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User:Diversity & Inclusion in Action - event summary (view source)
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[[File:Final Report banner new.jpg|center|frameless|797x797px|Diversity and Inclusion in Action Final Report]]
[[File:Final Report banner new.jpg|frameless|1090x1090px|Diversity and Inclusion in Action Final Report|alt=|left]]
== EVENT OVERVIEW ==
== EVENT OVERVIEW ==
This discussion explored what is at the root of cultural change, and what elements are needed to develop a strategy that promotes meaningful systemic transformation.
This discussion explored what is at the root of cultural change, and what elements are needed to develop a strategy that promotes meaningful systemic transformation.
='''EVENT SURVEY'''=
='''EVENT SURVEY'''=
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SUMMARY
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.
<nowiki>**</nowiki>If there are any questions about the methodologies employed to classify and recode results, please don’t hesitate to reach out to the working group at xxxx@...
<u>General observations by the Visible Minority Working Group analysis team</u>
'''Question 1. Do you identify as a Visible Minority?'''
''Subgroup Observations''
- Attendees were almost evenly split between those who identify as a visible minority and those that do not.
'''Question 2. How do you distinguish between equality and equity in a professional setting? Do you view them as the same or different?'''
''Subgroup Observations''
- Generally very thoughtful and nuanced answers and many demonstrated a strong understanding of how both concepts apply within the workplace.
Insert definition of Equity and Equality
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
='''NEXT STEPS'''=
='''NEXT STEPS'''=
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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.