2022-11-30T00:19:11Z

Meredith.richmond: /* Speakers List and EDI Network Database / Liste des conférenciers et base de données du réseau de l'EDI */

[[File:Skin-tones-pride-black-bg.png|thumb|419x419px]]
The Government of Canada (GC) Panel Pledge aims to increase the representation and inclusion of:

* '''Indigenous Employees'''
* '''Black Employees'''
* '''Racialized Employees'''
* '''Disabled Employees'''
* '''2SLGBTQIA+ Employees'''
* '''Religious Minorities'''
* '''Women'''

In all GC events at the local, regional and national level.

The Panel Pledge is a commitment taken by public sector employees to affirm their commitment to Reconciliation, diversity, inclusivity, Anti-Racism and anti-discrimination. Upholders of the Panel Pledge will ensure by their participation that they only support events whose panelists and moderators are representative of the true diversity of Canada. The Panel Pledge aims to promote the representation of systemically marginalized and underrepresented groups in response to the [https://www.canada.ca/en/privy-council/corporate/clerk/call-to-action-anti-racism-equity-inclusion-federal-public-service.html Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion] and in support of the areas of focus of [https://www.canada.ca/en/privy-council/topics/blueprint-2020-public-service-renewal.html Beyond 2020] and the [https://www.canada.ca/en/privy-council/programs/appointments/governor-council-appointments/performance-management/dm-commitments.html 2020/2021 Deputy Minister Commitments on Diversity and Inclusion]

== '''l’Engagement GC relatif aux panels''' ==
L'engagement du panel du gouvernement du Canada (GC) vise à augmenter la représentation et l'inclusion des:
* '''Employés autochtones'''
* '''Employés noirs'''
* '''Employés racialisés'''
* '''Employés handicapés'''
* '''2SLGBTQIA+ employés'''
* '''Minorités religieuses'''
* '''Femmes'''

Dans tous les événements du GC au niveau local, régional et national.

Le Panel Pledge est un engagement pris par les employés du secteur public pour affirmer leur engagement envers la diversité, l'inclusion, l'antiracisme et l'anti-discrimination. Les signataires du Serment des panélistes s'assureront par leur participation qu'ils ne soutiennent que des événements dont les panélistes et les modérateurs sont représentatifs de la véritable diversité du Canada. L'engagement des panélistes vise à promouvoir la représentation des groupes systématiquement marginalisés et sous-représentés en réponse [https://www.canada.ca/fr/conseil-prive/organisation/greffier/appel-action-faveur-lutte-contre-racisme-equite-inclusion-fonction-publique-federale.html à l'appel à l'action du greffier sur l'antiracisme, l'équité et l'inclusion et en soutien aux domaines d'intérê]t [https://www.canada.ca/fr/conseil-prive/sujets/objectif-2020-renouvellement-fonction-publique.html d'Au-delà de 2020] et [https://www.canada.ca/fr/conseil-prive/programmes/nominations/nominations-gouverneur-conseil/gestion-de-la-performance/engagements-des-sm.html des engagements des sous-ministres de 2020/2021 sur la diversité et l'inclusion.]

='''History'''=
The [[Panel_Pledge]] was adapted from work done by three Australian organizations, in effort of increasing gender parity on panels. Launched at Shared Services Canada in 2019, the initial GC Panel Pledge required pledges to commit to not speaking on male-only panels. Those who took the panel pledge also committed to advocating for women’s representation on panels by asking the following questions:

# Are there women, or equal numbers of men and women, participating in the panel?
# What is the event organizer doing to ensure gender diversity at their event?
# Will the organizers commit to reaching out to additional resources to attain gender balance on their panel and at their event?

Taking the '''#GCPanelPledge''' represented a commitment to advancing the profile of women across the GoC - both in and out of the STEM space. For more information please see: [[Panel Pledge/About the pledge|https://wiki.gccollab.ca/Panel_Pledge/About_the_pledge]]

== '''Histoire''' ==
Le Panel_Pledge a été adapté du travail effectué par trois organisations australiennes, dans le but d'accroître la parité hommes-femmes dans les panels. Lancé à Services partagés Canada en 2019, le Panel_Pledge initial du GC exigeait que les personnes s'engagent à ne pas prendre la parole dans des panels réservés aux hommes. Ceux qui ont pris l'engagement sur les panels se sont également engagés à plaider pour la représentation des femmes dans les panels en posant les questions suivantes:

# Y a-t-il des femmes, ou un nombre égal d'hommes et de femmes, qui participent au panel ?
# Que fait l'organisateur de l'événement pour assurer la diversité des genres lors de son événement ?
# Les organisateurs s'engagent-ils à faire appel à des ressources supplémentaires pour atteindre l'équilibre entre les sexes dans leur panel et lors de leur événement ?

En prenant l'engagement '''#GCPanelPledge''', les participants se sont engagés à faire progresser le profil des femmes dans l'ensemble du GdC, que ce soit dans le domaine des STIM ou en dehors. Pour plus d'informations, veuillez consulter: <nowiki>https://wiki.gccollab.ca/Panel_Pledge/About_the_pledge</nowiki>

='''Amending the Pledge to Promote Inclusivity, Diversity and Anti-Racism'''=
[[File:Panel Pledge.jpg|thumb|237x237px]]
In taking the Panel Pledge, pledges demonstrate committed action to promoting inclusivity for underrepresented groups, such as Indigenous Employees, Black Employees and Racialized Employees, 2SLGBTQQIA+ Employees, Persons with a Disability, Women and Religious Minorities in all GC events while combatting all forms of discrimination and amplifying the voices of systemically marginalized persons globally.

In taking the #'''GCPanelPledge''', one commits to:

* Requesting confirmation of other panelists and moderators and reserving the right to decline participation in events where Indigenous Employees, Black Employees and Racialized Employees, 2SLGBTQIA+ Employees, Persons with a Disability, Religious Minorities and Women are excluded
* Ensuring that on a panel of three people, two panelists are from underrepresented groups. On a panel of four people, three panelists should be from underrepresented groups etc.
* Refusing to participate in homogenous panels. If they do choose to participate, they commit to noting the lack of balance on the panel and highlighting the Panel Pledge to the event organizers and during the event as well.
* Asking event organizers what specific actions they are taking to ensure diversity at their events
* Offering names of people from underrepresented groups both from withing your network and outside of it.
* Promoting employment equity, diversity, inclusivity, equality and Anti-Racism in their own organizations.

== '''Modifier l'engagement pour promouvoir l'inclusivité, la diversité et l'antiracisme''' ==
En prenant le Panel Pledge, on s'engage à promouvoir l'inclusion des groupes sous-représentés, tels que les employés autochtones, les employés noirs et les employés racisés, les employés 2SLGBTQQIA+, les personnes handicapées, les femmes et les minorités religieuses dans tous les événements du GC, tout en combattant toutes les formes de discrimination et en amplifiant les voix des personnes systématiquement marginalisées dans le monde.
[[File:Panel Pledge Logo French.jpg|thumb|229x229px]]
En prenant l'engagement '''#GCPanelPledge,''' on s'engage à:

* Demander la confirmation des autres panélistes et modérateurs et se réserver le droit de refuser de participer à des événements où les employés indigènes, les employés noirs et les employés racisés, les employés 2SLGBTQIA+, les personnes handicapées, les minorités religieuses et les femmes sont exclus.
* S'assurer que sur un panel de trois personnes, deux panélistes sont issus de groupes sous-représentés. Sur un panel de quatre personnes, trois panélistes doivent être issus de groupes sous-représentés, etc.
* Refuser de participer à des panels homogènes. S'ils choisissent de participer, ils s'engagent à noter le manque d'équilibre dans le panel et à mettre en avant l'engagement du panel auprès des organisateurs de l'événement, ainsi que pendant l'événement.
* Demander aux organisateurs d'événements quelles sont les mesures spécifiques qu'ils prennent pour garantir la diversité lors de leurs événements.
* Proposer des noms de personnes issues de groupes sous-représentés, qu'elles fassent partie de votre réseau ou non.
* Promouvoir l'équité en matière d'emploi, la diversité, l'inclusivité, l'égalité et l'antiracisme dans leur propre organisation.

='''Important Considerations:'''=
'''Panelists''': Every event is different, and one may need to consider the makeup of the event and who is participating. Roles to consider may include panelists, moderators, other participants and event organizers. All of these roles should be considered the same in importance when considering being a panelist and upholding the Panel Pledge.

'''Privilege:''' Society gives privileges to individuals who are white, able-bodied and who are cisgender as the standard. Even within systemically marginalized communities, individuals who are closer to the standard are the ones who typically receive platforms for events. For example, white passing racialized people are sometimes given platforms over other racialized people. Similarly, disabled people with invisible disabilities are sometimes given platforms over disabled people with visible disabilities. Efforts should be made to provide platforms to people who have historically been least likely to be afforded speaking opportunities which are individuals who are furthest away from the above standard.

