Changes

<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>

<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>

[[File:ENG UseThisOne.png|alt=|center|frameless|1073x1073px]]

[[File:ENG November 2024 AMA Banner.png|alt=|center|frameless|1073x1073px]]

== '''<big>Clerk John Hannaford Welcomes New Cohort of Lifting as you Lead Mentoring Circle Participants</big>'''  ==

== '''<big>Celebrating Military Service Past and Present – Insights from the Ask Me Anything Series</big>'''  ==

[[File:LLMCLaunch2024.png|alt=|right|frameless]]

[[File:ENG September 2024 Poster 2.png|alt=|right|frameless]]

<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 a part of Remembrance Day commemorations, the Diversity and Inclusion Office at Materiel Group, National Defence held an Ask Me Anything (AMA) session to highlight the diverse voices of our service members.</big><big>Entitled “Military and Veterans: Celebrating Service Past and Present,” panelists Major Ryan Carter, Lieutenant-Colonel Adam Emond, and Major Jangmi Mboumba-Hervé shared a lively discussion that was thoughtfully moderated by Lieutenant-Colonel Jean-François Moreau and Sailor 3rd Class Victor Wilson.</big><big>This event was an opportunity for civilians and military members alike to pose questions to a diverse panel of Canadian Armed Forces (CAF) members. Panelists and hosts spoke about service, inclusive leadership, and diversity in the CAF, illuminating aspects of life in the military service that are often under-discussed.</big>

<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.  

<big>Throughout the AMA, the speakers emphasized the importance of service as a way of contributing to one’s community. LCol Adam Emond explained that “we can each serve our community in our own way. My co-panelists and I chose to join the military, but it’s just another form of service to our community.” S3 Victor Wilson expanded on LCol Emond’s comments, sharing that he joined the military as a “profound commitment to serving humanity and to serving my country.”</big>

The program’s fourth cohort launched on September 17, 2024, marking a significant milestone in fostering mentorship, sponsorship, and inclusive leadership within organizations.</big>  

<big>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>

<big>This commitment to service is a key facet of inclusive leadership. LCol Jean-François Moreau shared that, early in his career, he sometimes made mistakes and was punished for them—until, one day, one of his leaders practiced inclusive principles by taking the time to explain why his actions were a problem and suggesting an alternative. This small act, LCol Jean-François Moreau explained, put him on a new trajectory and his career flourished from there.</big>

=== <big>Wisdom from the Clerk: A Call to Action and Advice for Career Advancement</big> ===

<big>Panelists and hosts highlighted the need for empathy, acknowledging mistakes, and embracing people in their full diversity to foster inclusion. They stressed the importance of community, self-care, and a support system. Maj Ryan Carter, a chaplain, explained, “Every chaplain needs a chaplain. Everybody needs somebody. We can’t make it alone.” Maj Jangmi Mboumba-Hervé added that overcoming imposter syndrome involves recognizing everyone’s importance and including all team members, especially those unsure of their place.</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>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>

<big>As the event concluded, building community and fostering belonging emerged as key themes. S3 Victor Wilson encouraged joining networks like the [[Lifting as you Lead Mentoring Circles Program 2024|Lifting as you Lead Mentoring Circles (LLMC) program]] to enhance your personal and professional growth.</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>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>Creating diverse, inclusive communities is essential to the future of the CAF because it drives innovation, strengthens teamwork, and ensures every individual feels valued and empowered. As LCol Adam Emond so insightfully stated, “leadership really is not just about taking space. It’s about giving space to others.” By fostering an environment where everyone can thrive, we’re not just building a better workplace—we’re shaping a better, more united world.</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>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>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>

 

<big>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.</big>

 

<big>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>

==<big>'''Recording'''</big>==

==<big>'''Recording'''</big>==

<big>{{Special:IframePage/YouTube|path=_3i6D0ke-3g}}</big>

{{Special:IframePage/YouTube|path=waxGqOVaIn4}}