Anti-racism in New Brunswick

 Learn how the Government of New Brunswick is taking action to address racism, build inclusive communities and ensure equal opportunities for everyone.

How to report racism or discrimination:

If you have experienced racism, you can file a complaint with the New Brunswick Human Rights Commission.

Overview

The Government of New Brunswick is committed to building a province where everyone is treated fairly, feels safe and has equal opportunities to succeed. We recognize that systemic racism exists in our institutions and communities, and we are taking action to identify and remove those barriers. This work matters because when all New Brunswickers are included and respected, our communities become stronger, more welcoming and more connected.

Action plan

The province’s Anti-Racism Strategy focuses on addressing racism and promoting equity and inclusion in New Brunswick. With leadership from senior government teams and future collaboration with First Nations, community groups, multicultural associations and other impacted groups, the strategy includes creating an Anti-Racism Action Plan, exploring race-based data collection and providing anti-racism training.

Progress and accountability

The Systemic Racism Commissioner’s Report

In 2021, New Brunswick appointed a Systemic Racism Commissioner to listen to communities and identify ways to make government systems more fair and inclusive. The Commissioner’s final report, released in 2023, included 86 recommendations to address barriers faced by Indigenous, Black and other racialized people.

The Government of New Brunswick accepted the report and is taking action through the creation of initiatives and partnerships focused on equity, accountability, and lasting change.

Read the Commissioner’s Report (PDF 443 KB)

Recommendation status

1 Educate GNB senior leaders and elected officials on the meaning of systemic racism. The 4 Seasons of Reconciliation (Indigenous Awareness Training modules) is available for all GNB employees and mandatory for Part 1 of Government employees.

The Dimensions of Diversity (diversity, equity and inclusion learning series) is available for all GNB employees.

The Anti-Racism Office will explore the development of additional modules on systemic and anti-racism.
3 Provide further financial support and leadership to the Diversity and Inclusion teams, Office of the Chief Human Resources Officer. Progress has been made through continued operation of GNB's Equal Employment Opportunity Program, GNB Mosaïk, and Future GNB programs, alongside improved leadership positioning with Office of the Chief Human Resources Officer (OCHRO) now reporting to its own Deputy Minister.
4 A clear strategic plan to combat hate and discrimination in New Brunswick, including online hate. The department of Post-Secondary Education, Training and Labour (PETL) is implementing a strategy to address systemic racism in NB and to develop an action plan towards the elimination of all forms of discrimination.
6 Demonstrate GNB's commitment to fighting systemic racism by creating a body and lead person at a commissioner or deputy minister level empowered to oversee the dismantling of systemic racism. The Department of Post-Secondary Education, Training and Labour (PETL) was assigned responsibility for the systemic racism file and senior officials have established the Anti-Racism Office as a first step to oversee the dismantling of systemic racism.
7 The availability of mechanisms that examine anonymous complaints about a lack of career promotion and whistle-blower protection and mechanisms to report discrimination at GNB. Legislation includes several mechanisms where complaints can be made.
  • Ombud NB has the authority to investigate complaints from current employees of the public service respecting matters that are potentially unlawful, dangerous to the public or injurious to the public interest (Public Interest Disclosure Act – also known as whistleblower legislation).
  • Ombud NB may investigate allegations of favouritism made by unsuccessful candidates in the hiring process for appointment to the civil service (Civil Service Act).
  • The Human Rights Commission deals with complaints under the Human Rights Act.
8 Inclusive and anti-discriminatory communication training for GNB Communications employees. The 4 Seasons of Reconciliation (Indigenous Awareness Training modules) is available for all GNB employees and mandatory for Part 1 of Government employees.

The Dimensions of Diversity (diversity, equity and inclusion learning series) is available for all GNB employees.

The Anti-Racism Office will explore the development of additional modules on systemic and anti-racism.
10 Address the challenges faced by the New Brunswick Human Rights Commission (NBHRC). Challenges for NBHRC exist both internally and externally. Work is underway to address the challenges. For example, the budget was increased in 2023-2024 to $500k.
12 Concerted effort for racial representation on agencies, boards and commissions. Efforts should be accompanied by measurement reports indicating progress or reasons for lack of progress. When forming an Agency, Board or Commission, GNB considers the gender and linguistic representation, as well as the cultural and geographic diversity of the potential members.
13 Revamp, simplify and coordinate services for newcomers.
  • The Department of Post-Secondary Education, Training and Labour (PETL) provides help to newcomers and employers through the Immigration Navigator services.
  • WorkingNB provides employment counselling services to newcomers to assist them with career decision making, skills development and job searches.
  • Factsheets on pathways to licensure for internationally trained professionals in regulated professions were developed in 2024/25 and are available on NBjobs.ca and NBhealthjobs.com.
  • Memoranda of Understanding (MOU) have been signed with Prince Edward Island, Manitoba, Ontario and Newfoundland & Labrador with respect to facilitating improved internal trade and labour mobility.
14 Ensure accurate information for newcomers. Those working in recruitment of international students and immigrants (government, educational institutions, industries) need to better explain the geographical, linguistic, and labour reality of New Brunswick. In 2023, StudyNB was launched to centralize information on post-secondary education in NB in one brand and website. The website includes information on NB's PSE institutions and program offering, life in NB, tuition fees and financial assistance.

