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'''<big>[[Diversity and Inclusion Office|Homepage]] | [[Ask Me Anything: Courageous Conversation on Diversity, Equity and Inclusion|Ask Me Anything]] | [[Renouer avec l’identité : une conversation courageuse en l’honneur du Mois national de l’histoire autochtone|FR]]</big>'''

'''<big>[[Diversity and Inclusion Office|Homepage]] | [[Ask Me Anything: Courageous Conversation on Diversity, Equity and Inclusion|Ask Me Anything]] | [[Renouer avec l’identité : une conversation courageuse en l’honneur du Mois national de l’histoire autochtone|FR]]</big>'''

[[File:ENG September AMA Banner.jpg|center|frameless|738x738px]]

[[File:EN AMA Apr 2024 Poster.png|left|frameless|552x552px]]

<big>The International Day of Pink is designated to acknowledge the imperative of fostering safe and inclusive environments for queer communities throughout Canada. As Minister Marci len aptly stated, “2SLGBTQI+ communities throughout the country continue to face stigma and discrimination in every aspect of their lives including healthcare, safety, housing, and employment.” The International Day of Pink serves to foster awareness and inclusion for marginalised Queer communities, forging a future where everyone can embrace their authentic selves.</big>

<big>In honour of National Indigenous History Month, the Diversity & Inclusion Office recently hosted an [[National Indigenous History Month: Reconnecting with Identity|Ask Me Anything (AMA) session, focusing on the theme of “Reconnecting with Identity.”]] This courageous conversation brought together voices from the Indigenous community within the federal public service to share their experiences, challenges, and insights. Hosted by Darlene Bess and Rob Chambers. The panelist speakers were Vanessa Brousseau, Patrick Stevens and Dylon Jenkins. Here are some highlights from the discussion.</big>

<big>The AMA discussion focused on the meaning of visibility, featuring panellists Andrea Monrad, Mark Mindel, and Katherine Ip who offered valuable insights based on their lived experience. Andrea explained that “Visibility is risky; it can increase vulnerability. We all just want to be seen for ourselves, recognized for our contributions not targeted for our identities.” Andrea thus highlighted the need for champions and role models to drive positive change, emphasising the importance of intersectionality.</big>

<big>Dylan: What Does Reconnecting with Identity Mean to You?</big>

<big>Building off Andrea’s observations, Mark addressed the importance of diverse representations reflective of Canada's population within the public service sector, stating “these merits of diversity need to be represented for what exists in the Canadian population with a diverse public service.” Katherine shared personal experiences that underscored the necessity of visibility for fostering psychological safety in the workplace. Katherine Ip's powerful reflections foreground the challenges faced by marginalised individuals, as she noted the transformative power of visibility. She emphasised the role of authentic representation in empowering the next generation and creating psychologically safe workspaces.</big>

<big>"For me, reconnecting with my identity means becoming whole. When I first joined the federal government, I felt pressured to leave my indigeneity at the door. It wasn’t welcomed; it was mocked. I was asked if I would wear my headdress to meetings, and during discussions about housing, I heard comments like, ‘Why don’t we just put them back into teepees?’ I wanted to speak up and correct these misconceptions, but I stayed silent out of fear of punishment.</big>

<big>Remarking on initiatives to increase visibility and representation of the 2SLGBTQ+ community, panellists emphasised the importance of implementing legislative protection, organisational policies, and open discussions. They also suggested that to encourage respect and inclusion, we must build strong relationships, fostering communication and empowering employees to speak up. These are the hallmarks of a healthy and productive work environment. Mark highlighted the need for humility and inclusivity in workplace dialogues, while Katherine stressed the significance of representation in fostering understanding and acceptance.</big>

<big>My mother advised me not to tell everyone that I was Cree because they wouldn’t understand. This fear kept me from speaking my truth until I decided to embrace my authentic self. When I did, I stepped into my power and gave other Indigenous employees permission to do the same. Now, as a Two-Spirit Knowledge Keeper, I share all elements of my identity without hiding. I am shamelessly and unapologetically Indigenous, and this resilience has allowed me to thrive in my career for 24 years."</big>

