Cases on Social Issues For Class Discussion - 2nd Edition Textbook Case 2 Safety in an Indigenous Community

CASE SAFETY IN AN INDIGENOUS COMMUNITY Case Safety in an Indigenous Community 21 Background on the Social Issue DEIRDRE AND The workforce is diverse Many organizations recognize that the inclusion of perspectives from a diverse workforce can lead to stronger teamwork and better decision making . Therefore , organizations should be motivated to be inclusive because it can lead to business success . Organizations also want to maintain their reputation and engage with a wide range of clients , suppliers , and communities affected by their business . Organizations also have diversity and inclusion policies because it is a legal requirement to protect the human rights of all employees in Canada . Background on the Social Issue 23

Figure A meeting diverse group of workers ( Figure A meeting of a diverse group of workers ( mi . Diverse workplaces must be safe for everyone Approximately 13 of Canadians identify as , and identify as Indigenous . Many identify as both . For youth , the percentage of those who identify as or are questioning their identity , the number can be as high as 24 . Indigenous people , people of colour and members of the group say they should feel safe and protected at work and have input and on projects at all levels . Are our workplaces emotionally and physically safe for everyone ?

Gregory John , a gay Indigenous man , says that in order to have real collaboration at work , we have to ensure everyone safety , both individually and as a group . Among other issues , this means ensuring individuals safety from homophobia , sexism , racism , violence , and threats to their reputation and career . For example , employees do not always feel safe with being out and staying out at work . It can be particularly to be out and work in , heterosexual and still dominated Canadian industries such as mining , forestry , energy and even . Background on the Social Issue 25

Indigenous people , other people of colour and people bring multiple perspectives The essential contributions of Indigenous people , people of colour and people should be valued . Although Indigenous people are a population and are seeking education and starting businesses , organizations need an intentional recruitment process in place to acquire Indigenous talent and to integrate and retain these employees . Indigenous talent is going to be a key component in addressing labour shortage concerns , says Gregory John based on his various experiences as an Indigenous relations specialist in energy and engineering , procurement , and construction projects in Western Canada . Many Indigenous communities are deeply involved in developing their natural resources and improving their own communities . Figure From Lake Indian Band , Indigenous employees of Cho Construction in northeast . work on tree clearing in the Peace River district . Photo used with permission from Canadian Energy Centre ( not the company discussed in this case ) However , it can be for Indigenous people to work in controversial development projects while maintaining trusting partnerships with industries such as mining , forestry and energy . Companies have previously focused on extraction over local impact , emphasized over bringing local and given little recognition to Indigenous titles on the land 26 Background on the Social Issue

Gregory John , in his experiences as an Indigenous relations specialist , has learned to communicate effectively . He says , Acknowledging being gay and indigenous has gifted me two additional perspectives to see through . My multiple perspectives have been key in allowing me to do this work Indigenous relations without making major mistakes . These perspectives have been the foundations for me to mitigate the risk associated with working with diverse communities . Western Society teaches us to make many assumptions before collaborating . With diverse communities , collaboration must start before the first question is asked as there are so many unknowns . Making assumptions here will have serious and potentially consequences . Realizing I do not know everything is key . Approaching this work with humility is the key to its Deliberately including people at all levels of a company helps build trust and increases productivity , which improves the collegial atmosphere and morale for everyone . In complex projects , companies need their staff to use different ways of problem solving based on their experiences , perspectives and wisdom . To succeed , companies need their employees to be open to new ideas and to be empathic of each other and the clients they serve . Also , clients and suppliers want to see themselves represented by the staff of companies . Clients , suppliers and communities want to know that companies understand their needs . Figure A transgender woman and gender person laughing at work . Drucker , The Gender Spectrum Collection ) Background on the Social Issue 27

28 Background on the Social Issue Figure A suited man with version of an flag . By being vulnerable and empathetic and bringing multiple perspectives ( gay , Indigenous , urban ) to a situation , Gregory John has learned to successfully navigate controversial conversations at work and in the Indigenous communities he has visited . He says it is important to be completely responsive . If we not able to remove ourselves from our bias and our own perceptions of people , then were going to come to the wrong Media A Team Brainstorming and Having a Meeting Yan is licensed under a All Rights Reserved license Man in Orange Shirt is licensed under a All Rights Reserved license Indigenous employees of Cho Construction Canadian Energy Centre is licensed under a All Rights Reserved license The Gender Spectrum Drucker . The Gender Spectrum Collection is licensed under a ( Attribution NonCommercial ) license Man Holding a Pride Flag Anna is licensed under a All Rights Reserved license Background on the Social Issue 29