Additionally, the Immigration NB website shares information on immigrating to NB, the Provincial Nominee Program, and the Atlantic Immigration Program. The Immigration Navigation Service and the International Students team can be contacted for further questions.
15 Terminate the agreement with the Canada Border Services Agency (CBSA), allowing provinces to imprison migrants/refugees for administrative reasons, a practice that violates international law. Moreover, New Brunswick, as well as other provinces continuing this practice, receive payment from the federal government for each migrant/refugee incarcerated. In 2024, NB terminated the agreement with Canadian Border Services Agency which allowed New Brunswick and other provinces to imprison migrants and refugees for administrative purposes, therefore imprisonment is no longer allowed.
16 Mandate self-regulated professional bodies to make their recognition of international credentials simple and equitable. The The Fair Registration Practices in Regulated Professions Act was introduced in 2022 to ensure that the application and registration processes of regulatory bodies are transparent, objective, impartial and fair, and compliant with the Canadian Free Trade Agreement. Further updates are planned in 2026.
20 Health authorities to work closely with other health advocates associated with racialized and Indigenous communities.
  • Horizon has strengthened its focus on their Diversity, Equity & Inclusion program, which supports Indigenous Health teams and includes initiatives like the Blanket Exercise, Truth and Reconciliation Commission education days, and other culturally grounded learning sessions.
  • Horizon Health patient relations developed a new complaint process for Indigenous patients via a consent form ensuring access to an advocate of their choice within the community.
  • Horizon is participating in a primary care collective with First Nations Tribal councils to improve primary care and systems integration with First Nations communities.
  • Vitalité has conducted cultural learning sessions led by Indigenous communities, reflecting their commitment to ongoing education and awareness.
  • Vitalité's patient relations team has developed a new complaint process including for Indigenous patients, using a consent (Patient Tracker Project) form that ensures access to an advocate of their choice from within their community. In addition, Vitalité is actively participating in a primary care collective with First Nations Tribal Councils to improve primary care access and enhance system integration with First Nations communities.
  • Vitalité has strengthened its commitment to its Diversity, Equity & Inclusion program, which supports Indigenous Health teams and includes initiatives such as the Blanket Exercise, two-eyed seeing approach.
21 Develop culturally appropriate response to physical and mental health issues.
  • Vitalité Health Network hired a First Nations Regional Access Coordinator to oversee the coordination and effectiveness of steps taken to improve access to mental health and addiction services as well as primary care for First Nations. Vitalité Health Network is engaged in an ongoing and dynamic Community Health Needs Assessment process to identify community strengths and gaps to guide the identification of priorities that will allow the community to improve the health status of the population.
  • Cultural Safe Spaces are available in three locations within Zone 5 (Restigouche Region). Vitalité Health Network, in partnership with Indigenous Elders from several First Nations communities, is in the elementary stages of implementing other Cultural Safe Spaces in Zone 1B (Moncton Region).
  • A sweat lodge has been integrated into the Hope and Harmony Centre's services in Zone 5 (Restigouche Region). This Two-Eyed Seeing approach brings together Indigenous traditional knowledge, medicines and ceremonies along with knowledge of modern medicine.
  • Smudging ceremonies are available across Horizon when requested.
  • Horizon Health Network has finalized policy work on appropriate handling and care of the placenta after birth in accordance with Indigenous health practices.
  • Government committed to support, collaborate, and engage with First Nations health care leaders in achieving their Health Transformation design and implementation process to support First Nations self-determination.
  • A Bilateral Health Forum was created in partnership with First Nations with the goal of achieving culturally safe and equitable healthcare for Indigenous people in New Brunswick.
  • Government committed to work in partnership with First Nations to co-create and implement mental health and addiction programs that meet culturally safe First Nation service and practice standards of care.
22 Increase psychologists' cultural competency training.
  • The College of Psychologists of New Brunswick (CPNB) Code of Conduct emphasizes cultural safety and sensitivity, prohibiting discriminatory behavior, and includes a requirement that psychologists educate themselves on the historical and current injustices faced by Indigenous peoples and respecting Indigenous ways of knowing and wellness.
  • The CPNB website also offers online training to members, an Indigenous Awareness Certification course from Indigenous Awareness Canada.
  • The First Nations Working Group Addressing Anti-Indigenous Racism in New Brunswick Mental Wellness Services and Han Martin Associates are holding important conversations on the possibility of expanding curriculum to address mental wellness.
23 Create cultural competency training programs to foster positive relationships between racialized groups, care providers and health organizations.
  • Horizon is increasing cultural safety through employee training, incorporating traditional healing practices into care, and offering Kairos Blanket Exercises regularly throughout the province in 2025.
  • Horizon has joined the Government of New Brunswick in providing the 4 Seasons of Reconciliation (Indigenous Awareness Training modules) for all staff.
  • The regional health authorities are taking steps to educate their employees on residential and day schools and to increase employees' cultural competencies. For example, a project called "Braiding First Nations' Culture" is intended to enhance the cultural competencies of Vitalité's employees and builds ties with First Nations communities across the province. A learning plan has been developed allowing network employees to acquire skills, knowledge, and openness toward improving cultural competencies.
  • Vitalité is currently developing an educational portfolio that will be accessible to all employees, either online or in person, depending on the training module. In addition, Vitalité is working with GNB to confirm access to the Four Seasons of Reconciliation training, with the goal of making this program available to all Vitalité employees.
25 Provide greater financial support for the creation and implementation of anti-racism resources.
  • Curriculum renewal process is audited for Wabanaki content by The Office of First Nation Education (OFNE). If Wabanaki content is found insufficient, then more material is incorporated. This process includes dialogue with First Nation Elders, rights-holders, and others who are invested in the issue and have a stake in the successful education of Indigenous students.
  • The Anglophone Sector is collaborating with NB Human Rights Commission, equity and anti-racism specialists in districts/experts with lived experience to support the development and delivery of classroom resources and professional learning on human rights and responsibilities, equity, anti-racism, and anti-discrimination.
26 Provide greater financial support for the creation and implementation of resources and programs to help integrate and support racialized students.
  • Enhancement funds under First Nation Education Agreements support cultural activities, smooth school transitions, and inclusive strategies for First Nations students. It also enables professional learning led by Indigenous leaders, hosting presenters, and staff development. Funding further supports collaborative proposals and hiring dedicated staff to provide emotional, cultural, and academic support.
  • Funding of provincial anti-racism summit and district youth racialized advisory sessions to inform district and department specialists on key barriers and priorities.
  • Funding provided for Anglophone Sector provincial collaborative of department and district equity and anti-racism specialists.
27 Mandate anti-racism perspectives into the School Improvement Plans. Work is underway to create the school improvement plans. Data was collected on the experiences of racialized youth through the annual student wellness survey.

