Ensuring that Indigenous members are included in union decision-making spaces is an important step on the path of reconciliation. One concrete way CUPE locals can do this is by creating an Indigenous workers’ representative position on their executive board.
This position is not simply a symbolic gesture. It ensures Indigenous members have an equal voice in all aspects of the local’s work — finances, bargaining, education, and beyond. It is not about assigning a single “Indigenous voice” to speak on certain issues, but about bringing a different lens to every decision. This also means the position must carry equal voting rights and responsibilities, just like any other member of the executive.
Each local’s path to creating this position will look different. Some may add a new seat to the executive, while others may adapt an existing one. If bylaw amendments are not yet in place to support that position, planning ahead, preparing draft language, and engaging Indigenous members and the membership at large in discussion well ahead of a vote will help to ensure participation and approval from the membership.
Adding an Indigenous workers’ representative is not about checking a box. It is one step along a longer path of reconciliation that also involves supporting Indigenous members’ participation in the union, recognizing the power imbalances that exist in colonial systems, and building relationships with Indigenous organizations and communities. It is about creating a culturally safe environment that is respectful and free from racism and discrimination — a space where Indigenous members can participate fully.
Ongoing education for all members is central to this work, and so are conversations. Indigenous members must be consulted throughout the process — on the duties of the position, the election process, and what meaningful participation looks like. At the same time, allies on the executive and in the broader membership need to take responsibility for explaining why the position matters and responding to concerns.
In that context, cultural humility is key. For non-Indigenous allies, that means recognizing their own biases, listening, approaching conversations as learners, and building respectful relationships based on trust. It means being realistic about where the local is at, and willing to start from a place of shared learning. While an Indigenous workers’ representative brings a unique perspective to the work of the union, the position should not be tokenized by only asking for input on issues related to reconciliation, by assigning them land acknowledgements or expecting them to act as teachers for others. Like all executive members, their contributions must be valued across the full scope of union leadership in shaping priorities that affect all members.
Creating an Indigenous workers’ representative position is not the end of the work. It is one piece of a larger commitment to reconciliation, where locals must continue to create opportunities for Indigenous members to be more engaged. Done thoughtfully, this step strengthens our entire union by making it more inclusive, more representative, and better equipped to fight for justice for all workers.
At the 2021 CUPE BC Convention, delegates adopted a resolution to encourage locals to add an Indigenous workers’ representative to their executive, recognizing the importance of representation of Indigenous members in our union. CUPE BC has since developed a guide to help locals through the process. Read their guide (in English only).
