Promote and support the establishment of full-time, paid Indigenous advisory positions in essential areas such as health, law, education, engineering, and government services.

City of St. John’s creates Municipal Reconciliation Liaison role

In March 2025, the City of St. John’s created a position for an Indigenous Municipal Reconciliation Liaison. This role is funded by the City of St. John’s and housed under First Light, giving the Liaison the support of the larger Friendship Centre and a stronger connection to community. This role supports and guides the work of municipal reconciliation which the City of St. John’s is undertaking. Funding for the role has now been added to the City of St. John’s annual operating budget as a recurring item. The Liaison was also introduced at a City of St. John’s Managers’ meeting and the City hosted a “Meet and Greet” at City Hall to highlight the role and build relationships with City staff.

Newfoundland and Labrador Federation of Labour creates permanent Indigenous Workers Committee

In November 2025, the Newfoundland and Labrador Federation of Labour passed a Resolution 64, a constitutional amendment creating a permanent Indigenous Workers Committee. This creates a permanent, funded structure for Indigenous workers to inform NLFL priorities and decision-making.

Newfoundland and Labrador Health Services (NLHS) recruiting Indigenous-specific roles

As of Spring 2026, NL Health Services has hired a Manager of Indigenous Health and Cultural Safety. The position has a particular focus on Mi’kmaw peoples, cultural safety, partnership development, and implementation of the Journey of Collaboration, a longstanding collaboration between NLHS and Mi’kmaw communities of Western Newfoundland.

An Indigenous-specific Manager has been introduced at the Mental Health and Addictions Facility in St. John’s, with the successful candidate expected to commence the role in September 2026. A Director of Indigenous Health role has remained vacant.

Need identified: Respectful inclusion and support for Indigenous advisors

As was noted in the 2024 Reconciliation Report, Indigenous advisory positions need support to ensure that their advisory work is taken seriously and not tokenized or dismissed. Strategies must be employed to ensure the retention of Indigenous individuals in these positions, such as housing the advisory position within an Indigenous organization (e.g., the City of St. John’s Municipal Reconciliation Liaison being housed at First Light), ensuring adequate antiracism training among employees at the organization (see Call for Change 6), and inclusive human-resources policies (see Call for Change 8).

For employers:

• Ensure that employees, including senior leadership, receive adequate antiracism training including accurate information on Indigenous Peoples of NL to support safe workplaces for those in advisory roles. (See also Calls for Change 6 and 8.)