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Line 143: − 3. – Generally a relatively tepid tone towards the Department’s performance re: fostering an equitable workspace. − – It seems that there is a relatively widespread thought amongst respondents that the Department is diverse in its makeup, but falling short on issues of equity+ + + + + + + + + + − – Some respondents did make a distinction between advancements made for Indigenous employees vs. for VM employees, citing a need for greater Indigenous representation at senior levels of management.+ + + + + + + + + + + + − 4. – Fairly balanced response, I think generally as expected. If you link it to the results from Q2 it does seem like respondents don’t necessarily perceive hiring as the problem, more so retention+ − 5. – Glad to see that the mean and median skewed lower than Q3 as we do know that retention and career advancement are the larger challenges, that being said the average still did skew relatively average BUT just shy of half of respondents were non VM, which may explain a the more neutral mean.+ − +
User:Diversity & Inclusion in Action - event summary (view source)
Revision as of 10:35, 21 January 2022
, 10:35, 21 January 2022→EVENT SURVEY
SUMMARY
'''<big>SUMMARY</big>'''
The Diversity in Action 2021 Mentimeter Survey was conducted live on November 18, 2021, and moderated by Working Group member Ahmad Farhat. The survey posed a series of questions related to employee perceptions of equity and inclusion within Indigenous Services Canada. We have provided the full Mentimeter Survey results in PDF and Excel format, and invite you to review the candid and thoughtful feedback we received.
The Diversity in Action 2021 Mentimeter Survey was conducted live on November 18, 2021, and moderated by Working Group member Ahmad Farhat. The survey posed a series of questions related to employee perceptions of equity and inclusion within Indigenous Services Canada. We have provided the full Mentimeter Survey results in PDF and Excel format, and invite you to review the candid and thoughtful feedback we received.
<u>General observations by the Visible Minority Working Group analysis team</u>
<big>'''''General observations by the Visible Minority Working Group analysis team'''''</big>
'''Question 3. How does Indigenous Services Canada measure up on ensuring an equal/equitable workplace?'''
''Subgroup Observations''
- Generally a relatively tepid tone towards the Department’s performance fostering an equitable workspace.
- Many respondents noted that while the Department is diverse in its makeup, it is falling short on issues of equity
- A number of respondents made a distinction between advancement opportunities for Indigenous employees versus those offered to visible minority employees, and cited a need for greater Indigenous representation at senior levels of management.
'''Question 4. Please speak to your personal perspective on recruitment, retention and career advancement.'''
''Subgroup Observations''
- Fairly balanced response and reflect the results from question 2.
- Respondents did not necessarily perceive hiring as the problem, more so retention
'''Question 5. What actions do you see the Visible Minority Working Group taking to advance equity within our workplace?'''
''Subgroup Observations''
- The mean and median skewed lower than question 3 as we do know that retention and career advancement are the larger challenges, though it was noted that the average still skewed relatively neutral. Just shy of half of respondents were non visible minorities, which could explain that outcome
.
6. – Organizers had expected this to be one of the most straightforward questions but it unfortunately yielded mixed results.
Question 6. – Organizers had expected this to be one of the most straightforward questions but it unfortunately yielded mixed results.
– There seemed to be a misunderstanding about what the VMWG is and what they can do
– There seemed to be a misunderstanding about what the VMWG is and what they can do
