The Key Is Flexibility, Along With Some Basic Cultural Competency
Accessing employment is a challenge for many Canadians, but for historically marginalized populations, entering the workforce can feel daunting, or even unattainable.
For Indigenous Peoples, these challenges are compounded by unique historical and cultural factors. Dispossession from our lands, the reserve system, and lingering paternalism under the Indian Act are just some of the systemic obstacles that continue to affect us. Many Indigenous people living on reserves—over 300,000 individuals—face significant hurdles, such as limited access to transportation and lack of access to high-speed internet.
Meanwhile, some urban Indigenous individuals struggle with feelings of not being “Indigenous enough.” This lack of confidence can have far-reaching consequences. Indigenous candidates may self-select out of positions seeking Indigenous applicants, leaving room for non-Indigenous individuals, or those with superficial claims to Indigeneity, to step in. This is why the first barrier to hiring Indigenous people is getting them to apply.
What can organizations do to decolonize their hiring practices? Think creatively. The following are some concrete suggestions, but an open mind is the way to decolonize one’s organization or oneself.
Ensure the Organization is Ready
Make sure the organization is a safe space for Indigenous people. Build cultural competency within the organization before starting the hiring process, ensuring the hiring team understands trauma-informed approaches. If there isn’t sufficient internal support for this work, consider whether now is the right time to bring Indigenous people into the organization.
Use Unconventional Recruitment Strategies
Consider advertising positions in non-traditional ways, such as on Facebook, or through physical posters at community centers or friendship centers. This approach can help reach candidates who might not be active on conventional job platforms.
Simplify Job Postings
Avoid jargon and complex language in job postings. Use this as an opportunity to review the job description: Does it accurately reflect the role? Are there colonial worldviews embedded in the language of the job description that could be off-putting to folks from outside the space? Conduct a cultural or sensitivity review to ensure inclusivity by hiring or using an in-house sensitivity reader. This is a person with subject matter expertise on different abilities and identities.
Reevaluate Degree Requirements
Consider if a formal degree is necessary or if equivalent experience is acceptable.
Example: Instead of “Bachelor’s degree required,” state “Bachelor’s degree or equivalent experience.”
Specify Necessary Skills Over Preferences
Clearly distinguish between essential and preferred qualifications.
Example: “Proficiency in project management software (required); familiarity with graphic design tools (preferred).”
Be Explicit About Flexibility
If the organization is open to flexibility regarding job requirements, state this clearly in the posting. Let prospective applicants know that even if they don’t meet all the desired qualifications, their application will still be considered. At IndigiNews, explicitly stating that journalism education or experience wasn’t required led to 54 applications for a role that might otherwise have seen none.
List the Salary
Including salary information reduces pay disparities and minimizes negotiation gaps, which can unfairly advantage individuals with assertive negotiation styles often linked to specific cultural norms.
Simplify the Application Process
Consider breaking the application into manageable steps. Instead of a traditional cover letter, use a simple Google Form with targeted questions to help candidates share their qualifications easily.
When requesting a resume, provide a basic template and let candidates know they can use it or submit their own. This reduces pressure for those unfamiliar with formal resume formats, allowing everyone to present their skills effectively.
Prepare Candidates for Interviews
Send interview questions to candidates in advance. Inform them of the interview panel members and the expected duration. Reassure candidates that the interview will be supportive and collaborative—not adversarial. Ensure your interview team understands and can embody this approach.
Be Clear About Indigenous Identity Verification
When seeking Indigenous applicants, clearly outline how, if at all, Indigenous identity will be verified. It’s acceptable to state that the organization is not in a position to define Indigenous identity and will allow applicants to self-identify through a declaration or explanation of their community connections.
Consider adding an open-ended question such as, “What is your relationship to Indigeneity?” This allows candidates to share their experiences in their own words. Referencing policies from universities or arts organizations, like the Indigenous Curatorial Collective, can offer guidance on best practices.
Decolonizing hiring practices is about removing systemic barriers that prevent qualified Indigenous candidates––or capable Indigenous candidates who could learn the qualifications on the job––from accessing opportunities. Flexibility, cultural competency, and a commitment to inclusive practices can create pathways for Indigenous talent to thrive, enriching organizations with diverse perspectives and experiences.
This article was written by Eden Fineday, Publisher of Indiginews