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Empowering Indigenous youth in the workplace
By Claire Francis. This article was originally published on ݮƵ News.
Over the past three years, Indigenous and non-Indigenous scholars in ݮƵ’s Industrial-Organizational Psychology program have been working with partners to explore and develop the qualities that make a workplace environment more equitable for Indigenous employees. Together they are contributing their findings toIndigenous Workways, a program that partners with companies and organizations to clear pathways for Indigenous employees and create safe and supportive space in organizations for Indigenous bodies and worldviews.
The Truth and Reconciliation Commission (TRC) final report had a strong hand in inspiring this work. Professor Wendi Adair, Indigenous Workways’ co-principal investigator and Interpersonal Trust Lead, explains. “Their report addressed how the treatment of Indigenous peoples and erasure of their culture by colonial settlers has led to the Indigenous population being less likely to attendpost-secondary institutions and rise to upper-level management positions.”
Adair continues “The TRC report identified a population in Canada that is highly underrepresented in the workplace. There are a lot of barriers that account for that.”Her research in Industrial-Organizational (I-O) Psychology focuses on workplace behaviour. “That’s what my colleagues and I study — what leads to job satisfaction, organizational commitment, people wanting to do the job that they have.” The development of Indigenous Workways was a natural step in the evolution of the program.
Networks of trust
In 2018, Adair and her co-principal investigator Catherine Kwantes at the University of Windsor received a SSHRC (Social Science & Humanities Research Council) Insight Grant to fund “Indigenous Workways: Cultural Safety, Cultures of Trust, and Psychologically Safe Work Places” over three years. The team also won a significant Ontario Research Fund - Research Excellence Grant, one of only two awards given in the program’s first ever Social Science competition. Along with ݮƵ and Windsor, Conestoga College and Wilfrid Laurier University are institutional partners on the project that focuses on Indigenous employees’ experiences with interpersonal trust, organizational trust, and networks of trust.
Left to right: Professor Wendi Adair, Lori Campbell (then Director of ݮƵ Indigenous Student Centre) and othersopen a project meeting with a smudgingceremony. Photos courtesy of Indigenous Workways.
The project's work is centred within each institution’s Indigenous student centre and includes engaging with Indigenous alumni — an important part of the project, says Adair, for understanding their career experiences and providing mentorship to current Indigenous students.
At every step the team of Indigenous and non-Indigenous colleagues are committed to an authentic approach to their work. For instance, all project researchers take Indigenous research method courses and seminars and regularly consult with advisory circles, elders, knowledge keepers, and other community members. Jean Becker,ݮƵ’s Senior Director of Indigenous Initiatives,has been advising the project since its inception. The research methodologies used allow Adair and her team to credibly investigate some of the positive aspects of relationships, space, and climate in organizations that help Indigenous employees thrive and rise.
Graduate student Jaydum Hunt, who is Bay of Quinte Mohawk from six nations and European ancestry, is completing her MAin I-O Psychology and has been a researcher on the project throughout her graduate studies. She emphasizes how Indigenous Workways prioritizes participatory research methods, which adhere to the principles of Ownership, Control, Access, and Possession (OCAP) as they conduct their research with the consultation fromand among members of the Indigenous community. “The incorporation ofprotects Indigenous contributors, ensuring that they have complete agency over their information,” explains Hunt.
Participants help to direct the research
“Research has always been doneonIndigenous people as opposed towithIndigenous people. And I think a big part of what is important—and what I like about this project — is that the people who are participating in the research are helping to direct it.”
In working with people from diverse backgrounds, some organizations attempt to solve potential issues by incorporating tactics such as “an anti-racist workshop that’s one day, or a few hours,” says Hunt. She recognizes that there are problems with taking a compartmentalized approach to equity issues. “I don’t think that that actually looks at changing the mindset of the people within the organization, because [the issues which have proven to be problematic] also stem from the mindset that the organization encourages.” Hunt believes that if a company wants to improve its approach to equity, it ought to analyse its whole structure, rather than merely its employees’ behaviours.
At the same time Hunt notes that when employers indicate an interest in hiring Indigenous employees, they need to understand how they can authentically welcome them into their organization.
Appreciating different ways of thinking and working
“We can’t just hire one Indigenous person, and say, ‘We’ve got our Indigenous person…’ and not follow through with understanding what that means, and understanding how the person might think differently, or work differently, which is why you're bringing them to the table,” says Hunt. “You also need to be able to be open to what they're bringing, and not expect them to conform to your organizational ways, because that might not be the way that they work.” In short, it is important to let diverse employees’ differences be appreciated, and let that appreciation be genuine.
The Indigenous Workways logo is designed by Métis artistCatherine Dallaire. Itfeatures awild rose, a hardy flower that symbolizesresilience and beauty. The rose is supporting and lifting up the strawberry blossom, which symbolizeshow projectuses strong foundations to lift up and support Indigenous alumni and students.
