1. TESTIMONIALS FROM EXTERNAL ORGANIZATIONS
External Relations
“Deborah Green repeatedly flewto Winnipeg and offered ourAboriginalEngineering studentsin the Engineering Access
ProgramatUniversityof Manitoba themuch needed information of how to enterthe large and intimidating employment
sector of Shell Canada.Asan AboriginalrepresentativefromShell,Deborah helped thestudentsto feel and knowthat
they would be valued by Shell. Notonly did shepresent information butliterally guided our studentsthrough the
arduousand complicated application processevery step of theway. From Calgary,sheremained devoted to ourstudents
until they completed their application processand even remained connected to the studentsoncethey were hired by
Shell. I found herto be dedicated and trustworthy forthelong haulof our students’success. Thankyou Deborah!”
Kristen Olson
Aboriginal Student Advisor
Engineering Access Program
University of Manitoba
“I am writing this testimonialon behalf of Deborah Green,who I haveknown and worked with foroverseventeen
years. Her role as a Senior Diversity Recruiter is crucial, especially in theAboriginalcommunity. Sheis a superiorrole
modelas a professionalAboriginalwomen who worksand promotesthesuccessof Shell. Through heractivities she
attractsotherprofessionalpeopleto yourteam. Deborah hasthecapability to give adviceand supportto individualwho
only believe that this could be a dream. Shehasproved thatis nota dream,butreality if you believe in yourself.
Her presence when attending networking events,conferencesand careerfairsbenefitsShell asshe buildstrust and
fostersrelationships. Deborah isa vital teammember and wewelcome the opportunity to continueworking withher.”
Janice Larocque
CEO
Spirit Staffing & Consulting
When we speakof partnershipswithin the Indigenouscommunity,weoften hear,“It’sallaboutrelationship building”
and “it mustbe authentic.”Inclusiveof bothof these hallmarks,Deborah Green hasbeen instrumentalin building a
strong effectivepartnership between theLYNXAboriginalStudentCareerand EmploymentProgramattheUniversityof
Calgary and Shell Canada.In supporting thesuccessof Aboriginalpost-secondary studentsand alumni,Deborah Green
hasled her team: To hostengaging and culturally relevantAboriginalstudentcareerinformation luncheons;to support
the LYNXAboriginalStudentCareerand EmploymentProgramforseven yearsand to supporttheAnnual Graduation
Banquetand Pow-wowin Juneforeight years.
Jennifer Ksionzena
LYNX Project Coordinator
University of Calgary - Native Centre

2. “I havepersonally seen a significantimpactat Shell Canada’sdiversity and inclusion practicesdueto Deborah Green’s
efforts.Overthepastyear and a half of working together,shehascontributed significantly to increasing the
representation of personswithdisabilities and championing inclusion atall levels of the organization.Ibelieve that
Deborah’sAboriginaldescentisa greatvalue forher role in particular.Being a memberof an underrepresented group
herself,Deborah hasa strong knowledgeof theissuesfacing AboriginalPeoplesin theworkplace,allowing her to
understand similarissuesfacing peoplewith disabilities. Her Aboriginalbackground also providesa uniqueinsightand
perspectiveto solving problems.Deborah also hasa strong affinity and connection to theAboriginalcommunity,which
as a diversity recruiter, provideshersignificant credibility when going outto build trust and relationshipswiththe
community.Beyond diversity,Deborah understandstheimportanceof moving fromdiversity to trueinclusion,which will
benefitShell and its employees.Prospect’srelationship with Deborah hasbeen really strong dueto her accountability
and reliability throughoutourrelationship.Welookforward to continuing to workwith Deborah closely.
I believe thathaving separatediversityrecruiters is a very strong benefitto Shell’s Diversity and Inclusion strategy.In
fact,I havenoticed that Deborah and othershavetaken it upon themselvesto champion D&Inotonly in therecruitment
space,butin other areasof the organization aswell.I believe it would be beneficial forShell to actually expand the
diversityrecruiter’s roles to formally introduceotheraspectsof D&I forother businessunits(training,managing ERGs,
communications,etc).Frommy experience,Deborah’spassion fordiversity,herwillingnessto champion effortsbeyond
her job description and her Aboriginalbackground allcontributeto her effectivenessto increase diverserepresentation at
Shell. “
Daniel Pisterzi
Workforce Consultant
Prospect
“Please acceptthis letter asmy formalcontribution to providefeedback asto ourworkrelated to the Shell Aboriginal
recruiters and SAIT.The respective employeesareDeborah Greene and MarkShilliday.
Upon my arrival to this position approximately a yearand a half ago,Ihavebeen privileged to meet many wonderful
companiesand representativesalong my path.Nonehavebeen asinvolves d and committed asyourtwo
employees,Deborah and Mark.
Each time we havecalled upon themto supportourendeavorsthey havealwayscomecommitted and enthusiastic.Some
of the workthey havedonewith us in the pastincluded recruitment,campusIndigenousawarenessopportunitiesand
studentsupport.Whetheritwasour recent collaboration on oursecond annualNativeAwarenessWeekhereon campus,
or the Shell sponsored Open Housewithover130 Treaty Seven youth,Markand Deborah havealwaysprovided
professionalengagementalongsidetheirpersonalstoriesto motivateand encouragethestudentsweworkwith.We
proudly considerthema partof ourteamhere at the Lodge.
Withoutpeople like Deborah and Mark,ourIndigenousstudentsand prospectivestudents,would nothaverolemodelsto
connectwith on an Indigenousbasis.Thisvalueof “connection”is thegreatestmarketing tool thatwe baseourpractices
on here at ChinookLodge,and therecruitmentopportunitieswehavecollaborated on havedemonstrated thatsuccess.
OurIndigenousstudentsincreaseon campus annually and weacknowledgepartnerslikeDeborah and Markin that
success.We look forward to continuing ourfantasticworking relationship with yourstaff and to increasethat
participation each year.“
Angela Grier
Chinook Lodge Coordinator
SAIT

