Indigenous Pathways in Energy, Luncheon

Date: Wednesday, June 10, 2026 | 12:00 - 1:00 PM | Room 215

Why This Work Matters

The attraction and retention of Indigenous talent is essential to Canada's energy industry, serving economic, legal, social, and strategic priorities. As Canada advances market diversification and energy transformation while maintaining its role as a leading global energy producer, Indigenous engagement is not optional. It is fundamental. Numerous current and future projects are situated on or adjacent to Indigenous territories.
 
Canada’s energy industry faces talent shortages due to an aging workforce and gaps in skilled trades, engineering, and technical roles. Indigenous People represent one of the youngest and fastest-growing populations in Canada, making them key to filling talent gaps, building long-term workforce pipelines, and strengthening regional economies. Retention is equally important, as hiring without advancement undermines credibility.

Who Should Attend

This session is designed for company executives and HR leaders in the energy industry, as well as Indigenous communities. Shared Energy, Shared Futures was created to support stronger, more respectful, and more effective partnerships between Indigenous Peoples and the energy sector. It is built on the understanding that true success is relational, not transactional, and that Indigenous Peoples must be centred not as stakeholders, but as Rights and Title Holders, Knowledge Keepers, innovators, and leaders in this work.

About Shared Energy, Shared Futures: Indigenous Pathways in Energy

Developed and guided by an entirely Indigenous steering committee representing both industry and community, Shared Energy, Shared Futures is built on a foundational truth: success in this space is relational, not transactional. Indigenous Peoples must be centred not as stakeholders, but as Rights and Title Holders, Knowledge Keepers, innovators, and leaders.

The framework comprises two complementary documents:

Foundation for Systems Design addresses what must shift at an organizational level, Indigenous worldview, governance, cultural safety, Rights integration, structural barriers, and relational accountability. It supports reflection, assessment, and systemic redesign.

Seasonality Framework translates those commitments into action; practical tools for recruitment, mentorship, advancement pathways, and procurement inclusion that strengthen Indigenous talent attraction, retention, and growth.

These two documents are designed to be used in tandem; the first should be read and reflected upon before implementing the practices outlined in the second.