Professional development and training for public servants

Knowledge Keeper-in-Residence

The CLDU has engaged a Knowledge Keeper-in-Residence who provides ongoing cultural guidance and support to learning initiatives. The Knowledge Keeper offers teachings, ceremonies, and traditional knowledge that strengthens understanding of First Nations' worldviews and cultural practices. The Knowledge Keeper, a Sixties Scoop Survivor and intergenerational residential school Survivor, guided the development of the Ontario Final Agreement cultural humility course. Through regular gatherings and opportunities for reflection, the Knowledge Keeper helps deepen employees' connection to Indigenous cultures and supports their ongoing learning. Participation in these sessions is applied toward employees' required cultural humility learning hours.

Call of the Drum: Commitment and Accountability to Cultural Humility Learning

The Call of the Drum strategy aligns with and supports the ISC Indigenous Cultural Competency Learning policy by embedding a mandatory minimum of  15 hours of cultural humility learning into all Children and Families Services employee performance management work objectives, although employees are encouraged to work towards 30 hours. Progress is tracked quarterly to ensure compliance and employees and managers receive regular updates on Indigenous learning events, resources, and tools to help achieve their annual hourly targets and to integrate cultural humility learning into their professional development.

Additional Cultural Learning Activities

Keepers of the Fire is an email-based, micro-learning program, celebrating positive Indigenous histories, icons, and cultural teachings balancing distinctions, gender identities, and field of work.

During the 2024 to 2025 fiscal year, the CLDU promoted 785.25 hours of Indigenous cultural learning events from a diverse array of providers, including other government departments, Elder and Knowledge Keeper Lodges, and community organizations. Of these, the Cultural Learning and Development Unit organized, tailored, and facilitated 77 hours of Indigenous cultural learning, including three pilot sessions of the Building Our Circle training program. An additional 68.5 hours of learning were co-hosted by the Knowledge-Keeper-in-Residence, offering learners an opportunity to engage directly with Indigenous culture and teachings.

In the 2025 to 2026 fiscal year the CLDU has promoted 367 hours of Indigenous cultural learning events from a wide variety of organizers, including other government departments, Elder and Knowledge Keeper Lodges, and community organizations. Events covered a wide spectrum of topics, knowledge levels, and formats (virtual, in-person, hybrid) honouring diverse learner experiences and learning styles. Priority was given to promoting learning events that were delivered by First Nations, Inuit, and Métis Peoples.

Amongst these hours, the CLDU organized, tailored, and facilitated 15.25 hours of Indigenous cultural learning programming focused on the legal, ethical and moral obligations of Indigenous Child and Family Services, as well as significant commemorative days including Bear Witness Day, National Indigenous Peoples Day, and National Day for Truth and Reconciliation. A further four hours of learning were delivered by the CFSR Knowledge-Keeper-in-Residence.

Ontario Final Agreement Cultural humility Training Program:

A two-day, in-person pilot course equips public servants with the knowledge identified in Call to Action 57, including the history and legacy of residential schools, the history of First Nations Child and Family Services, Indigenous rights, and anti-racism is in development.

The course will provide 15 hours of First Nations cultural humility learning co-developed and delivered with the guidance of a First Nation's Knowledge Keeper, the Chiefs of Ontario and the Nishawbe Aski Nation. It bridges legislation into day-to-day practice, helping staff serve Indigenous children, families, and communities in a culturally and trauma- informed way. 

Together, these efforts formed a comprehensive approach to advancing CTA 57, embedding Indigenous cultural learning and reconciliation into daily practice across the sector.

Canada School of Public Service

From 2025 to 2026 (to date) the school continues to:

• advance its work with Inuit Tapiriit Kanatami to expand the curriculum related to Inuit and the Inuit Nunangat Policy, as part of the Inuit-Crown Partnership Committee
• offer an updated version of Reconciliation: A Starting Point, a mobile app for Apple and Android devices
• launch new course:
  • Revitalizing Voices: Navigating the Indigenous Languages Act (IRA110)
• launch new videos:
  • Addressing Microaggressions Towards Indigenous Peoples
  • A Conversation with Natan Obed About the Inuit Nunangat Policy
  • A Conversation with Valerie Gideon About the Inuit Nunangat Policy
  • The UN Declaration on the Rights of Indigenous Peoples Act: Achieving the Objectives of the Action Plan (UN Declaration Portal)
• deliver events:
  • Red Dress Day 2025: Working Together to End Violence Against Indigenous Women, Girls and 2SLGBTQIA+ People
  • Indigenous Awareness Week 2025: Opening Ceremony with Elder Verna McGregor
  • National Indigenous Peoples Day: Indigenous Languages, Cultural Knowledge and Tradition
  • The Reality of First Nations in Quebec (Rebroadcast)
  • Driving Change Through Indigenous Youth Leaders
  • Enhancing Environmental Stewardship and Policy Development Through Indigenous Science
  • National Day for Truth and Reconciliation

