People
THE FOUNDATION OF OUR PEOPLE FRAMEWORK
THE FOUNDATION OF OUR PEOPLE FRAMEWORK
THE SAILY WAY
THE SAILY WAY
Indigenous Engagement in Canada: Moving Beyond Tokenism
In Canada, meaningful Indigenous engagement is not only a matter of reconciliation—it’s a strategic imperative. Yet, many current practices remain symbolic at best, with efforts often limited to event attendance, checkbox outreach, or late-stage procurement gestures that lack real impact. This conventional, transactional approach fails to build trust, share value, or support long-term economic empowerment.
At Saily Strategic Solutions Inc., we believe true engagement begins with intentional inclusion at the point of greatest influence—procurement planning. We are developing an Indigenous Supply Chain Solution that helps clients create early, collaborative partnerships with Indigenous communities and businesses. This approach shifts engagement from a reactive compliance measure to a proactive strategy rooted in economic opportunity, respect, and shared success.
MATURITY MODEL
At Saily Strategic Solutions Inc., our deep-rooted experience in the corporate world—particularly in Diversity, Equity, and Inclusion (DEI) and Employee Resource Groups (ERGs)—gives us both the contextual insight and strategic understanding of how organizations approach DEI. This unique blend allows us to develop tailored maturity assessments grounded in authenticity and real-world experience. Our assessments go beyond theory, incorporating meaningful conversations with leaders who have lived the journey. Designed around five key stages, these tools help evaluate and guide your organization’s progress along its D&I path.
Level 1: Awareness / Compliance-Driven
Organisations at this stage are focused on meeting basic requirements. Efforts are reactive, and inclusion is not yet embedded into how the organisation operates.
Level 2: Foundational / Programmatic
Structured initiatives begin to take shape, with early efforts to build awareness and engagement. Responsibility often sits within HR, with growing interest from leadership.
Level 3: Integrated / Strategic Alignment
Inclusion becomes part of the broader business strategy. Leadership is engaged and accountable, and there is a focus on measurable outcomes and integration across processes.
Level 4: Sustainable / Embedded Practices
Inclusive practices are embedded across the organisation. Systems, behaviours, and decision-making reflect a consistent and sustained approach.
Level 5: Transformational / Industry Leadership
The organisation demonstrates leadership in this space, influencing change beyond its own operations. Inclusion is fully integrated into culture, partnerships, and long-term strategy.
A STRUCTURED, THREE-STAGE APPROACH
A structured review driven by our maturity assessment model, designed to understand where your organisation stands today across key areas of inclusion and decision-making.
Defining priorities and identifying where meaningful progress can be made.
Supporting delivery through practical, experience-led guidance and ongoing involvement.
