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 Reconciliation, 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.

Modèle de réponse aux invitations à des événements

Merci de m'avoir invité à prendre la parole ou à participer à votre événement. J'ai pris l'engagement de participer à un panel GC et je m'engage à ne participer qu'à des panels inclusifs et représentatifs, en particulier pour un éventail de personnes de sexe, de milieux, de groupes d'âge, de cultures et de capacités différents, notamment :

• les employés autochtones
• Employés noirs
• Employés racisés
• Employés handicapés
• 2SLGBTQIA+ employés
• Minorités religieuses
• Femmes

Avant de confirmer ma présence et ma participation, puis-je demander des informations sur les autres panélistes ? J'espère que la représentation sera diversifiée et inclusive. Si vous avez besoin d'aide pour y parvenir, je serai heureux de vous soutenir du mieux que je peux.

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.

Modèle de réponse pour la confirmation d'un panel manquant de diversité

Merci de nous fournir les détails des panélistes qui participeront à votre prochain événement.

Je suis impatient de participer et je vous remercie de l'invitation. Toutefois, le manque de diversité compromet mon engagement envers l'engagement du GC Panel et je ne suis pas disposé à confirmer ma participation à ce stade. Je serais heureux de reconsidérer cette décision si vous parveniez à obtenir un panel plus équilibré.

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.

Liste de contrôle pour les organisateurs d'événements

Vous trouverez ci-dessous quelques points à prendre en considération par les organisateurs d'événements afin de garantir que leurs événements soient représentatifs, diversifiés et équitables :

1. 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 devraient être issus de groupes sous-représentés, etc.
2. S'efforcer d'atteindre un équilibre entre les sexes tout en incluant la communauté 2SLGBTQIA+.
3. Connectez-vous aux réseaux de diversité pour vous assurer de trouver des panélistes issus de communautés systématiquement marginalisées.
4. Essayez de réunir des panélistes de divers horizons, en tenant compte des groupes sous-représentés, des personnes de divers milieux socio-économiques, de divers groupes d'âge, de diverses capacités et de divers lieux géographiques.
5. Veillez à utiliser l'interprétation linguistique, le sous-titrage et d'autres mesures d'accessibilité pour faciliter l'accès aux personnes handicapées.
6. Promouvoir l'utilisation d'un langage sensible au genre et de pronoms préférés.
7. Veillez à ce que la date de l'événement n'entre pas en conflit avec des fêtes religieuses et culturelles.

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.

Questions fréquemment posées :

Cela signifie-t-il que vous ne pouvez pas avoir d'hommes blancs dans vos panels?

Non. Cela signifie simplement que l'écrasante majorité des panélistes doit être issue de groupes sous-représentés, à l'image de leur représentation dans la population générale.

Cela signifie-t-il que tous les groupes sous-représentés doivent être représentés dans tous les panels ?

Non. Parfois, les panels ne sont composés que de deux personnes. Il est impossible de représenter tous les groupes marginalisés dans tous les panels. L'objectif est de s'efforcer de faire en sorte que diverses perspectives soient reflétées dans les événements virtuels et en personne qui mettent en vedette des fonctionnaires.

Cela s'applique-t-il à l'équité en matière d'emploi ou aux groupes privés d'équité ?

Oui et non. Certains réseaux ont été créés pour soutenir les groupes marginalisés par le système. On ne s'attend pas à ce qu'ils organisent des panels qui excluraient des membres de leurs groupes respectifs.

Cela dit, les institutions ont toujours été centrées sur les Blancs, les personnes valides et les cisgenres, et ce centrage se retrouve même au sein des groupes visés par l'équité et ceux qui en sont privés. Par conséquent, il est recommandé aux organisateurs d'événements de chercher à organiser des événements au sein d'un groupe qui présentent une représentation diverse et intersectionnelle de ce groupe.

Par exemple, un réseau de minorités visibles devrait également chercher à mettre en vedette des collègues qui n'ont pas une proximité évidente avec la blancheur ou qui ne sont pas nécessairement valides ou qui font également partie de la communauté 2SLGBTQI+.

Speakers List and EDI Network Database / Liste des conférenciers et base de données du réseau de l'EDI

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:

Pour aider à constituer des panels diversifiés, les organisateurs d'événements peuvent se connecter à l'un des nombreux Réseaux de la-diversité-du GC - wiki (gccollab.ca) régionaux, ministériels ou interministériels.

