What happened
Canadian workplace mental health support often does not reach Indigenous employees in a way that feels safe, according to a piece by Kim Zinck, president of the Disability Management Institute, as reported by Talent Canada. Her argument is that access to care matters, but so does feeling understood and represented in that care.
The article cites several figures. The Canadian Mental Health Association reports that 38 per cent of Indigenous peoples in Canada rate their mental health as poor or fair. A Statistics Canada survey found that 47 per cent of First Nations people living off reserve said they needed mental health care, and nearly three-quarters reported needs that were partly met or unmet. A 2026 Toronto Metropolitan University Diversity Institute report found that 38 per cent of Indigenous employees experienced workplace discrimination based on their identity.
The piece also looks at absence management. Mental health is a leading cause of disability in Canada, and at least 500,000 employed Canadians miss work for it every week. Zinck says terms like "return to full productivity" may not resonate with every employee, and that case management works better when it is relationship-centred, transparent and flexible on timelines.
Why it matters if you are hiring
Benefits are part of the offer. If your plan, your employee assistance program (EAP) and your provider list do not include culturally safe options, some candidates and current employees will see that gap quickly. That affects who accepts, who stays and who speaks up.
The article points to concrete areas for HR leaders and managers. Check whether your EAP offers providers who share lived experience with the people they serve, and whether treatment approaches reflect Indigenous views of wellness across mental, physical, emotional and spiritual health. Review the wording in your leave and return-to-work process. Train HR staff and disability managers in person-centred communication.
This matters most for employers with large frontline teams, remote or northern sites, or workforces where Indigenous hiring is a stated goal. Recruiting those people is one task. Keeping them is another, and support during a hard moment is part of retention. Employees should not have to push for help when they are most vulnerable.
One thing to do this week
Pull your EAP and extended health mental health coverage and ask your provider three questions: can employees choose providers with Indigenous lived experience or training, is culturally safe care offered, and what do you track on use? Then ask Indigenous employees, voluntarily and with care, what is working and what is missing.
Traverse helps employers across Canada and the US build teams in operations, contract, manufacturing, sales, finance and AI and data, and we work with hiring managers on what it takes to attract and keep strong people.