Processes and resources to support equity and anti-racism action planning in schools are in development by the Department of Education and Early Childhood Development.
29 Continual professional development for all employees working within education. The Department of Education and Early Childhood Development staff were required to complete truth and reconciliation training with Indigenous people.
35 Provide greater financial support for programs supporting international students. Future NB International is a vital component of Future NB, supporting international students' access to experiential learning opportunities in New Brunswick. Through this initiative, New Brunswick became the first province in Canada to develop a program focused on expanding experiential learning opportunities for international students.

International students are eligible for FutureNB funded internships, wage subsidy programs, Future GNB, among other experiential learning programs.
36 GNB to work with community colleges to centralize all information for international students under one umbrella. In 2023, StudyNB was launched to centralize information on post-secondary education in NB in one brand and website. The website includes information on NB's PSE institutions and program offering, life in NB, tuition fees and financial assistance.
37 Ensure that all supports for international students (such as health care) meet basic service standards. International students are eligible to apply for NB Medicare. Additionally, a number of post-secondary education institutions provide options for healthcare insurance to international students.
39 Greater support for assisting students to find housing. In 2025, the NB Designation Policy for Institutions Hosting International Students was revised and requires that institutions provide the necessary supports for international students to find housing in the province (either through on-campus housing, or housing coordinators).
40 Recognize the impact of racism in efforts to establish internships and work opportunities for racially marginalized students. Future Wabanaki works to ensure that Indigenous university students have equal access to meaningful and valuable real experiences with local employers, while connecting employers with top New Brunswick talent.

Future NB International is a vital component of Future NB, supporting international students' access to experiential learning opportunities in New Brunswick. Through this initiative, New Brunswick became the first province in Canada to develop a program focused on expanding experiential learning opportunities for international students.
41 Maintain the rule allowing international students to work more than 20 hours. Immigration, Refugees and Citizenship Canada (IRCC) established that international students are allowed to work off campus up to 24 hours per week.
42 Careful and attentive oversight over private colleges. In 2024, Bill 41, An Act to Amend the Private Occupational Training Act received Royal Assent. The changes establish improved student protections and a more robust oversight mechanism for private occupational training in New Brunswick. Regulatory amendments under the Act, will come into force in 2026.
43 Mandate all sports organizations to have an anti-racism policy. GNB can provide further support by creating templates to ensure consistency among various sports organizations. Provincial Sport Organizations (PSOs) must have a board-approved safe sport policy that is publicly available as a requirement for funding. These policies must address the areas of conduct and ethics, discipline and complaints, appeals, dispute investigation and resolution, participant protection, social media and volunteer screening.
44 Support anti-racism training for coaches and referees. Sport NB is implementing a safety-in-sport communication, education, and awareness plan funded by Tourism, Heritage and Culture (THC).

