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<big>We will share best practices and lessons learned through ongoing dialogue within teams using a library of resources, including the #AMAChallenge, Cascade conversations, Jam Sessions, the Book Club and monthly L1 Working Group Meetings on Diversity and Inclusion. We will welcome feedback from colleagues to update and improve the library of resources. We will share what has worked and what has not, which will help attain equity and fairness, and evolve our organization’s future. Sharing our best and previously ineffective practices is vital for future updates to the Mandate Letter and to continue honest and transparent communication.</big>
<big>We will share best practices and lessons learned through ongoing dialogue within teams using a library of resources, including the #AMAChallenge, Cascade conversations, Jam Sessions, the Book Club and monthly L1 Working Group Meetings on Diversity and Inclusion. We will welcome feedback from colleagues to update and improve the library of resources. We will share what has worked and what has not, which will help attain equity and fairness, and evolve our organization’s future. Sharing our best and previously ineffective practices is vital for future updates to the Mandate Letter and to continue honest and transparent communication.</big>
== '''Sign the Materiel Group Culture Mandate Letter''' ==
== '''<big>Companion Guide: 9 Meaningful Actions We Can All Take</big>''' ==
<big>The Companion Guide outlines actions all members of our organization can take to improve themselves and their teams. The Guide serves as a starting point for systemic change through meaningful actions that will uphold the commitments defined in the Mandate Letter and is in alignment with Materiel Group’s Diversity and Inclusion Action Plan. Action matters at all levels, we can each contribute in the following ways:</big>
<big>'''#1 - Participate''' in regular discussions about IDEA (inclusion, diversity, equity and anti-racism). This includes regular participation in learning activities offered by Materiel Group such as the Ask Me Anything Series and Respectful Workplace Conversations. Dedicate time at regular section/team meetings to discuss what you are learning at these activities with your teams. Participate in the Lifting as you Lead Mentoring Circles Program.</big>
<big>'''#2 - Invest''' time and energy to sponsor and support racialized and under-represented employees on their journeys to leadership roles. Nominate and support their participation in the Materiel Group Executive Development Program and provide career development services (i.e. official language training).</big>
<big>'''#3 - Create''' opportunities to build relationships with systemically marginalized members of the organization, either as individuals or as groups, in ways that are meaningful to those individuals so they can see how they contribute to the success of the team.</big>
<big>'''#4 - Establish,''' maintain and promote effective mechanisms within your teams for members to feel psychologically safe to speak up about bias and discrimination without fear of reprisal, and reassure that these courageous employees are heard and their concerns acted upon. The effect of these mechanisms will be assessed at annual performance reviews.</big>
<big>'''#5 - Identify''' individual learning needs within your teams, which can span a spectrum of anti-racism, culture and inclusion issues to cultivate tailored learning and self-reflection.</big>
<big>'''#6 - Apply''' a diversity, inclusion and equity lens to all actions (i.e. staffing, creation of products and services etc.) through a Gender Based Analysis Plus (GBA Plus) and inclusion by design lens.</big>
<big>'''#7 - Encourage''' and support colleagues to get involved and share their expertise to advance the people/culture side of business in our organization. This may include taking a Micro-Assignment at the L1 level and joining the Diversity & Inclusion Working Groups being formed at the L1 and L2 levels or volunteering to be a Culture Ambassador.</big>
<big>'''#8 - Apply''' Gender-based Analysis Plus (GBA Plus) to your work. GBA Plus helps us recognize and move beyond our assumptions, uncover the realities of people’s lives, and find ways to address their needs with an inclusion-by-design approach.</big>
