As a French Red River Métis woman, my personal journey of self-discovery has been layered and complex—often misunderstood and even erased. The Martel and Grouette names that are part of my family’s heritage are steeped in a rich Métis culture. However, growing up, I didn’t fully grasp the significance of my Métis identity. While I always knew my background was tied to Indigenous roots, I lacked the spiritual and cultural connection that many others seemed to share. I grew up in Transcona, a working-class community on the outskirts of Winnipeg. It wasn’t a distant part of the city, but it was labeled as such, creating a stigma around the people who lived there. The narrative attached to being from Transcona was one of inferiority—a belief that we were somehow less sophisticated than others. These stereotypes followed me through my teenage years and early adulthood, shaping my sense of self in ways that were difficult to overcome. However, my Métis identity—though long overlooked—was always present. While my family referred to ourselves as "part native", we didn’t fully understand what it meant to be Métis. The term "part native" didn't reflect the unique history and identity of the Métis people, who are a distinct group born of the blending of French voyageurs and First Nations women. Our culture is rich, with its own language, traditions, and history. Yet, I felt disconnected from this heritage for much of my life. It wasn't until I became deeply involved in advocacy work for Missing and Murdered Indigenous Women, Girls, and Two-Spirit+ (MMIWG2S+) that I began to truly reconnect with my Métis roots and recognize the power in reclaiming my identity. But my journey of self-discovery is not only about reconnecting with my Métis heritage; it’s also about understanding the role I’ve played in human resources and labour relations—fields where I was often positioned between the organization and employees, bridging complex relationships and navigating unionized environments. As an HR professional, particularly in labour relations, I’ve often found myself balancing employee needs with the organizational mandates, all while facing significant challenges as a woman in a space that’s frequently underappreciated. Human resources, and especially labour relations, is often perceived as a department of enforcement—handling discipline, terminations, and grievances. It’s not typically seen as a seat of empowerment or leadership. In many organizations, HR is relegated to the background, where it’s expected to manage issues but not contribute to shaping the broader conversations around change or growth. As a woman, especially in labour relations, I’ve often felt this professional erasure—being behind the scenes while decisions are made elsewhere, and not being recognized as a true leader in the workplace. In this context, I also found myself serving as a mediator—not just

between employees and employers, but between organizations and unions and this communicator between the organization and law firm. This in-between role often required me to navigate competing interests, all while recognizing the broader systemic barriers that existed not just within the workplace but in society as a whole—especially for Métis, First Nations and Inuit women. I came to realize that these barriers, often subtle, were embedded in workplace practices that had far-reaching societal implications, particularly for Indigenous communities. This realization propelled me into a deeper commitment to advocacy, particularly around the intersectionality of Indigenous women’s experiences. The erasure of Métis women and the broader MMIWG2S+ crisis are not isolated issues of the workplace but reflect structural inequities that affect Indigenous people in nearly every aspect of life—be it employment, healthcare, housing, safety, or justice. Through this ongoing journey, I’ve come to understand that Métis identity is not merely “part native,” nor is it something to be dismissed or minimized. It is a proud, distinct, and resilient identity that deserves acknowledgment and respect. In the workplace, this means embracing cultural safety and fostering education on Métis identity, Indigenous rights, and gender-based violence. It’s not just about supporting Indigenous employees but about cultivating an environment where Indigenous people—especially women—can thrive. As both an HR professional and an advocate for MMIWG2S+, I’ve found the courage to reclaim my identity and speak out. I am now committed to helping others—especially those in HR and leadership roles—better understand the importance of cultural safety, inclusivity, and the historical context that continues to affect Indigenous women in the workplace