Les organisateurs d'événements peuvent également communiquer avec l'un des nombreux conférenciers du GC figurant dans la liste ci-dessous:

Name / Nom	Pronoun / pronom (Not Mandatory)	Email / courriel	Position / Dept	Member of an Equity or Equity Seeking Group(s) / membre d'un groupe d'équité ou de recherche d'équité	Official Language	Areas of Interest / Expertise / domaines d'intérêt / d'expertise
Aalya Dhanani	She/Her	aalya.dhananiessa@tc.gc.ca	Transport Canada	Racialized persons | Groupes racialisés, Woman | Femme	English	Anti-Racism | Lutte contre le racisme, Career Planning | Planification de carrière, FlexGC, GBA+ | ACS+, Grassroots | Organisations Communautaire, How to Apply In The GC| Comment postuler au sein du GC, Interview Prep | Préparation aux entretiens, Leadership, Mental Health | Santé mentale, Mentoring | Mentorat, Networking| Réseautage, Self-Awareness | conscience de soi, Unconscious Bias | Biais inconscients
Adam Robitaille	He/Him	Adam.robitaille@pwgsc-tpsgc.gc.ca	Appraisal Analyst – Appraisal and Valuation Services Western Region PSPC	2SLGBTQIA+	English/français	Real Property issues, 2SLGBTQIA+
Adwoa Gyasi-Nimako	She/Her	Adwoa.gyasinimako@servicecanada.gc.ca	Advisor/ESDC	Black	English	Recruitment, Retention, Advancement, Diversity, Equity, Inclusion, and Networking.
Alexe Frédéric Migneault	iel they, them	alexe.migneault@hc-sc.gc.ca	DGORAL, Direction des laboratoires AS-01 (intérim) CR-04 (attache)	2SLGBTQIA+	Français (Bilingue)	Traduction, interprétation, révision (japonais, français, anglais) Écriture inclusive et rédaction Soutien administratif Planification et organisation d’événements Formation du personnel
Alannah Heath		Alannah.Heath@cra-arc.gc.ca	Taxpayer services agent – SP04 Canada Revenue Agency	Indigenous	English	Administration, Human Resources
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
Alison Marchbank	She/Her/Elle	Alison.marchbank@cer-rec.gc.ca	HR Advisor, Canada Energy Regulator (Calgary, AB)	Woman, Indigenous	English (CBC for French)	Self-Discovery with my Métis ancestry, Facilitation / teaching, Compensation, Student Staffing
Alison Szawiola	She/Her/Elle	alison.szawiola@ised-isde.gc.ca	Government of Canada Free Agent	Racialized/ Religous Minority/Woman	English	Mental Health, Well-being, Facilitation, Mindfulness, Stakeholder Enagement and Community Building, Equity, Diversity and Inclusion
Althea Francis		Althea.francis@ppsc-sppc.gc.ca	Senior Counsel – Public Prosecution Service of Canada (PPSC)	Black & Woman	English	EDI broadly speaking, Bias & Prosecution, Race and Gender Issues Overrepresentation of Black / Indigenous in the Criminal justice system
Amandeep Kahlon	He/il	Amandeep.kahlon@hc-sc.gc.ca	Senior Policy Analyst/Health Canada	Visible minorities	EN	Science Policy
André P. Jean		Andre.Jean2@forces.gc.ca	Chef de cabinet – Directeur general du changement et co-président national de l’OCFED	2SLGBTQI2+	Bilingue	Acteur de changement en EDI,
Anissa MacLeod	She/her        Elle	Anissa.MacLeod@servicecanada.gc.ca	Manager:Service Canada	Woman	english	2SLGBTQIA+
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
Annick Lamoureux		Annick.lamoureux@cra-arc.gc.ca	Chef d’équipe intérimaire, ARC-CRA	Femme et personne ayant un handicap	Français et Anglais	Sujet des personnes ayant un handicap et santé et sécurité aux travail.
Annie Therriault	She/her	Annie.therriault@tpsgc-pwgsc.gc.ca	Director, Shared Human Ressources, Pay Administration Branch, PSPC	Person with Disability (neurodivergent) and member of the 2SLGBTQIA+  community	French / Bilingual	Leadership, Learning and Development, Performance Management, Human Ressources Management
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
Ben Hamdane	Hend	Hend.benhamdane@cra-arc.gc.ca	Agent aux services des contribuables – BSF Montréal	Les femmes	Français	Communication, sport, statistiques
Benjamin Kalenga Musampa		Kalengabenjamin.musampa@cra-arc.gc.ca	Agent des services aux contribuables (SP04)	Racialisé	Français	Communication