Scenario for Discussion DEIRDRE AND Background on the Company is a lithium mining company with head in downtown Vancouver and is trading on the Stock Exchange . lithium resource is located in the brine beneath the surface of depleted oil reservoirs in Northern , though it is also developing open pit mines in eastern British Columbia and investigating geothermal energy sources of lithium . Lithium is used in batteries and in metal production and has many other lucrative applications . The electric car industry holds great promise for companies such as . permission from Frontier Lithium ( not the company discussed in this case ) Old oil reservoirs and open pit mines are sources of environmental concern and controversy for rural and Indigenous communities . Environmental impacts on wildlife habitats , waterways , and arable land must be assessed before launching new business activities and developments . As outlined in the federal , provincial and territorial governments regulatory for development , local Indigenous communities must be consulted on business activities and developments 30 Scenario for Discussion

that will affect them . Through consultation , each party must share information and concerns in a way that ensures all issues are addressed and risks are mitigated from every angle . Risks can be environmental ( land , water , air ) and , where applicable , risks to Treaty rights . Indigeneity or the Canadian process of Reconciliation are not discussed as cultural or political concepts at , though the Indigenous perspective and consultation with affected communities is very important to . considers the company to be objective about their proposed developments . Although is located in Vancouver and there are people of colour working there , more than 85 of the employees of are white , male and heterosexual . There are a few women a manager , an engineer and so on . Only Christmas is acknowledged as an celebration . There are no diversity and inclusion programs or policies except for the training session on harassment at work . Senior leadership does not talk about diversity and inclusion in strategic planning . Before a project meeting , when talking about current Indigenous blockades on forestry roads and protests of racism by Indigenous leaders , Dale , a gay , Indigenous employee , heard someone say , I really don see colour I mean , you can be blue and have four ears , I will work with you Others nodded . Background on the Employee The Employee Dale is a gay , Indigenous employee who works in public relations in the head at . Dale helps run community engagement in rural and Indigenous communities affected by the mining . Dale is sunny and warm with clients , with prospective partners , and at community meetings . He is able to get most people engaged and genuinely talking about the issues at hand in a way . Most people at the , although polite , do not try to befriend Dale or include him in conversations . Dale is neither out nor in the closet as a gay man at work . There is nowhere to talk about sexual orientation . Dale has anxiety all the time . He does not feel safe . He wonders , Am I too much ?

I better not cross my legs one over the other as thats how women sit , not Will the wrong people here gain the information that I am gay and not take me seriously , or worse , threaten my job limit career growth opportunities within the company simply because I am too different to deserve these opportunities ?

Dale Role as Indigenous Relations Advisor At every project planning meeting , Dale has asked for time on the agenda to talk about how important Indigenous relations are . Dale has learned that their organizations teams must go without a agenda when they meet with local Indigenous communities . Every Indigenous community has its own protocols , and must adopt these ways of doing business before trust can be established . will work with the IT group , and leadership to craft emails and other formal project communications to Indigenous communities . Communication must be sent to the right person in the community while carefully saying the right things that open and maintain dialogue . If offends someone and triggers the mistrust and frustration of local Indigenous communities , the projects will fail . Dale knows that when the teams visit Indigenous communities , they should learn about the Scenario for Discussion I 31

culture , economy , and businesses how to pronounce the Chief and Councils names and how to say hello in their local language . Each Indigenous cultural group ( eg . Cree , Blackfoot , Wet en ) has their own cultural protocol , such as the gifting of tobacco or salmon allowing time for an opening prayer to a business meeting . Dale knows that preparing for these meetings in this manner will allow the Indigenous representatives to listen and observe everything that is going on . And then the team , with their technical focus , must be ready to hear and tell personal stories to connect with the community authentically while also preparing themselves to hear all concerns as they occur . Dale has counselled the team many times If a community wants to talk about water , talk about water . If an elder wants a chance to speak but is tired and emotional today , have tea and wait for tomorrow . If youth want to speak about land issues but are not technically knowledgeable and want to speak more from the heart , the company representatives should listen and do the work of interpreting their meaning so the company can hear and understand what the community is saying . Dale will check his own biases and expects everyone else , including employees and the local communities , to also assume nothing . Everyone must be open to true collaboration . This takes a lot of time and effort . Media Sampling for Lithium Frontier Lithium is licensed under a All Rights Reserved license 32 Scenario for Discussion

Critical Events to Inspire Discussion DEIRDRE AND Dale , the project manager and several engineers are planning a trip to Northern to hold community meetings and an open house to discuss the possible partnership with the affected Indigenous communities in the area of the proposed lithium mining . Some members of the three Indigenous communities have expressed frustration with the process through emails and phone calls to . They feel rushed . They are experiencing pressure from members of their communities who want to protest the lithium mine development . There has been heated language on social media with someone posting on a Facebook page , will bring in swearword from and make us hire them . We have lots of unemployed people ready here . The partnership is just swear word . Meet at the rodeo grounds . Let show what we think . This post got momentum community protests and road blockades were planned . The particular members of the team were individually mocked . The project manager was called names . Dale was called a sellout as an Indigenous person . Leaders in the communities heard through local talk that some protestors have planned to damage the company rental cars , to smash up the open house displays in the trailers on site and to disrupt the community meetings . 23 Critical Events to Inspire Discussion 33

Discussion What should happen next ?

DEIRDRE AND Questions about individual employees What should Dale , who has experience navigating the complex issues involved in mining businesses and Indigenous communicating , do ?