<big>'''#9 - Commit''' to advancing our inclusive leadership and communication skills which will help to reduce stress, foster trust, and improve team performance. This approach enables us to handle conflict with ease, make thoughtful decisions, and build stronger relationships. The outcome of this approach will create an inclusive, psychologically safer, supportive and productive environment where everyone can thrive.</big>
== '''<big>Frequently Asked Questions</big>''' ==
'''<big>1. When did the Mandate Letter for the Diversity & Inclusion initiative launch?</big>'''
<big>The Mandate Letter originally launched on February 25, 2022 at the Town Hall - Inclusion Means Everyone: Consciously Creating a Diverse & Inclusive Workplace at Materiel Group. This new Cultural Mandate Letter for 2024/2025 builds upon the 2022 letter by including a broader culture focus based on the Culture Evolution Strategy (CES) and was finalized in September 2024.</big>
'''<big>2. What is the Culture Mandate Letter?</big>'''
<big>Previously titled the Diversity and Inclusion Mandate Letter, the new Culture Mandate Letter for 2024-2025 introduces additional culture, inclusion by design and GBA Plus language to the original Mandate Letter. The letter aims to bring together all the leaders and members of the Materiel Group to advance diversity, inclusion and equity within the workplace. This Mandate Letter is created to bring us all together to take action and co-create an atmosphere of a positive workplace culture. Inclusion means everyone, always.</big>
<big>'''3. How does the Mandate Letter align with other key policy directives?'''</big>
<big>This Culture Mandate Letter accompanies the existing Call to Action on Anti-Racism, Equity and Inclusion, the 2020-21 Deputy Minister Commitments on Diversity and Inclusion, the 2021 Minister of National Defence Mandate Letter, and the Diversity and Inclusion Areas of Focus for the Public Service, published by the President of the Treasury Board to align with the Government’s Speech from the Throne and government mandate letters.</big>
'''<big>4. Do signatories have to agree to execute against all Mandate Letter commitments?</big>'''
<big>Yes, by signing the Mandate Letter, signatories pledge to uphold the commitments. From our leaders to our members, we can all do better together. We strive to be a leading example in the Federal Public Service for taking action on diversity, inclusion and belonging. When we are dedicated to diversity, inclusion and belonging it empowers us to make better decisions for our organizations and for Canadians.</big>
'''<big>5. Who created the commitments?</big>'''
<big>The Mandate Letter Commitments were co-created by the Materiel Group Diversity & Inclusion office with the support of the L1 Working Group, Department of National Defence HR-CIV and Anti-Racism Secretariat. It also aligns with key Federal reports such as Clerks Call to Action, 2021 Minister of National Defence Mandate Letter, 2020-21 Deputy Minister Commitments on Diversity and Inclusion, and Diversity and Inclusion Areas of Focus for the Public Service.</big>
<big>'''6. What are the Mandate Letter for Diversity & Inclusion commitments?'''</big>
<big>There are six commitments which include:</big>
# <big>Commitment to Working Together on the Diversity and Inclusion Action Plan</big>
# <big>Building a Respectful, Accessible, Diverse, Psychologically Safer and Inclusive Workplace</big>
# <big>Focus on Inclusion by Design Through a GBA+ Lens</big>
# <big>Expanding Knowledge and Practicing Inclusive Leadership</big>
# <big>Partnering to Build Inclusive Workplace Communities</big>
# <big>Share Best Practices and Lessons Learned</big>
'''<big>7. How is the Culture Mandate Letter different?</big>'''
<big>The Culture Mandate Letter is synchronously tied to the Materiel Group’s Civilian Diversity and Inclusion Plan but is written in a “Mandate letter” format to bring the action plan to life in a pledge/commitment letter format. Bringing the Action Plan to life through the Mandate Letter that all leaders – from our ADM to all members of our organization – helps secure the importance of this work to create transformational change. It lays out clear and concise objectives to improve psychological safety, diversity, inclusion, and equity that resonate with all leaders and members of our organization. Accompanying this Letter is a unique Companion Guide, which is a tool to help bring actions to life that focuses on action and holding leaders and members accountable.</big>