Beverley Miranda	Elle/Her/She	beverley_miranda@yahoo.com	Shared Services Canada	Woman of Colour	English	Managing your Career in the GoC Setting oneself up for Success Confidence Building
Bill Spruin	He/Him/We/They/Us	bill.spruin@sac.isc.gc.ca	Work: Program Advisor, Indigenous Services Canada / Side of desk: TBS Speaker on Diversity and Inclusion	PwD	English	Inclusive Diversity and Inclusion – our voices are muted when we speak individually and magnified when we speak together. The staffing culture of exclusion. Accommodations – it is more than just PwD if we are to enable inclusion.
Binana Madikama		binana.madikama@inspection.gc.ca MADIKAMA@VIDEOTRON.CA	REGIONAL PROGRAM OFFICER CFIA-ACIA	NOIRS	FRANÇAIS	orateur au sein du GC
Catherine (Cath) Duchastel de Montrouge	They and she/iel et elle	Catherine.DuchasteldeMontrouge@tpsgc-pwgsc.gc.ca	HR Advisor/ PSPC Ontario	Queer. Non-binary, and multiply-disabled	French but I am bilingual	Disability inclusion from an intersectional lens, accessibility/inaccessibility as infrastructural and institutional processes, anti-oppression, anti-colonialism. feminisms.
Chrislain Eric Kenfack	Il	ChrislainEric.Kenfack@cic.gc.ga	Conflict Resolution Practitioner Office of Conflict Resolution	Black	Bilingual	- Conflict resolution - Anti-racism training - Multiculturalism - International climate diplomacy
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.
Claudia Levac	She/her/elle	claudia.levac@labour-travail.gc.ca	ESDC	Visible minority and Woman	English	Leadership, helping young and new public servants (I myself was bridged as a student and am now an EX minus 1), moving to digital, women helping women, women helping anyone
Connor Smithersmapp	HE/HIM/HIS	connor.smithers-mapp@acoa-apeca.gc.ca	Acct. Mgt. ACOA	Black	English	Equity, Anti-Racism, Employment Equity Policy and Audits
Cyrille Ndingue		Cyrille.Ndingue@cra-arc.gc.ca	SP-04	noir	français	Informatique Service a la clientèle administration
Deborah Avanthay	She/her	deborah.avanthay@servicecanada.gc.ca	Program Services Officer - ISB (Integrity Services Branch) ESDC	Women's Network, IEC (Indigenous Employee's Circle)	English	Lived experiences: Workplace racism, bullying, harassment, violence/Métis and marginalized employees Advocate/Policy & Governance changes according to the Indigenous 94 Calls to Action/Updates to the Employment Equity Act/Métis representation at the EX levels and Senate/CFS Reformation and business model updates
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
Gana Moke	He/ Him	Gana.moke@cra-arc.gc.ca	Resource/ complex case Officer – Revenue Collections	Black Employees Disabled Employees	French and English	Accessibility and invisible disabilities advocate. Expertise in accessible e-mail via outlook to aid people with disabilities whilst increasing performance for people of all abilities through clear communication and self-awareness. Interested in equality, work, life balance and the pursuit of happiness.
Gloria Membu	Elle / she / hers	gloria.membu@servicecanada.gc.ca	PM1 Agente de prestation de paiments ( DSVP), Poste intérim actuel : AS2  Agente Servie Projets   ( CRR)	Je suis membre du réseau des femmes et membres des minorités visibles	Français	Communication interpersonnelle,  devellopement personnel, santé mentale , évolution et devellopement de méthodes ou outils de travail, ressources humaines , service à la clientèle, animation dynamique d’évenements communautaires, psychologie, santé et sécurité au travail, Formation et passasion de connaissance, inclusion de tous, soutien aux nouveaux employés du fédéral , traduction ( lingala – francais  et francais –lingala
Hajer Triki		Hajer.trikira-arc.gc.ca	Agente au service des contribuable à CARQ	- Les employés en situation d’handicap - Minorités religieuses - Les femmes	Français	Comptabilité, administration, vérification, formation,
Hanna Stewart	She/Her/Elle	Hanna.stewart@cic.gc.ca	Policy Analyst with Afghanistan Settlement Branch, IRCC	Co-chair of IRCC’s Women’s Network	Billingual	Passionate about women’s issues, leading discussions with a network on diversity, equity, inclusion, women’s rights, women’s leadership, and mental health.
