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Mr. Speaker, increasing Indigenous representation in the Public Service has been a goal of the Legislative Assembly for over 30 years. Guided by our commitment to reconciliation, the Government of the Northwest Territories has taken a whole-of-government approach to addressing barriers to recruitment and retention by challenging the status quo, uplifting Indigenous voices, and advancing the implementation of the Indigenous Recruitment and Retention Framework and Action Plan launched in 2021.
Mr. Speaker, over the past four years, the Government of the Northwest Territories has made meaningful progress in implementing the Indigenous Recruitment and Retention Framework Action Plan. Departments have advanced this work through their Indigenous Employment Plans, which set out concrete measures to increase, develop and maintain Indigenous employees.
Today, I would like to highlight the progress that the Department of Finance and all GNWT departments have made in strengthening Indigenous representation since the launch of the Framework and Action Plan.
Mr. Speaker, we are Improving Recruitment Practices through the launch of the Job Description review guide to help departments set appropriate positional education, and experience requirements and include Indigenous cultural and social factors in job descriptions.
From September 1, 2022, to December 8, 2025, over 3400 positions have been reviewed for the Indigenous Recruitment and Retention Framework Action Plan compliance by the job evaluation unit within the human resources ensuring job descriptions accurately reflect the minimum education and experience for to be successful in the positons. The Department of Finance has also launched mandatory training for managers on the staffing process and recruitment programs.
Mr. Speaker, through the launch of Mitigating Unconscious Bias training, we are ensuring Indigenous representation on selection committees within the recruitment process. Indigenous applicants now have the option to request representation on their selection committee, helping to enhance cultural competency, reduce bias and promote cultural safety throughout the hiring process. The Department has also launched the establishment of an Indigenous eligibility list for pre-qualified Indigenous candidates. allowing applications to be reviewed for future vacancies before positions are opened to competition.
Mr. Speaker, we are strongly focused on supporting all Indigenous employees. The Department of Finance has completed its review of the Leadership Development Program to ensure alignment with the Indigenous Recruitment and Retention Framework. The program now incorporates strengthened Indigenous perspectives through collaboration with Northern employers, the Indigenous Employee Advisory Committee, and community partners, supporting the Framework’s focus on removing barriers and embedding cultural relevance. An on‑the‑land learning component further enhances culturally grounded leadership development consistent with the values and goals of the Framework. For the past three years, the Indigenous Development Training Program, Indigenous Career Gateway Program and Building Capacity with Indigenous Governments have been fully subscribed. Additionally, we have created a Career Pathways Advisor position in 2025 to support Indigenous employees in identifying career pathways and achieving their career goals within the public service.
Mr. Speaker, furthermore, we are pleased to announce the official launch of the Indigenous Mentorship Program, a nine-month initiative designed to support Indigenous employees through meaningful mentorship relationships with Indigenous mentors. Participants in the pilot cohort will commit approximately two hours per month to mentor-mentee meetings. While the pilot will include a small cohort of participants, mentorship resources and matching support will be available to all Indigenous employees across the public service. I was recently pleased to meet one of these teams during a mentee-mentor meeting day that fell on a day when the senior mentor had meetings with their Minister here at the Legislative Assembly Building.
Mr. Speaker, we are also committed to supporting the health and well-being of our employees. This year the GNWT introduced a new Employee Assistance Program, GreenShield+ which has an enhanced focus on Indigenous health and wellness. Through a partnership with Noojimo Health, an Indigenous-owned Canadian organization providing culturally safe, Indigenous employees and their families with access to virtual mental health services exclusively for Indigenous people.
Mr. Speaker, across all of these many initiatives and actions, we are also strengthening accountability.
We have implemented annual performance expectations for Deputies that hold them accountable to their annual Department Indigenous Employment Plan targets.
We have launched the GNWT-wide succession planning guide to align with the goal of increasing Indigenous representation in the territorial public service.
An Exit Interview process will be launched on April 1, 2026.
The Department of Finance maintains continuous collaboration with the Indigenous Employee Advisory Committee on all human resources initiatives and programs.
Mr. Speaker, this is not an exhaustive list of all the work being done, but rather a snapshot of key initiatives.
I must thank each department and agency for their attention and efforts related to Indigenous recruitment and retention. In many cases, GNWT departments have either met or exceeded their targets. All Departmental Indigenous Employment Plans are publicly available on the Department of Finance’s website, and I encourage everyone to review the progress and upcoming actions our departments are achieving.
Our shared goal is to foster a culturally safe and Inclusive public service where Indigenous people can pursue and sustain meaningful employment. These values and these efforts benefit not only Indigenous employees, current and future, but the whole of the public service as a workplace and the people across the NWT who we serve.
Thank you, Mr. Speaker.