Adopt a short MISA leadership statement and share it internally and externally

Establish a Métis advisory role or committee with a clear mandate and honoraria

Add a 'MISA impact check' paragraph to all major policy/decision briefs

Make MISA progress a standing quarterly agenda item for senior leadership

Approve a clear identity verification policy that bans gossip and anonymous accusations

Provide plain-language scripts for staff when identity questions arise

Create a confidential channel for identity concerns with a trained, designated lead

Develop a support protocol for Métis people targeted by identity scrutiny

Update respectful workplace policies to name lateral violence and identity policing explicitly

Offer at least one learning session on lateral violence using Métis-specific examples

Map a simple response pathway for managers (pause, document, escalate, involve Métis advisors)

Build restorative options (circles, mediation) alongside formal investigation processes

Audit current training for Métis content and remove generic 'pan-Indigenous' framing

Partner with Métis governments or organizations to co-design or recommend training

Set minimum expectations (e.g., all staff complete Métis-specific training within 12 months)

Embed reflection (team debriefs, supervision prompts) so learning translates into practice

Take a baseline snapshot of Métis representation across roles and leadership (where people choose to self-identify)

Add explicit, respectful invitations to Métis applicants in job postings

Reserve seats for Métis representatives on key committees and advisory groups

Create leadership development pathways that are accessible and actively offered to Métis staff

Review physical and virtual spaces for Métis visibility (art, language, symbols, resources)

Ensure Métis is named distinctly on forms, signage, and digital systems

Establish quick-response protocols when Métis people report feeling unsafe in a space or process

Support Métis-led circles, gatherings, or affinity spaces within the organization

Develop a style guide that uses correct Métis terminology and avoids harmful narratives

Review website and public materials to ensure Métis people are visible and accurately represented

Invite Métis staff and partners to shape how Métis stories are told (with consent and boundaries)

Build a simple review step where key communications are checked through a Métis lens

Clarify who can access information about Métis identity and for what purposes

Train staff on how to ask, record, and protect Métis identity information ethically

Prohibit sharing identity information in email chains, group chats, or informal channels

Create a process to review any breach of privacy involving Métis identity and respond transparently

Map local and regional Métis governments and organizations you should be in relationship with

Establish or renew at least one formal relationship (e.g., MOU, working agreement, or regular meeting)

Co-design at least one initiative, training, or policy change with Métis partners each year

Build feedback loops so Métis partners can safely name concerns about how the organization is engaging

Select a small set of Métis-specific indicators (e.g., representation, retention, complaints, satisfaction)

Integrate Métis-specific questions into existing staff and client surveys

Commit to an annual MISA progress summary shared with staff and Métis partners

Use feedback and data to adjust at least 2–3 policies or practices each year, and name those changes publicly