CCDI Consulting has entered into a formal partnership agreement with Indigenous Works to provide clients with an exceptional array of services to help them more toward inclusion of Indigenous peoples and understand their role in reconciliation. 

About Indigenous Works 

Indigenous Works is a national non-profit organization founded in 1998 as a recommendation from the 1996 Report on the Royal Commission on Aboriginal Peoples. Indigenous Works' mandate is to increase Indigenous engagement in the Canadian economy.

Indigenous Works does not receive government funds but is supported by organizational members, in addition to providing a selection of products and services on a fee-for-service basis to help organizations work toward more inclusive environments for Indigenous people. For over 20 years, Indigenous Works partnered with organizations to strengthen their results in Indigenous employment, workplace engagement, and inclusion. Indigenous Works saves organizations time and resources by helping them create opportunities as we travel together to increase Indigenous engagement in the economy.

The CCDI Consulting partnership with Indigenous Works is timely given calls by the Truth and Reconciliation Commission and the Government of Canada to renew our commitment toward reconciliation with Indigenous peoples for the betterment of Canadian society and the economy.

Contact us today for more information.

Indigenous Works membership

Indigenous Works is committed to increasing Indigenous engagement in the Canadian economy. By leveraging innovative knowledge and research, Indigenous Works produces learning programs, tools, products and services to drive your Indigenous inclusion goals and strategies.

We invite any organization that cares about Indigenous inclusion to become members of Indigenous Works. The following outlines the benefits you will receive as an Indigenous Works member:

Complimentary membership benefits

1. Brand recognition & visual identity

  • Your Logo on I.W.'s website (home page)
  • Link to your webpage from our membership page
  • I.W.'s Logo on your website and promotional materials
  • Promotion on I.W.'s social media: Facebook, LinkedIn and Twitter
  • Membership certificate

2. Resources & tools

  • Handbook on Indigenous Retention: Discover 16 Dimensions of Retention
  • Learning resources consisting of past webinars and tools

3. Thought leadership & learning

Monthly webinars exclusively for members covering various topics and best practices on Indigenous workplace inclusion.

4. Inclusion Works Pass: Annual Inclusion Gathering

A pass to attend our annual gathering - Inclusion Works

Membership fees

Indigenous Works membership fees are based on three factors:

1. Private sector employers vs public-sector, academic and non-profit employers

2. National (operating in more than 1 province or territory) vs regional employers (operating in 1 province or territory)

3. Number of employees

Fees range from $2,000 to $7,500 per year. Special pricing is available for Indigenous-owned businesses.

Membership discounts

Additionally, Indigenous Works members receive a 15% discount on Indigenous Works' learning programs, products and services, which include:

  • Employer of Choice Certification
  • Job board
  • Training
  • Advisory services
  • Events

We would be happy to discuss how your organization can become an Indigenous Works member. 

Contact us today for more information.

Indigenous Works Consulting Services

Indigenous Works offers a comprehensive suite of consulting services to help your organization reach its Indigenous inclusion and engagement goals. From the review of your policies and hiring systems to employee engagement strategies, Indigenous Works will assist you in aligning your organization for success.

What is your position on the Inclusion Continuum?

Indigenous Works will do a baseline with your organization to determine your 'position' on the Inclusion Continuum. The continuum is a seven-stage roadmap and model developed by Indigenous Works. It depicts the increasingly sophisticated strategies and systems that organizations deploy at each stage to improve their readiness to increase their Indigenous employment and workplace inclusion. We interview a representative team from your organization using standardized questions to analyze your current state strategies and practices and diagnose what stage you are at on the Inclusion Continuum. Indigenous Works will give you a report at the end of your baseline exercise, 'Your Position on the Inclusion Continuum.' We will include recommendations to enhance your organizational and cultural competencies and help you climb the continuum. This baseline is a way for you to understand better how to set or fine-tune the direction of your Indigenous strategies.

Mapping Your Indigenous labour market ecosystem

The Indigenous labour market functions like an ecosystem with the Indigenous job and career candidates seeking employment while employers are trying to source and hire the best talent. Circling the candidates and the companies are an array of organizations that play various roles as funders, specialists in career planning, talent sourcing, skills upgrading, cultural awareness training, and many other kinds of niche products and services in Indigenous employment and human resources. Your understanding and mastery of the Indigenous labour market ecosystem are essential to your success in Indigenous employment and workplace inclusion. We can help you map your ecosystem in the areas where you operate, and this will identify groups and organizations with whom you can partner, leverage, and learn as you develop and implement your Indigenous strategies, practices, and systems.

