Maureen Plante, Kiray Forest, Lena Betker , Gwendolyn Villebrun, Melissa Tremblay

First Nations and Métis Employees’ Experiences: Exploring Successes in Non-First Nations and Métis Organizations Through a Community-Based Project

Introduction

First nations and métis employees’ experiences: exploring successes in non-first nations and métis organizations through a community-based project . Explore First Nations & Métis employees' success in non-Indigenous organizations. This project identifies allyship, autonomy, and development as key supports for retention, well-being, and enhanced services.

Abstract

The Truth and Reconciliation Commission of Canada (TRC) Calls to Action stipulates to increase and retain the number of First Nations, Métis and Inuit employees in the healthcare sector. While many non-First Nations, Métis and Inuit organizations recognize the importance of this call, many organizations often struggle with how to reflect and proceed effectively, humbly, and with intention. Retention of First Nations, Métis and Inuit employees requires thoughtful organizational support, which benefits not only employees through improved well-being, development, and reduced burnout, but enhances services for the people they serve. This community based project used qualitative description grounded with First Nations, Métis and Inuit approaches to research to explore what supports success for First Nations, Métis and Inuit employees working in non-First Nations, Métis and Inuit organizations. Four women of First Nations or Métis heritage were invited to an interview to discuss successes. We found that the importance of allyship, autonomy, and opportunities for professional development contributed to these women’s successful experiences working in non-First Nations, Métis and Inuit organizations. These findings support First Nations and Métis employees' experiences at non-First Nations and Métis organizations. Organizations are encouraged to authentically hire, retain, and support First Nations, Métis and Inuit employees proceeding with intention and humility, including understanding roles as allies.

Review

The submitted manuscript addresses a profoundly important and timely issue: the experiences of First Nations and Métis employees within non-Indigenous organizations, particularly in light of the Truth and Reconciliation Commission's Calls to Action. This research responds to a critical need within the healthcare sector and beyond, where organizations often struggle to move beyond acknowledging the importance of Indigenous inclusion to implementing effective and authentic retention strategies. By focusing on "successes" through a community-based lens, the paper offers a refreshing and constructive perspective on what genuinely supports First Nations and Métis employees, contributing significantly to the discourse on organizational equity and reconciliation. Methodologically, the project adopts a qualitative descriptive approach, commendably grounded in First Nations, Métis, and Inuit research paradigms, ensuring cultural appropriateness and ethical engagement. The exploration through in-depth interviews with four First Nations or Métis women provides rich, lived insights into the factors contributing to positive employment experiences. The identified themes of allyship, autonomy, and opportunities for professional development are compelling and intuitively align with broader literature on employee well-being and engagement. While the sample size of four participants inherently limits the generalizability of these findings, it serves as an excellent starting point, offering nuanced qualitative data that can inform hypothesis generation for future, broader studies. The findings carry significant practical implications, providing concrete guidance for non-Indigenous organizations committed to fostering inclusive and supportive environments. The emphasis on authentic hiring, intentional support, humility, and the critical role of allyship moves beyond performative gestures towards actionable strategies for retention. This paper serves as a valuable resource for organizations seeking to genuinely reflect and integrate the spirit of the TRC Calls to Action. It lays a foundational groundwork for future research that could explore these themes with larger and more diverse samples, ultimately contributing to more equitable and enriching workplaces for First Nations and Métis peoples.

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