At the Nuclear Waste Management Organization, truth and reconciliation isn’t a side project, it’s a core value, says Alicia Flynn, the organization’s human resources manager.
“We know that working with Indigenous Peoples, learning from Indigenous knowledge and applying those learnings to our work are critical to successfully implementing Canada’s plan for the long-term management of used nuclear fuel. The NWMO is on a continuous learning pathway towards reconciliation.”
Every employee at the NWMO takes part in a four-part cultural awareness and reconciliation training program that covers identity, land and treaty and Métis awareness. Flynn notes the organization balances formal learning with informal opportunities, such as lunch and learns and cultural observances. “For Red Dress Day, employees joined a pin-making workshop. It wasn’t just a creative activity. It opened space to reflect on the meaning of the day and how we can contribute to positive change.”
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Across Canada, more employers are taking truth and reconciliation from words to action, integrating it into their training, benefits, and procurement processes, rather than treating it as a symbolic gesture in hiring practices. The Truth and Reconciliation Commission’s call to action 92 urges businesses to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a framework and apply its principles across corporate policies and practices.
Representation is a key part of the strategy. As a federally regulated employer, the NWMO reports annually on workforce demographics, says Flynn. “Employment equity data shows we have strong representation of Indigenous Peoples, with above labour market availability in all occupational groups.”
The hiring process also includes a reconciliation-focused question for candidates. “This not only gives people insight into our work but signals our commitment and allows them to reflect on reconciliation.”
The NWMO has also built reconciliation into its approach to employee benefits. Its employee and family assistance program provider offers an internet-based cognitive behavioural therapy program led by Indigenous therapists and employees can use their annual wellness subsidy for Elder services, spiritual retreats or traditional healing ceremonies.
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Engagement extends beyond the workplace. The NWMO’s Council of Elders and Youth advises management on applying Indigenous knowledge, while the organization also hosts sessions on economic reconciliation and works with Indigenous-owned suppliers. “Economic reconciliation means restoring and strengthening Indigenous Peoples’ participation in the economy, recognizing their rights and making sure they benefit equitably from development opportunities,” says Flynn.
The NWMO uses a reconciliation assessment tool, annual reports and independent evaluations by Indigenous-owned firms to measure progress. Flynn admits it isn’t always simple. “Disruption is uncomfortable, but that’s how we advance change.”
The organization has been recognized internationally for its reconciliation work, but Flynn adds that the most meaningful changes happen internally. “It’s in the way employees share knowledge, practice thoughtful land acknowledgments and apply Indigenous teachings to their work,” she notes. “Our efforts have to be strategic and thoughtful, with mechanisms that hold us accountable and keep us learning.”
For other organizations, Flynn recommends starting small but with intention. “Begin meetings with land acknowledgments, order catering from Indigenous-owned businesses and create spaces that honour Indigenous knowledge. Education and learning are the best places to start.”
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