What are the best ways to work with indigenous communities?

Simple steps for engaging with indigenous communities is thru: 1. acknowledging their rich culture and heritage; 2. Appreciating their contributions in nurturing the eco-systems; 3. Assessing their challenges, key concerns and gaps with the changing times in a participatory manner; 4. Applying sustainable impact based solutions inform of interventions in collaboration with the beneficiary groups.

Before engagement in a new or indigenous communities it is very helpful to: 1. Learn the history 2. Understand the culture 3. Embrace the rituals 4. Respectful listening

Deep listening matters. Build and grow respectful relationships. Use positive language where appropriate. Don't swear. Respect silence.

I am sharing learning gathered from working in Black communities. I acknowledge the unique and diverse history of Indigenous people in the U.S. and globally and the associated historical and current trauma may require tailoring and adapting accordingly. First and foremost, Ask permission to enter the community first and listen with humility and listen attentively to understand their needs, aspirations, and solutions.

Before engaging in an indigenous community it is crucial to: 1) Make sure that the project is needed and welcomed in the community 2) Ideally the community should be part of the development of the project based on a specific need. 2) Work with different sectors of the community (leaders, elders, women, youth) to understand the expectations and determine how the projects should be implemented, 3) Include in the team indigenous experts who know the history, culture, language, and environment of the area where the project is to be implemented well. Learning about the culture and heritage is good but is not enough to fully understand indigenous cultures.

One effective method to achieve this understanding is through immersive engagement, dedicating time to these communities and attentively listening to the narratives embedded in their history. It is imperative to acknowledge that a substantial portion of indigenous traditions relies on oral history, contributing to the challenge of accurately capturing and preserving their cultural heritage. In many instances, traditional knowledge may be inadequately represented or lost in conventional written records, particularly within smaller indigenous communities that have, in part, assimilated into larger neighboring communities. Furthermore, historical accounts may be obscured or disrupted due to the enduring impacts of colonialism.

Trust might be built as well by not embracing a western condescending political correctness, but instead sharing vulnerable thoughts, acknowledging personal biases and provoking cultural conversations that generate a meaningful dialogue and enriching conversations.

Meaningful relationships with Indigenous Communities must include four fundamental elements: respect, trust, self-determination, and commitment. First, make an honest assessment as to why you and/or your organization wants to work with Indigenous Communities. Every person, organization, and community has different values, assets, barriers, and focus areas. Therefore, just as some organizations may not be a good fit for partnerships, the same goes with Indigenous communities. Also, many Indigenous Communities have a deep mistrust of research due to decades of exploitation. Academia has made strides in building transparent & genuine relationships by adopting co-creation & participatory research approaches, but work is ongoing.

Every community has its own culture, beliefs and values . They treasure them and their inhabitants follow them so too they expect strangers to abide by their customs and traditions . By respecting their norms and ways of life , you will be able to work there with ease and comfort without any issue. one thing to note also even within indegenous groups , they have their unique way of life , been able to study those cultural differences gives one a better fitting to live and work in these communities thus helping you or an organisation to succeed. The benefit is that; they accept your work , they see you as their own and part and parcel of their development .

I have worked in the Philippines with indigenous people. It takes a great deal of time to build trust and care. Many times one generation will give place to a second before a people will trust. Like most, indigenous people do not care how much you know, until they understand how much you care. Sometimes that trust is enhanced by you learning to speak their language. Speaking directly to a person is so better than working through a translator.

Intercultural communication (IC) skills are critical for obtaining cultural understanding. IC will allow you to consider preconceived notions within biases, prejudices, and hatred. To understand where you are situated within such positioning, write three (3) negative connotations that you believe about a collective; then do the work. Research the historical aspects of your connotations. Because social constructs have been designed, it is critical that you understand the "why?" Then make an effort to talk about your findings to others. Shifting your negative connotations will enhance community alliances, thus enhancing cultural competency.

To foster impactful work with indigenous communities, prioritize cultural competency by understanding and respecting their traditions. Develop collaborative partnerships, involve community members in decision-making, and tailor initiatives to align with their values and needs. Engage in continuous learning about their culture, emphasizing a sustainable and respectful approach in your work strategies.

