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Line 21: − {| class="wikitable"+ − − − − safety in our organization. The goal is to create an environment where employees are not only − included, fully engaged, and encouraged to collaborate, but also where they feel respected,+ − − confident and motivated. Leaders must engage team members and prioritize psychological − − safety alongside operational objectives. Creating healthy and supportive spaces that will foster − − intercultural competence and tolerance, and uplifting each other are fundamental to − − psychological safety, preventing and stopping cases and instances of unacceptable conduct. − − Preventive measures include: hosting open discussions with our teams to inform on − − harassment in the workplace and advise on possible strategies to address it; participating in − − learning opportunities such as Ask Me Anything, Town Halls and Jam Sessions, and learning − − about the resources available to all members; raising awareness about the existence of − − unconscious bias; and, promoting access to centrally curated resources and processes in − − support of diversity and inclusion. − |- − |'''2. Partnering to build resilient, sustainable communities''' − |We will create and maintain workplaces, events, and workgroups that support work on − diversity and inclusion. Based on values of open-mindedness, compassion, equity, and fairness, − − these spaces will encourage members to contribute their best efforts and ideas and share their − − diverse backgrounds, authentic selves, and talents. These spaces will inspire colleagues to take − − meaningful actions towards evolving our workplaces and our communities to be connected, − − adaptable, resilient, and sustainable. − |- − |'''3. Expanding Unconscious and Conscious Bias Education.''' − |We will support ongoing learning opportunities and expand knowledge materials on − unconscious and conscious biases and objective staffing processes. We will continue to − − strongly encourage leaders and members to attend learning opportunities such as listening − − circles, Jam Sessions, and monthly Ask Me Anything events. Events such as these introduce us − − to different backgrounds and experiences and allow us to walk in another person's shoes. They − − serve as a step towards creating a psychologically safer workplace and preventative measures − − against unacceptable conduct. In a diverse, inclusive, and psychologically safe environment, − − leaders and members make better decisions for our organization and do their best work for − − Canadians. − |- − |'''4.Share Best and Previously Ineffective Practices''' − |We will share best and ineffective practices through ongoing dialogue within teams using a − library of resources, including the #AMAChallenge, Cascade conversations, Jam Sessions, and − − bi-weekly L1 Working Group Meetings on Diversity and Inclusion. We will welcome feedback − − from colleagues to update and improve the library of resources. We will share what has worked − − and what has not, which will help attain equity and fairness, and evolve our organizations' − − future. Sharing our best and previously ineffective practices is vital for ongoing annual updates − − to the Mandate Letter. − |- − |'''5. Commitment to Working Together on the Diversity and Inclusion Plan''' − |Our commitment to working together begins with fulfilling the commitments − contained in the Diversity & Inclusion Action Plan. We commit to using the − − − − Annual Performance Reviews. We're making daily commitments to consciously create − − an inclusive workplace and using resources and tools to address unconscious and − − conscious biases. By leaders and members working together on the Commitments, − − our organization will illustrate diversity and inclusion's power in decision-making and − − in encouraging Federal Public Servants to contribute their best efforts and ideas. − |}
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===<big>[[:en:images/e/e8/Mandate_letter_-_14_Feb_LR.pdf|'''Read the Mandate Letter''']]</big>===
=== <big>[[:en:images/e/e8/Mandate_letter_-_14_Feb_LR.pdf|'''Read the Mandate Letter''']]</big>===
[[File:Sign.png|left|frameless|75x75px]]
[[File:Sign.png|left|frameless|75x75px]]
=== '''<big>[https://docs.google.com/forms/d/e/1FAIpQLSfpYjlUlVjaMkfYT9gN5qjSHA-NUXBEOTkTAFYXSo8W3avrdg/viewform Sign here]</big>'''===
=== '''<big>[https://docs.google.com/forms/d/e/1FAIpQLSfpYjlUlVjaMkfYT9gN5qjSHA-NUXBEOTkTAFYXSo8W3avrdg/viewform Sign here]</big>'''===
==5 Commitments: Responsibilities to Diversity and Inclusion==
==5 Commitments: Responsibilities to Diversity and Inclusion==
[[File:5 commitments.png|border|frameless|1159x1159px]]
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|'''1. Building a respectful, accessible, diverse, psychologically safer, and inclusive workspace'''
|We are calling on all the leaders of Materiel Group to come together to establish psychological
== Companion Guide ==
Companion Guide attached to this Mandate Letter and adding relevant actions at