Customizing your recruitment strategies for Indigenous audiences

Your company may have a robust set of recruitment strategies and practices. Still, if they have not been customized for Indigenous audiences, you may have trouble attracting and recruiting Indigenous talent. We will examine your recruitment strategies, practices, and systems from beginning to end. What are some of the customizations your company should be considering with your Indigenous recruitment strategy? Advertisements and job postings should feature images of Indigenous people or specifically reference Indigenous career aspirations. Lack of customization in your advertising and postings makes your organization less attractive to Indigenous people as it does not convey that Indigenous people are working or will want to work at your company. Does your company screen its job applications with the utmost fairness? Are unconscious biases influencing who you select for an interview? How do you guard against this? What are you doing in your company's onboarding processes to ensure that Indigenous peoples' first experiences in your workplace are positive? What steps are you taking to create an inclusive workplace? The report we provide is not intended to be an Indigenous employment systems review but a thorough analysis of the recruitment strategies you use and how they should be customized for Indigenous talent audiences.

Conducting an Indigenous Workplace Barometer: Creating your Indigenous engagement & employment strategy and plan

Indigenous Works' Barometer is a structured methodology which mines your employees to solve the most significant issues you face in your workplace. Indigenous Works has done many barometer surveys with public and private organizations, always with excellent results. Do you suffer from the 'frozen middle'? Your senior leadership has set a course for full Indigenous employment, but the apparent impasse is your middle managers that can't (or won't) implement the vision. What are they thinking, and what issues need to be surmounted? Our proven methodology analyzes the issues and barriers you face in your efforts to implement your strategies, grow your Indigenous employment results, or achieve your workplace inclusion goals.

We do confidential interviews with your managers to learn what their realities are and what insights they have about the bottlenecks or systems barriers to your Indigenous employment and workplace goals. We summarize the interview results into a summary of core top-line issues, perspectives, and productive recommendations. We find that employees are generally candid and more than willing to share their insights, especially with an independent third party. The Barometer survey works with any group of employees within your company that may be experiencing problems implementing your organization's Indigenous employment or workplace inclusion goals. These employees need a voice and a way to see the more significant issues.

The independent third-party report we develop provides a baseline for discussion. Your employees and managers see their opinions reflected in a neutral narrative. The final report serves as a springboard for further discussion and planning. Get all your staff onboard, surmount the hurdles, and accelerate your employment and workplace goals.

Indigenous Works' Employer of Choice Certification Program

Indigenous Works' Employer of Choice Certification Program offers organizations a competitive edge in developing and delivering strategies, practices, and systems for Indigenous employment and workplace inclusion. The program is for employers committed to ongoing and continuous improvement of their Indigenous employment and workplace inclusion goals. The certification testing is completed by an auditor who works with you to respond to 30 questions which probe and assess your policies, strategies, and systems for Indigenous employment and workplace inclusion. There are minimum scores to achieve, and the test results provide a breakdown of the areas where you have made good headway and those that require more attention. This is an efficient way for employers to identify and plan for improvements to their Indigenous employment and workplace strategies.

Certification is done once every two years.

Conducting a comprehensive Indigenous employment systems review and Indigenous employment and workplace plan

Does your company fall under employment equity legislation? Do you need to prepare an Indigenous employment systems review or three-year employment equity plan? Anyone tasked with this knows there are challenges to completing this documentation. We will work hand in hand with your Human Resource or D&I Unit to prepare your Indigenous employment systems review and your three-year Indigenous employment equity plan.

Our step-by-step approach begins with a formal work plan outlining the steps we will take to complete your Indigenous systems review and E.E. plan.

  • Comprehensive project work plan and charter
  • Documents review
  • Analytics review
  • Interviews with your team and colleagues (recruiters, leadership, front-line and managers, +others)
  • Facilitated workshop – Your company's position on the Inclusion Continuum
  • Dedicated session – Assessing your corporate Indigenous Index Score
  • Policy review
  • Strategy and practices review
  • Indigenous employment systems review identifies barriers to Indigenous employment using Indigenous Works 9-point framework.
  • Directional framework and goal setting
  • Quantitative analysis – Using WEIMS data
  • Developing your E.E. plan – three-year comprehensive activities, policy recommendations, your Indigenous employment brand and much more
  • Final E.E. plan and presentation

Contact us today for more information.

Related Resources

 Indigenous Terminology in Canada: A Quick Guide

Indigenous Works Training Programs

Indigenous Works offers five two-hour training sessions for organizations new to Indigenous employment and workplace inclusion and looking for general training to orient your employees.

Introduction to Indigenous history and the impacts of colonization

Get to know the Indigenous Peoples in Canada and what their lives were like 'pre-contact' before the European settlers came to North America. Learn about the importance of the Treaties that were first established and the Indian Act of 1876 and how these and other events profoundly impacted Indigenous Peoples. Learn about how this colonial history has shaped Indigenous People and culture in the modern context and what it means for your workplace, employees, and Indigenous Inclusion Strategies.

