Please find below the NSBS answers to Equity in Action Scenario: Truth and Reconciliation Day.
Be sure to review the full scenario before reading the answers.
Discussion Questions
- What forms of discrimination or exclusion can you identify in this scenario?
- How can employees respect different perspectives on Truth and Reconciliation Day while ensuring that their words and actions do not dismiss or undermine the experiences of Indigenous colleagues?
- Why is the statement that residential schools happened “generations ago” problematic?
- What responsibility does management have when employees make these types of comments?
- What could the firm do to move beyond simply recognizing September 30?
Answers:
1. What forms of discrimination or exclusion can you identify in this scenario?
The scenario includes dismissive comments about Indigenous history and residential schools, stereotyping, and a failure to recognize how these comments may affect Indigenous colleagues. While one comment or decision not to participate may not, on its own, establish discrimination, a pattern of dismissive behaviour can contribute to an exclusionary workplace environment.
2. How can employees respect different perspectives on Truth and Reconciliation Day while ensuring that their words and actions do not dismiss or undermine the experiences of Indigenous colleagues?
Employees may choose to observe or engage with the day in different ways. Respecting those differences means recognizing that colleagues may have personal, cultural, or family connections to Truth and Reconciliation Day. Employees can choose not to participate while still showing respect and avoiding comments or behaviour that minimize Indigenous history, residential schools, or the importance of reconciliation.
3. Why is the statement that residential schools happened “generations ago” problematic?
The statement can minimize the continuing effects of residential schools on Survivors, families, communities, and subsequent generations. It also overlooks the fact that reconciliation involves understanding historical and ongoing impacts, rather than treating residential schools solely as an event from the past.
4. What responsibility does management have when employees make these types of comments?
Management should not assume that silence means the comments are harmless. Leaders can set expectations for respectful workplace conduct, address inappropriate comments, provide opportunities for learning, and ensure employees understand that cultural competency and respect are part of maintaining an inclusive professional environment.
5. What could the firm do to move beyond simply recognizing September 30?
The firm could provide ongoing opportunities to learn about Indigenous history, treaties, residential schools, and reconciliation; encourage respectful participation in educational opportunities; engage with Indigenous speakers or Knowledge Keepers where appropriate; and incorporate cultural competency into its broader professional development. Reconciliation should be approached as an ongoing commitment rather than something addressed only once a year.