Sean McEwen; Workplace Equity, Diversity & Culture Consultant – September 27, 2024
Coming to terms with the realities of Canada’s relationship with Indigenous peoples is challenging. As we navigate our everyday lives, we are also part of an ongoing experiment in settler colonialism. Unlike other regions colonized by Europeans, such as Asia and Africa, the settlers here didn’t leave. They stayed. The land’s resources were profitable, and subsequent to the epidemics that decimated 90% of the Indigenous population, the settlers became a majority. The oppressive ‘Indian Act,’ established quickly after confederation, clearly documented the government’s strategy to forcibly assimilate Indigenous peoples into colonial society and assume full control of their territories.
This history is difficult to reconcile with our sense of belonging in this place. Yet, we cannot co-create a better future without first acknowledging the persistent structures of settler colonialism. The systems designed by early European architects of Canada—its political, educational, healthcare, social, and judicial institutions—were built to prioritize settlers. Indigenous peoples were systematically excluded from these opportunities, a fact evidenced in the glaring disparities in health, education, and economic outcomes.
The history we are dealing with is not simply in the past. As scholars, Tuck and Yang, 2012, made clear, “settler colonialism is not an historical event; it’s an ongoing structure.” This truth can be difficult to grasp. Even when we accept it intellectually, it may leave us feeling spiritually or psychologically displaced. For many settlers, there is an unease—a sense of homelessness within this shared space.
For me, what helps transcend this discomfort is connecting directly with Indigenous people. Working together, sharing time, building relationships, as colleagues, friends, and neighbors. I feel fortunate to have these relationships and I’m humbled by the generosity and kindness extended to me in the face of historical and ongoing injustices.
I am a treaty person – all Canadians are all treaty people. The treaties the Crown signed with Indigenous nations are obsolete historical documents. They are legally binding agreements that, as representatives of the Crown, the Supreme Court of Canada upholds with increasing regularity. Treaties represent shared stewardship of this land, not its sale.
Employment Barriers and Indigenous Peoples with Disabilities
One of the most glaring examples of systemic inequity is found in the Canadian Labour Force Survey—a key tool for assessing employment trends nationwide. Yet, this survey systematically excludes First Nations communities, where unemployment can exceed 70%. The absence of data leaves these communities invisible in critical policy decisions, further entrenching their marginalization.
The challenges of employment exclusion become even more pronounced when considering intersectionality, specifically the overlapping identities of being both Indigenous and disabled. Discrimination, poverty, and unemployment are amplified when these identities intersect. As an employment inclusion service designer and director, I have seen firsthand the additional barriers faced by Indigenous people with disabilities.
These barriers include:
- Higher rates of disability in First Nations communities, driven by limited healthcare resources and systemic racism in the healthcare system. Intergenerational and racial trauma, as well as culture loss compound the rates of mental health issues.
- Large disparities in diagnostic resources and disability supports between First Nations and non-Indigenous communities.
- Fear of accessing support, rooted in negative experiences with systemic racism across educational, healthcare, social service, and judicial systems.
- Shame and stigma around disability, even within Indigenous communities, which complicates disclosure and access to necessary services.
- Low confidence in employment success, reinforced by a history of exclusion.
Moving Toward Reconciliation: Equity in Employment
Reconciliation, particularly in the context of employment inclusion, requires a deliberate approach to equity. Equity is about meeting people where they are, adjusting our methods to their unique needs, and ensuring that their identity—be it Indigenous, disabled, or otherwise—does not determine their opportunities.
As employers, service providers, and allies, we must ask: What would good treaty people do to foster equity for Indigenous job seekers with disabilities? How can we build trust, develop meaningful relationships, and learn to see and remove the barriers that prevent equitable access to employment?
These are the questions we need to confront—urgently. The answers must translate into concrete actions within our organizations. This is not just a matter of workforce development and sustainability; it’s about co-creating a future built on those initial promises of sharing this place, learning from each other and thriving together. By embracing these conversations and acting on them, we take steps toward a more inclusive and just workplace—and society.
For more information, please view the TRC Commission’s Calls to Action Report at this website – https://nctr.ca/records/reports/
For consultation and support to create inclusive workplace policies and action plans with an equity lens, connect with us via our website or LinkedIn page.
