As Nunavut Day approached, Noah Pitseolak, a mid-career Inuit lawyer who had recently relocated from Nunavut to join a mid-sized Halifax law firm, was settling into his new role.
Noah had previously practiced administrative and civil law in Nunavut, working closely with matters involving housing, territorial governance, and access to public services. Eager to expand his litigation experience in Nova Scotia, Noah had quickly become a valued member of the firm. Colleagues often expressed curiosity about his transition to Nova Scotia and his experience practicing in Nunavut.
Over time, Noah noticed subtle patterns emerging in workplace interactions.
Colleagues frequently assumed he specialized in Indigenous law and often redirected questions involving Indigenous clients or northern communities to him, regardless of whether the matters aligned with his area of practice. As Nunavut Day approached, a partner informed Noah that the firm hoped he could organize a short presentation for staff, noting that it would feel “more authentic” if he led the discussion. Although Noah appreciated the interest, he felt hesitant to decline, particularly as a new lawyer still building relationships within the firm.
While discussing the significance of Nunavut Day, Noah explained that the day recognizes the creation of Nunavut and the coming into force of the Nunavut Land Claims Agreement, one of the largest land claims settlements in Canadian history and a significant moment of Inuit self-determination and legal recognition. A colleague responded with surprise, commenting that they had assumed Nunavut Day was primarily a cultural celebration rather than one connected to law and governance.
Noah left the interaction feeling uncertain, wondering whether he was being valued for his professional expertise or increasingly viewed through assumptions tied to his identity.
Discussion Questions:
- What assumptions may have influenced colleague’s interactions with Noah?
- In what ways can workplace inclusion unintentionally create pressure of burden?
- How could the law firm have recognized Nunavut Day in a more inclusive way?
- What professional assumptions were made about Noah’s expertise or role?
The NSBS answers to the above discussion questions will be posted to the Equity in Action Blog on July 15, 2026.