Changes

===1.1 Background===

===1. Background===

The ADM(Mat) Level 1 Diversity and Inclusion (D&I) Working Group (WG) was created in 2021 to support Materiel Group efforts in increasing diversity, inclusion, and belonging among its members. The movement towards greater diversity, inclusion, and belonging in ADM(Mat) aligns with similar movements within DND, the Public Service, and Canada. The Clerk of the Privy Council issued a Call to action on anti-racism, equity, and inclusion in the Federal Public Service, The President of the Treasury Board also published the diversity and inclusion areas of focus for the public service, which align with the Government’s Speech from the Throne and recent mandate letters. This, along with other government, ministerial, and group guidance and directives, forms the foundation of the direction and activities of the Working Group.

The ADM(Mat) Level 1 Diversity and Inclusion (D&I) Working Group (WG) was created in 2021 to support Materiel Group efforts in increasing diversity, inclusion, and belonging among its members. The movement towards greater diversity, inclusion, and belonging in ADM(Mat) aligns with similar movements within DND, the Public Service, and Canada. The Clerk of the Privy Council issued a Call to action on anti-racism, equity, and inclusion in the Federal Public Service, The President of the Treasury Board also published the diversity and inclusion areas of focus for the public service, which align with the Government’s Speech from the Throne and recent mandate letters. This, along with other government, ministerial, and group guidance and directives, forms the foundation of the direction and activities of the Working Group.

===1.2 Mandate===

===2. Mandate===

The focus of Materiel Group’s efforts is on its people and the co-creation of a vibrant environment of psychological safety and belonging. The organization’s commitment to diversity, inclusion, respect, and belonging is supported by making resources available for this work through the staffing of a full time L1 Diversity and Inclusion Advisor and supporting micro-mission assignments and working group activities. The organization is also committed to culture change and strongly supports the empowerment of its people to develop skills, awareness, and competencies to allow all to lift those around them towards an inclusive work environment.

The focus of Materiel Group’s efforts is on its people and the co-creation of a vibrant environment of psychological safety and belonging. The organization’s commitment to diversity, inclusion, respect, and belonging is supported by making resources available for this work through the staffing of a full time L1 Diversity and Inclusion Advisor and supporting micro-mission assignments and working group activities. The organization is also committed to culture change and strongly supports the empowerment of its people to develop skills, awareness, and competencies to allow all to lift those around them towards an inclusive work environment.

===[[:en:2022_vision_-_3_priorities|1.3 Key Priorities - Vision Statements]]===

===3. [[:en:2022_vision_-_3_priorities|Key Priorities - Vision Statements]]===

The Diversity and Inclusion Office`s foremost priority is to create and maintain a ‘psychologically safe workplace’ for all its Defence Team members, to advocate for transparency in work processes and raise the importance of micro-behaviours awareness.  

The Diversity and Inclusion Office`s foremost priority is to create and maintain a ‘psychologically safe workplace’ for all its Defence Team members, to advocate for transparency in work processes and raise the importance of micro-behaviours awareness.  

===1.4 Objectives===

===4. Objectives===

#Create a safe space for diversity and inclusion conversations, discussion, raising of issues and challenges.

#Create a safe space for diversity and inclusion conversations, discussion, raising of issues and challenges.

#Empower members with the tools, resources, and knowledge to lead D&I culture change advances in their own organizations.

#Empower members with the tools, resources, and knowledge to lead D&I culture change advances in their own organizations.

===1.5 [[:en:images/3/3d/Materiel_Group_CDIAP_Oct_2021..pdf|Action Plan]]===

===5. [[:en:images/3/3d/Materiel_Group_CDIAP_Oct_2021..pdf|Action Plan]]===

Our Action Plan is a living document in our organization.  All members of the Materiel Group will have the opportunity to provide advice and direction on the plan.  

Our Action Plan is a living document in our organization.  All members of the Materiel Group will have the opportunity to provide advice and direction on the plan.  

