Indigenous peoples represent about 5% of the world’s population but make up 15% of the world’s poor. Indigenous peoples are also more likely to face obstacles to workforce entry due to racism, unconscious bias and discrimination. This leaves well-meaning career practitioners at a loss for how to best support their clients. It also provides an urgent challenge to the field of career development, governments and employers to create and sustain inclusive policies, strategies and practices that enable access to power and support decision making for Indigenous peoples.  

Since the United Nations Declaration on Rights of Indigenous Peoples (UNDRIP) was adopted in 2007 by the General Assembly of the United Nations, countries and industries have been grappling with how to implement this universal framework for the survival of dignity and well-being of the Indigenous peoples of the world. Career practitioners are a key component to the career journey and can contribute to bringing UNDRIP and other countries’ founding documents to life by undertaking to learn, unlearn and relearn what we know about Indigenous peoples around the world. Furthermore, Indigenous career practitioners must also feel able to claim and reclaim sovereignty of their knowledges and the impact of colonization on their worldviews. 

This webinar series will provide an opportunity to learn from inspiring Indigenous career professionals from New Zealand and Canada, who will share their journey in the career development field and their perspectives on cultural approaches to Indigenous career development. The conversation will help participants understand how Indigenous peoples and Indigenous career practitioners’ worldviews of work and holistic approaches to self-development and self-determination are key aspects of cultural knowledge that inform workforce development today.   

Through a deeper understanding of their clients’ values and aspirations, career development practitioners can play a decisive role in empowering their clients and guiding them toward purposeful career decisions. This webinar series will offer participants the opportunity to understand and resonate with the connection of the historical context of Indigenous peoples and the disconnection from workforce development. Participants will get inspired by how the resilience of Indigenous people, with deep connections to Indigenous teachings and worldviews, helps individuals find ways to overcome adversity to thrive in today’s economy. 

By the end of the series, participants will feel more equipped to understand their clients’ values and unique strengths that will help them succeed in their careers. Moreover, participants will gain valuable insights into how Indigenous perspectives about career pathing can build authentic and reciprocal relationships with clients and Indigenous communities, and contribute to a better future together. This webinar series presents an exceptional opportunity for both Indigenous and non-Indigenous career practitioners to learn together and collaborate in promoting inclusive and respectful career development practices on a global scale. 

• Understand how Indigenous worldviews and cultural understanding have the potential to overcome the impact of historical policies and practices, and continue to play an important role in Indigenous career development 
• Listen and learn how Indigenous career practitioners are integrating Indigenous ways of knowing and being into their career practices 
• Discover how greater knowledge of Indigenous perspectives can assist non-Indigenous career practitioners in better supporting their Indigenous clients 

• Understand the importance of reciprocity and interconnectedness in mind, body, spirit and emotions when building relationships with your clients 
• Gain strategies for how you can support Indigenous voices and self-advocacy 
• Learn how to effectively engage in responsible dialogue and relationships to promote an inclusive practice 

Peter Apulu is a Pacific Career Practitioner, whose ancestral Indigeneous lineage hails from Samoa.  Founder of BrownTale a career practice in South Auckland, New Zealand, steeped in Pacific Indigeneous frameworks that build scaffoldings of grace and gratitude to have courageous dialogue that advance career development for Pacific communities.   

Victoria Grant OC., ICD.d: Loon Clan, Teme-Augama Anishnabai Qwai, (Women of the Deep Water People) The most important roles in her life are a wife, mother and grandmother. Throughout her career, always with a passionate voice, in her work and in her volunteer activities, she has always been and continues to be an advocate for more robust Indigenous engagement. 

Victoria is also the Chair of Community Foundations of Canada and past Chair of The Circle on Philanthropy and Aboriginal Peoples in Canada.

Trina  Maher, President, Bridging Concepts. Trina is a member of Mattagami First Nation, who started her career helping corporations and Indigenous communities connect about employment in 1999.  She enjoys sharing her thought leadership about Indigenous workforce development approaches and career pathing gained from her experiences working across Canada with multiple organizations as an Indigenous inclusion workplace strategist.