The Coaching Association of Canada also provides modules and workshops such as Intercultural Skills in Sports, Anti-Racism in Coaching for coaches in all disciplines.
45 Evaluate success of Sports Dispute Resolution mechanism on a regular basis. Sport NB submits quarterly New Brunswick Safe Sport Complaint Mechanism (NBSSCM) reports to Tourism, Heritage and Culture (THC), along with annual improvement recommendations. In 2024, Sport NB, as the administrator of NBSSCM, launched an ongoing membership survey to measure satisfaction and awareness of NBSSCM services.
48 Update GNB's Policing Standards on issues around diversity and inclusion and address systemic racism. The NB Policing Standards are currently being revised in order to ensure that they address Systemic Racism and is expected to be released by Spring 2026. A number of additional Policing Standards were updated to include more diverse and inclusive practices. This includes Missing or Lost Persons, Interview and Interrogation, Recruitment and Retention, Training and Development.
51 Create measurable goals on increasing diversity and representation in the individual forces. These goals should be included in an annual review of individual forces' plan with the deputy minister of JPS. This recommendation would be in keeping with Police Standard 1.3, "Police forces shall have a recruiting plan that includes but is not limited to: a) police force personnel requirements, including consideration of community diversity" (pg. 15). The RCMP have Indigenous Recruitment and Engagement Initiatives nationally and provincially. There are Indigenous Pre-Cadet Training Programs at the RCMP Depot, the Diverse and Inclusive Pre-Cadet Experience initiative, etc.

Policing Standards of NB require an Annual Report to the Minister of Justice and Public Safety which includes a summary of hirings, gender, language profile, and race.
54 Enhance services in rural areas that impact citizens' access to education, health and employment. This includes, but is not limited to, enhanced internet services, better access to reproductive health services, better access to mental health services and expansion of remote or hybrid work. The $3.225 billion Universal Broadband Fund supports high-speed Internet projects across the country. These projects will bring Internet at speeds of 50/10 Megabits per second (Mbps) to rural and remote communities.
55 More transparency around the geographical regions of language. Immigration NB provides information to potential newcomers on the linguistic makeup of New Brunswick.
57 Rescind the directive restricting land acknowledgements. The directive restricting land acknowledgments was rescinded in November 2024.
58 Immediate response to First Nations health issues for those living both on and off reserves.
  • The Department of Health has contracted the services of an Indigenous psychiatrist to provide telepsychiatry services to First Nations youth in New Brunswick. The psychiatrist is working directly with youth as well as with local mental wellness practitioners, enhancing the current level of psychiatric care that is available and provided to First Nations.
  • The First Nations Working Group Addressing Anti-Indigenous Racism in New Brunswick Mental Wellness Services and Han Martin Associates are holding important conversations on the possibility of expanding curriculum to address mental wellness.
  • Vitalité has a good working relationship on the zones identified in First Nation communities distinct to their realities. Each one operating with the specific Mental Health Managers. These services provide cultural safety, awareness, and a strong collaborative team work to make sure that access and delivery is possible given the challenges of limited resources in time spent in community.
    • Madawaska First Nation is in connection with Sonia Ouellette, the Manager for Adult Mental Health services in the Edmundston region.
    • Eel River Bar First Nation is in connection with Melanie Lanteigne, the Manager for Adult Mental Health services for the Restigouche region.
    • Pabineau First Nation is in connection with Marie-Josee Cormier, the Manager for Adult Mental Health services for the Chaleur region.
    • Elsipogtog, Indian Island, Bouctouche, Fort Folly First Nations are in connection with Isabelle Theriault, the manager Adult Mental Health services for the Beausejour region.
  • Financial support was provided to Wampum Critical Incident Stress Management (CISM) Peer Support Network, a province-wide mobile Indigenous crisis response team that serves individuals and families within Indigenous communities who have suffered the effects of traumatic and emergency events.
62 Provide unprecedented effort to revitalize and protect Indigenous languages of the Mi'kmaw, Wolastoqey and Peskotomuhkati. Recommended actions include, but are not limited to:
  • Develop an education collective in New Brunswick similar to Mi'kmaw Kina'matnewey in Nova Scotia.
  • Provide increased funding for Indigenous Immersion in both on and off-reserve schools.
  • Dedicated resources for Mi'kmaw, Wolastoqey and Peskotomuhkati language revitalization efforts.
  • Recognize Indigenous languages as New Brunswick's first languages.
 The preservation and revitalization of Indigenous languages is supported by GNB through programs, funding, agreements, and existing legislation. GNB will be collaborating with Indigenous organizations and communities to develop options to help secure the vitality of the Wabanaki languages.
63 Provide support for an anti-racist approach to Indigenous education already being done at EECD. The following initiatives are underway to provide support for an anti-racist approach to Indigenous education:
  • The Wabanaki Curriculum Committee continues to oversee provincial curriculum development and helps ensure antiracism approaches and pedagogies are present.
  • The Wabanaki Wholistic Framework has been completed. The annual week-long “Wabanaki Cultural Immersion Camp” was held in St. Mary's First Nation. Discussion of anti-racist practices were a major component of the camp.
  • The Francophone sector collaborates closely with the Elders' Council regarding curricula and other initiatives implemented in our schools.
  • The Wabanaki Holistic Framework guides curriculum development and teaching toward pedagogical approaches informed by Wabanaki knowledge and grounded in an anti-racist perspective. This framework will be available by the end of September to support teachers in respectfully integrating these approaches into their practice.
  • A resource person will work with three schools to observe how the framework is used in the classroom and make any necessary adjustments to better support educators.
64 Support STEM programs for Indigenous students in both on and off-reserve schools and for Indigenous university students. Future Wabanaki (FW) was established to support Indigenous students through Indigenous-led, culturally grounded experiential learning and employment opportunities, including in STEM-related fields where applicable. The initiative is designed to address systemic barriers by ensuring Indigenous students have equitable access to meaningful experiences while receiving the supports required to fully participate.

