“Integrating Indigenous businesses and talent into corporate supply chains strengthens Canada’s economy while honoring commitments to equity and justice.”

 

For readers unfamiliar with the Truth and Reconciliation Commission (TRC) and its significance, here’s a brief background for context. In 2015, after gathering testimonies from Indian Residential School survivors across Canada, the TRC released its final report, which included 94 Calls to Action aimed at addressing the legacy of residential schools and advancing reconciliation. These Calls to Action span themes such as child welfare, education, language and culture, justice and reconciliation.

One of the most critical for the business community is Call to Action 92, which focuses on business and reconciliation. It calls on corporate Canada to commit to meaningful consultation with Indigenous peoples, ensure equitable access to jobs and opportunities, and provide education for management and staff on Indigenous history and rights.

Here in the Atlantic region—Mi’kma’ki, the traditional territory of the Mi’kmaq people—we’ve seen encouraging examples of businesses stepping up. Some organizations have begun integrating Indigenous engagement strategies, hiring practices and cultural awareness training.

But the question remains: Where do business and reconciliation sit on the scale of advancement today, and why does it matter?

Recent developments highlight both progress and challenges. Federally, Bill C-5 (Building Canada Act) has sparked debate. While intended to accelerate major projects, critics argue that fast-tracking could undermine Indigenous rights and meaningful consultation. Provincially, Nova Scotia’s Bill 127 and amendments to the Crown Lands Act also raise questions about balancing development with Indigenous interests.

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