”Ko Pukehāpopo te maunga. Ko Waiomoko te awa. Ko Whitirēia te whare. Ko Ngāti Konohi te iwi. Ko Lynette Reid ahau. Nō reira, tenā koutou katoa!”

This introduction shares who I am and has a significant influence on my understanding of the world, and the kinship value I live.” 

Lynette Reid is a Career Specialist and has over 20 years experience in the New Zealand career field where she has supervised career professionals and worked with a range of client groups. She has completed a Master’s of Commerce and a PhD with both focusing on careers from a Māori perspective. Her current research program includes successful career transitions of secondary students and wāhine Māori in accounting.

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Despite the growing number of diversity hiring plans across various sectors, jobseekers still have concerns about hiring bias. Moreover, hiring bias has proven to have a negative impact on the well-being and mental health of workers creating greater roadblocks to career success, especially for underrepresented groups. This new webinar series will explore the profound impacts that implicit bias has on job search and worker well-being. It will also provide career development practitioners with the tools and knowledge to strengthen their multicultural competency. 

Are your clients concerned about perceptions hiring managers will have of their name, sexuality, age or race? Do your clients ask for advice on how cultural identifiers should be presented on a resume? Do you feel the need to advocate for your clients to help them obtain social mobility or advance in their careers while being their authentic selves? By attending these webinars, you will deepen your understanding of the intersection of diversity, equity and inclusion in relation to job searching and employability. In addition, you will learn to recognize unconscious bias and gain the necessary tools to advocate for your clients and help them navigate the job market successfully, ultimately promoting social mobility. 

By the end of this series, participants will have not only reflected upon and enhanced their multicultural competencies but also developed essential skills to identify unconscious bias during hiring processes. Participants will leave the series equipped to effectively advocate for their clients and provide better support throughout their career journeys. 

• Gain a deeper understanding of implicit bias that occurs in the job search process 
• Recognize the role employer relations has in addressing bias in the hiring process 
• Identify effective strategies for helping clients overcome bias and maximize their chances of success in the job search 
• Discuss current trends and policies seeking to eliminate bias out of hiring processes

• Understand and recognize the impact of implicit bias on individuals’ well-being 
• Identify the mental health signs that implicit bias has on underrepresented groups 
• Discuss how negative work experiences can lead to burnout 
• Learn practical strategies to help clients effectively cope with emotional stress 

• Enhance multicultural competence in your career development practice 
• Increase self-awareness by identifying and reflecting on personal biases 
• Develop a plan for enhancing multicultural competence in your practice 
• Examine and implement ways to display cultural appreciation within career services 

Lakeisha Mathews, EdD, is Director of the Career and Internship Center at the University of Baltimore and owner of Right Resumes & Career Coaching. Dr. Mathews holds several industry certifications including Certified Career Coach and Executive Career Coach among other designations. She holds an EdD in Higher Education Leadership & Innovation from Wilmington University, an MS in Human Resource Development from Towson University and a BA in Communication from the University of Maryland College Park. 

Dr. Mathews is the Past-President of the National Career Development Association in the US (NCDA) and has travelled to Canada, Italy, Egypt and Taiwan to inspire career professionals around the world. 

She wrote a chapter in the book Find Your Fit, published by the Association of Talent Development and has written the foreword to several career development publications and contributed articles to the NCDA, CERIC, Association of Training and Development and the Career Development Network Journal. 

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Recent statistics indicate that approximately one in seven people in North America are wired to think differently. Attention Deficit Disorder, Autism, Verbal learning disorder, and Asperger syndrome are all diagnoses that fall under the umbrella of neurodiversity. Unfortunately, because of the invisible nature of these differences, many of the characteristics inherent to a neurodiverse diagnosis may appear to be an attitude or behavioural problem. Is it possible that Sally, the client who never stays on topic is not just being “annoying”? or that Ralph the unemployed computer engineer who won’t consider a job outside of an 8 km radius is not just “difficult”? Developing competency serving people who are wired differently is a critical skill for employment professionals all over the world. This series will provide participants the tools and systems to not only better understand the spectrum of neurodiversity but also to work effectively with people who think differently. Participants will be encouraged to explore mindsets around diversity, inclusion and invisible differences. For leaders experiencing workforce challenges, CDPs serving diverse clients and career counsellors needing a fresh perspective this session is not to be missed.

