This includes such activities as taking part in Aboriginal awareness training and encouraging Aboriginal employees to share their culture and traditions with non-Aboriginal employees. It also means being sensitive to Aboriginal values, for example, by ensuring that Aboriginal employees are given the opportunity to take annual leave to participate in traditional activities. Respect their heritage and cultures, but don't view Aboriginal employees solely in those terms. Don't assume, for example, that every Aboriginal employee wants to be a spokesperson on Aboriginal issues. In addition, recognize that the needs of Aboriginal employees differ, depending on their backgrounds, and take steps to ensure that the workplace supports those needs.
Buddy systems are essentially extensions of the orientation process for new employees.
In most cases, longer-term Aboriginal employees are paired with newer employees to help them adjust to the new work environment. Employee assistance programs notwithstanding, Aboriginal employees may benefit from dealing with Aboriginal professionals. For instance, there are Aboriginal personnel agencies and counselling services that specialize in assisting Aboriginal employees and their employers. It also refers to your networking - you and your department being visible to Aboriginal organizations and maintaining that visibility. Some departments and agencies have established Aboriginal Employee Circles or Aboriginal Employee Committees.