By the end of the program, learners will be able to:

  • Differentiate between First Nations, Métis, and Inuit Peoples and understand the definitions for 'Indigenous' and 'Aboriginal' and when to use these terms.
  • Understand how contact with Europeans and subsequent government policies and Treaties significantly changed Indigenous Peoples' socio-economic circumstances and the crucial connections to today's current issues, challenges, and opportunities.
  • Explain how exclusionary policies have negatively impacted Indigenous Peoples' opportunities to fully participate in the Canadian economy and the inclusion pathways that are being developed.
  • Understand what your organization can do to improve your knowledge capital and educate your staff about Indigenous history and the impacts of Colonization and Indigenous concepts of wellbeing, self-determination, and economic reconciliation.

Indigenous socio-economics and demographics 101: How to use demographic and socio-economic information to build your Indigenous recruitment strategy

Using Census data and other publicly available reports we look at Indigenous people through a rich array of demographic and other socio-economic data. The numbers tell a story. Learn about Indigenous socio-economic gaps and demographics and why this information is important to developing targeted recruitment efforts.

By the end of the program, learners will be able to:

  • Explain the characteristics of Indigenous talent pools.
  • Understand the necessity of building targeted Indigenous recruitment.
  • Identify the five data sources that are crucial to building your Indigenous recruitment strategy. Reference and use publicly available socio-economic information to guide the development of your Indigenous recruitment strategy.

How unconscious bias may be influencing your Indigenous candidate selection?

In your work to achieve fairness in your review of Indigenous job applicants, it is essential to develop more understanding of your own cultural orientation and the culture of Indigenous Peoples. Learn how cultural knowledge and awareness can help you create more equitable hiring systems and recruitment practices.

By the end of the program, learners will be able to:

  • Understand the importance of building knowledge of Indigenous culture and outlooks.
  • Identify the ways Indigenous people may approach the recruitment process as a reflection of their culture and outlook.
  • Identify six things to be alert to as you work with Indigenous applicants and candidates during the recruitment process.
  • Explain how unconscious bias can creep into your screening and interview processes and how these may be detrimental to Indigenous candidates and your organization's efforts to develop equitable and inclusive recruitment systems.
  • Discover three new approaches to recruitment and interviewing to ensure you do not miss out on attracting the best Indigenous talent.

Building your Indigenous attraction and recruitment strategy 

Even experienced companies tell us that Indigenous recruitment is incredibly challenging and that the Indigenous labour market landscape is difficult to navigate. Get the benefit of some of the proven practices and systems other companies have successfully used to recruit Indigenous people.

By the end of the program, learners will be able to:

  • Understand the challenges of recruiting Indigenous people to your organization.
  • Learn the fundamentals of a five-phase workforce model to create an effective strategy to attract and hire Indigenous people.
  • Understand how the Indigenous labour market is organized and some key stakeholder organizations.
  • Understand the steps your organization should take to get started and build your Indigenous attraction and recruitment strategy.

The path to economic reconciliation: Understanding residential schools, the Truth and Reconciliation Commission and the Inclusion Imperative

The recent discovery of thousands of unmarked graves at the former sites of various Indian Residential Schools in Kamloops, B.C. (Tk'emlúps te Secwépemc First Nation), Penelakut Island, B.C. (Penelakut Tribe), Cranbrook, B.C. (Ktunaxa Nation) and Marieval, Sask (Cowessess First Nation), and other discoveries of a mass graves site across Canada. These unfolding Indian Residential School tragedies remind Indigenous people of their horrific past and simultaneously hit a nerve with Canadians. A recent poll identified that 93 percent of Canadians are aware of the discovery of remains at the Kamloops Indian Residential School site, with 58 percent of Canadians (employees) following the news closely.

The Truth and Reconciliation Commission of Canada (TRC) was officially launched in 2008 as part of the Indian Residential Schools Settlement Agreement (IRSSA). Intended to be a process that would guide Canadians through the complex discovery of the facts behind the residential school system, the TRC was also meant to lay the foundation for lasting reconciliation across Canada. In June 2015, the Truth and Reconciliation Commission released its findings along with 94 'Calls to Action' regarding reconciliation between Canadians and Indigenous Peoples. What should organizations do to respond to the Truth and Reconciliation Commission and its Calls to Action?

By the end of the program, learners will be able to:

  • Explain what the Truth and Reconciliation Commission set out to do, how the Commission was organized and what was reported in 2015.
  • Understand the significance of the Truth and Reconciliation Commission and its Calls to Action, especially Call to Action #93 for businesses.
  • Develop a five-point plan describing the steps your organization can take toward economic reconciliation.


Training sessions are priced for each two-hour session for up to 50 participants.

Non-members: $4,750 plus GST

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