'''Tokenism:''' Panelists do not want to be viewed as tokens or check marks. Event organizers should ensure there is real diversity in their events. Multiple panelists must be from diverse groups to ensure there is real representation and their event doesn't only have one token participant from an underrepresented group.

'''Inclusivity''': Event organizers should ensure they give equal airtime to all panelists and ensure that those from underrepresented groups are made to feel welcome and are allowed to contribute equally to the conversation.

'''Colourism''': Event organizer should be aware that within marginalized communities, those with a closer proximity to whiteness are often afforded platforms at the exclusion of others.

'''Accessibility:''' Event organizers should ensure their events are accessible. Materials provided should meet accessibility guidelines as should presentations decks. Presentations should be in plain language in large font. See the [https://www.tbs-sct.canada.ca/pol/doc-eng.aspx?id=32728 Guidelines on Making Communications Products and Activities Accessible- Canada.ca]

'''Age / Body types''': Event organizers should consider giving platforms for individuals who are older or those with different body types as they have also historically been excluded from receiving speaking engagements.

'''Event Planning Considerations:''' Consider respecting cultural factors when planning events by:

* ensuring that they do not conflict with religious and cultural holidays
* respecting dietary restrictions (for example, halal, kosher, vegetarian)
* ensuring that the location is physically accessible and comfortable for all (for example, it is scent-free and has no inappropriate imagery)
* subsidizing the cost to ensure that no cultural, economic or other barriers to participation exist

== '''Considérations importantes :''' ==
'''Panélistes:''' Chaque événement est différent, et il peut être nécessaire de prendre en compte la composition de l'événement et les personnes qui y participent. Les rôles à prendre en compte peuvent être les panélistes, les modérateurs, les autres participants et les organisateurs de l'événement. Tous ces rôles doivent être considérés comme ayant la même importance lorsqu'on envisage de participer à un panel et de respecter l'engagement du panel.

'''Privilège:''' La société accorde des privilèges aux individus qui sont blancs, valides et cisgenres. Même au sein des communautés marginalisées par le système, les personnes les plus proches de la norme sont celles qui reçoivent généralement des plateformes pour les événements. Par exemple, les personnes racialisées blanches de passage reçoivent parfois des tribunes plutôt que d'autres personnes racialisées. De même, les personnes handicapées ayant un handicap invisible se voient parfois attribuer des tribunes au détriment des personnes handicapées ayant un handicap visible. Il faut s'efforcer d'offrir des tribunes aux personnes qui, historiquement, ont le moins de chances de se voir offrir des occasions de s'exprimer, c'est-à-dire les personnes qui sont les plus éloignées de la norme susmentionnée.

'''Tokenisme:''' Les panélistes ne veulent pas être considérés comme des jetons ou des coches. Les organisateurs d'événements doivent s'assurer qu'il y a une réelle diversité dans leurs événements. Plusieurs panélistes doivent être issus de groupes diversifiés afin de garantir une réelle représentation et que leur événement ne compte pas seulement un participant symbolique issu d'un groupe sous-représenté.

'''Inclusivité:''' Les organisateurs d'événements doivent s'assurer qu'ils accordent le même temps d'antenne à tous les panélistes et que les membres des groupes sous-représentés se sentent les bienvenus et sont autorisés à contribuer de manière égale à la conversation.

'''Colorisme:''' Les organisateurs d'événements doivent être conscients qu'au sein des communautés marginalisées, ceux qui sont plus proches de la blancheur se voient souvent offrir des plateformes à l'exclusion des autres.

'''Accessibilité:''' Les organisateurs d'événements doivent s'assurer que leurs événements sont accessibles. Le matériel fourni doit être conforme aux directives d'accessibilité, tout comme les platines de présentation. Les présentations doivent être rédigées en langage clair et en gros caractères. Voir les Lignes directrices sur l'accessibilité des produits et activités de communication - Canada.ca.

'''Âge / Types de corps:''' Les organisateurs d'événements devraient envisager d'offrir des tribunes aux personnes plus âgées ou aux personnes ayant une morphologie différente, car elles ont toujours été exclues des engagements de prise de parole.

'''Considérations relatives à la planification d'événements:''' Pensez à respecter les facteurs culturels lors de la planification des événements en

* s'assurant qu'ils n'entrent pas en conflit avec des fêtes religieuses et culturelles
* respectant les restrictions alimentaires (par exemple, halal, kasher, végétarien)
* en s'assurant que le lieu est physiquement accessible et confortable pour tous (par exemple, qu'il ne dégage pas d'odeur et ne comporte pas d'images inappropriées)
* subventionner le coût pour s'assurer qu'il n'existe pas d'obstacles culturels, économiques ou autres à la participation.

= '''Response Template to Event Invitations''' =
Thank you for the invitation to speak at/participate in your event. I have taken the GC Panel Pledge and am committed to only appear on panels which are inclusive and representative, particularly to a diverse range of people from a variety of gender, backgrounds, age groups, cultures and abilities including:

* '''Indigenous Employees'''

* '''Black Employees'''
* '''Racialized Employees'''
* '''Disabled Employees'''
* '''2SLGBTQIA+ Employees'''
* '''Religious Minorities'''
* '''Women'''

Before I confirm my attendance and participation, could I please request information of the other panelists? I hope to see a diverse and inclusive representation. Should you require some assistance achieving this, I would be happy to support you as best as I can.

== '''Modèle de réponse aux invitations à des événements''' ==
Merci de m'avoir invité à prendre la parole ou à participer à votre événement. J'ai pris l'engagement de participer à un panel GC et je m'engage à ne participer qu'à des panels inclusifs et représentatifs, en particulier pour un éventail de personnes de sexe, de milieux, de groupes d'âge, de cultures et de capacités différents, notamment :

* '''les employés autochtones'''
* '''Employés noirs'''
* '''Employés racisés'''
* '''Employés handicapés'''
* '''2SLGBTQIA+ employés'''
* '''Minorités religieuses'''
* '''Femmes'''

Avant de confirmer ma présence et ma participation, puis-je demander des informations sur les autres panélistes ? J'espère que la représentation sera diversifiée et inclusive. Si vous avez besoin d'aide pour y parvenir, je serai heureux de vous soutenir du mieux que je peux.

= '''Response Template for Confirmation of a Panel Lacking Diversity''' =
Thank you for providing details of the panelists who will be participating at your upcoming event.

I am eager to participate and thank you for the invitation. However, the lack of diversity compromises my commitment to the [[GC Panel Pledge - l’Engagement GC relatif aux panels#Important Considerations:|GC Panel Pledge]] so I am unwilling to confirm my participation at this stage. I would be happy to reconsider this decision should you be able to secure a more balanced panel.

== '''Modèle de réponse pour la confirmation d'un panel manquant de diversité''' ==
Merci de nous fournir les détails des panélistes qui participeront à votre prochain événement.

Je suis impatient de participer et je vous remercie de l'invitation. Toutefois, le manque de diversité compromet mon engagement envers l'engagement du [[GC Panel Pledge - l’Engagement GC relatif aux panels#Important Considerations:|GC Panel]] et je ne suis pas disposé à confirmer ma participation à ce stade. Je serais heureux de reconsidérer cette décision si vous parveniez à obtenir un panel plus équilibré.

= '''Checklist for Event Organizers''' =
Below are some considerations for event organizers to ensure their events are representative, diverse and equitable:

# Ensuring that on a panel of three people, two panelists are from underrepresented groups. On a Panel of four people, three panelists should be from underrepresented groups etc.
# Strive to achieve gender balance while being inclusive of the 2SLGBTQIA+ community.
# Connect with '''[[:en:GC_Diversity_Networks_-_Réseaux_de_la-diversité-du_GC|Diversity Networks]]''' to ensure find panelists from systemically marginalized communities.
# Try to assemble panelists from various backgrounds, being cognizant of underrepresented groups, individuals from various socio-economic backgrounds, diverse age groups, abilities and geographical locations.
# Ensure to use language interpretation, closed captioning and other accessibility measures to facilitate access to persons with disabilities.
# Promote the use of gender-sensitive language and preferred pronouns.
# Ensure the event date does not conflict with religious and cultural holidays.

