June is National Indigenous History Month, a time to honour the heritage, history, and contributions of First Nations, Inuit, and Métis Peoples across Canada.
It’s also a moment for organizations, including regulatory bodies, to reflect on advancing reconciliation by embedding cultural competence, equity, and humility into their policies, programs, and hiring practices.
Building public trust through cultural competence
Regulators are entrusted with protecting the public. To do that effectively, professionals must be equipped not just with technical skills, but with the cultural awareness and humility to serve their public. This includes Indigenous communities who have historically faced systemic inequities accessing to healthcare, education, justice, and professional services.
Cultural competence means understanding the values, beliefs, and practices of different communities and recognizing the impact of colonialism, intergenerational trauma, and systemic discrimination.
In the regulatory context, this may translate into:
- Ensuring fair and equitable registration processes
- Supporting culturally safe complaint and discipline procedures
- Engaging communities in decision-making
- Reflecting Indigenous voices in governance and leadership
- Hiring people who bring lived experience and community insight
How regulators are embedding cultural competence in hiring
Across Canada, regulatory bodies are starting to reflect these priorities in their job postings, competencies, and recruitment strategies. Increasingly, roles in investigation, registration, and communications now include requirements such as:
- Demonstrated experience working with Indigenous Peoples or equity-deserving groups
- Knowledge of cultural safety and anti-oppressive practices
- Training in trauma-informed approaches
- Experience applying an equity lens to policy or decision-making
Some organizations partner with Indigenous organizations in recruitment, create Indigenous internship streams, or establish advisory circles to inform hiring and regulation.
Honouring National Indigenous History Month is not just about recognition. It’s also about taking meaningful steps toward reconciliation. For regulatory bodies, this can include hiring with intention and embedding cultural competence into recruitment and professional development. These efforts help diversify the workforce and enhance the ability to serve the public with fairness, dignity, and respect.
As the regulatory sector continues to evolve, building teams that reflect the people they serve, and honour the histories and realities of Indigenous Peoples will be critical to maintaining public trust.
Are you a regulator looking to embed diversity, equity, and inclusion into your organizational framework?
MDR Strategy Group supports regulatory bodies in developing actionable DEI strategies, inclusive policies, and governance models that reflect the communities they serve. Connect with us to learn how we can support you.