Line 163: |
Line 163: |
| ''Subgroup Observations'' | | ''Subgroup Observations'' |
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− | - Generally a relatively tepid tone towards the Department’s performance fostering an equitable workspace | + | - Generally a relatively tepid tone towards the Department’s performance in fostering an equitable workspace |
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− | - Many respondents noted that while the Department is diverse in its makeup, it is falling short on issues of equity | + | - Many respondents noted that while the Department is diverse in its makeup, it is falling short on issues of equity |
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− | - 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. | + | - A number of respondents made a distinction between advancement opportunities for Indigenous employees versus those offered to visible minorities, and cited a need for greater Indigenous representation at senior levels of management. |
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Line 174: |
Line 174: |
| ''Subgroup Observations'' | | ''Subgroup Observations'' |
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− | - Fairly balanced response and reflect the results from question 2 | + | - Fairly balanced response that reflects the results from question 2 |
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| - Respondents did not necessarily perceive hiring as the problem, more so retention. | | - Respondents did not necessarily perceive hiring as the problem, more so retention. |
Line 191: |
Line 191: |
| ''Subgroup Observations'' | | ''Subgroup Observations'' |
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− | - This question yielded mixed results as many answers unsure how to answer | + | - This question yielded mixed results as many respondents were unsure how to answer |
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| - Responses identified the need for the greater clarity and communication on the mandate and mission statement of the Visible Minority Working Group | | - Responses identified the need for the greater clarity and communication on the mandate and mission statement of the Visible Minority Working Group |
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− | - The subgroup also considered that there may have been an issue in the way the question was structured and that lead to confusion | + | - The subgroup also considered that the way the question was worded may have lead to confusion |
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− | - Responses that fell with the Working Group's scope of work focused on hiring and retention and training for supervisors and senior managers. | + | - Responses that fell within the Working Group's scope of work focused on hiring, retention of visible minorities and training for supervisors and senior managers. |
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