Expanding Horizons

1. Elevate Deloitte's role in Indigenous thought leadership with leaders, clients, industries, and organizations including convene national dialogues that advance and enable an inclusive space to advance reconciliation, lndigenous worldviews and priority issues for Nations
   
   
2. Implement an Indigenous buddy program to support individuals who identify as First Nations, Inuit, and Metis to provide guidance and support to navigate their career journey at the firm
   
   
3. Evolve the Indigenous Professionals Circle to be a community within the firm for all self-identifying Indigenous practitioners to access safe spaces, enabling an environment with more truth-telling and storytelling
   

4. Elevate our impact with community partners focused on improving educational outcomes and access to opportunities for First Nations, Inuit, and Metis youth across Canada
 

5. On-board Indigenous education specialist(s) who will focus on lndigenizing key Deloitte Learning Programs across the firm, and provide ongoing opportunities for Indigenous Peoples to share teachings and lived experiences as part of Deloitte events and learnings
 

6. Continue offering the 4 Seasons of Reconciliation Course (made in collaboration with First Nations University) to all Deloitte Canada practitioners and partners
 

7. Launch a new series of courses leveraging external vendors and higher learning institutions to enable targeted learning curated for leaders focused on topics such as navigating Indigenous identity, addressing tokenization, and understanding inherent rights

8. Implement the firm's Indigenous Talent Strategy focused on creating more culturally safe jobs opportunities across service lines and levels including alternative pathways to employment and specific Indigenous hiring initiatives
 

9. In support of achieving the targets in the Indigenous Talent Strategy, implement an Indigenous Employee Retention Plan focused on lndigenizing current processes and creating cultural opportunities throughout the talent lifecycle across service lines
 

10. Strengthen partnerships with Indigenous-led organizations to build and grow trusting relationships to develop pipeline of Indigenous Peoples
 

11. Amplify voices of Indigenous partners, professionals and scholarship recipients in our internal/external communications to create visibility and awareness for the broader Deloitte community and future talent

12. Continue corporate membership with CCIB and maintain certification in Partnership Accreditation in Indigenous Relations (PAIR), formerly known as the Progressive Aboriginal Relations™ (PAR) program to remain competitive to our clients
 

13. Enhance current procurement processes to increase accessibility for Indigenous businesses and develop and implement an Indigenous Business Participation Strategy that focuses on economic impact to Indigenous communities
 

14. Standup R8dius, an Indigenous-owned, Deloitte supported technology and managed services business with the recognition that STEM training rates for Indigenous talent are far lower than the Canadian norm and, as a result, we must have a differentiated learning and mentorship experience
 

15. Enable our Nation Building practice where we work as integrators, facilitators, and advisors for and with those who play a critical role in advancing sovereignty and greater economic empowerment - Indigenous Nations and Peoples, non-Indigenous governments, and corporate Canada