3. Overthe pastseveral yearsdueto Shell’s Diversity RecruitmentStrategy’sand employeeslikeDeborah Green:
 AboriginalStudentsfromSAIThavebeen identified and broughtinto Shell forpracticumsand employment.
 Shells identifying and employing of aboriginalstudentsfromSAITnotonly providesemploymentto studentsbut
also demonstratesto thecommunitythatsuccessis availableto Aboriginalpeoplewithin Shells corporate
culture.
 This in turn hasa positiveimpacton the value,expectationsand outcomesaboriginalfamiliesputon younger
generationseducationsand training.
 Shell hasdemonstrated witheducation thereis opportunity forAboriginalpeopleto succeed within its corporate
culture.
 Deborah Green hason many occasion cometo SAITand spoketo groupsof currentAboriginal students, inspiring
themthat being a woman and aboriginalisnota barrier.
 Shells reputation as an innovatorand equalopportunity employerhascertainly been enhanced through Shells
actionsand Deborah’sspeaking timeatSAIT.
 With SAIT’saboriginalprogramshaving an ongoing relationship in placewith Shell through Deborah Green,SAIT
alwaysinsuresShell is given first priorityin Aboriginalstudentselection. Providing Shell an opportunityto recruit
ourbest talent.
We at SAITare very gratefulto Shell and Deborah Green for yourcontinued supportof AboriginalprogramsSAIT. Aswell
we are inspired by Shells modeling of a DiversityRecruitment Strategy that is genuine.
W.Tyler Belgrave B.A
Program Coordinator
Oil & Gas Production Accounting and Land Administration
MacPhail School of Energy
SAIT Polytechnic
“I havehad the privilege of working withDeborah at Shell Canada Limited,through Indspire’s Soaring:IndigenousYouth
Career Conferences thatareheld nationally acrossCanada &the Building Brighter Futures:Bursaries,Scholarshipsand
Awards program.
It is so importantto haveDeborah attend theSoaring career conferenceson behalf of Shell Canada Limited. Deborah is
seen asan Indigenousrolemodeland during thetradeshow attheSoaring career conferencesshehasthe opportunity to
interact withthe Indigenoushigh schoolstudentsto answertheirquestionsaboutcareersatShell. It is also to motivate
and encouragethehigh schoolIndigenousstudentsto thinkaboutcareeropportunitiesand whathigh schoolcourses
they should focuson beforegraduation.
Deborah hasalso taken a lead on reaching outto Shell’s scholarship recipientsthatthey havefunded through Indspire
overthe years.Building thoserelationshipswiththe studentrecipientsis extremely vital and with Shell’s supportit is
enabling the Indigenousstudentsto completetheirpost-secondary education and moveinto theCanadian workforce.
I lookforward to continuing to workwith Deborah in theyears to follow.”
Ken A. Montour Jr., B.A.
DevelopmentAssociate,Corporate Partnerships
Indspire

4. Deborah understandstheimportanceof designing strategic recruiting efforts.Shealso hasa good grasp of student
diversityand howto customizestrategicrecruitment effortsfordifferentstudentand labourmarketsegments.
Aboriginaldiversityis rich and complex.Deborah recognizesand respectsthisdiversity and is ableto connectwith
aboriginalpeoplefromall areasof Canada. Sheis a greatambassadorforShell.
The council is going ‘deeper’with employerpartnersto create customized recruitmentstrategies. This may be difficult
forShell in this economicclimate butit something thecompany can plan forasthe economy improvesinto 2017. There
are two areaswe could do moreworkwith Shell. The first is understanding thecurrentaboriginalworkforcewitha focus
on employeeengagement.Whatare the key drivers? Whatdo aboriginalpeoplesay abouttheirworkforce,theirteams
and their future? How can these insightshelp shapeyourproductivity strategiesand futurerecruitmentefforts. The
second area is to measurethe qualityand efficacy of yourpartnership and community relations.Thisexercisecan gather
inputfromyourexternalcommunitypartnersand internally fromkey managers. Thisexercise can help shapefuture
employment,procurement,CSRand partnership strategies.
I see valuein having diversityembedded in all recruiters and I supportspecialindigenousrecruiting efforts. Too many
companieshavefailed in their recruitment advertising,branding,interviewing and onboarding. Investing some
specialized strategiesto simply good businesssenseand is really no differentthan investing in specialist forthe Asian or
Latin markets.
KELLY J LENDSAY, MBA BSPE CAFM ICD.D
President & CEO
Aboriginal Human Resource Council | Kocihta Charity
I’vehad the pleasureof working withDeborah in her capacity as SeniorDiversity Recruiter for Shell Canada.Shehasan
exceptionalcommitmentto her workrecruiting Aboriginalpeoplesto join the Shell workforce.Thisapproach isunique
among employersand hasshown to havean impactasit relates to the hiring and promotion of Aboriginalpeoples.
Many employerstakea passiveapproach to hiring Aboriginalpeoples – having peopleapply through theirwebsite.This
passiveapproach hasconsistently shown itdoesnotproducethe desired results, fora variety of reasons.Shell,through
Deborah’sefforts,hastaken a moredirect,high touch approach by actively reaching outto Aboriginalcommunitiesto
notonly identify talent,butto help brand Shell asa destination employerforthis community.
Michael Bach, CCDP/AP
Chief ExecutiveOfficer|Chef de ladirection
Canadian Centre for Diversity and Inclusion