treaty acknowledgements and redwashing

Hayden King, an Anishinaabe writer and educator who works at Ryerson University, was involved in the writing of that university's territorial acknowledgement. He now regrets what he wrote, and says:

I'd like to move towards a territorial acknowledgement where you provide people with a sort of framework and then let them write it themselves. The really important aspect of a territorial acknowledgement for me, anyway, is this sort of obligation that comes on the back end of it.

It's one thing to say, "Hey, we're on the territory of the Mississaugas or the Anishinaabek and the Haudenosaunee." It's another thing to say, "We're on the territory of the Anishinaabek and the Haudenosaunee and here's what that compels me to do."
…
[Treaty acknowledgement] effectively excuses them and offers them an alibi for doing the hard work of learning about their neighbours and learning about the treaties of the territory and learning about those nations that should have jurisdiction.

(Source: Hayden King as quoted in https://www.cbc.ca/radio/unreserved/i-regret-it-hayden-king-on-writing-ryerson-university-s-territorial-acknowledgement-1.4973371)

employee resource groups for the flourishing of employees

As diversity and inclusion initiatives increase, Employee Resource Groups (ERGs) are becoming more common. In fact, your workplace might have some.

"Employee Resource Groups for the Flourishing of Employees" is a resource that I've been working on over the past year, and which I hope will be of use to some of you.

It introduces ERGs, presents seven key principles, discusses their evolution over time and includes steps for starting a new Employee Resource Group, with a particular focus on their purpose being the flourishing of employees.

What's unique about this resource? At least two things:

1. The focus on the flourishing of employees. For the record, the flourishing of employees is not always the reason that ERGs are started. Particularly in the for-profit sector, corporations use ERGs as a way of increasing innovation, attracting new employees, connecting with potential markets, etc. Few in the world of ERGs are emphasizing the flourishing of employees.
2. The seven key principles. There are many resources available online yet I have not seen any that have anything close to these key principles. These principles help ensure that ERGs increase diversity and inclusion overall and focus on the flourishing of employees without becoming introverted.

Access the PDF here and comment below.