1. Outline for Law Firm T&R Messaging
- Why your law firm is committed to T&R.
- Company-wide support and endorsement for law firm Truth and Reconciliation.
- Include messaging on leadership and firm’s positioning on Truth and Reconciliation.
- Acknowledgements of the legal profession’s historic and contemporary role within Indigenous relations in Canada.
- Clearly state your law firm commitments to Truth and Reconciliation.
- Reference your law firm’s Reconciliation Action Plan with specific goals and objectives related to areas such as (but are not limited to): governance and leadership, education, employment, systems change, procurement, supporting Indigenous communities and businesses.
- List Truth and Reconciliation work and/or Reconciliation Action Plan progress via continuous updates or annual reporting.
- References to the Truth and Reconciliation Commission’s (TRC) Calls to Action as well as UNDRIP articles and implementation within Canada and what is their connection to the legal system and your firm.
- References to provincial/territorial/law society/local TRC Calls to Action or commitments.
- Reference Indigenous advisors as well as Indigenous lawyers at your firm who are part of your Truth and Reconciliation work, with their permission.
- Outline or highlight the firm’s approach to Indigenous engagement.
- Is the firm’s Land Acknowledgement grounded, accurate, and linked to the firm’s Reconciliation work.
- Consider highlighting Indigenous voices, perspectives, and knowledges, especially if Reconciliation work has been underway and progressing as intended and/or there is an Indigenous Advisory Circle connected to your firm.
2. Template Corporate Messaging regarding Truth and Reconciliation
It has been 10+ years since the Truth and Reconciliation Commission (TRC) released its final report and the 94 Calls to Action, disclosing the devastating legacy of residential schools and urging systemic change across Canadian society.
Despite this clear roadmap, progress has been slow and uneven. Many sectors, including the legal profession, have yet to fully embrace the commitments outlined in the Calls to Action. Cultural competency training, policy reform, and meaningful engagement with Indigenous communities remains limited. Our firm understands that reconciliation is not a symbolic gesture, but one that requires ongoing learning, action, transparency, and leadership from every law firm and legal professional.
Call to Action #27 specifically challenges the legal profession to ensure lawyers receive cultural competency training, including education on this history and legacy of residential schools, United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Indigenous law, treaties, human rights and anti-racism practices. An emphasis is placed on skills-based training. This responsibility is central to advancing reconciliation and rebuilding trust with Indigenous communities.
Call to Action #92 calls upon corporate sector to adopt the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) as a reconciliation framework and clearly lays out a way to apply UNDRIP to all areas of business strategy and operations.
Our firm recognizes this obligation and is committed to taking meaningful steps toward reconciliation. The following section outlines our approach, by [education, systems change, employment, and support—add or modify based on the topics you want to include in the details below].
Call to Action #27 specifically references lawyers:
We call upon the Federation of Law Societies of Canada to ensure that lawyers receive appropriate cultural competency training, which includes the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism.
[If the law firm is located in one province, link to statements from the provincial law society about reconciliation. “[law firm] agrees with the Truth and Reconciliation statement/policy/plan that states: “…]
[insert a quote from the law firm’s senior executive about why this is important that demonstrates the commitment being made to T&R.]
[Name of law firm] is committed to Truth and Reconciliation by establishing and maintaining a mutually respectful relationship with First Nations, Inuit and Métis individuals, communities and governments in the communities in which we live and work.
We commit to inclusive working environments and positive relationships with Indigenous clients, partners, suppliers and employees.
As part of [name of firm]’s obligation to Truth and Reconciliation, we commit to [developing a Reconciliation Action Plan which will address] the following:
Education
[list ways that the firm is offering opportunities for employees to increase awareness and intercultural competency, including The Path, webinars, presentations, cultural teachings, guest speakers, etc.]
Systems Change
[list ways that the firm is making changes to advance reconciliation, such as developing a Reconciliation Action Plan, updating policies and procedures, leading by example, etc.]
Employment
[list ways that the firm is improving Indigenous recruitment and retention through initiatives with Indigenous students, Indigenous legal professionals, inclusive HR processes, increasing the number of Indigenous employees, etc.]
Support
[list ways that the firm supports Indigenous communities, businesses and individuals such as scholarships, procurement opportunities, corporate social responsibility, volunteering, etc.]
Reconciliation is not a destination. As Senator Murray Sinclair, former Chair of the TRC said,
We need to be able to look at this from the perspective of ‘where do we want to be in three or four or five or seven generations from now when we talk about the relationship between Aboriginal and non-Aboriginal people in this country… Reconciliation will be about ensuring that everything we do today is aimed at that high standard of restoring that balance to that relationship.
Important Considerations and Sample Statements
Here are some important considerations when drafting your statement:
- Ensure you update your Reconciliation Action Plan messaging periodically to reflect those aspects that have been approved and implemented.
- Consider uploading your plan to your firm’s website for greater transparency.
- Consider adding a quote from one of your firm’s partners, senior leadership or Indigenous partners to demonstrate commitment “from the top.”