This webinar series will be focused around helping career practitioners to understand how neurodivergent jobseekers process information differently and the impact of these differences on traditional job coaching techniques and on employment. It will also empower neurodivergent CDPs to strengthen their practice by exploring tools for success that they can later share with their clients. By the end of the series, participants will have a strong understanding of the spectrum of neurodiverse diagnoses and how this translates with common challenges faced by their clients; more importantly, participants will be able to implement new strategies and tools to better support their clients who live on a neurodiverse spectrum.

• Understanding the spectrum of neurodiverse diagnoses and their presentations
• The impact of these differences on employment and on CDP
• How neurodivergent thinkers process information
• Employment strengths of neurodivergent thinkers

• Neurodivergent employment barriers overview
• Resume writing challenges and how to navigate them
• Challenges with job applications and how to navigate them
• ASD-specific interview challenges and how to overcome them.
• The great disclosure debate

• Tools for managing sensory sensitivities in the workplace
• Tools for circumnavigating social blunders in the workplace
• Executive function challenges and tools to help
• Recognizing anxiety and techniques for managing problematic anxious behaviours in the workplace
• The secret formula for determining “reasonable accommodations” you and your clients can ask for

As a 21st century thought leader in the neurodiversity space, Principal Consultant of Next Level ASD, and Project Manager of Spectrum Advantage, Sarah Taylor has spoken at dozens of conferences for career Development professionals, post-secondary organizations, human resource professionals and companies in a variety of sectors across the country. Her education in psychology, communications and theology along with over 20 years of experience as a psychometrist and behavioural consultant have developed her skills in assessment, advocacy, organizational leadership and public speaking.

Sarah is passionate about building community, working with leaders and empowering people in all aspects of life. She is a frequent speaker and is uniquely equipped to bridge the gap between traditional career development tools and the neurodiverse population.

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Reports from Statistics Canada demonstrate an increase in hate crimes in 2021 (27%), with more hate crimes targeting religion (+67%). Although the national Jewish community constitutes only 1% of the total population, hate crimes against the Jewish community remain the second most common hate crimes reported by police after the Black population. Antisemitism did not begin with the Holocaust, nor did it die with the defeat of Nazism in 1945. Tragically, this type of hate continues to thrive and grow today, with many of the same myths and tropes continuing to be perpetuated. Yet discussions about antisemitism, and awareness of this form of hatred, are often left out of diversity, equity and inclusion training. This three-part series will look at patterns of antisemitism leading to the present day, discussing how to identify this form of hate and suggest ways in which to address it and build allyship strategies in our contemporary world today.

Antisemitism can occur everywhere in our practice, whether at schools or the workplace. As career development practitioners play an important role in empowering their clients in their education and career trajectories, it is crucial to understand and apply an inclusive approach. The purpose of this free webinar series is to educate and build awareness about the topic of antisemitism starting from a historical context to a contemporary reality. The program will lead conversations about naming and calling out antisemitism in an effort to better equip career development practitioners to work toward countering this hate and build allyship between communities.  By the end of the series, career development practitioners will better understand the historical roots of antisemitism and the forms in which it takes place in their day-to-day realities and will be able to apply inclusive approaches in their practice to better support their clients and students. All of this work is about valuing diversity and inclusion and using one’s power and privilege to contribute to diversity and inclusion.

