Truth to Action: Walking the Path of Reconciliation with the College of Pharmacists of BC

"I know that the work we're doing now will change and save lives."

Those words from Mary-Ann Enevoldsen, Hamalco First Nation Chief, Knowledge Holder, and the College's first Indigenous Pathways Director, capture the heart of a deep transformation happening at the College of Pharmacists of British Columbia. This is not simply about internal systems change. It is about redefining healthcare access for Indigenous Peoples in a way that is culturally safe, rooted in Indigenous knowledge, and grounded in respect.

Heather Biggar, Deputy Registrar, College of Pharmacists of BC (left) and Mary-Ann Envoldesen (right), Indigenous Pathways Director, College of Pharmacists of BC (right)

From the inclusion of cedar in boardrooms to the sound of honour songs and drumming during official meetings, the College is intentionally reshaping its environment to reflect and uplift Indigenous traditions. These acts are not symbolic or performative. They are tangible reflections of deeper shifts toward dignity and healing. "These changes we're making now are raising the bar and raising the standard for Indigenous access to medical care", highlighted Mary-Ann.

Reconciliation means creating the conditions for Indigenous Peoples to feel not just included, but respected and safe. Heather Biggar, a third-generation settler of German, Italian, English and Irish ancestry and the Deputy Registrar at the College, emphasized, "A space isn't truly culturally safe until Indigenous people tell us they feel safe in that space." That truth has guided the organization through difficult and important work of making room, listening deeply, and learning how to move forward in a good way. Key frameworks, such as the UN Declaration on the Rights of Indigenous Peoples (UNDRIP)¹ and the findings of the In Plain Sight Report², laid some of the groundwork for this evolution. They gave urgency and structure to a long-overdue reckoning within healthcare systems and the College has been able to rise to that challenge in a meaningful way.

Len and Heather at a Blanketing Ceremony at Kwantlen First Nation

Mary-Ann shared, "This is not just for my generation. I'm hoping that through this work, my grandchildren, my granddaughter will be able to access health care on an equal foundation where the stereotypes of Indigenous people are gone and there are culturally safe spaces to access from pharmacy to physician and right across the board."

The College is committed to measuring its progress and holding itself accountable, not just internally, but with and to Indigenous communities. Their work is guided by a robust Commitment Statement developed alongside Indigenous leaders like Joe Gallagher, whose continued involvement has provided essential guidance and support. This statement is not just aspirational. It uses strong and precise language that holds the College to account. It explicitly names commitments to eradicating racism, to being an inclusive regulator, and to embedding Indigenous perspectives throughout all levels of the organization. This clarity of language helps ensure the work is not diluted or misinterpreted. The Commitment Statement also includes concrete goals and actions, which have become the foundation for ongoing progress checks and reflective practices, ensuring that reconciliation remains a lived and evolving practice, rather than a static promise.

Among the College's key actions are requiring annual cultural safety training for all pharmacy professionals; implementing and upholding the Cultural Safety, Humility, and Anti-Racism Practice Standard; and actively decolonizing the complaints process to eliminate barriers and build culturally supported pathways for Indigenous people to share concerns and access resolution. Trusted Indigenous leaders are invited to provide honest reviews of the work and to point out areas needing further attention. Relationships with Indigenous community members who bring concerns forward are not only welcomed, they are vital. The College also recognizes the emotional labour Indigenous Board Members may face in colonial spaces and is building feedback mechanisms and protective measures that prioritize their safety and well-being.

