The Dene Nation must take proactive steps to ensure employment equity within the Northwest Territories public service. While the territorial government asserts that it serves the people, the current makeup of its bureaucracy reveals alarming gaps in meaningful representation for Indigenous peoples.
As the administration expands, we must ask: why does the number of Indigenous employees remain disproportionately low? The Government of the Northwest Territories (GNWT) must be held accountable — true representation is not merely a policy goal; it is an essential treaty obligation.
For those governed by Treaties 8 and 11, our rights are fundamental and we refuse to be classified merely as "stakeholders." We are rights holders, and our essential role in governance must be acknowledged and respected. The GNWT’s failure to fulfill its fiduciary duty to Indigenous peoples is not simply a missed opportunity; it represents a significant barrier to inclusion and equity.
Evidence from the GNWT public service annual report indicates that Indigenous Aboriginal male representation within the public service has been declining for over a decade. This alarming trend underscores the urgency of addressing the disparity in representation. Despite comprehensive membership lists maintained by Indigenous governments, the GNWT claims it cannot determine who qualifies as a priority one hire under the Affirmative Action policy, which clearly defines Indigenous Aboriginal peoples as descendants of the Dene, Inuit, or Métis of the Northwest Territories. This claim, highlighted during an ineffective policy announcement, misleads the public and undermines our rightful role in public service, as well as our economic rights.
Indigenous governments have already established the identities of our people. The GNWT’s refusal to recognize these lists reflects procedural injustice and neglects its duty to uphold fair employment practices, as outlined by our Indigenous rights.
Employment equity rights encompass not only fair hiring practices, but also the crucial provision of training and education opportunities for all Indigenous employees. Ensuring these avenues are available helps level the playing field, allowing individuals with diverse backgrounds to succeed in their roles. Effective training programs can bridge experience gaps, enhance job performance, and build confidence as an underrepresented group. Furthermore, ongoing education initiatives allow Indigenous employees to keep pace with industry advancements and prepare for career growth. By investing in training and education, organizations can demonstrate a commitment to inclusivity and equity, fostering a diverse, skilled, and empowered workforce.
It is time for Indigenous Aboriginal peoples of the NWT to act decisively. We must collectively demand accountability from our leaders, advocate for legislative changes, and organize to defend our workforce rights. Establishing a Union of Northern Indigenous Workers (UNIW) could be a significant step towards ensuring that Indigenous employees are hired, trained, and promoted in alignment with true representation reflecting our population.
In this journey, unity is essential. By working together — Indigenous and non-Indigenous alike — we can amplify our voices and push for meaningful change. Our rights are established, our roles are vital, and the time for action is now. Let us mobilize, support one another, and advocate for a public service that truly represents the diversity of our communities.
Together, we can make a difference.
