Photo Credit: RichLegg
November is Native American Heritage Month. It is a month-long campaign that calls upon us all to learn about Native American communities in the past and present. This year, the theme for this month-long campaign by the U.S. Department of Health and Human Services’ (HHS) Office of Minority Health (OMH) is “Be the Source for Better Health: Improving AI/AN Health Outcomes Through Our Cultures, Communities, and Connections.” It’s a theme that encourages everyone to examine the social determinants of health that impact American Indian and Alaska Native community members.
A large part of our lives takes place in the workplace, which is why it’s important to look at them as environments that have the capacity to improve or harm its employees. This Native American Heritage Month, we are examining the ways in which workplaces can support positive health outcomes amongst their Native American colleagues.
Provide Culturally Appropriate Mental Health Care
The Indian Health Service notes that Native Americans experience disproportionate poor mental health symptoms and disorders. This issue is so severe that, “American Indian and Alaska Native people report[] serious psychological distress, 2.5 times more than the general population over a month’s time.” The TDM Library notes these, “mental health disparities stem from historical and generational trauma, in addition to continued marginalization and lack of economic opportunity.” While employers can assist with the latter, the former would require in-community, expert resources to address. In addition to mental health benefits, TDM Library recommends culturally-sensitive Employee Assistant Programs (EAPs) with, “EAP counselors [that are] be trained in cultural awareness and…able to connect Native employees with healthcare providers versed in holistic healing practices and culturally intelligent counselors who can offer long-term care. “
Keep Sexual Violence Resources for Native Americans on File
As an organization dedicated to eradicating sexual violence, we always keep in mind how different communities face increased risk and how prevention methods are not universal. Each community has their own context and needs, and the Native American community is no exception. Native Americans, particularly Native American women, are more likely to experience sexual assault at two times the average of all other races. They are also more likely to be sex trafficked, and the history of unchecked institutional sexual abuse has lasting harm for the victims and their descendants. Native American colleagues may very well have a past of sexual violence, or are currently experiencing it. Employers do not need to be experts in this issue, but we do recommend that they have the contact information for those colleagues to use if they want to pursue culturally specific services. Some organizations can include Strong Hearts Native Helpline, Alaska Native Women’s Resource Center, and the National Indigenous Women’s Resource Center. Employers can also research if there are any nearby resources within local tribal nations.
Have Zero-Tolerance Policy for Harassment Against Native Americans
Harassment can range from verbal to physical, and can have serious mental health ramifications. Racialized microaggressions are difficult to endure, harassment cloaked as “jokes” minimize real harm that’s felt, and physical harassment leads to feeling disrespected, ashamed, and unsafe. Everyone at the workplace has the right to feel respected and safe to complete their duties. Emphasize to colleagues that harassment is unacceptable across the board, specifically against minoritized people. Unsure of where to start? RALIANCE would be happy to have a policy review with you to discuss how you might better process complaints and steer your organization towards a safer, more equitable future.
Investment in Clean Water and Other Forms of Native American Community Transformation
As important as it is for businesses to succeed, we also feel that it is important for them to give back to the communities in which they thrive. If a business is largely supported by indigenous labor, it is fitting to advance the well-being of that labor force and its surrounding community. Consider contributing a portion of proceeds to, or doing a matching gift program for, Native American programs local to the organization. For example, 30% of families within the Navajo nation do not have clean drinking water. Businesses can directly counter this problem by donating to, partnering with, or amplifying the Navajo Water Project. Investing in clean water and other natural resources for indigenous communities is directly correlated to increased positive health outcomes. Businesses can also research, or ask the indigenous colleagues about, other local charities working to transform to better meet the health, social, and cultural needs of their members.
Support Economic Advancement by Broadening Employment Opportunities
Ultimately, one of the most important ways that employers can advance the health outcomes of their colleagues and local Native American populations is by providing opportunities for career stability and growth. When employees have steady employment, they are more empowered to meet the health needs of themselves, their spouses, and their dependents. This in it of itself has the power to inspire generational change. TDM Library recommends the following:
“To create a diverse workforce and to attract the best employees, culture-centric organizations know how important it is to expand the talent pipeline and create an inclusive hiring process. Partnering with Native American professional organizations, which often have job boards, can help you find qualified candidates. And, if your organization regularly recruits from universities, make it a best practice to also partner with Tribal Colleges and Universities and universities with high populations of Native American students. Waiving the four-year degree requirement for skills-based jobs can also attract more applicants from Native communities, as they are three times as likely to attend two-year colleges compared to White Americans.”
Native American Heritage Month calls on all of us to sit at the table and come up with the best ways to honor the Native Americans in our lives and within our communities. We hope to see businesses use this month as a starting point of a long-lasting commitment to assessing their own role in improving the health outcomes, economic outcomes, and quality of life for the Native Americans.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.