Improve the Indigenous cultural intelligence of the organization

The path we have followed

The CER has been on a journey towards Indigenous cultural intelligence rooted in:

• nurturing respectful relationships
• walking alongside Indigenous Peoples
• honouring Indigenous knowledge systems.

Our cultural intelligence work is grounded in Two-Eyed Seeing – a way of learning and understanding that brings together the strengths of both Indigenous and Western ways of knowing. It is also informed by Call to Action #57 of the Truth and Reconciliation Commission Report

The path forward

Our commitment to increasing Indigenous cultural intelligence extends across the organization. We have formalized these commitments in the Indigenous Cultural Intelligence Framework (ICIF).

Grounded in Indigenous ways of knowing and being, the ICIF guides the CER to:

• nurture psychological safety, cultural humility and respectful relationships
• support ongoing reflection, learning, and transformation
• enable Reconciliation with deeper understanding, responsibility, and respect
• create space to uplift Indigenous voices, embed diverse worldviews
• foster meaningful change in how we engage with Indigenous Peoples and industry

The framework is a key deliverable under the CER’s 2024-2027 Strategic Plan and Reconciliation and Implementing the UN Declaration Strategic Priority, guided by the Indigenous Advisory Committee (IAC) workplan. The Framework includes six, interconnected baskets of work, each supporting lasting, systemic change.

National Indigenous Engagement Blueprint

The Blueprint is a guiding resource to support the CER’s collaboration with Nations, Métis and Inuit Peoples. It includes guidance for engagement that is respectful, consistent, and rooted in Indigenous values. The Blueprint is continually updated with new insights and knowledge shared by Indigenous Nations.

• Providing best practices for how the CER collaborates with Indigenous Nations.
• Ensuring engagement is aligned with the UN Declaration on the Rights of Indigenous Peoples.
• Supporting formal relationship‑building through agreements and ongoing dialogue.
• Including guidance such as Indigenous land acknowledgment protocols and Elder protocols.

Indigenous Procurement Strategy (IPS)

The Indigenous Procurement Strategy (IPS) aims to increase economic opportunities for Indigenous businesses. It is aligned with the Government of Canada’s Procurement Strategy for Indigenous Business, increasing procurement opportunities for Indigenous businesses.

• Training for CER staff on how to incorporate Indigenous participation into CER contracting processes
• Hosting “Bidders’ Conferences” to help Indigenous businesses navigate federal procurement process
• Encouraging plain language use and transparent processes to support Indigenous vendors.
• Working with Indigenous Services Canada to improve verification of Indigenous-owned businesses.

Elders in Residence Program

Launched in 2022, this program brings Elders, Knowledge Keepers and Youth Leaders into CER spaces, not just as guests, but as part of our community. Their presence helps connect us with Indigenous culture, wisdom, traditions, and perspectives supporting the CER’s Reconciliation journey.

• Helping CER staff understand Indigenous cultures, values and worldviews
• Supporting us in meetings and events, offering guidance and providing their wisdom and expertise
• Simplifying access to the Elders so staff can more easily connect with Indigenous knowledge, culture and world views
• Deepening our relationships with Indigenous partners

Indigenous Recruitment, Retention & Advancement Strategy

The IRRAS is a foundational part of the ICIF, designed to welcome more Indigenous people into the organization, support growth, uplift and empower them to thrive. This strategy is about nurturing careers and fostering a workplace culture where Indigenous voices are heard, respected, and amplified.

• Focusing on removing barriers and addressing systemic bias and discrimination
• Creating meaningful training and career opportunities
• Supporting Indigenous leadership
• Ensuring Indigenous values and ways of being are woven into the CER’s work
• Creating new pathways for Indigenous talent to enter and grow within the organization
• Introducing leave provisions for Indigenous staff to take time off for traditional practices.

Training and learning opportunities

Training is a fundamental part of the ICIF. We continue to develop Indigenous led, culturally respectful learning programs that honour the histories, cultures, and rights of Indigenous Peoples. Programs center on the distinct voices of First Nations, Inuit and Métis communities. They also create space for Elders, Knowledge Keepers and Youth to guide the CER’s Reconciliation path.

• Understanding Canada’s history and how to carry these truths with more care
• Helping staff understand the impacts of trauma and how it travels through generations
• Learning to walk alongside each other, whether in conflict or partnership
• Building safer workplaces through kindness and humility
• Encouraging reflection on what meaningful allyship looks like

Change Management Strategy: transforming with respect for Indigenous ways

The ICIF is a grounding place for the CER’s Change Management Strategy. This strategy sets the stage for Reconciliation-based transformation.

• Changing the regulatory system by aligning the CER’s regulatory framework with the UN Declaration, guided by Action Plan Measure Strategic Priority (APM SP34)
• Managing the change by supporting people through the process, guided by the Indigenous Cultural Intelligence Framework
• Including Indigenous Peoples by building relationships, involving them in shaping regulatory system changes and encouraging participation in regulatory oversight.

Date modified:

2026-01-30