When Grief and Work Don’t Align: Support for Alaska Native Employees

As we enter Native American Heritage Month, I’m sharing a perspective that isn’t often discussed at work—how we, as Alaska Native employees, experience grief and loss.

Walking in Two Worlds Can Be Challenging

When life’s biggest challenges arise, like the loss of a loved one, workplace expectations often don’t allow for the support Alaska Native employees truly need. For many of us, grief isn’t just personal—it’s a responsibility to family and community. These cultural obligations don’t always align with traditional workplace policies.

Family Ties Go Deep in Alaska Native Culture

In Alaska Native cultures, family bonds extend far beyond immediate relatives. Losing a cousin, for instance, can feel like losing a sibling. Mourning traditions don’t end after a single service; they’re layered with responsibilities that stretch over weeks, months, and sometimes even years. These extended periods allow family members to gather, grieve, and honor their loved ones through potlatches, giveaways, singing, and dancing. Such practices are crucial for both individual healing and cultural continuity.

• A cousin’s loss may feel like a sibling’s
• Community members are considered family
• Mourning isn’t just a funeral; it’s helping, gathering, grieving, singing, dancing, and supporting each other
• There are practical responsibilities, too, like digging graves, preparing food, and making or lining caskets—all while grieving

A Choice No One Should Have to Make

Early in my career, I lost my great-great-grandmother. Because I was still within my six-month orientation period, I had to ask for time off to attend her funeral in Nulato. My supervisor denied the request, citing company policy. I remember the panic I felt—not just from the sadness of her loss, but from the fear of potentially losing my job. I wondered if I’d have to choose between my career and my family responsibilities.

This experience is common for Alaska Native employees, who may face limited bereavement leave or policies that don’t fully support the way we honor family. It’s not just about missing a funeral; it’s about missing essential cultural connections and feeling unable to fulfill family obligations. I can’t tell you the number of times I had to choose when I would arrive at or leave a funeral for a loved one because I didn’t have enough time to attend all the ceremonies. Should I leave a day earlier to attend the funeral service or leave as planned to attend the potlatch? Sometimes all flights are booked, so I can only attend for one day. These decisions are especially tough when the service is in a rural community.

Balancing Business Needs with Cultural Understanding

I understand that business needs sometimes outweigh personal needs. Some roles demand consistent coverage, and employers often need reliable policies to maintain fairness and functionality. While it’s not always feasible to accommodate every time-off request, there’s a difference between rigid policies and those that allow room for flexibility, empathy, and open dialogue. With careful planning, many workplaces can balance operational needs with cultural sensitivity and support for employees.

How Employers Can Support Alaska Native Employees Through Grief

For organizations interested in supporting Alaska Native employees more effectively, here are some practical steps:

1. Redefine What Family Means in Policies
• Recognize the significance of extended family and include them in bereavement policies
• Understand that “family” in Alaska Native culture can extend beyond blood relatives
2. Provide Flexible Leave Options
• Consider offering flexible schedules or remote work options when possible
• Recognize that grieving can take time, especially for those traveling to rural areas or fulfilling community responsibilities
3. Approach With Trust and Empathy
• Avoid questioning bereavement requests; assume they come from a genuine place
• Show your employees that you respect and value their cultural practices
4. Train Leaders in Cultural Awareness
• Offer cultural sensitivity training with information specific to Alaska Native traditions
• Equip managers to respond to cultural leave requests with empathy and understanding
5. Allow for Ongoing Grief Support
• Be flexible with schedules as employees adjust after a loss and consider offering counseling resources
• Remember that grieving timelines vary widely across individuals and cultures
6. Keep the Conversation Open
• Create an environment where employees feel safe sharing their needs without fear of judgment
• Encourage managers to be open and compassionate listeners

Practical Tips for Alaska Native Employees

For Alaska Native employees balancing cultural responsibilities and workplace policies, here are a few suggestions to help communicate effectively and find support:

1. Communicate Early
• When possible, let your supervisor know about upcoming family responsibilities or events. This proactive approach allows your employer to better plan around your needs.
2. Know Your Policies
• Familiarize yourself with your company’s leave and bereavement policies so you can approach conversations from an informed perspective.
3. Suggest Alternatives
• If extended leave isn’t possible, explore options like remote work or adjusting your schedule. Showing flexibility can build goodwill.
4. Provide Context (If Comfortable)
• Sharing a bit about the cultural importance of certain events can help your employer understand why they matter. Educating others fosters empathy and understanding over time.
5. Maintain Balance and Trust
• In balancing your cultural responsibilities with workplace commitments, aim to be open and fair in requests for time off or flexibility. Approaching these conversations thoughtfully helps build trust and shows employers that supporting cultural needs doesn’t disrupt productivity.
6. Build a Support Network at Work
• Find colleagues or mentors who understand your background and can offer advice or support. Having workplace advocates can make navigating difficult conversations easier.

Why This Matters for Workplace Culture

It’s not just about policies—it’s about retaining committed employees. Companies that prioritize cultural understanding build loyalty, trust, and resilience in the workplace. Supporting Alaska Native employees through life’s toughest moments benefits everyone.

A Call for Inclusive Workplace Policies

This Native American Heritage Month, I invite workplaces to look beyond standard policies and consider whether they support both business needs and the diverse cultural needs of employees. Reviewing and revising policies with cultural understanding in mind can make a profound difference.

If your organization is interested in cultural awareness training or exploring ideas for supporting Alaska Native employees, please reach out. Together, we can create more inclusive, supportive workplaces that honor both professional and cultural responsibilities.

To my fellow Alaska Native employees: your culture, your grief, and your traditions matter. You shouldn’t have to choose between honoring them and advancing your career.