Core Benefits – Our Why

In 2015 the Truth and Reconciliation Commission of Canada (TRC) released a report with 94 Calls to Action.

It was emphasized that the responsibility of reconciliation with Indigenous communities is a responsibility shared by everyone, including corporations doing business within Canada.

With our headquarters located in the heart of Treaty 4, it has been said that we live with the most residential school survivors, per capita, in all of Canada. We know that disparities exist in health as a result of the harms of colonialism, past and present.


Our Goal

Our goal is ambitious, but simple: decolonize employee health benefits.

In keeping with TRC Call to Action #92, we know our role and commit to doing our part.


Opportunities for Reconciliation Within Group Benefits

It is true that economic reconciliation requires a multifaceted approach, however, there are tangible steps an employer can take to decolonize an employee benefits plan. This is true no matter the company size and demographic.

These steps recognize, value and enhance respect for the distinct needs of First Nations, Métis and Inuit workers and improve equitable outcomes in health, wellness and safety.

Integrate Group Benefits with Treaty Rights

Treaty rights matter, yet they are often forgotten. In the context of employee benefits, this offload shifts burden onto the plan premium and away from the treaty obligation.


Respect Indigenous Healthcare

TRC calls to action in healthcare include acknowledging that the current, inequitable state of Indigenous health in Canada is a direct result of previous government policies, including residential schools.

A decolonized employee health benefits plan can help to address:

  • Establishing measurable goals to identify and close gaps in health outcomes.
  • Recognizing, respecting, and addressing the distinct health needs of the Métis, Inuit, and off-reserve Indigenous peoples.
  • Removing barriers while promoting access to traditional healing options.
  • Supporting Elders and Knowledge Keepers in the community.

Employer Validation of Status Employees

A decolonized approach to an employee health benefits plan also assists and enhances employer efforts to validate the status of self-declared status plan members.

The Risks of Inaction

Failing to address employee benefits through an equitable lens is costly. The risks of inaction are health, financial and reputational in nature.


Employer Considerations

When it comes to offering employee benefits in keeping with a decolonized approach, there are always unique considerations to address.

  • As benefits consultants, our role is to work with clients of all sizes, identify the unique need, break down barriers and offer balanced strategies.
  • We are committed to thoroughly examining all factors and offering support throughout each level of organization. This includes full support in union and non-union environments.
  • Our solutions may not require moving carriers or disrupting existing business relationships.


Value Proposition 

Our value proposition is unique.

  • Core Benefits Consultants is fully committed to running a practice informed by principles of diversity, equity, inclusion and the upholding of human rights through the United Nations Declaration on the Rights of Indigenous Peoples.
  • We add value in this emerging line by offering dual-certified consultants who are  committed in both disciplines.


Where Can I Independently Perform Research?

Knowledge is power. If you are beginning the journey of decolonizing your business approach, some of these resources may help inform your strategic plans on reconciliation.

We invite you to explore these topics and listen to the needs and perspectives of each distinct community.

For insurance and coverage specific questions, please contact us directly to speak to a fully licensed and qualified advisor.

Contact Us

If you are ready for an initial consultation, we are ready to roll up our sleeves.
Direct Email: Indigenous Benefits Team Lead