A critical moment of growth came during a blanketing ceremony led by LPC and held at Kwantlen First Nation. The event, which honoured individuals for their work in cultural safety, had a profound emotional impact on everyone present. "There were tears, there was laughter, there was feasting, there was all the good medicine in one place at one time, and people left changed" shared Heather. Yet, it also revealed an opportunity for growth: the College had not anticipated the harm that witnessing difficult truths could cause for Indigenous guests. When that concern was brought forward, it was met not with defensiveness, but with gratitude and reflection. This became a growth moment that affirmed the College’s commitment to doing this work in a good way. One of the teachings that supported this was the distinction between copper pot work and cedar basket work. Copper pot work represents the deep work that non-Indigenous peoples must carry with respect to dismantling white-supremacy, systemic racism and other forms of colonial violence, while cedar basket work refers to the powerful acts of revitalizing Indigenous cultures, knowledge systems and nationhood. The College came to understand that their event had unintentionally placed Indigenous guests in the copper pot without adequate cultural supports in place. In recognizing this, they took responsibility and began rethinking how to build spaces that prioritize Indigenous safety. They deepened their understanding of what it means to create culturally safe spaces, not just as an abstract principle, but in the practical details of how events are held, how people are supported, and how healing is made possible. In doing so, the College showed what it means to move forward in a truly transformative way, guided by humility, openness, and accountability. 

LPC has been honoured to support the work of the College by creating a safe and supportive environment where staff can practice making mistakes and grow. LPC’s facilitation has helped foster a team culture that is committed to change, willing to be uncomfortable, and deeply supportive in doing the work of decolonization. There is an emphasis on courage, collective learning, and opening space for vulnerability and honest reflection, empowering individuals and relationships to evolve. Experiential learning at the Musqueam Cultural Centre, guided by Indigenous protocol and storytelling, was not only informative but transformative. LPC also played a key role in building confidence in the use of decolonizing language and action. Heather shared, "You're so afraid of doing something wrong, you're paralyzed in your fear. And working with Len and the team has been incredible because he has a very kind and compassionate and forgiving approach, which has made it okay for us to make mistakes as we embark in the work."

Working alongside LPC, recruitment processes have also been transformed. Mary-Ann shared about being supported and seen as a Coast Salish person through the recruitment process, including being asked about how she would look after herself culturally after the difficult conversations that are a part of this work. "I just cannot say enough about how positive the whole process was from beginning to end to have that cultural safety like up front and centre. I've never experienced that before and I've worked with some amazing organizations...but for cultural safety, I've never experienced anything like that in an interview process before. So I really raise my hands to that process and hope that it's integrated in other areas so that Indigenous people can really come and be authentic through the process of trying to attain employment. I want to keep us moving".

The College is grateful that MaryAnn accepted the new role of Indigenous Pathways Director, which intentionally balances responsibility with authority. Mary-Ann sits at leadership tables, contributes to budgeting and decision-making, and is empowered to bring her teachings and leadership to shape the direction of the College. "I want future generations of Indigenous people to feel secure, culturally safe when they're accessing medication, physicians, going to an ER room or to a pharmacy, to be culturally secure so they don't have to worry about stereotypes, or be followed around a pharmacy. My experiences have not been good with pharmacists or pharmacies in general and I know the future will be a completely different experience. [Indigenous people] will be treated like equals when accessing medical care....these conversations will no longer be needed. That's my hope for the future."

The vision is clear: Indigenous Peoples should feel safe when accessing care. They should not have to worry about being followed in a pharmacy, about being misunderstood, or about experiencing racism. "It's all the way from the leadership down, and it's accepted wholeheartedly from the staff, the directors, the managers, are really invested in their own learning journeys. And it's at those places where we change. And where we grow. And we are doing this together to build a strong foundation for what's to come. And I'm very excited for what's to come" shared Mary-Ann.

From truth to action, from policy to practice, from isolation to community, the College of Pharmacists of BC is walking a path of reconciliation with open hearts and open minds. It is our honour to walk alongside them in this work. They are doing it for today, for tomorrow, and for generations yet to come.

¹ United Nations. (2007). United Nations Declaration on the Rights of Indigenous Peoples.

² Turpel-Lafond, M. E. (2020). In Plain Sight: Addressing Indigenous-specific Racism and Discrimination in B.C. Health Care. Government of British Columbia.