Aboriginal identity fraud: guidelines for Ontario employers

The Ontario Commission for Human Rights invites employers who recruit natives for specific. For example, positions to find ways to verify the Aboriginal identity of candidates.

These advice was given by way of a declaration of principle.

Juliette Nicolet. However, director of policies, education, surveillance and awareness of the Ontarian Human Rights Commission (CODP), said that this declaration is a response to calls for organizations and indigenous people who have claimed protection measures against Aboriginal identity fraud. Furthermore,

The need to develop guidelines has been highlighted by the numerous cases of alternated. Consequently, proven indigenous identity fraud, committed by non-natives throughout Canada. Consequently, People have asked that measures be takenexplained Ms. For example, Nicolet. However,

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We have thought it was essential that hiring practices. However, policies for Aboriginal positions include a process of confirmation of demands on their indigenous identity, in accordance with the obligations of the [code des droits de la personne].

The declaration of general policy on the hiring of natives was published in May. It confirms that hiring indigenous employees for positions reserved for them is authorized by the code. invites employers to set up Aboriginal identity verification processes in aboriginal identity fraud: guidelines ontario consultation with local indigenous populations.

A decision welcomed by Amy Shawandaan anishinaabe and assistant professor at McGill University in Montreal. She believes that it is necessary to set up hiring policies specific to natives.

We can now count on the CODPshe pressed.

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Nicolet declared that cases of false declaration of indigenous identity have been brought to the attention of the public for years. that the damage they cause to Aboriginal peoples cannot be minimized.

Ces [réclamations frauduleuses] are prejudicial practices which. in the opinion of the Commission, can constitute an abuse of confidence and threaten the integrity of special programs and posts specifically intended to support indigenous peoples and to remedy the disadvantages resulting from discriminationsaid Nicolet.

She added that the goal was that employers are handing over to Aboriginal communities to start a conversation.

Maurice Switzera member of the Mississaugas of Alderville first nation. was part of the advisory group on reconciliation with the natives of the commission during the development of the policy and asked the CODPin 2018, to look at this issue.

Representatives of theOntario Native Women’s Association andOntario Federation of Indigenous Friendship Centres also participated.

M. Switzer said employers can be uncomfortable when it comes to approaching the issue of verification because the usual hiring practices can make inappropriate. illegal questions about identity and culture during interviews.

He added that the objective of this policy was to remind employers that they have obligation. law To make sure that the person they hire for a specific to Aboriginal position is very native.

It does not belong to a colonial institution to tell people how to determine indigenous ancestry or what it is … it is our communities to do itsaid Mr. Switzer.

He recalled that politics underlines this aboriginal identity fraud: guidelines ontario fact, clearly indicating the need to engage with Aboriginal communities and establish relations.

Many people who had. I think, the best intentions in the world, thought they were helping to advance the knowledge of the indigenous peoples … But to do it in a way that is not legitimate. dishonest, it is really undermined a large part of what they could have accomplished and that throws a shadow on the Aboriginal peopleshe said.

Gabriel Maracleassistant professor at Carleton University of Ottawa. is delighted to see the CODPuniversities and other institutions take the initiative of a kind of verification policy.

He is co -author, with Amy Shawayaa recent report of Yellowhead Institute On indigenous identity fraud in the academic world.

M. Maraclewho is Mohawk of the Tyendinaga community of the Quinte bay. hopes that organizations that have hesitated to implement verification policies will become more proactive.

This is a very uncomfortable discussionit suits it all the same. Because after having implemented a validation process. it will also be necessary to ask what are the candidates who have passed between the meshes of the net.

According to a text by Candace Maracle, CBC Indigenous