GC Panel Pledge - l’Engagement GC relatif aux panels

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 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 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

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 à l'appel à l'action du greffier sur l'antiracisme, l'équité et l'inclusion et en soutien aux domaines d'intérêt d'Au-delà de 2020 et 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:

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 GoC - both in and out of the STEM space. For more information please see: 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:

1. Y a-t-il des femmes, ou un nombre égal d'hommes et de femmes, qui participent au panel ?
2. Que fait l'organisateur de l'événement pour assurer la diversité des genres lors de son événement ?
3. 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: 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 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.

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 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.

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 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:

1. 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.
2. Strive to achieve gender balance while being inclusive of the 2SLGBTQIA+ community.
3. Connect with Diversity Networks to ensure find panelists from systemically marginalized communities.
4. 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.
5. Ensure to use language interpretation, closed captioning and other accessibility measures to facilitate access to persons with disabilities.
6. Promote the use of gender-sensitive language and preferred pronouns.
7. Ensure the event date does not conflict with religious and cultural holidays.

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.

Speakers List and EDI Network Database

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 - wiki (gccollab.ca).

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

Name / Nom	Pronoun / pronom	Email	Position / Dept	Member of an Equity or Equity Seeking Group(s) / membre d'un groupe d'équité ou de recherche d'équité	Official Language /Langue officielle	Areas of Interest / Expertise / domaines d'intérêt / d'expertise
Adwoa Gyasi-Nimako	She/Her	Adwoa.gyasinimako@servicecanada.gc.ca	Advisor/ESDC	Black	English	Recruitment, Retention, Advancement, Diversity, Equity, Inclusion, and Networking.
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
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
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
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.
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
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
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
Marsha Thompson	She/Her	marsha.thompson@servicecanada.gc.ca	Transformation Management Branch / ESDC	Black, women, Person with invisible disability	English	Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, micromissions
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
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
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
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
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
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”
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
Tabassum Khan	She/Her	tabassum.khan@osfi-bsif.gc.ca	Advisor, DEI / OSFI-BSIF	South Asian, Muslim	Bilingual	Informal Mentorship, Diversity, Equity, Inclusion, Networking, Retention, Collaboration, Knowledge Sharing, Multiculturalism, Gender, and Unconscious Bias
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

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, the employee can simply click on the row where their name would appear under the "Name" column. Should they need assistance they are welcome to send an email.

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.”