In 2024 2025, the school launched:

• new courses:
  • An Introduction to Modern Treaties and Self-Government (IRA146)
• courses for executives:
  • Reflecting on Canada's Colonial History (IRA170)
  • Supporting Indigenous Talent (IRA171)
  • Building Meaningful Relationships with Indigenous Peoples (IRA172) (in-person and includes an immersive cultural experience)
• in-person course:
  • KAIROS Blanket Exercise (IRA140), a half-day session that was paused during the pandemic
• job aids:
  • Indigenous Languages in Canada and the International Decade of Indigenous Languages
  • Frequently Asked Questions About the UN Declaration and the UN Declaration Act, in collaboration with Justice Canada
  • Learning Portal on the United Nations Declaration on the Rights of Indigenous Peoples, in collaboration with Justice Canada
  • Learning Roadmap for Managers of Indigenous Employees
  • Revitalizing Indigenous Voices Through the Indigenous Languages Act
• videos:
  • The UN Declaration on the Rights of Indigenous Peoples Act: Achieving the Objectives of the Action Plan (UN Declaration Portal)
  • The UN Declaration on the Rights of Indigenous Peoples Act: Indigenous Youth Consultation (UN Declaration Portal)
  • The UN Declaration on the Rights of Indigenous Peoples Act: A Métis Perspective (UN Declaration Portal)

To access the full list of learning products and events, visit the school's Indigenous learning products page.

Public Health Agency of Canada

Since 2018, PHAC has:

• hosted 153 Indigenous learning events, tailored to the PHAC context
• encouraged staff to attend over 1,000 Indigenous learning events made accessible through the PHAC Indigenous Learning Calendar
• provided over 1000 on demand learning opportunities aligned with the Road Map through the PHAC Indigenous Learning Inventory for staff to develop their ICC and cultural humility in line with the Road Map

Indigenous Services Canada

The Canada School of Public Service (CSPS) offers a variety of courses and resources for training and learning events that are designed to address the specific needs of departmental employees working with Indigenous communities. Some of the topics these courses cover include:

• the history of residential schools, treaties, and Indigenous rights
• intercultural humility, conflict resolution, and anti-racism
• the distinct histories, governance, and cultures of First Nations, Inuit, and Métis peoples
• unconscious bias and microaggressions

In collaboration with the Treasury Board Secretariat, ISC launched a critical update within our Public Service Performance Management application. A new Indigenous Cultural Humility training option is now available for all staff across Government Departments and Organizations to log their annual cultural humility training. This change is a direct, measurable step toward implementing the Truth and Reconciliation Commission's Call to Action 57, which calls for public service education on Indigenous history and rights. It provides the mechanism needed to accurately track and report on our entire department's progress toward mandatory cultural learning. By quantifying this effort, we can demonstrate our active commitment to fostering a culturally humble and respectful organization.

In recognition of their specific roles, supervisors, managers, and those working directly with Indigenous communities are encouraged to complete up to 30 hours of Indigenous cultural humility training annually.

The ISC developed a Public Service Education Toolkit which helped educate public servants on key commemorative dates such as National Indigenous History Month and the National Day for Truth and Reconciliation.

As the Indigenous Employee Secretariat (IES) has become established within the departments, within the past 12 months they have:

• Supported both ISC and CIRNAC Values and Ethics teams with updating the Code in response to the Clerk's Call on Anti-Racism. They organized sessions with Indigenous employees and provided advice, guidance and edited draft versions of the Codes to ensure Indigenous employees can see themselves and their cultures reflected within it.
• Worked with Internal Communications on a reconciliation series where non-Indigenous and Indigenous employees shared their stories on how their work supports reconciliation.
• Started a book club open to all-staff at both departments with the goal of advancing understanding and open discussions on reconciliation

At the request of non-Indigenous colleagues within their larger sector, IES staff shared stories about themselves, their communities, and their cultures to go beyond standard land acknowledgements.

The Iskotew Lodge has provided monthly programming and learning opportunities to ISC and CIRNAC employees. Visiting Elders and Knowledge Keepers provide teachings in-person at the Iskotew Lodge and virtually to ensure inclusive access to cultural learning. From April 2024 to March 2025 the Iskotew Lodge hosted 66 cultural activities and events with over 3000 participants and provided Elder services for 86 events and consultations supporting departmental priorities.

Through the ICLP, ISC and CIRNAC employees were able to attend the 74 Introduction to Indigenous Cultures (IIC) Workshops offered over a four year period (2020 to 2024).

• Workshops were delivered and facilitated by an Indigenous service provider, Elders and Knowledge Keepers.
• The IIC workshops were developed under the ICCLF and supported employees in progressing their minimum of 15 hours of Indigenous cultural competency learning activities on an annual basis.
• The workshops were offered as synchronous, dispersed learning where participants gain cultural knowledge of the three distinct groups of Indigenous peoples in Canada.
• Participants learned about Indigenous histories, cultures, traditions, values, health issues, socio-economic concerns, beliefs and the current challenges they face.
• The IIC workshops were developed with the input from the Assembly of First Nations, Inuit Tapiriit Kanatami and Métis representatives as well as from Indigenous employees.

