Recruiting Indigenous professionals is about far more than efforts around diversity and reconciliation: it’s about making smart business decisions. Organizations around the world employ highly educated, skilled, and experienced Indigenous professionals who every day bring their unique perspectives to enrich workplaces, support decision-making, and deliver results.

So, what can you do to support Indigenous recruitment efforts, ensuring they are both respectful and effective? The United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) and British Columbia’s Declaration on the Rights of Indigenous Peoples Act (DRIPA) highlight the importance of respecting Indigenous autonomy, cultures, and traditions. Alongside the 94 Truth and Reconciliation Commission Calls to Action, these frameworks offer guidance on how organizations can contribute to equity and inclusion.

Foster Genuine Relationships with Indigenous Individuals and Communities

Relationships are fundamental within Indigenous cultures and, if you take the time to develop them, can create a foundation from which recruitment can be more effective as candidates see your commitment to their communities reflected in your workplace. Recruiters can think about engaging with Indigenous individuals and communities in authentic ways, and not just when a job opening arises. Many Indigenous candidates prefer to work for organizations that have demonstrated their commitment to reconciliation and Indigenous inclusion in meaningful ways. Consider attending Indigenous-led events, sponsoring community initiatives, and partnering with Indigenous organizations as opportunities to establish trust over time.

Acknowledge the Effects of Our Shared History and Build Internal Solutions

Understanding the impact of colonization, residential schools, and systemic discrimination is critical. Indigenous professionals may have faced specific barriers that stem from these historical injustices, such as lower educational access, geographic isolation, or unconscious bias. Recognizing this context in a recruitment strategy allows you to address these challenges head-on. Think about providing training for hiring managers to recognize and counteract bias; offer additional educational and mentorship opportunities for Indigenous candidates; understand the potential effects on an individual’s confidence level and different cultural expectations around how a candidate responds to interview questions; and be open to transferable skills and ‘lived experience’ rather than rigid requirements. Acknowledging the systems and barriers that our shared history has created demonstrates a respectful commitment to change.

Develop Culturally Inclusive Job Descriptions

Job postings that reflect an organization’s values of respect and inclusion are more likely to attract Indigenous candidates. Further, explicitly stating your organization’s commitment to Indigenous reconciliation and how it aligns with your mission can signal that you are not just checking a box but are committed to long-term change. This aligns with the principles of UNDRIP, which stress the importance of Indigenous peoples determining their own paths and recognizing their unique contributions.

Create a Supportive Work Environment

Attracting Indigenous professionals is just the first step; creating a workplace where they can thrive is equally important. You can make commitments to organization-wide ongoing learning around Indigenous histories, cultures, and contemporary issues. It’s also important to take the time to reflect regularly on your recruitment practices and ensure that your efforts remain aligned with the goals of reconciliation and respect for Indigenous rights. You can also put resources in place to ensure Indigenous employees feel supported, including offering culturally appropriate mentorship programs and employee resource groups, and by inviting Elders into the workplace to share traditional knowledge.

Remember it Takes Real Commitment. And Action.

Recruiting Indigenous professionals is about more than diversity targets—it’s about contributing to reconciliation and ensuring Indigenous peoples’ rights, cultures, and values are respected. By following these tips and aligning your recruitment practices with the principles of UNDRIP, DRIPA, and the Truth and Reconciliation Commission’s 94 Calls to Action, you can create pathways for Indigenous professionals that are inclusive, meaningful and lasting.