== '''Liste de contrôle pour les organisateurs d'événements''' ==
Vous trouverez ci-dessous quelques points à prendre en considération par les organisateurs d'événements afin de garantir que leurs événements soient représentatifs, diversifiés et équitables :

# S'assurer que sur un panel de trois personnes, deux panélistes sont issus de groupes sous-représentés. Sur un panel de quatre personnes, trois panélistes devraient être issus de groupes sous-représentés, etc.
# S'efforcer d'atteindre un équilibre entre les sexes tout en incluant la communauté 2SLGBTQIA+.
# Connectez-vous aux réseaux de diversité pour vous assurer de trouver des panélistes issus de communautés systématiquement marginalisées.
# Essayez de réunir des panélistes de divers horizons, en tenant compte des groupes sous-représentés, des personnes de divers milieux socio-économiques, de divers groupes d'âge, de diverses capacités et de divers lieux géographiques.
# Veillez à utiliser l'interprétation linguistique, le sous-titrage et d'autres mesures d'accessibilité pour faciliter l'accès aux personnes handicapées.
# Promouvoir l'utilisation d'un langage sensible au genre et de pronoms préférés.
# Veillez à ce que la date de l'événement n'entre pas en conflit avec des fêtes religieuses et culturelles.

= '''Frequently Asked Questions:''' =
'''''Does this mean that you cannot have white males at your panel events?'''''

No. It just means that the overwhelming majority of panelists should be from underrepresented groups - mirroring their representation in the general population.

'''''Does this mean all underrepresented groups must be reflected in all panels?'''''

No. Sometimes panels will consist of only two people. It is impossible to represent every marginalized group in every panel. The aim is to strive to ensure diverse perspectives are reflected in virtual and in person events that feature public servants.

'''''Does this apply for Employment Equity or equity denied groups?'''''

Yes and no. Certain networks have been created to support systemically marginalized groups. They are not expected to organize panels which would exclude members from their respective groups.

That said, institutions have historically centered those who are white, able-bodied and cisgendered and this centering is found even within equity and equity denied groups. Therefore, it is encouraged that within a group, event organizers look to organize events that feature diverse and intersectional representation from within that group.

For example, a Visible Minority Network should also look to feature colleagues who do not have a clear proximity to whiteness or are not necessarily able-bodied or are part of the 2SLGBTQI+ community as well.

== '''Questions fréquemment posées :''' ==
'''''Cela signifie-t-il que vous ne pouvez pas avoir d'hommes blancs dans vos panels?'''''

Non. Cela signifie simplement que l'écrasante majorité des panélistes doit être issue de groupes sous-représentés, à l'image de leur représentation dans la population générale.

'''''Cela signifie-t-il que tous les groupes sous-représentés doivent être représentés dans tous les panels ?'''''

Non. Parfois, les panels ne sont composés que de deux personnes. Il est impossible de représenter tous les groupes marginalisés dans tous les panels. L'objectif est de s'efforcer de faire en sorte que diverses perspectives soient reflétées dans les événements virtuels et en personne qui mettent en vedette des fonctionnaires.

'''''Cela s'applique-t-il à l'équité en matière d'emploi ou aux groupes privés d'équité ?'''''

Oui et non. Certains réseaux ont été créés pour soutenir les groupes marginalisés par le système. On ne s'attend pas à ce qu'ils organisent des panels qui excluraient des membres de leurs groupes respectifs.

Cela dit, les institutions ont toujours été centrées sur les Blancs, les personnes valides et les cisgenres, et ce centrage se retrouve même au sein des groupes visés par l'équité et ceux qui en sont privés. Par conséquent, il est recommandé aux organisateurs d'événements de chercher à organiser des événements au sein d'un groupe qui présentent une représentation diverse et intersectionnelle de ce groupe.

Par exemple, un réseau de minorités visibles devrait également chercher à mettre en vedette des collègues qui n'ont pas une proximité évidente avec la blancheur ou qui ne sont pas nécessairement valides ou qui font également partie de la communauté 2SLGBTQI+.

='''Speakers List and EDI Network Database / Liste des conférenciers et base de données du réseau de l'EDI'''=
To help build diverse panels, event organizers can connect with one of the many regional, departmental or interdepartmental [[GC Diversity Networks - Réseaux de la-diversité-du GC|GC Diversity Networks - Réseaux de la-diversité-du GC - wiki (gccollab.ca).]]

Event organizers can also connect with one of the many GC Speakers in the below list:

Pour aider à constituer des panels diversifiés, les organisateurs d'événements peuvent se connecter à l'un des nombreux [[GC Diversity Networks - Réseaux de la-diversité-du GC|Réseaux de la-diversité-du GC]] - wiki (gccollab.ca) régionaux, ministériels ou interministériels.

Les organisateurs d'événements peuvent également communiquer avec l'un des nombreux conférenciers du GC figurant dans la liste ci-dessous:
{| class="wikitable sortable mw-collapsible"
!'''Name / Nom'''
!'''Pronoun / pronom'''

'''(Not Mandatory)'''
! '''Email / courriel'''
!'''Position / Dept'''
!'''Member of an Equity or Equity Seeking Group(s) / membre d'un groupe d'équité ou de recherche d'équité'''
!'''Official Language'''
!'''Areas of Interest / Expertise / domaines d'intérêt / d'expertise'''
|-
|'''Aalya Dhanani'''
|She/Her
|aalya.dhananiessa@tc.gc.ca
|Transport Canada
|<nowiki>Racialized persons | Groupes racialisés, Woman | Femme</nowiki>
|English
|<nowiki>Anti-Racism | Lutte contre le racisme, Career Planning | Planification de carrière, FlexGC, GBA+ | ACS+, Grassroots | Organisations Communautaire, How to Apply In The GC| Comment postuler au sein du GC, Interview Prep | Préparation aux entretiens, Leadership, Mental Health | Santé mentale, Mentoring | Mentorat, Networking| Réseautage, Self-Awareness | conscience de soi, Unconscious Bias | Biais inconscients</nowiki>
|-
|'''Adam Robitaille'''
|He/Him
|Adam.robitaille@pwgsc-tpsgc.gc.ca
|Appraisal Analyst – Appraisal and Valuation Services Western Region

PSPC
|2SLGBTQIA+
|English/français
|Real Property issues, 2SLGBTQIA+
|-
|'''Adwoa Gyasi-Nimako'''
|She/Her
|Adwoa.gyasinimako@servicecanada.gc.ca
|Advisor/ESDC
|Black
|English
|Recruitment, Retention, Advancement, Diversity, Equity, Inclusion, and Networking.
|-
|'''Alexe Frédéric Migneault'''
|iel

they, them
|alexe.migneault@hc-sc.gc.ca
|DGORAL, Direction des laboratoires

AS-01 (intérim)

CR-04 (attache)
|2SLGBTQIA+
|Français

(Bilingue)
|Traduction, interprétation, révision (japonais, français, anglais)

Écriture inclusive et rédaction

Soutien administratif

Planification et organisation d’événements

Formation du personnel
|-
|'''Alannah Heath'''
|
|Alannah.Heath@cra-arc.gc.ca

|Taxpayer services agent – SP04

Canada Revenue Agency
|Indigenous
|English
|Administration, Human Resources
|-
|'''Aïssatou Keita'''
|She/Her
|aissatou.keita@hrsdc-rhdcc.gc.ca
|Policy Analyst GBA+ Center of Expertise
|Black, African (sub-Saharan)
|Bilingual
|Networking, community outreach, Collaboration, GoC, Policies, Diversity and Inclusion, Career/Personal Development
|-
|'''Alison Marchbank'''
|She/Her/Elle
|Alison.marchbank@cer-rec.gc.ca
|HR Advisor, Canada Energy Regulator (Calgary, AB)
|Woman, Indigenous
|English (CBC for French)
|Self-Discovery with my Métis ancestry, Facilitation / teaching, Compensation, Student Staffing
|-
|'''Alison Szawiola'''
|She/Her/Elle
|alison.szawiola@ised-isde.gc.ca
|Government of Canada Free Agent
|Racialized/ Religous Minority/Woman
|English
|Mental Health, Well-being, Facilitation, Mindfulness, Stakeholder Enagement and Community Building, Equity, Diversity and Inclusion
|-
|'''Althea Francis'''
|
|Althea.francis@ppsc-sppc.gc.ca
|Senior Counsel – Public Prosecution Service of Canada (PPSC)
|Black & Woman
|English
|EDI broadly speaking, Bias & Prosecution, Race and Gender Issues

Overrepresentation of Black / Indigenous in the Criminal justice system
|-
|'''Amandeep Kahlon'''
|He/il
|Amandeep.kahlon@hc-sc.gc.ca
|Senior Policy Analyst/Health Canada
|Visible minorities
|EN
|Science Policy
|-
|'''André P. Jean'''
|
|Andre.Jean2@forces.gc.ca
|Chef de cabinet – Directeur general du changement et co-président national de l’OCFED
|2SLGBTQI2+
|Bilingue
|Acteur de changement en EDI,
|-
|'''Anissa MacLeod'''
|She/her Elle
|Anissa.MacLeod@servicecanada.gc.ca
|Manager:Service Canada
|Woman
|english
|2SLGBTQIA+
|-
|'''Anna Candido'''
|She/her
|anna.candido@iaac-aeic.gc.ca
|Plain language editor / Impact Assessment Agency
|Filipino
Asian

