How to make Indigenous people more inclusive in the workplace

Despite overcoming adversity, there are Native American professionals who have excelled in corporate professions. But there are very few indigenous people who are in the public eye because they thrive in corporate America.

Think about it. Have you ever read about a native person running a Fortune 500 company? If you have participated in PPC training, did you mention indigenous people? When discussing DEI’s efforts, many companies exclude Native Americans. In addition, Native advocates say there isn’t enough Native representation in corporate America. I spoke with two Indigenous lawyers about how to be more inclusive of Indigenous people in the workplace.

Learn about native cultures

There is a common misconception that Native American tribes are all the same, but Native Americans are not a monolith. And this is important to recognize when encouraging non-Indigenous people to learn more about Indigenous cultures. American Bar Association President Mary Smith, who is an enrolled member of the Cherokee Nation, believes that learning about Native communities is an essential part of integrating into the workplace. “There are 574 federally recognized tribes in the United States,” Smith said. “Each is a unique governmental entity. Each of them has its own culture and history.”

And if companies want to hire native professionals, they should look beyond movies or books to learn about native cultures. Unfortunately, Native Americans are often stereotyped and even overlooked in discussions surrounding DEI. “Sometimes when people bring up different groups in a conversation about diversity, they don’t even bring up Native Americans. They are completely overlooked. It’s important to make sure they’re included,” he told me.

Invest in local communities

Hiring Indigenous employees is not enough when it comes to including Indigenous people in the corporate sphere. “You need corporate entities that frequently do business in and around Indian country,” said Matt Fletcher, a member of the Grand Traverse Band of Ottawa and a professor of law and American culture at the University of Michigan. He believes that investing in companies extends far beyond giving. “It would be helpful for corporate boards and shareholders to know what the real implications are for the Indian people,” he said. “It’s easy to see these things from a distance and ignore them.”

And Smith expressed similar sentiments. It encourages companies to “invest in local communities” and “be present at community events.” He believes that educational institutions play an important role in efforts to invest in indigenous communities. “Admissions professionals should educate themselves on Native American history and culture and invest in financial aid policies that make schools accessible,” he said.

Hire native people

Recruiting and hiring Indigenous people is one of the most important parts of making the workplace more inclusive of Indigenous people. Companies should establish relationships with universities that have many domestic students. Schools like UCLA and Stanford have Native student groups and entire centers dedicated to Native students and their cultures.

Smith believes hiring managers can do a better job when it comes to hiring Native American talent. “Make sure hiring managers are using strategies and practices designed to ensure Native American inclusion,” she said. “Invest in Native American history and culture education to support recruiters and managers in successfully engaging with Native Americans.”