Who should he talk to ?

How can Dale protect everyone ability to collaborate despite their very different views ?

Questions about the organization Should hold the community meeting now ?

What would the implications of postponing be ?

Who gets to decide ?

Should there be concern for the safety of individual employees , whatever their identities , whatever their roles in the company ?

How should approach the security issue with the communities ?

What should they do ?

Should discuss the controversial issues with the community ?

Or should it approach this as a , logistical issue of simply needing a few security personnel ?

Should bring the to the community meetings ?

Should it hire its own security force ?

Questions about the community How should concern for the safety for all the people in the Indigenous communities , including the leadership , elders and youth in the Indigenous communities , be shown ?

Should the community change the approach to consultation ?

Why ?

How ?

How can the community and the company listen , even to those that are angry , and hold a different perspective on partnering with the company ?

Should the Indigenous community provide security ?

Questions for everyone affected How can a standard of care for everyone be maintained ?

What would it look like ?

Whose role is it to maintain a standard of care and safety ?

34 Discussion What should happen next ?

Teaching Notes DEIRDRE AND Note to teachers The scenario deals with sensitive and controversial issues and discussing it may be upsetting for some students , especially those who identify in similar ways to Dale . Please provide context about Indigenous issues ( particularly in Canada ) and issues , especially that challenges common assumptions . This context would help prepare students for a robust but respectful discussion . Please see the bibliography below or seek other like sources from your own Diversity and Inclusion specialists , Indigenous advisors , or educational supports . It is important not to generalize language with Indigenous people . You will commonly see Indigenous people use the terms Indian , Aboriginal , First Nations and Indigenous interchangeably , but this language choice is not an option for people . It is okay to interject to say some language is inappropriate . Most Indigenous peoples prefer to be by the name of their Nation , tribe , or band . Check with Indigenous advisors at your institution . What will students discuss ?

As relevant to course learning outcomes , students will be able to discuss the following stereotyping , bias , racism , Indigenous racism homophobia diversity , equity and inclusion , belonging , justice , dignity , human rights professionalism , organizational development , leadership human resources , talent management policy making and enforcement internal communication , organizational culture business development , strategic communications , strategic planning public relations , marketing approaches to decision making and persuasion environmental issues for business entrepreneurship , business partnerships Indigenous economic development Indigenous land claims , treaties and traditional territories 25 Teaching Notes I 35

Reconciliation processes with the Indigenous peoples of Canada the duty to consult Indigenous communities affected by development community engagement representation by those affected in all decisions mutual care and safety political protest , controversy of public protests other relevant topics The company obligations Students may argue that Dale has a special role , as an Indigenous employee of the company , to mediate and allay tensions . Students may argue that the company has the right to protect its employees and can bring a police escort or private security to a formal meeting . Students may discuss the implications of assuming the local situation is dangerous . Students may discuss what it means that some people have criticized the company publicly . How should the company respond and where ?

Students may discuss the obligations to consult with the Indigenous communities affected , even if tensions are high . The community obligations Students may argue that any security issues have to be solved by the community affected , even if that means discussing controversial issues with community leaders or not visiting the community at this time . Collaborative solutions Students may discuss The concept of open discussion and consultation that includes everyone The question Without collaborative solutions to safety , could business negotiations continue ?

The implications of making security everyone problem The varying perceptions of decision making that is lies solely with the Indigenous communities , that it lies solely with the companies investing and doing the work , that there has to be a collaborative solution . Negotiated partnerships and collaborative solutions for everyone safety . 36 25 Teaching Notes

References and Bibliography DEIRDRE AND Bibliography Allan , Hardman , Wright , Wilson , 2020 , June 11 ) A Guide for Teachers and Instructors A for of secondar institutions . A professional learning series . Licensed under Creative Commons . Nickel , Horton , 2020 ) Histories of Peoples and Canada . Thompson Rivers University . Licensed under Creative Commons . An Best Practices Guide for Employers . free resource request . Caldwell , 2020 , June 11 ) Guide Stereotypes and Racism . An excerpt from Pulling Together Foundations Guide by Wilson . Open Textbooks . Licensed under Creative Commons . Caldwell , 2019 , Guide Urban Indigenous Peoples and Demographics . An excerpt from Pulling Together Foundations Guide by Wilson . Open Textbooks . Licensed under Creative Commons . Chang , 2015 , May ) This is what life is like around the world . Ted Talks . Licensed under Creative Commons . Knowledge Wharton . 2019 , Mar 26 ) How Firms Are Cultivating a Sense of Belonging Management . Wharton University of Pennsylvania . of Planning and Accountability ( 2020 , May ) Student Report . Polytechnic University . Surrey , Canada . Statistics Canada ( 2021 ) Statistics on Indigenous peoples . eng indigenous peoples Statistics Canada ( 2021 ) A statistical portrait of Canada diverse communities . Leary , Brown , 2018 , 19 ) Myths About Coming Out at Work . Harvard Business Review . 2018 References and Bibliography 37