Holly Ellingwood	he/him/ il	holly.ellingwood@nrcan-rncan.gc.ca	Lead Departmental Strategist/ Office of IDEA (Inclusion, Diversity, Equity, Accessibility/Anti-Racism/Natural Resources Canada	2SLGBTQIA+, person with disaiblity	Fluent English/ working ability in French
Holly LaForme	She/Her	holly.laforme@phac-aspc.gc.ca	Public Health Agency of Canada, Emergency Management Branch, Policy Analyst	Biracial: Indigenous (First Nations)/Caucasian	English	On-reserve lived experience, Mental Health , Reconciliation work, Youth Perspective for Knowledge and Idea Sharing
Holly Marie Eggleston BA	She/Her/Elle	Holly.eggleston@sac-isc.gc.ca	Program Support Officer ISC Atlantic  (secondment from Correctional Services of Canada until April 2024)	Treaty 8 Status member of Fort Nelson First Nation	English	Residential school survivor Grandfather was first Chief in Canada to negotiate mineral right agreements, constitutional issues, two eyed seeing, artist and elder
Hortense Ncubana		Hortense.nkubana@cra-arc.gc.ca	MG-03, CRA	Minorité visible Femme noire	FRANÇAIS	GESTION Dév Durable
Huda Alsarraj	She/Her	huda.alsarraj@chrc-ccdp.gc.ca	Equity, Diversity and Inclusion / CHRC	Syrian Muslim	English	Psychological Safety, Accessibility, combatting Islamophobia, combatting subtle acts of exclusion (Intervention), Community Engagement, Mobilizing and Values/Ethics
Jacqueline Lamarre	She/Elle	Jacqueline.Lamarre@rcaanc-cirnac.gc.ca	Conflict Management Practitioner	Black	Bilingual	Conflict management, communication
Jade Bouchard	Elle/She/Her	Jade.Bouchard@cra-arc.gc.ca	Agente des services aux contribuables SP-04- CCRQ Agence de Revenu du Canada	Femme/2SLGBTQIA+ Woman/2SLGBTQIA+	- Français (langue maternelle) - Anglais	- Santé mentale et bien-être - Droit des femmes - Communication - Diversité corporelle - Estime de soi
Julienne Ngo Nyidi	Elle	Julienne.ngonyidi@servicecanada.gc.ca	Agente de passeport À EDSC- Service Canada	Oui	Français	Ressources humaines, Relations interpersonnelles, Administration, Service à la clientèle, Gestion/coordination d’équipe, Présentation/animation des évènements culturels/ communautaires
Kavita Batra	elle/she/her	Kavita.batra@hrsdc-rhdcc.gc.ca	ESDC	Women, visible minority	Bilingual	Managing in a hybrid environment, leadership, change management, project management
Kirk/Kaiya Hamilton	He/Him (Kirk) / She/Her (Kaiya)	Kirkkaiya.hamilton@infc.gc.ca	Senior AREI Manager/Advisor	2SLGBTQI+, Person living with disability, Women (Gender diverse woman but not female)	Fluent English and Working ability on French	Diversity and Inclusion, Gender Identity/Expression, Living with disabilities, Leadership, Change Management
Kris Marcotte	They/He/She	kristine.marcotte@cra-arc.gc.ca	CCRQ – BSF Montreal – SP4 – Service Client	2SLGBTQIA+	Français (bilingue)	Représentation et éducation sur les membres du 2SLGBTQIA+ les moins représenté
Iraj Tamadon-Nejad	He/Him/They/Them	iraj.tamadon-nejad@tpsgc-pwgsc.gc.ca	Junior Compensation Advisor / Public Service Pay Centre, Pay Administration Branch	2SLGBTQIA+ And Visible Minority	English	Exec member of the EEDIC – Would love to discuss inclusivity – diversity and anti-discrimination
Isa-Bella Leclair	She/her	Isa-Bella.Leclair@tpsgc-pwgsc.gc.ca	Deputy Project Manager on Universal Accessibility / PSPC	Person with a disability 2SLGBTQIA+	Bilingual	Diversity, Equity, Inclusion, Networking, Community Outreach, Peer Support/Advocacy, Career Advancement, Research, Collaboration
Isabelle Dallaire	She/her/Elle	isabelle.dallaire@pch.gc.ca	Communications Advisor / Conseillère en communications	Woman / Femme Indigenous / Autochtone	Fluent French / Bilingual	Indigenous employees, Mental Health, HR Indigenous recruitment, Outreach, Diversity, Inclusion, Communications, Indigenous relations, Youth, Networking, Inspiring storytelling
Josiane Nassif		Josiane.Nassif@cra-arc.gc.ca	Sp-04 a ARC	Les employés en situation d’handicap Femmes	Français	Les employés en situation d’handicap, Femmes, Minorités religieuses
