Diversity and Inclusion
Through Recruitment

At TCB we are dedicated to advancing First Nation economic inclusion. Our commitment begins with developing inclusive policies and building strong relationships with First Nation communities. We focus on targeted community engagement and ensure culturally competent hiring practices. Regular monitoring and evaluation, alongside consultation with First Nation staff and local communities, are integral to our approach. We also offer dedicated career mentorship and support through our First Nation’s Cultural Consultant, who guides and empowers First Nation talent every step of the way. 

Diversity, equality and inclusion by design, not by default:

Team working together and smiling. Designed by Freepik.
A young woman is sitting in front of a building with her hands folded and smiling.
A young woman is sitting in front of a building with her hands folded and smiling.

Despite the strength of the business case, very few organisations can say they’re truly inclusive.  It’s not that diversity, equity and inclusion is suffering from a lack of attention, it is suffering from a lack of results.  Why?


The intent is there.  Leaders are making pledges to do better at building more inclusive organisations.  The challenge for many is knowing where to start and where to focus.


It’s not enough to just talk about change, we must act to change.  We must build inclusive organisations by design, not default.  Make decisions based on data and facts, not long-held bias.  We need to hire and nurture inclusive leaders who can bring together diverse knowledge, perspectives and experiences.  To unite everyone behind one vision.  Then support the right team mindset and behaviours with the right structure, training and process to make change happen. We are here to work with you on this journey.

Promoting First Nation economic inclusion through recruitment involves several key strategies:

1

Develop Inclusive Policies:

Establish clear, written policies that encourage the recruitment and advancement of First Nation candidates. Ensure these policies address barriers specific to First Nation communities. 

2

Build Relationships:

Engage with local First Nation communities, organisations, and leaders to understand their needs and to build trust. Collaborate with local First Nation groups for guidance and support. 

3

Implement Culturally Competent Hiring Practices:

Train hiring managers and HR staff in cultural competence to ensure they understand and respect First Nation cultural contexts. 


4

Offer Mentorship and Support:

Provide mentorship and career development programs tailored to First Nation employees.  Ensure that there are resources available for First Nation success and advancement within the business.

5

Monitor and Evaluate:

Regularly assess your recruitment practices and outcomes to ensure that they are effective. Collect data on the success of First Nation recruitment efforts and make adjustments as needed.

6

Promote Inclusive Work Environments:

Foster a workplace culture that values diversity and inclusion. Create spaces for First Nation team members to share their perspectives and experiences.