'''<big>8. Is this commitment aimed at benefiting one group?</big>'''
<big>Inclusion means everyone, always. It's impossible to be inclusive, diverse and equitable if this Mandate Letter benefits only one group. We must work together to co-create an atmosphere of belonging and equity where everyone is safe to conduct their best work internally and externally for Canadians. Uplifting and educating each other on diversity, inclusion and equity, not isolating any group or individual. We all have unconscious and conscious biases to overcome. We could all use a psychologically and physically safer workplace, where our layers are celebrated and each member of our organization can bring their authentic selves to work.</big>
'''<big>9. Are there financial contributions in the Mandate Letter for Diversity & Inclusion?</big>'''
<big>We have committed to providing the human resources required to lead this work at the L1 Level but it will take all leaders and members working together on a daily basis to strengthen psychological safety, diversity and inclusion in our organization. We request that each member take the time to read this Mandate Letter and Companion Guide and consider signing it. Measure your commitments and actions in your performance agreements. When we build this work into our daily operations, over time it bridges seamlessly into our business operations. Together, let's commit to putting the personnel resources, intellectual capital and time to the people's side of the business.</big>
'''<big>10. What does success look like and how do you measure it?</big>'''
<big>We commit to making diversity and inclusion a practice. We will measure and track its success every business quarter through our reporting to HR-Civ via our Materiel Group’s Civilian Diversity and Inclusion Action Plan.</big>
'''<big>11. How often are new commitments added to the Mandate Letter?</big>'''
<big>This Mandate Letter was created as a result of ten months of active consultation in 2021, with the L1 Diversity and Inclusion Working Group and our partnerships with HR-Civ, Anti-Racism Secretariat at National Defence and the RCMP HR Equity, Diversity and Inclusion Unit. We are committed to active consultations with our members to continually improve the Mandate Letter. Every February, we commit to reviewing the Mandate Letter for updates in synchronicity with the Materiel Group’s Civilian Diversity and Inclusion Action Plan. The Culture Plan was updated on June 10, 2024, and is in alignment with the Chief Professional Conduct and Culture - Culture Evolution Strategy.</big>
=='''<big>Sign the Materiel Group Culture Mandate Letter</big>'''==
== '''<big>Acknowledgements</big>''' ==
<big>There’s power in people coming together. Thank you to all of our collaborators who helped in the creation of this initiative:</big>
{|
|
* <big>Nina Ndombe Wa Baana</big>
* <big>Christine Bhumgara</big>
* <big>LCol Luis Carvallo</big>
* <big>Adele Dacres</big>
* <big>Kevin Fitzpatrick</big>
* <big>Sarah Francescutti</big>
* <big>Jason Furlong</big>
* <big>Stephanie Hornby</big>
* <big>Colleen Jackson</big>
* <big>Susie James</big>
* <big>Charlene Lal</big><span class="OYPEnA font-feature-liga-off font-feature-clig-off font-feature-calt-off text-decoration-none text-strikethrough-none white-space-prewrap"></span>
|
* <big>Olivia Leung</big>
* <big>Daphnée Lévesque</big>
* <big>Shilei Liu</big>
* <big>Rob Mason</big>
* <big>Murray McGibbon</big>
* <big>Samantha Moonsammy</big>
* <big>Aminata Ndiaye</big>
* <big>MWO Dawn Marie Pinkney</big>
* <big>Juan Posada</big>
* <big>LCdr Adam Rees</big>
|
* <big>Lyrique Richards</big>
* <big>Ovidiu Schiopu</big>
* <big>Rowan Sewell</big>
* <big>Capt Frankie Shum</big>
* <big>Hui Wei</big>
|}
<big>Thank you to all members of the Defence Team, particularly the Materiel Group’s Senior Leadership Team, L1 Diversity & Inclusion Working Group, Chief Professional Conduct and Culture (CPCC), the Anti-Racism Secretariat, and Culture Ambassadors, all contributors who helped inform program design.</big>
<big>For more information about the Diversity and Inclusion Mandate Letter, contact the Materiel Group’s Diversity and Inclusion Office at National Defence:</big>
[Mailto:DiversityandInclusion-Diversiteetinclusion@forces.gc.ca <big>DiversityandInclusion-Diversiteetinclusion@forces.gc.ca</big>]
