• Ensure access to professional development opportunities are available to all staff
• Improve proposal writing practices throughout all levels of your organization
• Align progressive HR policies with organizational budget forecasting
• Increase financial revenues to support competitive compensation packages
• Reframe not-for-profit (NFP) thinking and strengthen your organization

• What is employee engagement?
• Should you invest in employee engagement?
• As a leader, how are you creating meaning and purpose for your employees?
• How does employee engagement impact your organizational culture?
• Employee engagement best practices

• What is lateral violence? What does it mean to you?
• Lateral violence in the workplace and why do we participate in Lateral Violence
• How Lateral Violence impacts on the workplace Individuals, Families, Community, and the Organizations
• Duty to Accommodate and procedural duty to accommodate
• Examples of duty to accommodate and the meaning of undue hardship

• Fostering the Relationships
• Speaking their language
• Going the Extra Mile for them
• Sponsorship +

The Alberta Public Service (APS) is dedicated to providing optimum environments and opportunities to garner social support, connect with senior leaders and organizational systems, educate colleagues, encourage career advancement and advance the goals of our organizations. The Employee Resource Groups (ERG’s) are part and parcel of our Diversity and Inclusion plan.

ERGs are voluntary groups that bring together diverse APS employees who share a common identity, characteristics, and/or bond or background. The primary purpose of these groups is to support diversity and further inclusion in the APS. Specifically, the Indigenous ERG – the Indigenous Employee Circle provides a supportive environment and network and:

• is dedicated to supporting Indigenous employees body, mind, spirit and emotion through working with Elders and practicing our cultures,
• provides opportunities to APS staff to learn about Indigenous histories and cultures and to bust common myths and misconceptions about Indigenous peoples, creating a safe work environment,
• has a guiding principle that every decision should result in sustainable relationships today and seven generations into the future, to help make the GoA a positive working experience for Indigenous and non-Indigenous staff,
• members listen generously and respect alternative ways of knowing, providing for open dialogue with the purpose of increasing understanding, sharing information, and building meaningful relationships in order to guide directed studies regarding diversity and inclusion,
• all circle members are encouraged to promote the goals and principles of the Circle. They will each take on roles to deliver on actions identified through consensus decision making,

The presentation will review the IERG network, its activities, and its supportive systems.