Racialized / visible minority
|
|Communication, writing, plain language, anti-racism, equity diversity and inclusion
|-
|'''Annick Lamoureux'''
|
|Annick.lamoureux@cra-arc.gc.ca
|Chef d’équipe intérimaire, ARC-CRA
|Femme et personne ayant un handicap
|Français et Anglais
|Sujet des personnes ayant un handicap et santé et sécurité aux travail.
|-
|'''Annie Therriault'''
|She/her
|Annie.therriault@tpsgc-pwgsc.gc.ca
|Director, Shared Human Ressources, Pay Administration Branch, PSPC
|Person with Disability (neurodivergent) and member of the 2SLGBTQIA+ community
|French / Bilingual
|Leadership, Learning and Development, Performance Management, Human Ressources Management
|-
|'''Anu Shukla-Jones'''
|She/Her
|Anu.shukla-jones@cihr-irsc.gc.ca
|Senior Advisor / Canadian Institutes of Health Research
|Racialized / South Asian
|English
|Engagement and consultation, Policy Development and Implementation, Peer Support/Advocacy, Career Advancement, Leading teams, Sharing (information, resources and experiences), Mental health and wellness
|-
|'''Ben Hamdane'''
|Hend
|Hend.benhamdane@cra-arc.gc.ca
|Agent aux services des contribuables – BSF Montréal
|Les femmes
|Français
|Communication, sport, statistiques
|-
|'''Benjamin Kalenga Musampa'''
|
|Kalengabenjamin.musampa@cra-arc.gc.ca
|Agent des services aux contribuables (SP04)
|Racialisé
|Français
|Communication
|-
|'''Beverley Miranda'''
| Elle/Her/She
| beverley_miranda@yahoo.com
|Shared Services Canada
| Woman of Colour
| English
|Managing your Career in the GoC

Setting oneself up for Success

Confidence Building
|-
|'''Bill Spruin'''
|

He/Him/We/They/Us
|bill.spruin@sac.isc.gc.ca
|Work: Program Advisor, Indigenous Services Canada / Side of desk: TBS Speaker on Diversity and Inclusion
|PwD
|English
|Inclusive Diversity and Inclusion – our voices are muted when we speak individually and magnified when we speak together.

The staffing culture of exclusion. Accommodations – it is more than just PwD if we are to enable inclusion.
|-
|'''Binana Madikama'''
|
|binana.madikama@inspection.gc.ca

MADIKAMA@VIDEOTRON.CA
|REGIONAL PROGRAM OFFICER

CFIA-ACIA
|NOIRS
|FRANÇAIS
|orateur au sein du GC
|-
|'''Catherine (Cath) Duchastel de Montrouge'''
|They and she/iel et elle
|Catherine.DuchasteldeMontrouge@tpsgc-pwgsc.gc.ca
|HR Advisor/ PSPC Ontario
|Queer. Non-binary, and multiply-disabled
|French but I am bilingual
|Disability inclusion from an intersectional lens, accessibility/inaccessibility as infrastructural and institutional processes, anti-oppression, anti-colonialism. feminisms.
|-
|'''Chrislain Eric Kenfack'''
|Il
|ChrislainEric.Kenfack@cic.gc.ga
|Conflict Resolution Practitioner
Office of Conflict Resolution
|Black
|Bilingual
| - Conflict resolution
- Anti-racism training

- Multiculturalism

- International climate diplomacy
|-
|'''Christopher K. Scipio'''
|He/Him
|Christopher.scipio@forces.gc.ca
|Currently on interchange/assignment as the Senior Advisor, Black Executive Network/Le Reseau des executifs noirs (BEN/REN). Home department: Department of National Defence, Senior GBA+ Advisor
|Black
|English
|GBA+, anti-racism & anti-oppression, talent management, leadership, conflict resolution, self-advocacy, policy innovation.
|-
|'''Claudia Levac'''
|She/her/elle
|claudia.levac@labour-travail.gc.ca
|ESDC
|Visible minority and Woman
|English
|Leadership, helping young and new public servants (I myself was bridged as a student and am now an EX minus 1), moving to digital, women helping women, women helping anyone
|-
|'''Connor Smithersmapp'''
|HE/HIM/HIS
|connor.smithers-mapp@acoa-apeca.gc.ca
|Acct. Mgt.

ACOA
|Black
|English
|Equity, Anti-Racism, Employment Equity Policy and Audits
|-
|'''Cyrille Ndingue'''
|
|Cyrille.Ndingue@cra-arc.gc.ca
|SP-04
|noir
|français
|Informatique

Service a la clientèle

administration
|-
|'''Deborah Avanthay'''
|She/her
|deborah.avanthay@servicecanada.gc.ca
|Program Services Officer - ISB (Integrity Services Branch) ESDC
|Women's Network, IEC (Indigenous Employee's Circle)
|English
|Lived experiences: Workplace racism, bullying, harassment, violence/Métis and marginalized employees Advocate/Policy & Governance changes according to the Indigenous 94 Calls to Action/Updates to the Employment Equity Act/Métis representation at the EX levels and Senate/CFS Reformation and business model updates
|-
|'''Diyyinah Jamora'''
|She / Her
|Diyyinah.Jamora@sac-isc.gc.ca
|Social Media Analyst / ISC/CIRNAC
|Filipino
|English
|Social Media, Networking
|-
|'''Felicie Hassika'''
|She/ her
|Felicie.hassika@cic.gc.ca
|Anti-racism Equity Diversity and Inclusion / OSIP
|Afro-Canadian
|
|SME in AREDI topics Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, AREDI workshops delivery, BEN network executive member
|-
|'''Gana Moke'''
|He/ Him
|Gana.moke@cra-arc.gc.ca
|Resource/ complex case Officer – Revenue Collections
|Black Employees

Disabled Employees
|French and English
|Accessibility and invisible disabilities advocate. Expertise in accessible e-mail via outlook to aid people with disabilities whilst increasing performance for people of all abilities through clear communication and self-awareness. Interested in equality, work, life balance and the pursuit of happiness.
|-
|'''Gloria Membu'''
|Elle / she / hers
|gloria.membu@servicecanada.gc.ca
|PM1 Agente de prestation de paiments ( DSVP), Poste intérim actuel : AS2 Agente Servie Projets ( CRR)
|Je suis membre du réseau des femmes et membres des minorités visibles
|Français
|Communication interpersonnelle, devellopement personnel, santé mentale , évolution et devellopement de méthodes ou outils de travail, ressources humaines , service à la clientèle, animation dynamique d’évenements communautaires, psychologie, santé et sécurité au travail, Formation et passasion de connaissance, inclusion de tous, soutien aux nouveaux employés du fédéral , traduction ( lingala – francais et francais –lingala
|-
|'''Hajer Triki'''
|
|Hajer.trikira-arc.gc.ca
|Agente au service des contribuable à CARQ
|<nowiki>- Les employés en situation d’handicap</nowiki>

- Minorités religieuses

- Les femmes
|Français
|Comptabilité, administration, vérification, formation,
|-
|'''Hanna Stewart'''
|She/Her/Elle
|Hanna.stewart@cic.gc.ca
|Policy Analyst with Afghanistan Settlement Branch, IRCC
|Co-chair of IRCC’s Women’s Network
|Billingual
|Passionate about women’s issues, leading discussions with a network on diversity, equity, inclusion, women’s rights, women’s leadership, and mental health.
|-
|'''Holly Ellingwood'''
|he/him/ il
|holly.ellingwood@nrcan-rncan.gc.ca
|Lead Departmental Strategist/ Office of IDEA (Inclusion, Diversity, Equity, Accessibility/Anti-Racism/Natural Resources Canada
|2SLGBTQIA+, person with disaiblity
|Fluent English/ working ability in French
|
|-
|'''Holly LaForme'''
|She/Her
|holly.laforme@phac-aspc.gc.ca
|Public Health Agency of Canada, Emergency Management Branch, Policy Analyst
|Biracial: Indigenous (First Nations)/Caucasian
|English
|On-reserve lived experience, Mental Health
, Reconciliation work, Youth Perspective for Knowledge and Idea Sharing
|-
|'''Holly Marie Eggleston BA'''
|She/Her/Elle
|Holly.eggleston@sac-isc.gc.ca
|Program Support Officer ISC Atlantic (secondment from Correctional Services of Canada until April 2024)
|Treaty 8 Status member of Fort Nelson First Nation
|English
|Residential school survivor Grandfather was first Chief in Canada to negotiate mineral right agreements, constitutional issues, two eyed seeing, artist and elder
|-
|'''Hortense Ncubana'''
|
|Hortense.nkubana@cra-arc.gc.ca
|MG-03, CRA
|Minorité visible

