A Message of Hope From Chief Dr. Robert Joseph

27
Sep 2022
185
A group of teepees in a field at sunset.
Photo Credit: 
James Gabbert

The Truth and Reconciliation Commission of Canada spent 6 years traveling across the country interviewing more than 6500 witnesses and survivors of the residential school system. In 2015 they released a series of reports outlining the horrible crimes committed against Canada’s Indigenous Peoples in the residential school system, along with 94 calls to action. 

The full reports can be accessed here HERE.

We recognize that many organizations and their employees are at different stages on their path to reconciliation. We encourage our community to continue the discussions with those around them.  

In August 2022, CPHR Alberta had the privilege of interviewing  Chief Dr. Robert Joseph , a Hereditary Chief of the Gwawaenuk First Nation and Ambassador for Reconciliation Canada. We intended to interview him on what Albertan businesses can do in addition to land acknowledgments, and what the state of reconciliation is in Canada. Turns out that in his experience, most Canadians want reconciliation and Albertan businesses are ahead of the curve. For these reasons, this quickly became an interview about hope. 

About Chief Dr. Robert Joseph

A man wearing glasses and a hawaiian shirt is smiling in front of a wooden wall.

 

Chief Dr. Robert Joseph acted as a Ceremonial House Speaker and is the recipient of many honorary degrees and awards, such as the Diamond Jubilee Medal which was presented to him by the Governor General of Canada. He was also an honorary witness to Canada’s Truth and Reconciliation Commission (TRC) and has met with many world leaders from countries such as Japan, South Africa, the United States, Israel and more. Here are some of the questions we asked him:

1. What is your overall opinion of land acknowledgments? 

 “ Land acknowledgments are a prompt to ask all others who hear these land acknowledgments to become interested. They are the first ever introduction for many to suddenly realize there’s an issue that’s ongoing that will be resolved through reconciliation. We need to always be reminding each other of the history we share together, of the brokenness and despair that was caused by colonization. If we can rediscover our commonality and common humanity, all sides can appreciate the idea of equality, of belonging and that we (Indigenous Peoples) are not sub-human.”

2. Do you believe that most organizations do anything beyond land acknowledgments?

“Some companies may take advantage of it, but for the most part, I know that in all of the land acknowledgments I’ve heard, there have been various degrees of work underway promoting and encouraging reconciliation. It’s more than you think. We always hear the critics and naysayers louder than everybody else, but reconciliation is happening across the country and I’m so proud that Canadians have taken up the call to engage and to discover what reconciliation means.” 

3. What level of responsibility do you believe private companies and non-profits have? 

“ To my amazement and gratitude, corporations and other public organizations have responded really well and have done better than the government in many instances. When the government interacts with Indigenous People it’s political, and it’s based on political analysis. If companies like yours and other organizations or civil societies engage where we are actually talking to each other and are creating deeper meaning and appreciation for each other, that is when transformation begins to take place.

Because you really can’t trust politicians, they break their word every day, they break treaties historically, everything. But if you and I can create a covenant between us that is deeper than politics, and is somehow spiritual in nature, we have a good chance of having a really great country reconciled.”

4. Have you noticed anything unique in how Albertan businesses approach truth and reconciliation? 

“I hate to brag about Alberta, because I’m from British Columbia, but in the times that I’ve been to Alberta and talked to CEO’s and civil groups, (early in the release of the commission report) I found that businesses in Alberta were thinking seriously about what reconciliation might mean for them.

You know, one morning I went to a breakfast meeting with about 600 volunteers and I thought ‘holy crow what’s going on in Alberta? All of these people must have gotten up at 4 in the morning to get to this meeting and are all interested in hearing more about reconciliation!” 

5. If Albertan businesses are ahead of the curve, why do many believe that they aren't doing enough?

“Reconciliation has taken root in Canada, yet we hear nay-sayers all the time. They are the loudest voices. They say reconciliation is dead. Well, I beg to differ. Reconciliation is alive and well and is rooted deeply now in our psyche. I always remind myself of a poll that was taken after the release of the Truth and Reconciliation Report that said more than 8/10 Canadians wanted to reconcile with Indigenous Peoples. 84% to be exact.”

6. What Can Businesses do to Foster Truth and Reconciliation?

“ I think there are some things that employees can do: They can start reconciling at home . Starting with their parents and families, and begin to reconcile things that have been pent up between them.

What’s important is that you start with you. When you learn how you as an individual are reconciled, adopt that as a core value and apply it in your life. Ideally in the workplace, everyone would be a family, yet people get little time or room and are too busy to even talk to each other about these very important, sometimes very personal matters involving separation, division, hurt or harm. It’s important, even in the workplace, to discuss these matters.

Employees can also reach out and engage with nearby indigenous communities to encourage mutual gatherings. If there’s a Powwow they should call up and say ‘we aren’t indigenous, but could we attend?’ Maybe they can collaborate on social events together. It’s really about taking down fences .”

