570
edits
Changes
User:Diversity & Inclusion in Action - event summary (view source)
Revision as of 12:47, 21 January 2022
, 12:47, 21 January 2022→EVENT SURVEY
[[File:Final Report banner new.jpg|frameless|1090x1090px|Diversity and Inclusion in Action Final Report|alt=|left]]
[[File:Final_Report_banner_new.jpg|alt=|frameless|1090x1090px]]
== EVENT OVERVIEW ==
== EVENT OVERVIEW ==
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.
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>
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
[[File:Next steps 4.png|center|frameless|1060x1060px]]
[[File:Next steps 4.png|center|frameless|1060x1060px]]
= Conclusion =
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 engaging with partners internally and across government to develop our mentorship tools. We are also conducting a survey to gain an understanding of the priorities for visible minority employees in Indigenous Services Canada and set priorities into the future. We are launching our Podcast series which will discuss areas of interest within the D&I space through a visible minority lens, and later in the year, we will be summarize lessons learned from this year in a final report.