FW funding supports both student placements and institutional capacity, enabling post-secondary partners to deliver culturally appropriate programming. Supports include wage subsidies, cultural programming, elder engagement, and dedicated Indigenous experiential learning staff embedded within institutions.
66 Encourage the creative economy by designating specific Indigenous funding similar to programs such as the Arts in Communities Program (AIC), éMOTions literary programming. Some of the initiatives that encourage the creative economy include:
  • Arts and Culture program officers collaborate with the Department of Indigenous Affairs (DIA) on all grant requests from Indigenous communities, organizations and individuals. DIA provided $10,000 to support CollectionArtNB in acquiring Indigenous artwork.
  • The Department of Tourism Heritage and Culture (THC) is working with DIA and the Regional Development Corporation (RDC) to simplify funding requests for powwow celebrations, improving client service and response times.
  • THC programs use an assessment chart that prioritizes applications serving Black, Indigenous and People of Colour (BIPOC) communities. THC also funds ArtsNB's Equinox program, which supports Indigenous artists, curators, and groups in artistic creation and professional development. In 2023-24, the program supported 19 artists, achieving a 90.4% success rate and providing $80,000 in funding.
  • June 6. 2025, the Status of the Artist Act, received Royal Assent. It acknowledges the arts as a profession and defines a professional artist. It establishes the requirement for written contracts, an adherence to industry-standard fee scales, and the role of accreditation of artist associations, with provisions for periodic review and the development of regulations.
67 Enhance support for Indigenous tourism and entrepreneurship.
  • The Department of Tourism, Heritage and Culture (THC) is assisting Elsipogtog First Nation with implementing key initiatives in their Tourism Strategic Plan, including a funding proposal under review by potential partners.
  • THC supports various business development projects in First Nations communities including Elsipogtog, Neqotkuk, Sitansisk, Pabineau, Metepenagiag, and Eel River Bar. THC also supports Indigenous businesses and projects, including Wabanaki Maple, Metepenagiag Heritage Park, Mother Earth Cuisine, and Kwey Cuisine.
  • THC is working on several initiatives in collaboration with the Indigenous Tourism Association of NB (ITANB). These include: the New Brunswick Indigenous Tourism Conference, the Atlantic Indigenous Tourism Summit, and the Original Original Accreditation Program offered by the Indigenous Tourism Association of Canada.
71 Increase the number of Indigenous patient navigators beyond Fredericton and Miramichi. Horizon has invested over $1 million to expand the number of Indigenous Patient Navigators across the health system, bringing the total to 12 positions serving both acute care centres and community settings. As of March 30, 2025, Vitalité Health Network has successfully filled one of its two positions, while recruitment for the second is ongoing.
73 Address New Brunswick's status as an abortion desert with clinics that support Indigenous ways of reproductive health. The following addresses New Brunswick's status as an abortion desert and aims to support Indigenous ways of reproductive health:
  • In 2024, GNB approved changes to Regulation 84-20 under the Medical Services Payment Act that allow Medicare to cover the cost of surgical abortions performed outside of hospitals.
  • Publicly funded surgical abortions are available in 3 clinics across the province (Hopital Chaleur Regionale, The Moncton Hospital, and Hopital George Dumont) up to 13 weeks and 6 days (The Moncton Hospital up to 16 weeks upon physician availability).
  • GNB has provided financial support to the Under One Sky longhouse and cultural centre project, which is proposed to include an Indigenous Birthing Centre. The midwifery program also offers culturally based care for the Indigenous populations they serve.
  • Two hospitals in Horizon Health Network (HHN) have developed a respectful policy around the use of placenta preservation for patients who request this support. Two Indigenous Patient Navigators have also been trained to be Indigenous Doulas (2023) to further support Indigenous women as they prepare to give birth in Horizon facilities.
74 Ensure adequate funding for specific health projects such as the Youth Fetal Alcohol Syndrome support program.
  • In 2022, Health increased funding to the New Brunswick Fetal Alcohol Spectrum Disorder (FASD) Centre of Excellence by $800,000 for a permanent budget of $1.15 million.
  • FASD Centre of Excellence developed and launched a unique model called "Dreamcatcher" to ensure a culturally appropriate delivery of services to First Nations clients and families.
75 Expand the Elsipogtog Healing to Wellness Court to other interested First Nations communities and expand the courts to other cities to ensure access to justice. Similar supports need to be provided to off-reserve Indigenous people. The Department of Justice and Public Safety (JPS) has been exploring ways to address court delays, and one proposed solution involves relocating court proceedings for community members from Neqotkuk First Nation to the Edmundston courthouse.

