September 30: Truth and Reconciliation at Work (Do Something That Matters)
- jrezvani
- Sep 25
- 3 min read
Every September 30th, workplaces across Canada put on orange shirts. But orange shirts alone are not the work. Action is. The National Day for Truth and Reconciliation and Orange Shirt Day are opportunities to acknowledge, learn and act in ways that matter for Indigenous communities and for the integrity of your workplace culture.
Here is a practical play you can run now and build on throughout the year.
Quick Wins for September 30
If you have not planned anything yet, there are still meaningful ways to show respect without being performative.
Open with context: Begin meetings by acknowledging the day. Frame it as an invitation to learn, not an obligation to participate.
Share a short learning piece: Link a 10 to 15 minute video, article or podcast on residential schools and the meaning of Orange Shirt Day in your meeting invite.
Signal support, not pressure: Provide optional reflection time and share a list of local events or resources.
Compensate knowledge properly: If inviting an Indigenous Elder or Knowledge Keeper to speak, confirm expectations in writing, provide an honorarium and cover travel or time.
Is your workplace closed on The National Day for Truth and Reconciliation? These actions don't need to be restricted to only September 30th.
Land Acknowledgements – Do Them Right
Land acknowledgements can be powerful when they are sincere, brief and tied to action.
Keep them short and meaningful, focusing on what your team is doing this quarter to advance reconciliation.
Do not ask Indigenous colleagues to deliver the acknowledgement unless they volunteer.
Rotate speakers and avoid scripted “checkbox” reads.
Words You Can Use – Internal Message Template
If you are sending a note to staff, here is one way to frame it:
On September 30th, we mark the National Day for Truth and Reconciliation. We recognize the harms of residential schools and the ongoing impacts on First Nations, Inuit and Métis communities. Today, our commitment is practical: we are [action such as reviewing hiring practices for bias, prioritizing Indigenous suppliers or funding learning time]. Participation in activities is optional; learning is encouraged and supported.
Beyond One Day – Building it Into the Business
The most respectful approach is to make reconciliation part of ongoing strategy. Here are actions to commit to over the next 90 days:
Hiring and Advancement
Remove “Canadian experience” requirements and use skills-based screening.
Partner with Indigenous employment organizations and community job boards.
Track pass-through rates for Indigenous applicants and address gaps.
Supplier Diversity
Set a target for spend with Indigenous-owned businesses.
Pre-qualify vendors and publish the process internally.
Learning With Intent
Provide paid learning hours and choose programs created or led by Indigenous experts.
Set a simple KPI. For example, 80 percent of managers complete foundational learning by year-end.
Community Investment
Fund one education or land-based program or scholarship.
Report back on outcomes to build accountability.
Do and Do Not
Do | Do Not |
|---|---|
Pay Indigenous speakers fairly, confirm cultural protocols and ask how they wish to be introduced. | Center non-Indigenous feelings or ask Indigenous colleagues to educate the group. |
Connect land acknowledgements to concrete actions such as “this quarter we will.” | Confuse merchandise with impact. Budget for structural actions instead. |
Final Thought
Truth and Reconciliation cannot be a once-a-year activity. Orange shirts raise awareness, but what matters is what you build into your policies, your budgets and your daily decisions. This September 30, start small if you need to, but commit to actions that move your workplace forward in a respectful, practical way.
If you are unsure where to begin, you do not have to do this work alone. Contact us to explore how we can help your team take meaningful next steps.
