Strengthen Human Resources Recruitment and Retention Efforts for an Inclusive and Representative Workforce

Establish a Community of Practice for Indigenous employees, to provide a supportive peer network, raise issues, and share innovations to address anti-Indigenous racism.

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Provide training on anti-oppressive practices to be used when mentoring of frontline managers, supervisors, and staff.

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Hiring managers in CFS to review and revise job descriptions and hiring tools (e.g., assignments, interview questions) to address systemic hiring barriers experienced by Indigenous candidates interested in working in CFS.

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Offer the CFS-Specific HSS Cultural Safety and Anti-Racism Training.

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Ensure all CFS Staff complete: Equitable Workplace: Cultivating Attitudes of Anti-Racism and Allyship Training; and Living Well Together: Indigenous Cultural Awareness and Sensitivity Training.

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Promote the use of transfer assignments and cross training to encourage mobility and development for Indigenous employees.

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Introduce surveys to better understand the attraction, recruitment, and retention experiences of Indigenous employees.

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Pending available resources, pilot specialized positions to better support children, youth and families and optimize the scope of current positions. Types of positions being considered are, but not limited to: Youth Transition and Navigation Worker Famil

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