / Canadian Government Executive // January/February 2018 Indigenous Citizens I n a given year, the Federal Public Service pursues a variety of agen- das, and in 2017, among its priorities was to engage in a deep reflection about diversity, inclusion and Indigenous representation within its workplaces. As 2017 rolled to a close, Gina Wilson, Deputy Minister Champion for Indigenous Fed- eral Employees, contributed to the public service-wide reflection with the release of Many Voices, One Mind: A Pathway to Reconciliation. Many Voices, One Mind: A Pathway to Reconciliation is the product of a year of work by the Interdepartmental Circles on Indigenous Representation (the Circles). The Circles were launched as a platform for action, made up of an innovative in- terdepartmental team of Deputy Heads and Executives who worked together and in broad collaboration with experts and employees to establish an evidence-based analysis and a unifying vision for Indige- nous inclusion in the federal public service. Many Voices, One Mind: A Pathway to Reconciliation is supported by a solid evi- dence-based achieved through analysis of an Indigenous Representation Survey, ex- pert research, data analysis, consultation and engagement with Indigenous and non-Indigenous stakeholders. The report outlines concrete areas for action that will help the federal public service – and for that matter, any interested organization to effectively welcome, respect, support and act to fully include Indigenous peoples within the workplace. The work completed in 2017 sets the stage for a federal public service transfor- mation where each public servant has a role and a responsibility to capitalize on the opportunity presented to shape a pub- lic service that is capable, confident, high performing, representative, inclusive of Indigenous peoples and the diversity of people living in Canada; and that is ready to serve and respond to Canada’s evolving needs. Indigenous peoples in Canada have a unique relationship to the Crown and the Canadian state that is steeped in his- tory, constitutional rights and a legacy of systemic abuse, marginalization and exclusion. The reconciliation agenda be- ing pursued by the current government, which includes the implementation of the Truth and Reconciliation Commis- sion’s Calls-to-Action is focused, in part, on removing barriers that have hampered Indigenous peoples from exercising their social, political and economic rights in ways that are akin to the way others who live in Canada are free to do. By embracing the transformation that is underway, public servants play an im- portant part in shaping the next 150 years of Canada’s nationhood. It is in each of our interests to ensure that barriers to work- force participation and inclusion faced by Indigenous peoples are dismantled. Full Indigenous inclusion within the public service matters. Full Indigenous inclusion matters in dollars and sense Cost, in terms of taxpayer dollars, is often laid out in painstaking detail as a rationale to justify delayed and deferred action to address the systemic injustices and gaping socio-economic inequities faced by many Indigenous peoples. The purported high cost of redress is a significant barrier that limits the options for action toward prog- ress for Indigenous peoples. Less frequently explored are the costs of inaction that go beyond dollars and extend to national morale, and the net Many Voices One Mind: A Pathway to ReconciliaƟon and Indigenous RepresentaƟon Encourage and support Indigenous peoples to join the public service Address bias, racism, discriminaƟon, harassment and improve cultural competence Address training, development and career advancement concerns Manage Indigenous talent and promote advancement within the ExecuƟve Cadre Support, engage and communicate with Indigenous employees and Partners You Matter! By Nadine S. Huggins Inclusion and Indigenous Representation