====1. Eliminate Employment Equity Gaps and Meet Legislative Requirements:  ====

====5.1. Eliminate Employment Equity Gaps and Meet Legislative Requirements:  ====

*Prioritize the hiring of Employment Equity groups that have gaps with respect to workforce availability.

*Prioritize the hiring of Employment Equity groups that have gaps with respect to workforce availability.

*Remove barriers to entry-level positions through the review of SOMCs to ensure that education and experience requirements are bona fide only and look for alternatives to formal education.

*Remove barriers to entry-level positions through the review of SOMCs to ensure that education and experience requirements are bona fide only and look for alternatives to formal education.

====2. Expand Leadership Representation:====

====5.2. Expand Leadership Representation:====

*Through the use of vacancies to promote EE groups to the EX cadre via Executive Development Program (EDP), D&I EX Pool (HR-Civ) and Mat Group EX pools.  Use a Visible Minorities (VM) Pool when there is one.

*Through the use of vacancies to promote EE groups to the EX cadre via Executive Development Program (EDP), D&I EX Pool (HR-Civ) and Mat Group EX pools.  Use a Visible Minorities (VM) Pool when there is one.

*Offer mentorship opportunities for future leadership from diverse backgrounds such as the Lifting As You Lead Mentoring Circle (LLMC) Program Lead.

*Offer mentorship opportunities for future leadership from diverse backgrounds such as the Lifting As You Lead Mentoring Circle (LLMC) Program Lead.

====3. Enhance Promotion Rate and Share for all Diversity Groups:  ====

====5.3. Enhance Promotion Rate and Share for all Diversity Groups:  ====

*Offer mentoring at all levels for diverse group members through LLMC’s, and the HR-Civ, Procurement Groups (PG) and Engineer (ENG) mentoring programs.  Also, use of Executive Coaching Services as part of EDP.

*Offer mentoring at all levels for diverse group members through LLMC’s, and the HR-Civ, Procurement Groups (PG) and Engineer (ENG) mentoring programs.  Also, use of Executive Coaching Services as part of EDP.

*Identify qualified personnel through the creation of a process to identify and support members from Mat Grp that have qualified in higher level pools outside Mat Grp.

*Identify qualified personnel through the creation of a process to identify and support members from Mat Grp that have qualified in higher level pools outside Mat Grp.

=====4. Enhance and Enable Inclusive Practices:=====

=====5.4. Enhance and Enable Inclusive Practices:=====

*Build skills and awareness to move the executive cadre along the diversity continuum from minimization to acceptance.

*Build skills and awareness to move the executive cadre along the diversity continuum from minimization to acceptance.

*Celebrate diversity, inclusion and belonging through the recognition and celebration of commemorative days, holidays and events from a diversity of religions, cultures and international observances.  Ensure the delivery of a monthly Materiel Group Multicultural Calendar.

*Celebrate diversity, inclusion and belonging through the recognition and celebration of commemorative days, holidays and events from a diversity of religions, cultures and international observances.  Ensure the delivery of a monthly Materiel Group Multicultural Calendar.

====5. Embed Individual Accountability:====

====5.5. Embed Individual Accountability:====

*Organize and share culture change learning events to build understanding and awareness of all aspects of diversity, inclusion and belonging through monthly AMA events that amplify the voices of marginalized communities with public servants and diversity experts within the Public Service.

*Organize and share culture change learning events to build understanding and awareness of all aspects of diversity, inclusion and belonging through monthly AMA events that amplify the voices of marginalized communities with public servants and diversity experts within the Public Service.

*Employees and leaders co-create a culture of inclusion through action. Each member includes diversity and inclusion activities on their PMA. This is mandatory, but everyone selects their actions. 

*Employees and leaders co-create a culture of inclusion through action. Each member includes diversity and inclusion activities on their PMA. This is mandatory, but everyone selects their actions. 

===1.6 Membership===

===6. Membership===

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