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Clerk John Hannaford Welcomes New Cohort of Lifting as you Lead Mentoring Circles Participants (view source)
Revision as of 18:13, 28 November 2024
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<big>[[Diversity and Inclusion Office|Homepage]] | [[Book Club]] | [[Planter les graines de l'avenir : Conversation avec le leader d’opinion autochtone Bob Joseph|FR]]</big>
<big>[[Diversity and Inclusion Office|Homepage]] | [[Lifting as you Lead Mentoring Circles Program 2024|LLMC 2024]] | [[Le greffier John Hannaford accueille une nouvelle cohorte de participants de Diriger en élevant les autres : Programme des cercles de mentorat|FR]]</big>
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== '''<big>Planting the Seeds of the Future: A Conversation with Indigenous Thought Leader Bob Joseph</big>''' ==
== '''<big>Clerk John Hannaford Welcomes New Cohort of Lifting as you Lead Mentoring Circle Participants</big>''' ==
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<big>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.</big>
<big>As part of the programming around the National Day for Truth and Reconciliation, the Diversity and Inclusion Office (DIO) of the Materiel Group at National Defence hosted a conversation with Indigenous thought leader Bob Joseph.</big>
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.
<big>The event took the form of a Q&A session and was thoughtfully moderated by the hosts, Samantha Moonsammy and Major-General Rob Dundon.</big>
=== <big>Wisdom from the Clerk: A Call to Action and Advice for Career Advancement</big> ===
<big>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.</big>
=== <big>Land Acknowledgements and the Public Service</big> ===
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.
<big>After the opening remarks and a land acknowledgement from the hosts, Bob Joseph began by commenting on the long relationship between Indigenous peoples and the Canadian Armed Forces. He explained that land acknowledgements have their genesis in the Royal Proclamation issued by King George III on October 7, 1763, which was the first acknowledgement of Aboriginal title by the Crown.</big>
=== <big>Insights from Richard Sharpe</big> ===
<big>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.</big>
<big>Bob shared that opening events with land acknowledgements in the Defence Team is important because it recognizes the historical relationship between the Canadian government and Indigenous nations and helps keep these relationships alive in the present. He said that by beginning with these remarks, the public service is doing “what King George III did, recognizing the Nations and that [they] owned the land.”</big>
<big>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.</big>
<big>But land acknowledgements are not the only step public servants can take towards reconciliation. Events like this one, Bob explained, are also necessary. He pointed out that the [https://www.rcaanc-cirnac.gc.ca/eng/1524504124015/1557514077713 Truth and Reconciliation Commission’s 57th Call to Action] specifically calls public servants across Canada to learn Indigenous histories and present realities, and that by attending this event, the 270+ public servants in attendance were helping to answer that call.</big>
<big>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.</big>
=== <big>Language & Education</big> ===
===<big>Insights from Gérard Étienne</big>===
<big>Responding to a question, Bob then explained the best way to use the appropriate language when talking about Indigenous people and nations: through research! Bob shared a history of the terms used by and about Indigenous groups. Since there are so many different nations, the best thing anyone can do to ensure the use of proper language is to research each group to determine what words they use to refer to themselves—and then use that language. This small step of doing a little research ahead of time will go a long way in the use of appropriate language and building strong relationships.</big>
<big>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.</big>
<big>Finally, Bob closed the session by reemphasizing the importance of learning about the past to be able to build better, more inclusive futures. Education was one of his primary goals when writing his bestselling non-fiction book 21 Things You May Not Know about the Indian Act, and it is something he aims to do with his next book, which will be on Indigenous self-governance.</big>
<big>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.</big>
=== 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.
==<big>'''Recording'''</big>==
==<big>'''Recording'''</big>==
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