Judith Pare	(She/her/elle)	Judith.pare@cic.gc.ca	IRCC	Woman & Person living with a disability	French and English	Learning (Instructional design, facilitation, coaching), Management, Change Management, also Working and managing people with disability I am passionate to raise awareness about the reality of working with and managing people who are living with disability and improving their feeling of safety at work as well as to allow them to have motivation in navigating their professional life.
Julianna Mutch	She/her/elle	julianna.mutch@cra-arc.gc.ca	National Young Professionals Network Chair/ Junior Policy and Foresight Analyst, Canada Revenue Agency	Women	Bilingual	Leadership, networking, teamwork, collaboration, empowerment, motivation, career development, and community building
Kamel Aquino	Nabil	Nabil.kamelaquino@cra-arc.gc.ca	Agent des services aux contribuables (SP04) / Centre de contact régional du Québec / Agence du Revenu du Canada	Les employés racialisés	Français	Présentation / orateur / communication / animation / les gens
Karen Zishiri	She/Her	Karen.zishiri@cra-arc.gc.ca	Trust Account Examination Officer (CRA)	Yes	English	E.D.I. Resources, Racism & Ethnic Discrimination, Sexism; Gender, Discrimination, Immigration & Citizenship Discrimination. Religious Discrimination
Khadeja Elsibai	she/her, elle/la	Khadeja.elsibai@ised-isde.gc.ca	Economic Analyst, Business & Data Analytics Team, Office of the Superintendent of Canada, ISED Canada	Arab Muslim women	English, French (CCE proficiency)	regulatory compliance (modernization of compliance programs, using data for compliance programs, operationalization of regulatory mandates) career growth & development (with focus on new and young professionals) (e.g. professional branding, mentorship, networking)
Kristina Dobson	She, her/elle, la	Kristina.dobson@cic.gc.ca	Program Advisor, IRCC	Women, Person with Disability (invisible disability)	English	Disabilities, invisible disabilities, accessibility I am the Chair of the PwD Network at IRCC.
Krista O’Shaughnessy	She/her	krista.oshaughnessy@servicecanada.gc.ca	Internal Integrity and Security Officer, Integrity Services Branch	Disabled Employee Woman	English	Security, Charity, Lifting each other up, Career progression, Communications and Marketing
Krystel Ouimet		Krystel.ouimet@cra-arc.gc.ca	SP-03	2SLGBTQIA+ Situation d’handicape Femme	Français	Intérêt en psychologie, formation universitaire problème de dépendance.
Francis Lajoie		Francis.lajoie@cra-arc.gc.ca	MG-03 au Centre de contact BSF MTL au Déclaration de Revenue et de Prestations	LGBTQ2+	Français & Anglais	SP / MG / tout autres domaine pour lequel je pourrais être considéré
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
Lori Shreve	She/Her	lori.shreve@servicecanada.gc.ca	Senior Advisor with the Regional Management Services Workforce for the Strategic Services Branch of Service Canada	POC-Asian Canadian, LGBTQIA+, Person with Disability, Woman	English	Leadership Development, Talent Development, Networking, Mentorship, Collaboration, Engagement, Project Management, Diversity and Equity, Design Thinking, Change Management
Magalie Corinne Cayemitte	She/Her/Elle	MagalieCorinne.Cayemitte@cra-arc.gc.ca	Agent des services aux particuliers | Individual Services Agent SP-04 @ CRA	Black Canadian Woman	Billingual	Spreading kindness , mental health , positive thinking, healthy lifestyle, empowerment wellness , understanding micro aggressions  , confidence building, Career development
Mahdi Boualem		boualem.mahdi@cfp-psc.gc.ca	Public Service Commission – HR Advisor	Visible and Religious Minority – Handicap (Mental Health)	Bilingual	Mental Health – well-Being – Bipolar Disorder
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
Manmeet Anand	She/Her	Manmeet.anand@cic.gc.ca	Cr-04	South Asian	English	Networking, Community Engagement, , Leading Teams, Collaboration, Recruitment/Retention, Support  and Mental wellbeing; public speaking, idea sharing, collaboration