Femme noire
|FRANÇAIS
|GESTION

Dév Durable
|-
|'''Huda Alsarraj'''
|She/Her
|huda.alsarraj@chrc-ccdp.gc.ca
|Equity, Diversity and Inclusion / CHRC
|Syrian Muslim
|English
|Psychological Safety, Accessibility, combatting Islamophobia, combatting subtle acts of exclusion (Intervention), Community Engagement, Mobilizing and Values/Ethics
|-
|'''Jacqueline Lamarre'''
|She/Elle
|Jacqueline.Lamarre@rcaanc-cirnac.gc.ca
|Conflict Management Practitioner
|Black
|Bilingual
|Conflict management, communication
|-
|'''Jade Bouchard'''
|Elle/She/Her
|Jade.Bouchard@cra-arc.gc.ca
|Agente des services aux contribuables SP-04- CCRQ

Agence de Revenu du Canada
|Femme/2SLGBTQIA+

Woman/2SLGBTQIA+
|<nowiki>- Français (langue maternelle)</nowiki>

- Anglais
|<nowiki>- Santé mentale et bien-être</nowiki>

- Droit des femmes

- Communication

- Diversité corporelle

- Estime de soi
|-
|'''Julienne Ngo Nyidi'''
|Elle
|Julienne.ngonyidi@servicecanada.gc.ca
|Agente de passeport

À EDSC- Service Canada
|Oui
|Français
|Ressources humaines, Relations interpersonnelles, Administration, Service à la clientèle, Gestion/coordination d’équipe, Présentation/animation des évènements culturels/ communautaires
|-
|'''Kavita Batra'''
|elle/she/her
|Kavita.batra@hrsdc-rhdcc.gc.ca
|ESDC
|Women, visible minority
|Bilingual
|Managing in a hybrid environment, leadership, change management, project management
|-
|'''Kirk/Kaiya Hamilton'''
|He/Him (Kirk) / She/Her (Kaiya)
|Kirkkaiya.hamilton@infc.gc.ca
|Senior AREI Manager/Advisor
|2SLGBTQI+, Person living with disability, Women (Gender diverse woman but not female)
|Fluent English and Working ability on French
|Diversity and Inclusion, Gender Identity/Expression, Living with disabilities, Leadership, Change Management
|-
|'''Kris Marcotte'''
|They/He/She
|kristine.marcotte@cra-arc.gc.ca
|CCRQ – BSF Montreal – SP4 – Service Client
|2SLGBTQIA+
|Français (bilingue)
|Représentation et éducation sur les membres du 2SLGBTQIA+ les moins représenté
|-
|'''Iraj Tamadon-Nejad'''
|He/Him/They/Them
|iraj.tamadon-nejad@tpsgc-pwgsc.gc.ca
|Junior Compensation Advisor / Public Service Pay Centre, Pay Administration Branch
|2SLGBTQIA+
And

Visible Minority
|English
|Exec member of the EEDIC – Would love to discuss inclusivity – diversity and anti-discrimination
|-
|'''Isa-Bella Leclair'''
|She/her
|Isa-Bella.Leclair@tpsgc-pwgsc.gc.ca
|Deputy Project Manager on Universal Accessibility / PSPC
|Person with a disability

2SLGBTQIA+
|Bilingual
|Diversity, Equity, Inclusion, Networking, Community Outreach, Peer Support/Advocacy, Career Advancement, Research, Collaboration
|-
|'''Isabelle Dallaire'''
|She/her/Elle
|isabelle.dallaire@pch.gc.ca
|Communications Advisor / Conseillère en communications
|Woman / Femme
Indigenous / Autochtone
|Fluent French / Bilingual
|Indigenous employees, Mental Health, HR Indigenous recruitment, Outreach, Diversity, Inclusion, Communications, Indigenous relations, Youth, Networking, Inspiring storytelling
|-
|'''Josiane Nassif'''
|
|Josiane.Nassif@cra-arc.gc.ca
|Sp-04 a ARC
|Les employés en situation d’handicap

Femmes
|Français
|

Les employés en situation d’handicap, Femmes, Minorités religieuses
|-
|'''Judith Pare'''
|(She/her/elle)
|Judith.pare@cic.gc.ca
|IRCC
|Woman &

Person living with a disability
|French and English
|Learning (Instructional design, facilitation, coaching), Management,

Change Management, also ''Working and managing people with disability'' I am passionate to raise awareness about the reality of working with and managing people who are living with disability and improving their feeling of safety at work as well as to allow them to have motivation in navigating their professional life.
|-
|'''Julianna Mutch'''
|She/her/elle
|julianna.mutch@cra-arc.gc.ca
|National Young Professionals Network Chair/ Junior Policy and Foresight Analyst, Canada Revenue Agency
|Women
|Bilingual
|Leadership, networking, teamwork, collaboration, empowerment, motivation, career development, and community building
|-
|'''Kamel Aquino'''
|Nabil
|Nabil.kamelaquino@cra-arc.gc.ca
|Agent des services aux contribuables (SP04) / Centre de contact régional du Québec / Agence du Revenu du Canada
|Les employés racialisés
|Français
|Présentation / orateur / communication / animation / les gens
|-
|'''Karen Zishiri'''
|She/Her
|Karen.zishiri@cra-arc.gc.ca
|Trust Account Examination Officer (CRA)
|Yes
|English
|E.D.I. Resources, Racism & Ethnic Discrimination, Sexism; Gender, Discrimination, Immigration & Citizenship Discrimination. Religious Discrimination
|-
|'''Khadeja Elsibai'''
|she/her, elle/la
|Khadeja.elsibai@ised-isde.gc.ca
|Economic Analyst, Business & Data Analytics Team, Office of the Superintendent of Canada, ISED Canada
|Arab Muslim women
|English, French (CCE proficiency)
|regulatory compliance (modernization of compliance programs, using data for compliance programs, operationalization of regulatory mandates)
career growth & development (with focus on new and young professionals) (e.g. professional branding, mentorship, networking)
|-
|'''Kristina Dobson'''
|She, her/elle, la
|Kristina.dobson@cic.gc.ca
|Program Advisor, IRCC
|Women, Person with Disability (invisible disability)
|English
|Disabilities, invisible disabilities, accessibility

I am the Chair of the PwD Network at IRCC.
|-
|'''Krista O’Shaughnessy'''
|She/her
|krista.oshaughnessy@servicecanada.gc.ca
|Internal Integrity and Security Officer, Integrity Services Branch
|Disabled Employee

Woman
|English
|Security, Charity, Lifting each other up, Career progression, Communications and Marketing
|-
|'''Krystel Ouimet'''
|
|Krystel.ouimet@cra-arc.gc.ca
|SP-03
|2SLGBTQIA+

Situation d’handicape

Femme
|Français
|Intérêt en psychologie, formation universitaire problème de dépendance.
|-
|'''Francis Lajoie'''
|
|Francis.lajoie@cra-arc.gc.ca
|MG-03 au Centre de contact BSF MTL au Déclaration de Revenue et de Prestations
|LGBTQ2+
|Français & Anglais
|SP / MG / tout autres domaine pour lequel je pourrais être considéré
|-
|'''Latoya Barham'''
|She / Her
|Latoya.barham@tc.gc.ca
|Lead of Anti-Racism, Anti—Discrimination, Inclusion and wellbeing taskforce / Transport Canada
|Black (Caribbean)
|
|Networking, Idea sharing, collaboration, CoP, Leading Teams
|-
|'''Lori Shreve'''
|She/Her
|lori.shreve@servicecanada.gc.ca
|Senior Advisor with the Regional Management Services Workforce for the Strategic Services Branch of Service Canada
|POC-Asian Canadian, LGBTQIA+, Person with Disability, Woman
|English
|Leadership Development, Talent Development, Networking, Mentorship, Collaboration, Engagement, Project Management, Diversity and Equity, Design Thinking, Change Management
|-
|'''Magalie Corinne Cayemitte'''
|She/Her/Elle
|MagalieCorinne.Cayemitte@cra-arc.gc.ca
|<nowiki>Agent des services aux particuliers | Individual Services Agent</nowiki>

SP-04 @ CRA
|Black Canadian Woman
|Billingual
|Spreading kindness , mental health , positive thinking, healthy lifestyle, empowerment wellness , understanding micro aggressions , confidence building, Career development
|-
|'''Mahdi Boualem'''
|
|boualem.mahdi@cfp-psc.gc.ca
|Public Service Commission – HR Advisor
|Visible and Religious Minority – Handicap (Mental Health)
|Bilingual
|Mental Health – well-Being – Bipolar Disorder
|-
|'''Makenzy Ricketts'''
|She/ Her
|makenzy.ricketts@csc-scc.gc.ca
|A/ Labour Relations Advisor
|Black
|
|Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, GC Communities of Practice
|-
|'''Manmeet Anand'''
|She/Her
|Manmeet.anand@cic.gc.ca
|Cr-04
|South Asian
|English
|Networking, Community Engagement, , Leading Teams, Collaboration, Recruitment/Retention, Support and Mental wellbeing; public speaking, idea sharing, collaboration
|-
|'''Marie-France Brassard'''
|
|Marie-France.Brassard@cra-arc.gc.ca
|SP04 CCRQ
|Femme
|Français(et anglais)
|Communications, Traduction, affaires mondiales et/ou immigration.