For years I traveled with other Americans into remote areas to minister to the needs of indigenous people. I was always amazed that some had no concept that people and the world were so different. Americans do real damage when they demand to have all the conveniences of a home in a remote location. While you might not offend with your mouth, your facial expression and body language say loudly that you do not want to be there.

In my experience working with indigenous communities in Africa requires a deep understanding of their diverse cultures, traditions, and challenges. One of the best ways to work with these communities is to respect their rights, involve them in decision-making processes, and support their self-development.

Inclusion is not just an outcome of what we put on paper, but a process of creating a healthy and open environment to stimulate deeper conversation where everyone's opinion is welcomed and accepted without prejudice to their inadequacies. When people feel welcomed no matter their background or status, magic does work and everyone wins at the end of the day.

My decades of expertise with culture, conflict and crisis communications and training in dispute resolution/mediation, and Diversity Certification I have consistently stretched with every project. Learning and adapting are building blocks for effectiveness and success when serving indigenous communities in order to greet obstacles and change with flexibility and agility. To optimally serve any marginalized community nuance must replace rigidity and certainty. Be willing and welcoming of new information and wisdom born of failures. Embrace alternatives and adapt to unplanned opportunities that facilitate solutions and growth. kln

The most important thing to remember when working with diverse communities is the ‘with’ part. You’re there to foster an outcome that comes naturally out of their way of working. You are not there to give them an answer or solve a problem for them and acknowledging you aren’t in that role makes you a stronger communicator, not a weaker consultant. Expect to have a plan that changes completely and pivots endlessly as it becomes tailored to the people and community it’s intended to serve. The result will work better and your skill as an inclusive facilitator will grow exponentially. And, of course, there’s the joy of learning about and connecting with people different from you.

To grow with them, one must not come with we know it all, there is a need to have an open process of learning, unlearning and relearning to make everyone feel safe and appreciated. This creates the working relationship to be productive and restful because people are not afraid to make mistakes and learn quickly and adapt a better way to grow or improve.

It is ok to make a mistake. We cannot expect you to know our culture! What is not ok is to keep making the same mistake over and over. You only get one chance to make a first impression. Once you lose face, you never get it back! That is a very important element in our culture.

Appreciation is key to unlocking everyone's superpower. Celebrate the wins together, and share the loss at the top. Leadership should not pontificate about the errors in their faces but have a better way to communicate their limitation in a way that makes them grow and improve with empathy. Reward those who show up every day.

Sharing acquired knowledge is simultaneously celebrating the contributions of communities. We should be a bridge between our experiences to understand and embrace different cultures, highlighting the beauty of their perspectives and philosophical and spiritual contributions. They, like our elders, those still with us and those who have left, are the ones who, with less technology, understand and/or understood the world much better as it is. Our journey, guided by curiosity and respect, represents an opportunity to learn and grow, not only as individuals but as part of a diverse and constantly evolving humanity.

My decades of expertise with culture, conflict and crisis communications and training in dispute resolution/mediation, and Diversity Certification have consistently been anchored by one of my best practices: collaboration with the community being served. Scaffold suggestions and solutions with a shared governance of the outcomes. Promote ownership by inclusion that celebrates contributions and opportunities. Consistently perform an internal inventory to self-critique to mitigate biases and discomforts that suppress rather than expand growth. Intentionally create space for joy and grace in the interaction that facilitates appreciation and bridges community. kln

Innovation is an important spirit. Things are not all the same and thinking inside the box doesn't always lead to solutions. Use Proximate Objectives (PO) to create an iterative approach to learning how to get where you want to go. NASA and the Jet Propulsion Laboratory used POs to get to the moon. They did not let the fact that no one had ever been to the moon stop them! Learn from each stage and apply important lessons to the next phase based on what you learn. There is no better comparison with respect to reconciliation and landing on the moon! We know where we are and where we want to be. We just need to learn how!

Don't make assumptions based on a previous experience. Know and understand what diversity and inclusion really are. Not only study the history, but get to know the tribal leaders as well as the interests and concerns of the community. Hear them before sharing or bringing project ideas s to them.