<big>The event concluded with an open invitation from Andrea Monrad to foster inclusive dialogues within the workplace, gesturing to the importance of respectful communication and mutual understanding.</big>

<big>"First, it’s important to educate yourself. Familiarize yourself with the history, culture, and issues facing Indigenous people. Understanding the historical and ongoing effects of policies is crucial for grasping the challenges faced by Indigenous communities. Attend events and workshops hosted by Indigenous organizations with an open mind and a willingness to listen and learn. Establish relationships based on mutual respect, trust, and reciprocity.</big>

<big>The AMA International Day of Pink served to empower gender and sexual minority members of the Federal Public Service, showcasing the transformative impact of visibility and inclusion, while fostering a more equitable and accepting workforce. The panellists shared their stories in this courageous conversation and by doing so invited listeners to join together as co-conspirators for change. By amplifying marginalised voices, AMA continues to pave the way for a more inclusive future.</big>

<big>Support Indigenous initiatives and advocate for change when appropriate. Being humble is key, as is collaborating with Indigenous communities to create policies and change. By following these principles, non-Indigenous individuals can engage in respectful dialogue, learn from Indigenous knowledge, and advocate for positive change in a way that honours and supports our communities."</big>

== <big>'''Other reads from the Diversity and Inclusion Office'''</big> ==

<big>Dylan: What Measures Exist to Create Inclusive and Equitable Workplaces for Indigenous Employees?</big>

=== <big>[https://www.canada.ca/en/department-national-defence/maple-leaf/defence/2023/11/cultivating-psychological-safety-through-inclusive-leadership.html Cultivating Psychological Safety Through Inclusive Leadership - Recap of Lifting as you Lead Mentoring Circle Program]</big> ===

<big>"Indigenous people thrive in spaces where we can come together and tell our stories. However, Indigenous Circles can sometimes reflect the Reserve System, dividing and separating people. We need opportunities to come together in larger circles to hear the stories of all Indigenous employees, regardless of their roles in government.</big>

=== <big>[https://www.canada.ca/en/department-national-defence/maple-leaf/defence/2023/11/mobilising-sponsor.html Mobilising Sponsorship for an Equitable Workforce Insights from the Lifting as you Lead 2023 Program]</big> ===

<big>Inclusion means creating spaces that are not formalized and structured by departments but are instead created by Indigenous employees themselves. Diversity involves coming together and allowing Indigenous public servants to share their stories. Policies and programs should be realistic, relevant, and respectful, reflecting the lived experiences of Indigenous employees.</big>

=== <big>[https://www.canada.ca/en/department-national-defence/maple-leaf/defence/2023/10/highlights-lifting-as-you-lead-mentoring-circles-launch-event.html Highlights from the Lifting as you Lead Mentoring Circles Launch Event]</big> ===

<big>We have initiatives like the Bear Circle, provided by the Bear Clan, where people can come and share. However, these initiatives often lack funding. Different departments need a shared understanding, not just ISC and CIRNAC, so that teachings and stories are integrated throughout the government organization. Indigenous employees should be able to create their spaces without fear of punishment. It’s about care and comfort, not punishment and reward."</big>

 

<big>Vanessa: How Does Your Community Approach Healing from Intergenerational Trauma, and What Role Do Cultural Practices and Traditions Play in This Process?</big>

 

<big>"As a government organization, we’ve made some steps towards healing by having cultural days, which have had a huge impact on my life. Healing is a continuous, everyday process. It’s important for Indigenous employees to share coping skills with each other, such as the need to be in nature and connected to Mother Earth.</big>

 

<big>Respect is crucial, even if others might not always understand our practices. Open communication with managers about the support needed to feel safe in the workplace is essential, but we’re not there yet. The government needs to build trust for more openness to our traditions and ceremonies, without imposing strict timelines.</big>

 

<big>Encouraging non-Indigenous colleagues to approach Indigenous colleagues with compassion can make a big difference. The Kumik Lodge, although currently closed, was a place where elders invited both Indigenous and non-Indigenous employees to learn, grow, and heal together. More spaces like Kumik Lodge can increase understanding, trust, and create psychologically safe workplaces for difficult conversations and collective healing."</big>