Études en langues(français, anglais, espagnol) Intérêt et expérience en relations d’aide
|-
|'''Marie-Jeanne Nahas'''
|She-elle-her
|Marie-Jeanne.Nahas@cic.gc.ca
|Senior HR Advisor, Employee Support Office

IRCC
|Person with a disability
|French but bilingual
|HR

D&I

Accessibility
|-
|'''Marsha Thompson'''
|She/Her
|Marsha.Thompson@tbs-sct.gc.ca
|Transformation Management Branch / ESDC
|Black, women, Person with invisible disability
|English
|Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, micromissions
|-
|Mary Colleen Witherspoon
|She/Her
|marycolleen.witherspoon@sac-isc.gc.ca
|Communications Officer, Indigenous Services Canada
|Woman, person with disabilities, immigrant
|English
|Mental health, invisible disabilities, team building, networking, HR, training and development, women's issues, multiculturalism, experiences as an immigrant, combating bias, continuing education, personality flexing, communication styles, active listening, politics, difficult conversations and how/when to have them
|-
|'''Megan Francescutti'''
|She/Her/Elle
|Megan.francescutti@cic.gc.ca
|Integration Program Officer, Settlement Network, IRCC
|Co-chair of IRCC’s Women’s Network
|Bilingual
|Passionate about women’s issues, leading discussions with a network on diversity, equity, inclusion, women’s rights, women’s leadership, and mental health.
|-
|'''Megan Young'''
|She/elle/kwe
|Megan.Young@ec.gc.ca
|Indigenous Consultation and Engagement Coordinator, Environment and Climate Change Canada
|First Nations
|English
|Indigenous inclusion in conservation and science; Indigenous engagement; Working with Indigenous staff; Mental health
|-
|'''Melanie Sing'''
|she/her
|melanie.sing@cra-arc.gc.ca
|Assistant Director, Canada Revenue Agency
|Woman, Asian
|English
|Leadership, networking, mental health, diversity and inclusion, collaboration, recruitment
|-
|'''Melanie Wyke'''
|She / Her
|melanie.wyke@hrsdc-rhdcc.gc.ca
|Senior Program Advisor,
Supporting Black Canadian Communities Initiative

ESDC
|Black, South Asian, mixed / Caribbean
Woman
|
|Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, Anti-Racism Initiatives, and Equity, Diversity, and Inclusion Initiatives
|-
|'''Meredith Richmond'''
|She/her
|meredith.richmond@csps-efpc.gc.ca
|National Managers’ Community Ontario Lead - CSPS
|Queer

Disabled

Woman
|English
|Mental health disability, Queering the public service, Privilege and marginalization- when to step down as a settler colonizer white woman, Trauma informed practice, Courageous and vulnerable leadership, Mentoring, Coaching, Learning from failure, Leadership development, Succession planning, Staff development, Team building and creating belonging, Networking and connecting, public speaking, event planning and Stakeholder engagement
|-
|'''Merylee Sevilla'''
|
|Merylee.Sevilla@cra-arc.gc.ca
|Workforce Planning & Development Officer /
|LGBT, Asian
|English
|Personal experience(s)
Breaking down the stigmas of being a Gaysian (Gay Asian)

Mental health as a visible minority, Coloured, gay and a woman in government, Managing mental health and the stigmas of being a visible minority LGBTQ person
|-
|'''Mikelle Sasakamoose'''
|She/her
|Mikelle.sasakamoose@tc.gc.ca
|TC TMX Secretariat, Transport Canada
|First Nations, Status Indian
|
|Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, GC Communities of Practice, Recruitment and Retention
|-
|'''Miriam A. Colfax'''
|She/Her
|Miriam.colfax@servicecanda.gc.ca
|Acting Senior Project Advisor
|Women and Racialized (My parents are from El Salvador)
|English
|Mental Health, Equity, System Racism, Women’s issues
|-
|'''Morgan wall'''
|She/They Elle/Iel
|Morgan.wall@cic.gc.ca or legalwalls@protonmail.com
|AS-O1 – Coordinator at the Employee Support Office
|Yes. Autistic Nonbinary + Queer Disabled wheelchair user
|English
|Accessibility, Disability Justice, LGBTQ+ issues, Autistic inclusion
|-
|'''Moss Elmouftaquir'''
|He/His
|mostafa.elmouftaquir@hrsdc-rhdcc.gc.ca
|Co-chair of ESDC Visible Minorities Network
|African
|Bilingual
|Brainstorming on ideas to improve D&I, Networking and Engagement, Anti-racism training, discrimination/racism conflict resolution, Recruitment/Retention, Support
|-
|'''Muhammed (Ali) Khan'''
|He / Him
|Muhammedali.khan@canada.ca
|Diversity and Inclusion / ISC
|South Asian
|English
|Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, GC Communities of Practice
|-
|'''Nadia Campbell'''
|She/Her
|nadia.campbell@servicecanada.gc.ca
|Advisor/ Black Engagement and Advancement Team, HRSB
|Black, Women
|English
|Unconscious Bias, Difficult Conversation, Equity and Inclusion
|-
|'''Nalourgo Soro'''
|
|nalourgo.soro@cra-arc.gc.ca
|SP4 – COTISATION PRESTATION ET SERVICE
|NOIR
|FRANÇAIS/ANGLAIS
|MARKETING-GESTION-ANALYSE D’AFFAIRES TI, ANALYSE
|-
|'''Nathalie Stella'''
|Iel/They/Them
|nathaliestella.tremblay@cbsa.gc.ca
|Chef d’équipe, FI-03 – SPAC, à partir du 2 décembre : Chef des opérations comptables, CBSA
|Non-binaire, pansexuel, vue comme femme, handicap invisible
|Français
|Parler des différences, acceptation de sois, résilience, maladie mentale, handicap invisible
|-
|'''Nicole Bekzadeh'''
|She / Her
|nicole.bekzadeh@servicecanada.gc.ca
|Business Expertise Senior Consultant / Service Canada
|Black, Woman
|English
|Employee Engagement, Leading Teams, Wellness, Career Development, Diversity
|-
|'''Nunsharry Maitre'''
|Elle
|[[Mailto:Nunsharry.Dely@cra-arc.gc.ca|Nunsharry.Dely@cra-arc.gc.ca]] (sera changer car mauvais nom de famille dans le système)
|Agent des services aux particuliers
|Noire (Haïtienne)
|Français (langue maternelle)

Anglais

Créole
|Comptabilité recevable,

administations ,service a la clientel.
|-
|'''Pascale France Saulnier'''
|
|Pascale.saulnier@cic.gc.ca
|IRCC
|Femme Acadienne
|Français