Now, after three years of participatory research engaging approximately 60 members of Indigenous communities in Ontario, Adair acknowledges that the Indigenous Workways project is primed for growth. “We have developed enough organizational partners, and have some ongoing relationships, where we can continue to do this work, and make continued improvements in the workplace for Indigenous employees in the future.”
The researchers hope to see the program expand geographically. At the time of our interview, Adair was considering possible partnerships with institutions in Northern Ontario. And although Indigenous Workways’ initial funding covers their work only within Ontario, there is the possibility of expansion to other Canadian institutions, she says.
Adair also acknowledges that the challenges faced by Indigenous employees are also experienced by members of other racialized groups. Looking at their experiences is “an obvious next step.” Down the line the potential is there to develop programs to help build connections between employers and other marginalized groups.
The initiative has proven to be edifying for Adair. “Learning about Indigenous knowledge, Indigenous ways of knowing, and Indigenous research methods, has really opened my mind to an entire world of possibilities that I never knew existed before.” And those possibilities can only make an organization stronger.
Q and A with the experts: How the way we label a health crisis can fuel racism
The University of ݮƵ has a number of experts available for comment on various aspects of the COVID-19 pandemic.
Labels for the virus and its variants have incited xenophobia and other harms throughout the pandemic. Psychology professor Hilary Bergsieker, the lead author of an upcoming new study on the issue, offers insights into preventing this naming-and-blaming problem.
How did public discourse during the early days of the pandemic lead to expressions of hostility, xenophobia, and stigma?
Early pandemic media coverage focused on mounting death tolls and tracing the source or path of the virus abroad, fostering a climate of fear surrounding a “foreign” threat. As in prior pandemics, some responded by scapegoating “outsiders” – Chinese and Asian people. After Trump first tweeted “Chinese virus” on March 16, 2020, this term took off on Twitter and conservative media. #ChineseVirus tweets were significantly more likely to contain negative sentiments and racist hashtags, such as #YellowManFever, as well as more disgust and hostility. With anti-Asian attacks on the rise, limiting stigmatizing language that has the potential to incite violence is an urgent priority.
What are other examples of word choices shaping public attitudes?
Prior research shows language shapes attitudes. For example, people report more support for “assistance to the poor” vs. “welfare,” “gay marriage” vs. “same-sex marriage,” “assisted dying” vs. “euthanasia.” Research demonstrating more positive attitudes toward “noncitizens” vs. “illegal aliens” recently led the U.S. government to revise its terminology in official policy and documents to avoid stigmatizing that people group. Using language that is respectful, clear, informative, and non-stigmatizing can help avoid a blame game, instead fostering a focus on resolving issues and decisions at hand.
What is the solution for avoiding negative or racist labels in a public health crisis?
One essential step is providing functional, group-neutral alternatives to problematic ethnic or geographic labels. Soon after the WHO proposed the term “COVID-19” describing the virus type and timing, most mainstream media and institutions (including UݮƵ) adopted this term consistently. Unfortunately, we still lack fluent, functional names for variants of concern: Terms such as “B.1.1.7” or “P.1” — though scientifically precise — are simply harder for non-experts to recall and repeat than (problematic) labels like the “British” or “Brazilian” variant. Providing even an arbitrary set of standardized variant labels, like those for hurricanes, could reduce the odds of scapegoating individuals from these regions.
Hilary Bergsieker is an Associate Professor in the Psychology department. Her research focuses on the interpersonal dynamics of intergroup interactions and relationships—probing impression management, strategic communication, nonverbal behaviour, affect, depletion, and trust—to understand when and why problems can arise even in the absence of animus.
Volunteer for International Week and other notes
Get Involved in celebrating a Week of International Education at ݮƵ:Every year, education institutions, governments, and not-for-profits join together to celebrate international education around the world for . This week serves as a great opportunity to recognize and promote the value of education abroad and at home, while bringing global conversations to campus. The University of ݮƵ plans to join stakeholders from over 100 different nations in celebrating this important week by showcasing the merits to international education through a variety of programs, events, collaborations, debates, discussions, and an array of activities for the University of ݮƵ community.
"ݮƵ International invites those who are interested in hosting an event during the weeklong celebration to attend a consultation meeting from 2:00 p.m. to 3:00 p.m.on June 28. This meeting will give you the opportunity to provide valuable input for this important campus-wide event," says a note from ݮƵ International."As planning continues to unfold, and we start to book events in celebration of international education please continue to check the ݮƵ International – International Week webpage. For more information, contact Aisha Shibli."
If you are interested in attending the consultation meeting, .
The Registrar's Office has announced that thespring 2021 final examination schedule is now available on the web. The Registrar's Office has also published guidelines for the examination period:
- Online courses: Exams will only occur online; no in-person exams will be permitted;
- On-campus courses: Exams may occur in-person, but would occur in classrooms rather than the Physical Activities Complex while adhering to appropriate physical distancing guidelines.