JPS has been in discussion with the Tobique First Nation regarding the satellite court and the Provincial Government has shown its strong support for this initiative by allocating $480,000 in the 2026-2027 Capital Budget for the renovation of the facility where the satellite court will operate.
76 Create Gladue expertise in New Brunswick.
  • In September 2024, JPS signed a contribution agreement with Justice Canada, the Mi'gmaq Justice Initiative Inc. (MJI), and the Wolastoqey Tribal Council Inc to support the development and delivery of Indigenous Court Worker and Gladue Writer programs in NB. Both programs are funded by the Federal and Provincial government.
  • NB contributed $454,300 in the fiscal year of 2024-25, and $761,900 is set aside for the 2025-2026 fiscal year.
  • The Indigenous Court worker Program supports fair and culturally sensitive justice for Indigenous individuals. Indigenous Courtworker services can be found in Eastern and Western New Brunswick, as well as the Saint John Courthouse.
77 Mandatory Indigenous-based education and Blanket Exercise for GNB employees starting with elected officials, Part 1 and 2 senior leadership and all Horizon and Vitalité employees.
  • GNB has contracted with 4 Seasons of Reconciliation to offer public servants a unique and comprehensive online course that promotes a renewed relationship between Indigenous peoples and Canadians. The course was developed with the First Nations University of Canada and was launched in January 2024. The course is mandatory for all employees in Part 1 of the Public Service and is available to other parts of government. Blanket exercises and sessions on Indigenous Cultural Safety and Awareness have also been provided to several groups across government.
  • Horizon is increasing cultural safety through employee training, incorporating traditional healing practices into care, and offering Kairos Blanket Exercises regularly throughout the province in 2025.
  • Other departments participated in Indigenous-based education. For example, in 2024 and 2025, Justice and Public safety staff working in Probation Services, Victim Services, Court Service, Social Development, PETL, took part in a three-hour session on Cultural Safety and Awareness session delivered in bilingual format by DIA.
79 Publicly share progress of recommendations made by various bodies and reports. Work is underway to publicly share progress on recommendations made by various bodies and reports through the following websites:
  • The Department of Indigenous Affairs maintains a website that includes progress on the Truth and Reconciliation Commission Calls to Action that fall within provincial responsibility.
  • Women's Equality maintains the Weaving Our Voices Together website and is tracking government actions on the response to the Commission of Inquiry into Missing and Murdered Indigenous Women, Girls and Two-spirit peoples.
  • The launch of this Anti-Racism website to provide status updates on these recommendations.
82 Increase support to off-reserve Aboriginal people to address social and economic inequalities in various sectors. GNB offers support to the off-reserve Indigenous People by providing funding to Indigenous organizations such as Joint Economic Development Initiative (JEDI) and Under One Sky Friendship Centre.
83 Provide support to Elders living off-reserve, allowing them greater access to Indigenous resources. Organizations such as Under One Sky, which receives funding from GNB, could provide support to those living off reserve. Many Elders are tied to a particular First Nation community and receive supports through those communities.
84 Recognize the perilous experiences of racism experienced by those who self-identify as women or as a part of the 2SLGBTQ2+ community by providing financial support to address their unique needs. The Gender Equity Action fund supports community-led projects that promote gender equity and inclusion.
5 Develop an anti-racism policy and mandate that all provincial workplaces adhere to this policy. This policy should be mandated to all parts of GNB. GNB's Respectful Workplace policy covers examples of racism and provides a link to potential ways to deal with discrimination in the workplace.

The Anti-Racism Office will explore the development of policies that support the dismantling of systemic and other forms of racism.
17 Create public education initiatives to decrease the divide between francophone and anglophone communities. The Anti-Racism Office will further explore existing resources and identify opportunities to address a linguistic divide.
28 Increase the number of Antiracism & Equity Coaches. Anti-racism coaches (leads or facilitators) are currently available. The Anti-Racism Office will collaborate with Education and Early Childhood Development to identify a path forward.
30 Develop a province-wide anti-racism policy for all schools with clear definitions and steps for dealing with racist incidents. The Anti-Racism Office will collaborate with Education and Early Childhood Development to identify a path forward.
32 A concerted and transparent effort to increase the number of non-White teachers.
  • In New Brunswick schools, Policy 703 and new equity-focused training aim to help school and district staff recognize bias, foster inclusive environments, and improve hiring and retention of racialized educators.
  • As part of its retention and recruitment strategies for the Anglophone and Francophone school districts the Department of Education and Early Childhood Development (EECD) will collaborate with WorkingNB and Immigration NB to expand recruitment pathways in Canada and internationally. EECD and school districts will participate in domestic and international recruitment events to promote New Brunswick as a destination for educators. The Anglophone sector will develop and implement an annual recruitment plan within Canada and internationally, and the Francophone sector will develop and implement a Francophone marketing strategy at the provincial, national, and international levels for teaching and health professions within the education sector.
  • There are regular updates and participation in the New Brunswick Teachers' Association (NBTA) Diversity and Social Justice Committee meetings. The committee's main purpose is to identify and monitor strategic actions that support the inclusion of marginalized communities within New Brunswick's K-12 public education system.
33 Create a portrait of best practices in various school districts. Summary of best practices across Anglophone School Districts is being developed via the district and the Department of Education and Early Childhood Development collaborative of equity and anti-racism specialists.
34 Review and respond to recommendations from the Envisioning Inclusive Schools document prepared by New Brunswick Multicultural Council. Anti-Racism Office will collaborate with Education and Early Childhood Development to identify path forward.
38 Ensure culturally competent physical and mental health support for international, racialized and Indigenous students. Anti-Racism Office to further consider recommendation based on data. Further data may need to be collected.