Anglais EEE
|Gestion financière, Gestion Opérationnelle, Gestion de projet, Transformation et Gestion de changements
|-
|Paulette Langdon
|She/Her
|sherry.langdon@veterans.gc.ca
|Case Manager - VAC
|Woman
Invisible Disability
|English
|Mental Health, Neurodiversity, Wellness, Accommodation & Accessibility, Diversity Inclusion & Equity, Disability Management, Networking, Management, Personal & Career Development, Mentorship Plus, Women's Issues, Advocating for All
|-
|'''Remzi Cej'''
|<nowiki>he/him | il/lui</nowiki>
|remzi.cej@cic.gc.ca
|Assistant Director, Immigration, Refugees and Citizenship Canada
|Gay man, Muslim, former refugee
|Bilingual
|Challenging Islamophobia; Anti-Racism, Equity, Diversity and Inclusion (AREDI) efforts; multiculturalism; intersectionality; 2SLGBTQIA+ inclusion
|-
|'''Per Sekhon'''
|She/Her
|per.sekhon@csps-efpc.gc.ca
|Learning Designer and Associate Faculty Member at The Canada School of Public Service
|Woman/South Asian
|English
|Resilience, Human Centered Workplace, Engagement and Empowerment (team), Workplace wellness, Neuroscience, Change Leadership, Meaningful Conversations, Interpersonal Communication
|-
|'''Rolin Junior Boyard'''
|
|rolinjunior.boyard@cra-arc.gc.ca
|AU-01 Direction des Programmes d’Observation : Division de la vérification
|Employé noir et minorité religieuses
|Français
|Formation – Animation – Coaching – Conférences – Organisation d’événements
|-
|'''Raoul Ntwali'''
|he/him, il/lui
|raoul.ntwali@cra-arc.gc.ca
|<nowiki>National Coordinator CRA YPN | Coordinateur national du RJP de l’ARC</nowiki>
|Black East African
|English
|Networking, community outreach, Collaboration, GoC, Policies, Diversity and Inclusion, Career/Personal Development, Finance
|-
|'''Reshmeena Lalani'''
|She/Her
|Reshmeena.Lalani@cra-arc.gc.ca
|Section Manager, International and Large Business Audit at CRA
|South Asian
|
|Networking, Collaboration and Knowledge sharing to break down silos
|-
|'''Rochella Watson'''
|She/Her
|rochella.watson.gc.ca
|A/Team Lead, BDSB EI NE
|Multi-racial: Jamaican, German, Jewish, Iranian. Gender identity: Cis woman
|English
|Mental wellbeing; public speaking, idea sharing, collaboration
|-
|'''Rubina Boucher'''
|She/her
|Rubina.boucher@servicecanada.gc.ca
|BDSB/SCBO
|South Asian
|English
|Peer support/self-advocacy, Transformative Story Telling, Intersectionality, AOP, Social Work, Community Studies, Disability Management, Evolving the concept of Inclusion in the workplace - moving towards Belonging... “Belonging Together”
|-
|'''Sahir Dewji'''
|He/Him
|Sahir.dewji@cic.gc.ca
|Policy Analyst/ IRCC
|South Asian, Muslim
|English and French
|Scholar of Religion and Culture, GBA Plus, DEI, self-advocacy, Networking, Gender and Unconscious bias, Knowledge Sharing, discrimination and racism
|-
|'''Sagal Abdullahi'''
|She/Her
|sagal.abdullahi@hrsdc-rhdcc.gc.ca
|Black Engagement and Advancement Team/ ESDC
|Black Women
|Bilingual
|Networking, Engagement, Community Building, Collaboration, Leading Teams, Project Management, Change Management
|-
|'''Saphia Djouaher'''
|
|saphia.djouaher@servicecanada.gc.ca
|''OAS / CPP ROC / Benefit Delivery Services Branch -'' CROP-SV / Direction générale des services de versement des prestations
|Racialized Employees
|French / Français
|Communication, organisation d’évènements
|-
|'''Sarah Coumba'''
'''Cissé'''
|She/Her
|SarahCoumba.Cisse@CSC-SCC.GC.CA
|Parole officer/Agente de libération conditionnelle, Correctional Service Canada, member of CEED
|Mixed Black and Caucasian Woman
|Bilingual
|Diversity and inclusion, Intersectionality, Networking, Discrimination/racism, Public safety and offenders, Identity, Micro-agressions
|-
|'''Sarah Horrocks'''
|she/her/elle
|sarah.horrocks@cic.gc.ca
|Manager, IM Policy
Member, IRCC Women's Network Core Committee

Girl Guides of Canada volunteer
|Woman
|Bilingual
|Women supporting other women, learning and teaching, information management, volunteering and mentoring.
|-
|'''Sean Karmali'''
|he/him
|sean.karmali@statcan.gc.ca sean.karmali@canada.ca
|Data Consultant, Statistics Canada
|Racialized
|English
|Building diversity and inclusion forums for business lines; facilitating and leading podcast discussions; collaboration; innovation; healthy workplace and respect for diversity; facilitating discussion for customized data sets for various organizations and persons
|-
|'''Shelley Rolland-Poruks'''
|She/Her
|Shelley.Rolland-Poruks@ised-isde.gc.ca
Shelley.Rolland-Poruks@canada.ca
|Sr Director Communications
|Woman
|Bilingual
|Communications, internal communications, people management, community/employee engagement
|-
|'''Sheree Honegan'''
|
|Sheree.honegan@servicecanada.gc.ca
|Senior Advisor, Program Delivery Branch, Service Canada
|Women

Racialized Women
|English
|Diversity

Women Issues

Mental Health

Leadership/Team Work

Communication
|-
|'''Simone Smullen'''
|she/her/elle
|simone.smullen@tpsgc-pwgsc.gc.ca
|Executive Assistant, PSPC
|woman, person with a disability, religious and ethnic minority (Jewish)
|Bilingual (First language is English)
|Disability, Religious and Ethnic Minority, Jewish identity, Antisemitism, Intersectional identities, unconscious bias (I teach this topic for the CSPS)
|-
|'''Sugeidy Acuna'''
|She/her
|sugeidy.acuna@cbsa-asfc.gc.ca
|Manager, Records management & compliance

CBSA/ASFC
|Racialized/Visible minorities
|French/English
|Information/Records Management, Hybrid Workplace, Management, Women empowerment , Collaboration, Networking, Motivation, Change management, Leadership, Equity, Diversity & Inclusion

Career & Personal Development, Mental Health & Well-being, 2SLGBTQIA+, Accessibility, Autistic inclusion, First Nations
|-
|'''Suzanne McFarlane'''
|elle/her/she
|Suzanne.mcfarlane@pwgsc-tpsgc.cg.ca
|Sr. HR Advisor
|Women, VM
|English
|Expertise / facilitation experience: Anti-racism; inclusion and discrimination; mental health.
|-
|'''Suzy Freitas'''
|She /Her / Hers
|Suzy.freitas@hrsdc-rhdcc.gc.ca
|Manager
|Femme, Racialized, Disabled
|French, Billingual CCC
|

Archival (Information Management) , Accessibility, IT governance, empowering women, courage, resiliency, coping with stress, vulnerability,
|-
|'''Silvia Bascuñan'''
|elle/she
|silvia.bascunan@rcaanc-cirnac.gc.ca
|Conseillère RH, Développement organisationnel, Relations Couronne-Autochtones et Affaires du Nord Canada / Services aux Autochtones Canada
|femme, minorité visible, en situation de handicap
|Français (mais je suis bilingue)
|Connaître et comprendre mes droits et les ressources disponibles en tant que personne en situation de handicap à la fonction publique fédérale, Comment postuler efficacement aux emplois dans la fonction publique fédérale, Trucs et astuces rapides en planification et progression de carrière
|-
|'''Sylvio Leger'''
|He/Him/His
|Sylvio.leger@sac-isc.gc.ca
|FNIHB National BCP Coordinator -ICSD
|2SLGBTQIA
|Bilingual
|Networking, Career development, event planning, engagement, leading teams, public speaking, collaboration, innovation
|-
|'''Tabassum Khan'''
|She/Her
|tabassum.khan@osfi-bsif.gc.ca
|Advisor, DEI / OSFI-BSIF
|South Asian, Muslim
|Bilingual
|Informal Mentorship, Diversity, Equity, Inclus ion, Networking, Retention, Collaboration, Knowledge Sharing, Multiculturalism, Gender, and Unconscious Bias
|-
|'''Tacita Bastien'''
|She/elle
|Tacita.Bastien@cic.gc.ca
|Senior Labour Relations Advisor, IRCC
|Black, Woman, Racialised
|English
|Anti-Racism, DEI, Organisational Change, Performance
|-
|'''Talia Taras'''
|
|Talia.taras@cic.gc.ca
|PM-03
|Racialized

Women

Disabilities
|English, Arabic
|Equity, diversity & inclusion, policy, hiring mandates, racism, networking and mental health awareness.
|-
|'''Tanya Lépine-Darwiche'''
|She/Her
|Tanya.lepinedarwiche@tpsgc-pwgsc.gc.ca
|Manager, Professional Development, Real Property Services, PSPC
|<nowiki>-Multi-racial Visible Minority (West Asian/ French Canadian)</nowiki>

