The skilled labour shortage in the natural resource sector is a major issue in North America, particularly in the Canadian forestry sector. In the province of Quebec alone, 15 000 positions will need to be filled by 2022. At the same time, many Indigenous communities are seeking to develop employment opportunities, as they have high unemployment rates and a young and growing population. But are forestry employers creating an environment conducive to the recruitment, integration, and retention of an Indigenous workforce? We interviewed 22 directors and human resource managers from 19 forestry businesses (16 non-Indigenous and 3 Indigenous) in Quebec, with a view to answering this question. Employer narratives suggest that they have only just begun to see the potential of the Indigenous workforce and put in place diversity management practices. Partnerships between Indigenous communities and forestry businesses, development of alternative training and skill development methods, and awareness-raising among employees and employers were found to favour recruitment, integration, and retention of Indigenous workers. Conversely, according to participants, stereotypes, discrimination, lack of inclusion measures, drug and alcohol use, and lack of training reduce the potential for Indigenous people to join the forestry workforce.