The First Nations Working Group Addressing Anti-Indigenous Racism in New Brunswick Mental Wellness Services and Han Martin Associates are holding important conversations on the possibility of expanding curriculum to address mental wellness.
49 Make anti-racist, trauma-informed education mandatory for all citizen-facing JPS employees, including officers of the courts. The Anti-Racism Office will collaborate with Justice and Public Safety to develop and make training available to employees of the court.

Since 2024, more than 220 Justice and Public Safety (JPS) and the Office of the Attorney General (OAG) employees have participated in Cultural Safety and Awareness Training offered by the Department of Indigenous Affairs. The training covers aspects of cultural awareness that relate to the work JPS does, such as having eagle feathers in the courtroom and offering smudging in courthouses and correctional facilities. It also details other teachings and information about Indigenous Peoples in the province.
53 All postings for senior level police positions should include demonstrating competencies of understanding systemic racism and unconscious bias and this knowledge should be imperative for promotions of any kind. NB Chiefs should stay up to date and familiar with this work, and begin implementing best practices, and collectively making it a priority. The NB Association of Chiefs of Police have created an Equity, Diversity, and Inclusion (EDI) Committee to advance change in systemic racism in policing. In 2025, the first EDI Workshop was hosted by this committee. Police officers from across NB attended, including many Chiefs of Police and Deputy Chiefs of Police.

Senior leaders in the municipal/regional police forces of NB and the RCMP leadership are aware and support the development of a Systemic Racism Policing Standard in NB.
61 Remove racist terms from identified New Brunswick locations.
  • GNB developed a toponymy process in 2023 which informs decisions for place names such as natural features, roads and bridges. The current focus is on changing derogatory place names.
  • The Department of Tourism, Heritage and Culture will process future requests as they are received.
65 Create relationships and programs that will attract Indigenous youth to Bachelor of Education programs. The Anti-Racism Office will engage in further discussions to determine opportunities and a path forward on this recommendation.
68 Provide Indigenous-dedicated resources to Equal Employment Opportunity Program and other diversity initiatives at Finance and Treasury Board for attracting and retaining Indigenous employees. The Anti-Racism Office will engage in further discussions to determine opportunities and a path forward on this recommendation.
70 Improve internet access to First Nations' communities and to off-reserve Indigenous people to promote equal access to education, employment and economic development. The Anti-Racism Office will engage in further discussions to determine opportunities and a path forward on this recommendation.
72 Provide permanent funding to the Heart and Stroke Foundation for the Indigenous Health Coaching Pilot Program. The Anti-Racism Office will engage in further discussions to determine opportunities and a path forward on this recommendation.
85 Conduct a search, including the use of ground penetrating radar, at the site of the former Sussex Indian School. The Anti-Racism Office will engage in further discussions to determine opportunities and a path forward on this recommendation.
2 GNB should require organizations and businesses with which it works to also demonstrate leadership education in systemic racism. Requires action beyond the provincial government. Further conversations are required to determine how this can be addressed.
9 Increase the number of Chief Experience Officers at GNB. There should also be reported communication among these CXO's to reduce the strong inclination to work in silos. Work is underway to remove silos through the creation of the Anti-Racism Interdepartmental Committee.
11 Mandate race-based data collection in relevant GNB departments. GNB is exploring race-based data collection. For example, the Department of Post-Secondary Education, Training and Labour (PETL) acquired New Brunswick race-based data from Statistics Canada and concluded that further research is needed on this topic.
18 Hospitals to collect race-based data. The Department of Health is collaborating with First Nations communities and the New Brunswick Health & Senior Care Council (NBHSCC) to create an identifier for extracting data on First Nations individuals for health system planning. Funded by the Federal Government in 2019, the project paused during the pandemic and was rebooted in 2025.
19 Mechanism to report suspected racist behaviour. Legislation includes a number of mechanisms where complaints can be made.
  • Ombud NB has the authority to investigate complaints from current employees of the public service respecting matters that are potentially unlawful, dangerous to the public or injurious to the public interest. (Public Interest Disclosure Act – also known as whistleblower legislation)
  • Ombud NB may investigate allegations of favouritism made by unsuccessful candidates in the hiring process for appointment to the civil service (Civil Service Act).
24 Institutions that oversee training of different health professionals should incorporate anti-racism material into the curriculum. The Anti-Racism Office will encourage individuals, organizations and businesses to consider what can be done to addresses various forms of racism.