-Woman

-2SLGBTQIA+

-Person with an invisible disability
|English
|Diversity, equity, inclusion, intersectionality, networking, community outreach, peer support/advocacy,

career advancement, research, collaboration, career development, story telling, difficult conversations
|-
|'''Tara Shapransky'''
|She/Her
|Tara.Shapransky@infc.gc.ca
|Program Coordinator ESDC / INFC
|Jewish, Woman
|Bilingual
|Networking, Career development, event planning, engagement, leading teams, public speaking, collaboration, innovation
|-
|'''Taryn Husband'''
|He/him; il (accords au masculin)
|Taryn.husband@servicecanada.gc.ca
|Program Consultant Employment and Social Development Canada, Also one of the Co-Chairs of the Public Service Pride Network Gender Identity and Expression Action Committee
|2SLGBTQIA, Disabled
|English, comfortable in French
|Diversity and inclusion, brave spaces, difficult conversations, gender, transgender, disability and accessibility
|-
|'''Teresa Morgan'''
|She/Her
|morgant@psac-afpc.com
|Regional Field Coordinator ON & NU/Joint Learning Program
|Black Canadian
|
|Networking, Community Engagement, Allyship, Leading Teams, Collaboration, Recruitment/Retention, Support
|-
|'''Thanuja Vinayagamoorthy'''
|She/Her
|Thanuja.vinayagamoorthy@servicecanada.gc.ca
|AS-03/College
|Women/SouthAsian
|English
|Mental Health, Learning/Training, Program Delivery, Diversity
|-
|'''Tyler Levesque'''
|He/Him
|Tyler.levesque@cra-arc.gc.ca
|Senior program officer
|LGBTQ2+
|English
|LGBTQ2+, Diversity and Inclusion, Mental Health, continuous improvement, lean
|-
|'''Valentin Fouelefack'''
|Il
|valentin.fouelefack@inspection.gc.ca
|EG-04 Inspecteur spécialiste de la transformation des aliments

ACIA/CFIA
|Oui

Noir
|Français
|<nowiki>- Supervision, gestion des équipes de travail</nowiki>

- Formateur, Enseignement, Paneliste

- Communication interpersonnelle, développement personnel

- Sciences règlementaires

- Diversité, inclusion et lutte contre les discriminations

- Liaison intercommunautaire
|-
|'''Veronique Arsenault'''
|She/Her
|Veronique.arsenault@servicecanada.gc.ca
|A/Senior Manager, Enterprise Change Management
|Woman
|English but fluent in French as well
|· Change Management

· Community engagement

· Importance of volunteering

· Empathetic leadership

· Mental Health Advocacy

· Balancing work life/elected life and personal life (I’m a part time elected City Councillor in my home city of Miramichi NB)

· Women in politics

· Life of a family member of someone deployed with the UN and Canadian Armed Forces (my dad served 24 years as a security specialist with the UN)
|-
|'''Waheed Khan'''
|He/him
|Waheed.Khan@ec.gc.ca
|Chair, Visible Minorities Network; President, national Consultation Team, PIPSC; Joint Learning Program Facilitator
|South Asian
|English
|Mental Health; Addressing harassment, discrimination and racism; Respectful Workplaces; Collective Agreements; Diversity & Inclusion; experienced panelist and public speaker
|-
|'''Yawen Wang'''
|iel / ille
|Yawen.Wang@cra-arc.gc.ca
|Agent de recouvrement

DGRV – Recouvrement des recettes
|<nowiki>- Les employés racialisés</nowiki>

- Les employés 2SLGBTQIA+

- Les femmes
|Anglais / Français
|Arts (musique, théâtre, danse)

Comptabilités
|-
|'''Youssef Benouakour'''
|
|y.benouakour@gmail.com
|Agent des services aux contribuables SP-04- CCRQ
|OUI
|Français
|Service aux contribuables
|-
|Alicia Seifert
|She/Her
|alicia.seifert@irb-cisr.gc.ca
|Coordinating Member, Immigration & Refugee Board
|Racialized Person
Woman
|English
|Career Progression, Unconscious Bias, Anti-Racism, Leadership, Emotional Intelligence, Managing in PS, talent development, leading teams, performance management, intersectionality, difficult conversations, motivation & empowerment, coaching & mentoring
|-
|Abdelamir Darwiche
|He/Him
|abdelamir.darwiche@cic.gc.ca
|Administrative Officer, IRCC
|2SLGBTQIA+, Lebanese
|Bilingual
|Mental health, Anti-racism, Multiculturalism, Inclusivity
|-
|Anastasia Gerzhevich
|She/Her
|anastasia.gerzhevich@agr.gc.ca
|Student, AAFC
|Visible Minority, Woman, 2SLGBTQQIA+
|English
|Anti-racism, anti-colonialism, disability advocacy, criminology/sociology (overrepresentation of racialized people in criminal injustice system), womanism, climate policy, dismantling toxic work culture, hybrid workplace and work/life balance, mental health and well-being, student employment and retention, communication
|-
|Vaideki Thiruchelvan
|She/Her
|[[Mailto:Vaideki.Thiruchelvan@cic.gc.ca|Vaideki.Thiruchelvan@cic.gc.ca]]
|Administrative Officer, IRCC
|Visible Minority, Woman
|English
|Anti-Racism, Career Planning & Progression, Student Employment in the Government, Interview Prep, Leadership, Mental Health, Networking
|}

Employees across the GoC, (particularly those from underrepresented groups) who are interested in appearing on panels are encouraged to add their names and supporting information to the above list. To do that one can click "Log in" on the top right of this page and enter their GC wiki account information. Once completed, click "edit" and then simply click on the row where one's name would appear under the "Name" column. For assistance, please send us an [[Muhammedali.khan@canada.ca|email]].

In the words of the Clerk of the Privy Council in his [https://www.canada.ca/en/privy-council/corporate/clerk/call-to-action-anti-racism-equity-inclusion-federal-public-service.html Call to Action on Anti-Racism, Equity, and Inclusion]…

“We must encourage and support the voices that have long been marginalized in our organizations. We must create opportunities where they have long been absent. We must take direct, practical actions to invoke change. This is a true test of leadership, and one we must meet head on. '''Now'''.”

Les employés de l'ensemble du GC (en particulier ceux des groupes sous-représentés) qui souhaitent participer à des panels sont encouragés à ajouter leur nom et des informations complémentaires à la liste ci-dessus. Pour ce faire, il suffit de cliquer sur " Ouvrir une session " dans le coin supérieur droit de cette page et d'entrer les renseignements relatifs à son compte GC wiki. Une fois cette opération terminée, l'employé peut simplement cliquer sur la ligne où son nom apparaît dans la colonne "Nom". S'il a besoin d'aide, il peut envoyer un [[Muhammedali.khan@canada.ca|courriel]].

Pour reprendre les mots du greffier du Conseil privé dans son [https://www.canada.ca/fr/conseil-prive/organisation/greffier/appel-action-faveur-lutte-contre-racisme-equite-inclusion-fonction-publique-federale.html Appel à l'action contre le racisme, pour l'équité et l'inclusion...]

"Nous devons encourager et soutenir les voix qui ont longtemps été marginalisées dans nos organisations. Nous devons créer des opportunités là où elles ont longtemps été absentes. Nous devons prendre des mesures directes et pratiques pour provoquer le changement. Il s'agit là d'un véritable test de leadership, que nous devons affronter de front. '''Maintenant'''."

Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario

2022-11-25T17:40:08Z

Meredith.richmond:

== Informal Networking List for Ontario (outside the NCR) Managers ==

Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario

2022-11-25T17:37:28Z

Meredith.richmond: Blanked the page

Ontario NMC-CNG de l'Ontario

2022-11-25T17:24:13Z

Meredith.richmond: Meredith.richmond moved page Ontario NMC-CNG de l'Ontario to Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario: Change of scope

#REDIRECT [[Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario]]

Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario

2022-11-25T17:24:13Z

Meredith.richmond: Meredith.richmond moved page Ontario NMC-CNG de l'Ontario to Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario: Change of scope

Welcome to the National Managers' Community Informal Networking Page - Bienvenue sur la page de réseautage informel de la Communauté nationale des gestionnaires
[[File:Transparent-NMC-Logo-EN.png|alt=NMC-CNG Logo|left|thumb|860x860px|NMC-CNG Logo]]

== '''Table of Contents - Table des matières''' ==
__NOEDITSECTION__

Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario

2022-11-24T15:45:51Z

Meredith.richmond: added table of contents header-ajout d'un en-tête de table des matières

Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario

2022-11-24T15:26:27Z

Meredith.richmond:

Ontario Managers' Informal Network-Réseau informel des gestionnaires de l'Ontario

2022-11-24T15:24:03Z

Meredith.richmond: Informal networking space for all Ontario managers and aspiring managers - Espace de réseautage informel pour tous les gestionnaires et aspirants gestionnaires de l'Ontario

Welcome to the National Managers' Community Informal Networking Page - Bienvenue sur la page de réseautage informel de la Communauté nationale des managers

File:Transparent-NMC-Logo-EN.png

2022-11-24T15:20:25Z

Meredith.richmond:

Logo of white maple leaf in a red square with the words National Managers' Community Communauté nationale des gestionnaires witten to the left