• Vocabulary as it relates to antisemitism
• Traditional forms of antisemitism, organized in myths and tropes, from a global perspective
• Antisemitism as it relates to the Holocaust
• Post-World-War-II continuation of traditional antisemitism
• Antisemitism from a Canadian perspective

• Working definition of antisemitism and its origin with the International Holocaust Remembrance Alliance (IHRA)
• Manifestations of antisemitism from the left to the right of the political spectrum – with a focus on Canadian examples
• Connecting the “new” antisemitism to the traditional myths and tropes introduced in Part I
• Antisemitism in online spaces

• Review of key concepts discussed in Parts I & II
• Discussion of allyship strategies that career development practitioners can apply in their work
• Antisemitism case studies which will allow for discussion about applying allyship strategies

Melissa Mikel is the Director of Education at Friends of Simon Wiesenthal Center (FSWC). Her professional training is in education. Melissa has been involved with FSWC in a variety of capacities for the past 13 years, creating and implementing programming for students from elementary school through to university, as well as law enforcement personnel and educators about the Holocaust, genocide, antisemitism and racism. She wrote Harper Collins’ Educator’s Guide for the Canada Reads 2019 winner, By Chance Alone, a memoir written by Holocaust survivor Max Eisen. Melissa’s first MA in the field of education was from the University of Toronto; her second MA, in Holocaust and Genocide Studies, was completed through Gratz College where she is currently pursuing her PhD.

Zach Sadowski is the Director of Antisemitism Programming and Outreach at Friends of Simon Wiesenthal Center (FSWC). He is responsible for workshops that fulfill the mandates of Diversity, Equity, and Inclusion (DEI) and Environmental, Social, and Governance (ESG) programs at businesses of all sizes. Zach’s work also focuses on fostering conversations that challenge participants to think about how they can be an ally to their Jewish colleagues, friends, and to the broader community. Zach also supports FSWC’s broader goal of building a more inclusive and respectful society through workshops and other outreach initiatives.

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Career practitioners are working with various clients, including those who might come to career services with a history of trauma – from clients who have grown up with abuse, homelessness, war or experienced psychological or physical shocks to those who experienced a job restructuring experience. This 3-part webinar series will follow a continuum of trauma-informed foundations from theory to practice and help career practitioners create a trauma-informed practice in their service-delivering settings. The series will first focus on understanding the foundations of trauma – how it affects the nervous system, impacting behaviour, memory and learning, what activators can cause dysregulation, and how to apply a variety of regulation strategies. Then, participants will go through the principles of trauma-informed practice and the importance of relationships, cultural understanding and responsiveness in establishing (felt) safety to offer their clients growth through risk and vulnerability. Finally, the series will wrap up with a focus on vicarious trauma, discussing the risk and resilience factors in our workplaces and individual practices and what strategies we can implement to foster workplace wellness.

Encouraging trauma-informed practices is not a new concept, but it is one that continues to evolve and requires ongoing learning, practice and reflection. This webinar series will allow career practitioners to learn and reflect on their current and future practice. Together, through shared experience and knowledge, participants will learn strategies on how to develop safe spaces that support and empower their clients. In addition, as it is equally as important to turn the lens inward to consider how the trauma stories of others could impact CDPs, participants will also learn how to respond and recognize signs of secondary traumatic stress so that they can continue their work in a sustainable way.

• What is trauma?
• Trauma and the nervous system
• Trauma and memory, learning and behaviour
• Activators and dysregulation
• (Co)regulation strategies

• Cultural humility & responsiveness
• Establishing (felt) safety
• Redirecting the trauma story
• Supporting resilience
• Risk and vulnerability for growth and empowerment

• Stress, burnout, empathic strain and vicarious trauma
• Workplace & practitioner risk and resilience
• Emotional labour
• Boundaries and transitions
• Assessing control
• Holistic wellness

Kari McCluskey is the Co-ordinator of the Vicarious Trauma and Resilience Initiative at Aurora Family Therapy Centre in Winnipeg, MB. In this role, she provides training, consultation and support to those who witness the stories of Canadian newcomers. Since the program’s inception in April 2018, she has facilitated hundreds of workshops for participants across the country. Kari holds several certificates in trauma response, including Harvard Medical School’s Global Mental Health: Trauma & Recovery, and an MA in Peace and Conflict Studies. Kari was also a contributor to the CERIC guide Bridging Two Worlds: Supporting Newcomer and Refugee Youth written by Dr. Jan Stewart and Dr. Lorna Martin.

Vicarious Trauma & Resilience Initiative | Aurora Family Therapy Centre

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