The ISC Cultural Learning and Development Unit (CLDU) transitioned from Child and Family Services Sector to Corporate Secretariat to support a centralized, department-wide compliance approach. This shift reflects the recognition that cultural humility is a corporate commitment to compliance, reporting, and accountability across ISC. It positions CLDU to reduce fragmentation and advance a consistent approach aligned with Canadian Human Rights Tribunal Orders, the Indigenous Cultural Competency Learning Policy, and the Ontario Final Agreement.

CLDU works closely with the Chiefs of Ontario and Nishnawbe Aski Nation to co-develop a two-day, in-person course. This course was piloted in February 2026 and has been refined to meet partner feedback and will be piloted again in June 2026 with Chiefs of Ontario and the Nishnawbe Aski Nation's guidance.

CLDU is working closely with ISC Human Resources to establish performance management work objectives that commit ISC employees to a minimum of 15 hours of Indigenous cultural humility learning over the course of the year.

CLDU is also developing a strategy with ISC Human Resources to track and measure compliance to employee, manager and executive commitments to cultural learning hours.

Health Canada

To support employees, the department is developing an Indigenous Cultural Competency Learning Matrix to accompany the policy. The matrix will identify the key competencies employees need to meaningfully contribute to Indigenous-related policies, programs, and engagement.

It is tailored to the Department's mandate and focuses on competencies relevant to its work, helping employees apply cultural humility and Indigenous knowledge in their day-to-day roles.

Public Health Agency of Canada

PHAC plans to continue developing and implementing strategies which:

• support staff in understanding and applying the ICC policy in their work
• raise awareness among staff of ICC events from external partners
• evaluate levels of cultural humility and safety within the agency in partnership with Indigenous Peoples

Canada School of Public Service

The school will continue to develop tools and resources for public servants as it believes that the implementation of Call to Action 57 is an ongoing process rooted in reconciliation. To achieve this goal, the school will continue to work with Indigenous partners and organizations and other departments and organizations that support the development of adult educational products related to Indigenous realities.

To view upcoming events, visit the school's Learning catalogue.

Crown-Indigenous Relations and Northern Affairs Canada

In collaboration with the Corporate Indigenous Workforce Directorate of the Human Resources Branch of Indigenous Services Canada, CIRNAC is currently conducting a policy renewal exercise to ensure its Indigenous Cultural Competency Learning Policy remains up to date.

Indigenous Services Canada

As part of our commitment to Reconciliation and continuous improvement, the following steps will be taken to strengthen and implement the Indigenous Cultural Humility Learning Policy:

• ISC is currently in the renewal stage of the Indigenous Cultural Humility Learning Policy to ensure it reflects the highest standards and incorporates the new mechanism for tracking progress toward our annual learning
• the department will utilize the new Indigenous Cultural Humility training option in the performance management system to accurately report on completion of the mandatory minimum 15 hours of annual cultural learning
• in collaboration with the Canada School of Public Service (CSPS), ISC will continuously review the curriculum to ensure the training remains meaningful to the important work we do with Indigenous communities

The IES and IVC continue to advance reconciliation by speaking truth and advancing priorities identified in the Joint Deputy Ministers' Action Plan on Indigenous Inclusion. The knowledge shared by IES and IVC strive to make the departments a welcoming space for Indigenous employees and as a result, responsive to the communities we serve.

The Iskotew Lodge and the ICLP will continue to support an enterprise-wide approach to Indigenous cultural competency and humility through the cultural programming, Elder teachings, and ceremonies, that is inclusive to diverse sectors of the department of Indigenous Services Canada, as well as weekly opportunities for employees to achieve the minimum of 15 to 30 hours of Indigenous cultural competency learning on an annual basis by providing activities that support ISC and CIRNAC public servants on their journey of Indigenous cultural humility.

The Cultural Learning and Development Unit (CLDU) will continue to work with external partners to ensure cultural learning reflects the needs of Indigenous children, families and communities. The CLDU will continue to co-develop and stabilize the cultural humility program so that it can be extended to the broader ISC community.

The CLDU will continue to promote hundreds of hours of various internal and external learning events on a larger scale to the entire organization and support management and executives in meeting obligations to future agreements and internal policies.

Health Canada

Health Canada will continue working with First Nations, Inuit, and Métis partners, Elders and Knowledge Keepers to finalize and implement the ICCL Policy. Once launched, training and tools will be introduced across the department to support ongoing learning and accountability. These efforts will strengthen partnerships with Indigenous Peoples and make sure Health Canada's work is guided by respect, understanding and cultural safety.