Inclusion of Indigenous workers in workplace mental health

Abstract

PurposeThis paper highlights inclusion issues Indigenous people experience maintaining their mental health in the workplace.Design/methodology/approachUsing a grounded theoretical approach, five sharing circles were conducted with the Nokiiwin Tribal Council's community members to better understand inclusivity issues related to workplace mental health.FindingsFive themes emerged from the data related to enhancing inclusivity and workplace mental health for Indigenous workers: (1) connecting with individuals who understand and respect Indigenous culture; (2) respecting Indigenous traditions; (3) hearing about positive experiences; (4) developing trusting relationships and (5) exclusion is beyond the workplace.Research limitations/implicationsThe next step is to finalize development of the Wiiji app and evaluate the effectiveness of the app in helping Indigenous workers feel included at work and to improve workplace mental health. If effective, the Indigenous-developed e-mental health app will be promoted and its benefits for helping Indigenous workers feel included at work and also for providing accessible mental health resources, will be known. In the future, other Indigenous groups may be potentially interested in adopting a similar application in their workplace(s).Originality/valueThere is very little known about inclusivity issues related to Indigenous workers' maintaining their mental health. This paper identifies major issues influencing the exclusion and inclusion of Indigenous workers.

The 8-Inclusion Needs of All People: A Proposed Framework to Address Intersectionality in Efforts to Prevent Discrimination

“…Respect is the need ensure the history, identity, beliefs, and value of all people are respectfully considered. This includes respecting the histories of exclusion and oppression and appreciating the impact that has on individuals and identity groups (Di Napoli et al, 2021;O'Loughlin et al, 2022;Radis & Nadan, 2021), respecting how people self-identify and how they choose to reflect and express their identity (Casey et al, 2019;Reddy-Best, 2018), respecting an individual's belief system (Héliot et al, 2020) and traditions (Caron et al, 2019;Tiwari et al, 2019), and recognizing and valuing the capability and contribution of all people (Grant & Kara, 2021;McCoy, 2021;Topić & Bruegmann, 2021).…”

Engaging First Nations People at Work: The Influence of Culture and Context

“…Many organisations have responded to this issue broadly by way of cultural awareness training or recruitment strategies targeted at Indigenous people. Yet, Indigenous people still claim that these types of measures do not go far enough in creating work environments that are accepting and supportive of cultural diversity and, more specifically, Indigenous people (Clark et al 2014;Doyle-Bedwell 2008;Kandiuk 2014;Mills 2011;O'Loughlin et al 2022). Organisations might shift some processes, such as recruitment, which serves to invite Indigenous people to the table in the organisation, but they are still eating from the same plates and serving the same food, metaphorically.…”

“…If Indigenous cultural approaches are misunderstood or marginalised, Indigenous workers' potential will continue to be diminished. The economic and social benefits that stem from ensuring Indigenous participation in the workforce are significant in terms of potential contribution (Adu-Febiri and Quinless 2010;Erhardt 2011;Government of Canada 2014b;Lamb 2013;Mills 2011;O'Loughlin et al 2022;Ostrowidzki et al 2009). Moreover, organisational commitment to human rights and decolonization practises that respect and honour Indigenous rights is missed.…”