Clerk John Hannaford Welcomes New Cohort of Lifting as you Lead Mentoring Circles Participants

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Clerk John Hannaford Welcomes New Cohort of Lifting as you Lead Mentoring Circle Participants

A healthy, thriving culture of excellence is characterized by everyone feeling heard, acknowledged, and having a strong sense of belonging, with opportunities for advancement in a psychologically safe environment. Creating this culture requires collective effort.

This collective effort to build community through the power of people is taking place in the Lifting as you Lead Mentoring Circles (LLMC) program. LLMC is nurturing a new generation of leaders who will champion diversity and inclusion at all levels. Organized annually by the Diversity and Inclusion Office, Materiel Group, National Defence, this 10-week program is the largest group mentoring initiative for members of the Defence Team and Federal Public Service. The program’s fourth cohort launched on September 17, 2024, marking a significant milestone in fostering mentorship, sponsorship, and inclusive leadership within organizations.

LLMC’s launch event included all 1,100 participants from across 60 organizations and opening remarks by John Hannaford, Clerk of the Privy Council and Secretary to the Cabinet of Canada. Hannaford who emphasized the importance of mentorship in shaping future leaders. The event also featured conversations with Masterclass Teachers Richard Sharpe and Gérard Étienne.

Wisdom from the Clerk: A Call to Action and Advice for Career Advancement

Building on previous leadership’s foundation, the launch event emphasized a renewed call to action. Clerk John Hannaford stressed the need for a more detailed approach to mentorship and sponsorship. The goal is to set a vision and ensure its realization by having departments address gaps between their current realities and envisioned goals.  The Clerk highlighted the importance of cultural transformation, focusing on creating a safe, valued, and inclusive environment. This approach aligns with the core values of our organizations, ensuring all team members feel welcome and empowered to make a difference.

Clerk Hannaford also emphasized the importance of interpersonal skills and relationships for career advancement. Reflecting on his 30-year career, he noted that early relationships were invaluable, enriching his professional experience and facilitating collaboration. Highlighting the diversity of expertise in the public service, Clerk Hannaford advised that leveraging the knowledge and experience of colleagues from all levels is crucial to effective leadership. He further acknowledged the benefits of both formal and informal mentoring, encouraging individuals to seek learning opportunities and build meaningful connections. In actively engaging in the LLMC program, participants are creating opportunities for connection, mentoring, and networking that will serve them for the rest of their careers.

Insights from Richard Sharpe

Richard Sharpe discussed his upcoming Masterclass on values and ethics in human rights work, focusing on diversity and inclusion within the Federal Public Service. He highlighted ongoing issues like racism, ableism, and sexism, stressing the need for continuous learning and engagement to address these challenges.

Sharpe acknowledged the fatigue around workplace human rights discussions but emphasized making these conversations accessible and engaging, using popular culture references to keep them lively. He also highlighted the mental health impacts of discrimination and the importance of maintaining humanity and respect.

Sharpe underscored the need for systemic change, noting that individual efforts are insufficient to tackle deep-rooted issues of racism and discrimination. He expressed excitement about contributing to structural changes for a more equitable public service.

Insights from Gérard Étienne

Gérard Étienne critically evaluated the Federal Public Service’s staffing regime, highlighting significant disparities for individuals with disabilities, Indigenous peoples, visible minorities, and particularly Black employees. Despite efforts over the past 40 years, true representation and equity have not been achieved. The 2022/2023 employment equity plan shows that while white women have seen progress, other groups have not, with low hiring and promotion rates for Indigenous and racialized individuals, and stark barriers for Black employees at higher executive levels.

Étienne emphasized the importance of sponsorship in overcoming these barriers. He encouraged managers and aspiring leaders to foster an inclusive environment and leverage programs like LLMC to support underrepresented groups. He stressed the importance of making a difference within one’s circle of influence to create a better world.

Looking Ahead

The LLMC program is entering a new phase with a strong commitment to mentorship, sponsorship, leadership, and ethical values. The fourth cohort aims to build on past successes to create a more inclusive and effective public service.

The program benefits both employees and management by fostering a culture where everyone feels heard, valued, and safe. By leveraging community and collective effort, LLMC helps create a thriving public service environment where all members can reach their full potential.