According to Chief Dr. Robert Joseph, we must reconcile with ourselves before we can find community and reconcile with others. 

In this interview, Chief Dr. Robert Joseph provided us with a powerful tool: HOPE. He reminds us that most Canadians want reconciliation and that Albertan businesses are doing a great job at moving towards it. As community-focused as his advice is, it’s also empowering to the individual. This isn’t just about what your HR department can do, it’s about what you can do. It’s about reconciling your personal relationships, having important conversations with others, leading with love and doing the right thing. 

We will leave you with this special quote that Chief Dr. Robert Joseph prepared for us: 

“When we are reconciled, Canada will be whole and not divided. We will all belong to this time and place together. Walking together, without marginalization. Every child born will have the same potential and opportunity. I see a Canada that celebrates the depth and breadth of its diversity. Everyone has value, everyone has a purpose, and all will share in the prosperity and the wealth.”

To learn more about reconciliation, check out Chief Dr. Robert Joseph’s new book titled “NAMWAYUT - WE ARE ALL ONE: A PATHWAY TO RECONCILIATION”.  

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Overcoming Adversity and Inspiring Others

By Jessica Jaithoo • November 10, 2025
Author: Jennifer Muellers, Katy O’Brien-Watson, and Mandy Ingraham (Grande Prairie Chapter Committee) Every October, Alberta celebrates Disability Employment Awareness Month (DEAM) which promotes employment inclusion and increased participation of workers with disabilities in Alberta’s economy. DEAM celebrates the contributions of workers with disabilities and supports employers in practicing inclusive hiring (Government of Alberta, 2025). The Grande Prairie Chapter chose a local story of a girl named Kiesha, who was told after her car accident she would likely never walk again. Kiesha uses her story to inspire and uplift others through her journey of perseverance through public speaking engagements. Kiesha frames her journey not just as healing for herself, but as something that can help and inspire others in similar situations. Her film touches on living and working with disability in a rural setting like Grande Prairie and how accessibility, advocacy, community support and awareness are so important to her success. It shows through her positive outlook she empowers those around her even through her job at Costco. A local business owner speaks on his experience of having Kiesha as a client at his business and how this made him think differently about his business environment to be welcoming and accessible for all within the community. The film Able is a production supported by STORYHIVE and is made available (free on-demand) via TELUS Optik. The Changing World of Work The world of work is always evolving, and it is more accepting of individuals and their unique abilities than ever before, however, each instance of disability and accommodation cannot be given a ‘one size fits all’ mentality. There are many different types of disabilities and health factors that organizations need to be mindful of and accommodate. For example: cognitive and mental health disabilities (learning disabilities, autism spectrum, ADHD, etc.), physical disabilities (colour blindness), and chronic health issues (addiction, diabetes, epilepsy, Ehler Danlos syndrome, lupus). Even temporary conditions, such as pregnancy and menopause need to be accommodated in the workplace. The partnership between Human Resources and Management along with employees and other stakeholders can lead to deeper understanding and appreciation to what individuals are facing day to day. Some key items for the Human Resources Role to consider when Accommodating Employees: Have policies regarding accommodation in the workplace Ensure leaders and employees are walking the walk and talking the talk Train managers on accommodation in the workplace a) This could include Mental Health First Aid, Crisis Interventionist training, Drug and Alcohol Awareness training b) Employer’s Duty to Inquire and Duty to Accommodate Consider Emotional Intelligence training Work with managers and the employee requesting accommodation as per the employer’s Duty to Accommodate and establish an acceptable accommodation Employee Feedback a) Have questions regarding DE&I in the annual employee survey b) Have an open-door policy for employees to make suggestions on how to make the workplace more accessible Work with a local disability organization for assistance on determining if your organization is physically accessible a) is your handicapped parking space large enough? Do you have an automatic door opener? Can someone in a wheelchair reach the automatic door opener? Disability Employment Awareness Month serves as an important reminder that inclusion is not just a celebration—it’s a commitment to equitable workplaces and meaningful participation. Kiesha’s story in Able demonstrates the power of perseverance, the impact of inclusive employment, and the vital role employers play in shaping accessible and supportive environments. Her journey reminds us that when individuals are empowered to bring their full selves to work, everyone benefits—teams grow stronger and perspectives broaden. As HR professionals, we have the responsibility and privilege to lead this change. Through thoughtful policies, continuous training, and genuine engagement with employees, we can remove barriers and foster workplaces where inclusion is lived, not just stated. By prioritizing accessibility, empathy, and flexibility, we create cultures that value every person’s contribution. We can ensure that every employee—regardless of ability—has the resources and support needed to succeed and add meaningful value to Alberta’s workforce.

Navigating Mental Health in the Workplace Amid Political Uncertainty

By Jessica Jaithoo • October 24, 2025
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions.  HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.

Making Waves & Inspiring Connections in Our Mentorship Community of Practice

By Jessica Jaithoo • October 23, 2025
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.
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