While training programs are at the discretion of each Post-Secondary Institution (PSE) and require action beyond the provincial government, there may be opportunities for the Anti-Racism Office to work with PSEs as other priorities are addressed.
31 Anti racism education for Bachelor of Education students at New Brunswick's universities.
  • The Department of Education and Early Childhood Development (EECD) conducts regular check-ins and presentations to post-secondary education institutions. In 2024-25, EECD presented to UNB's B.Ed. class. EECD also invited the Joint Economic Development Initiative (JEDI) to speak with STU B.Ed. students about equity, including antidiscrimination work in schools.
  • Under the Teacher Certification Regulation, Anglophone and Francophone teacher education coordinating committees help oversee teacher training and may advise the Minister or universities on how teacher education programs are developed, organized, and taught. The New Brunswick Standards of Practice for Teachers (Anglophone Sector) outline the knowledge, skills, values, and commitment expected of B.Ed. graduates. One focus area is Valuing Diversity, Inclusion & Equity, where teachers learn to create welcoming classrooms, understand diversity and equity, design lessons for varied needs, and acquire effective tools to support and engage all students.
46 Develop a designation (and criteria) for all sport organizations indicating theirs is a safe place for all players. Canada's national sport system has developed and endorsed the Universal Code of Conduct to prevent maltreatment in sport (UCCMS). This code highlights the importance of creating safe, positive, and inclusive environments while upholding its principles and values.

The Coaching Association of Canada provides a Safe Sport Training and guidelines which is aligned with UCCMS. In order to be in good standing in a respective sport, coaches must take this training.
47 A task force focused on dismantling systemic racism in New Brunswick policing. The Anti-Racism Office will continue to collaborate with various stakeholders such as Justice and Public Safety to identify opportunities to address all forms of racism.
50 Mandate the collection of race-based statistics by all police forces in the province, including Sheriffs, RCMP, and municipal forces, using clear guidelines and protocols, and including data on police stops/ street checks to determine rates of racial profiling. Such metrics should also be used to inform promotions, community placements, and progressive discipline within law enforcement agencies. Under the Use of Force Policing Standard, the Subject Behavior/Officer Response Form captures the race of the subject and the race of the police officer in a use of force incident.

Municipal/regional police forces in NB and the RCMP have Records Management Systems that capture information on race for all involved persons when a file is completed. NB is monitoring RCMP's pilot projects related to race-based data collection in Whitehorse, Thompson and Wood Buffalo.

The Systemic Racism Policing Standard states municipal/regional police forces and the RCMP must implement transparent data collection and public reporting on race-based policing outcomes (i.e. stops, arrests, use of force incidents).
52 Ensure board positions for First Nations and racialized persons on the NB Police Commission. General guidelines when forming an Agency, Board or Commission, GNB considers the gender and linguistic representation, as well as the cultural and geographic diversity of the potential members.
56 Provincial media should publicly publish an annual report outlining their efforts to challenge systemic racism. Requires action beyond the provincial government. The Anti-Racism Office will encourage all individuals, organization and businesses to consider what can be done to addresses various forms of racism.
59 Create a youth-focused task force for Indigenous youth living both on and off reserves. The Anti Racism Office will look into opportunities to connect with Indigenous youth.
60 Advocate for the renaming of the Saint John River to the Wolastoq Saint John River. Further conversations are required.
69 Intentionally hire Indigenous people for government service focused on Indigenous issues and concerns. Employees may self-identify as Indigenous, or they may choose not to. There are Indigenous people currently working within the Department of Indigenous Affairs (DIA), including a new branch within DIA that assists Indigenous people and communities in navigating government programs and services.
78 Address the recommendations from the Coroner’s Inquests of Rodney Levi and Chantel Moore without delay. A meeting between Indigenous and provincial leadership has brought to attention that there is more work to be done beyond this report. This includes a renewed call for an Indigenous-led public inquiry into systemic racism against Indigenous peoples in criminal justice and policing. This recommendation is undergoing additional consideration.
80 Mandate reporting by professional self-regulating bodies to share their progress on relevant Calls to Action.
81 Establish a permanent Standing Committee on Indigenous Affairs, tasked with overseeing the government's progress on the adoption of the UNDRIP. The Department of Indigenous Affairs continues to monitor initiatives related to United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) at a national level as well as caselaw emerging from courts.
86 Ensure that all DAA (Aboriginal Affairs) employees are extremely well educated on issues around Indigenous racism, colonial history, cultural appropriation, Indigenous ways of knowing and doing as well as other relevant issues. Employees at DAA, and those working on Indigenous issues in other departments, need to be held to a higher bar to ensure that their work is done in a way that adheres to binding legal documents and treaties in a manner that is respectful, as defined by Indigenous people. All Department of Indigenous Affairs (DIA), formerly called DAA (Aboriginal Affairs), employees are required to take the Indigenous Awareness Training Modules that were rolled out to Part 1 public servants in January 2024. DIA employees also participated in Blanket Exercises, and training sessions offered by Indigenous organizations such as JEDI and Mi'gmawe'l Tplu'taqnn Incorporated (MTI). All DIA employees have participated in cultural safety training.