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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.+ − 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+ − – A key takeaway here would be to spend some time defining the VMWG and the scope of the work we can do+ − – I think we should visit why this question yielded such mixed results, i.e. was it an issue of understanding the VMWG or was it more attributed to way the question was structured+ + + + + + + + + − – That being said, responses that seemed more within the scope of what the VMWG can do did seemed to center on respondents did seem to center on training supervisors/senior managers Line 164:
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User:Diversity & Inclusion in Action - event summary (view source)
Revision as of 12:03, 21 January 2022
, 12:03, 21 January 2022no edit summary
[[File:Final_Report_banner_new.jpg|alt=|frameless|1090x1090px]]
[[File:Final Report banner new.jpg|frameless|1090x1090px|Diversity and Inclusion in Action Final Report|alt=|left]]
== EVENT OVERVIEW ==
== EVENT OVERVIEW ==
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
.
'''Question 6. What do you think management should do to promote retention of diverse employees?'''
''Subgroup Observations''
- This question yielded mixed results as many answers unsure how to answer
- Responses identified the need for the greater clarity and communication on the mandate and mission statement of the Visible Minority Working Group
- The subgroup also considered that there may have been an issue in the way the question was structured and that lead to confusion
- Responses that fell with the Working Group's scope of work focused on hiring and retention and training for supervisors and senior managers
[[File:Next steps 4.png|center|frameless|1060x1060px]]
[[File:Next steps 4.png|center|frameless|1060x1060px]]
In 2022, Working Group members are particularly focused on the development of a unique mentorship tool designed to remove barriers to career development supports. Members are also conducting an employee engagement survey to gain an understanding of the priorities for visible minority employees in Indigenous Services Canada and set priorities into the future.
In 2022, Working Group members are particularly focused on the development of a unique mentorship tool designed to remove barriers to career development supports. Members are also conducting an employee engagement survey to gain an understanding of the priorities for visible minority employees in Indigenous Services Canada and set priorities into the future.
