143 search results for
Representation and leadership
Recommendation 19:
Canada needs to develop its own federal, provincial and territorial repatriation legislation, drawing from the shortcomings of NAGPRA and led by communities of Indigenous artists, curators, cultural administrators, Elders, and other respected Indigenous cultural leaders within Reserve and urban communities. While it must foremost be concerned with “human remains,” this legislation should expand the notion of repatriation beyond bodies to funerary objects, “sacred” objects, and objects of cultural patrimony. These laws must be meaningfully co-developed in collaboration with Indigenous peoples.
- These “Repatriation Acts” must be passed in every province and territory within the borders of Canada, and not simply apply to federal reserve lands.
- The legislation must have extremely strong compliance measures, with an accountability provision that allows Indigenous representatives to ensure the legislation is being enforced. As Indigenous people are not flora and fauna, Parks Canada should not be involved in the implementation of the legislation. Jurisdiction over “Repatriation Acts” could fall under the Canadian Heritage Portfolio or even the Minister of Justice.
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Recommendation 4:
Always centre care, capacity, realistic timeframes, and meaningful responses when addressing the concerns of Indigenous employees, and only request those perspectives with the expressed consent of employees.
- Make culturally sensitive supports available to employees. Take every claim of harm seriously, and centre genuine concern towards healing and mediating those facets of the institutional culture. Never gaslight employees.
- Always consult from within as opposed to without the organization, putting less focus on tokenistic measures such as business consultants and more focus on the integration of anti-racist structures and cultures, and Black and Indigenous decolonial ideologies and peoples throughout workplaces.
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Recommendation 14:
Although the experience of racism in the use of status cards is near-universal amongst status First Nations, and the mention of status cards elicits overt and numerous racist responses in online forums, there is very little data collected, studies published, or indicators monitored about this experience. Increasingly, there is broad policy support for the collection and monitoring of race-based data to support equity and dignity for all persons. Future work pursuant to this study should continue, and specifically:
- Be a matter of focus of human rights offices and associated studies.
- Indicators and data collection about experience in the use of status cards, and outcomes data related to the experience of racism, should be embedded in surveying and performance monitoring at local, regional, provincial, and national levels, including by First Nations governments in their primary data collection and research projects. These should consider the unique experiences of LGBTQ2S+ persons as well as other groups that are experiencing intersecting and compounding forms of oppression and discrimination.
- Be tied to clear action plans and accountability for change.
- Be rooted in Indigenous data sovereignty.
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Recommendation 2:
All levels of Canadian government, national aboriginal organizations, and nonprofit agencies must ensure the active leadership of Indigenous women in the design, implementation, and review of programs and policies that are directed to increase the safety of Indigenous women. Strengthen and support solutions that restore the role of Indigenous women, girls, and two-spirit people as Title-holders of their lands, traditional knowledge keepers, sacred life-givers, and matriarchs within extended kinship networks.
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Recommendation 37:
All Canadian and Aboriginal governments must ensure that Indigenous women are engaged fully and have equitable access to decision-making on issues of governance, land, culture, language, housing, child care, income security, employment, education, health, and other areas impacting Indigenous women.
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- Culture and language ,
- Decolonization and Indigenous rights ,
- Discrimination and hate ,
- Economic inequality ,
- Education and employment ,
- Health, wellness and services ,
- Indigenous children and youth in care ,
- Indigenous rights and self-governance ,
- Poverty and economic inequality ,
- Public services ,
- Representation and leadership ,
- Sexism
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Recommendation 15:
Implement options for part-time appointments to qualified Indigenous tribunal members, who may not be available full-time. This could provide a way to reflect Indigenous adjudicative and dispute resolution traditions within the tribunal’s expertise.
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Recommendation 14:
Audit the tribunal appointment process to identify why Indigenous Peoples are not applying or being appointed as tribunal members. Set specific recruitment and appointment goals for BCHRT Indigenous tribunal members.
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Recommendation 13:
Audit the current HR process to identify why Indigenous Peoples are not being recruited or hired. Provide specific training to HR staff on how to actively recruit and fairly assess Indigenous applicants. Seek specific mentoring advice from other organizations with higher Indigenous staff ratios about how to address this underrepresentation. The BCHRT should set yearly hiring targets for the first five years, and report on success in meeting those targets in annual reports.
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Recommendation 12:
Priority should be given to hiring or appointing Indigenous staff and tribunal members.
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Recommendation 10:
The BCHRT should actively engage with Indigenous Peoples, working with the Office of the Human Rights Commissioner, Indigenous lawyers, and law schools, to incorporate Indigenous laws into a renewed human rights process which reflects Indigenous approaches for protecting human rights.
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