Industrial-Organizational (I-O) psychology is a rigorous applied discipline that has historically grown and adapted to meet the societal needs of the times. In 2015, Canada's Truth and Reconciliation Commission released its report, the fourth volume of which supplied the momentum and political will to begin a process of healing between the nation-state and the country's Indigenous Peoples. While we are making progress in health, education, criminal justice, mental health services, social work, and many other disciplines, record high unemployment and poverty are left untouched. In this article, we (a) review the historical context that positions I-O to contribute to reconciliation efforts, (b) organize a sample of the scholarly literature on Indigenous employment, (c) make recommendations for future research to benefit Indigenous and non-Indigenous organizations, employees, work life, and reconciliation, and (d) propose conceptual, behavioral, and methodological modifications for I-O practitioners to (a) conduct research in line with Indigenous standards for ethical and competent research and (b) create a more welcoming and equitable space for upand-coming Indigenous researchers in I-O.
Public Significance StatementDespite the dire need and national agendas to support Indigenous employment, research lacks in amount, topical coverage, and theoretical development. Research across Canada, New Zealand, the U.S., and Australia, shows that culture consistently influences Indigenous employers' and employees' workrelated experiences and decision-making, and that employment barriers are numerous. Our findings are relevant to Indigenous leaders concerned about employment and researchers in industrial-organizational psychology and business interested in contributing to reconciliation.