GC Panel Pledge - l’Engagement GC relatif aux panels

The 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 panelists, facilitators and event organizers to affirm their commitment to diversity, inclusivity and Anti-Racism and anti-discrimination. Upholders of the Pledge will ensure they only support events whose speakers, moderators and facilitators 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 Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion and in support of the areas of focus of Beyond 2020 and the 2020/2021 Deputy Minister Commitments on Diversity and 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:

1. Are there women, or equal numbers of men and women, participating in the panel?
2. What is the event organizer doing to ensure gender diversity at their event?
3. 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 Government of Canada- both in and out of the STEM space. For more information please see: https://wiki.gccollab.ca/Panel_Pledge/About_the_pledge

Amending the Pledge to Promote Inclusivity, Diversity and Anti-Racism

In taking the Panel Pledge, pledges demonstrate committed action to promoting inclusivity for 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 / speakers / participants, and reserving the right to decline participation in events where Indigenous Employees, Black Employees and Racialized Employees, 2SLGBTQIA+ Employees, Persons with a Disability and Women are excluded
• Ensuring that on a panel of three people, two are from underrepresented groups. On a Panel of four people, three 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
• Asking event organizers what they are doing to ensure diversity at their events
• Offering names of underrepresented persons from within your network
• Promoting employment equity, diversity, inclusion, equality and Anti-Racism in their own organizations

Speakers List:

The Panel Pledge aims to support individuals, networks and organizations who create events by making accessible a list of diverse speakers, panelists and moderators. Event organizers at the local, regional or national level will be able to use the Speakers List to connect with diverse Canadian public sector talent. The Speakers list will contain information on prospective speakers, including the topics they are passionate about, their contact information and their department or agency. It will also allow them to indicate which equity or equity-deserving group they belong to. Event planners will use this information to ensure that they book diverse guests for their events. Employees interested in signing up to be a guest speaker can complete the following form: https://forms.gle/GHoQSbPehKiX3WWw7

Aside from the Speakers List, Event organizers can also connect with one of the many GC Diversity Networks that operate across the Government of Canada in order to select a panelist from a diverse background.

Important Considerations:

Tokenism: Speakers 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.

Privilege: Event organizers should be aware that White, able-bodied and cisgendered people are inherently privileged in society. They should be intentional on creating balance by providing platforms to systemically marginalized individuals.

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 provides should meet accessibility guidelines as should presentations decks. Presentations should be in plain language in large font. See the Guidelines on Making Communications Products and Activities Accessible- Canada.ca

Event Planning Considerations: Please 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

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, could I please request confirmation of the other panelists/speakers/participants? 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.

Response Template For Confirmation of a Panel Lacking Diversity

Thank you for providing details of the panelists who will be speaking 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 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.

Checklist for Event Organizers

Below are some considerations for event organizers to ensure their events are representative, diverse and equitable:

Strive to achieve gender balance while being inclusive of the 2SLGBTQIA+ community.

Connect with 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 interpretations, closed captioning and other accessibility measures to facilitate access to persons with disabilities.

Promote the use of gender-sensitive language and preferred pronouns.

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.

Benefits of the Panel Pledge

• Can be used to connect event organizers with networks from equity or equity seeking groups.
• Can increase diversity, inclusion and Anti-Racism within the public service
• Can connect regional talent with event organizers, removing barriers and breaking down silos.
• Increase the representation of underrepresented groups thereby allowing members of systemically marginalized to build their profile through GC speaking engagements
• Diversity on Panels allows for more robust dialogues from taking place and encourages the sharing of unique perspectives that may otherwise be missed in homogenous panels.

In the words of the Clerk of the Privy Council in his 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.”