Marie-France Brassard		Marie-France.Brassard@cra-arc.gc.ca	SP04 CCRQ	Femme	Français(et anglais)	Communications, Traduction, affaires mondiales et/ou immigration. Études en langues(français, anglais, espagnol) Intérêt et expérience en relations d’aide
Marie-Jeanne Nahas	She-elle-her	Marie-Jeanne.Nahas@cic.gc.ca	Senior HR Advisor, Employee Support Office IRCC	Person with a disability	French but bilingual	HR D&I Accessibility
Marsha Thompson	She/Her	Marsha.Thompson@tbs-sct.gc.ca	Transformation Management Branch / ESDC	Black, women, Person with invisible disability	English	Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, micromissions
Mary Colleen Witherspoon	She/Her	marycolleen.witherspoon@sac-isc.gc.ca	Communications Officer, Indigenous Services Canada	Woman, person with disabilities, immigrant	English	Mental health, invisible disabilities, team building, networking, HR, training and development, women's issues, multiculturalism, experiences as an immigrant, combating bias, continuing education, personality flexing, communication styles, active listening, politics, difficult conversations and how/when to have them
Megan Francescutti	She/Her/Elle	Megan.francescutti@cic.gc.ca	Integration Program Officer, Settlement Network, IRCC	Co-chair of IRCC’s Women’s Network	Bilingual	Passionate about women’s issues, leading discussions with a network on diversity, equity, inclusion, women’s rights, women’s leadership, and mental health.
Megan Young	She/elle/kwe	Megan.Young@ec.gc.ca	Indigenous Consultation and Engagement Coordinator, Environment and Climate Change Canada	First Nations	English	Indigenous inclusion in conservation and science; Indigenous engagement; Working with Indigenous staff; Mental health
Melanie Sing	she/her	melanie.sing@cra-arc.gc.ca	Assistant Director, Canada Revenue Agency	Woman, Asian	English	Leadership, networking, mental health, diversity and inclusion, collaboration, recruitment
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
Meredith Richmond	She/her	meredith.richmond@csps-efpc.gc.ca	National Managers’ Community Ontario Lead - CSPS	Queer Disabled Woman	English	Mental health disability, Queering the public service, Privilege and marginalization- when to step down as a settler colonizer white woman, Trauma informed practice, Courageous and vulnerable leadership, Mentoring, Coaching, Learning from failure, Leadership development, Succession planning, Staff development, Team building and creating belonging, Networking and connecting, public speaking, event planning and Stakeholder engagement
Merylee Sevilla		Merylee.Sevilla@cra-arc.gc.ca	Workforce Planning & Development Officer /	LGBT, Asian	English	Personal experience(s) Breaking down the stigmas of being a Gaysian (Gay Asian) Mental health as a visible minority, Coloured, gay and a woman in government, Managing mental health and the stigmas of being a visible minority LGBTQ person
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
Miriam A. Colfax	She/Her	Miriam.colfax@servicecanda.gc.ca	Acting Senior Project Advisor	Women and Racialized (My parents are from El Salvador)	English	Mental Health, Equity, System Racism, Women’s issues
Morgan wall	She/They Elle/Iel	Morgan.wall@cic.gc.ca or legalwalls@protonmail.com	AS-O1 – Coordinator at the Employee Support Office	Yes. Autistic Nonbinary + Queer Disabled  wheelchair user	English	Accessibility, Disability Justice, LGBTQ+ issues, Autistic inclusion
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
Nadia Campbell	She/Her	nadia.campbell@servicecanada.gc.ca	Advisor/ Black Engagement and Advancement Team, HRSB	Black, Women	English	Unconscious Bias, Difficult Conversation, Equity and Inclusion
Nalourgo Soro		nalourgo.soro@cra-arc.gc.ca	SP4 – COTISATION PRESTATION ET SERVICE	NOIR	FRANÇAIS/ANGLAIS	MARKETING-GESTION-ANALYSE D’AFFAIRES TI, ANALYSE
Nathalie Stella	Iel/They/Them	nathaliestella.tremblay@cbsa.gc.ca	Chef d’équipe, FI-03 – SPAC, à partir du 2 décembre : Chef des opérations comptables, CBSA	Non-binaire, pansexuel, vue comme femme, handicap invisible	Français	Parler des différences, acceptation de sois, résilience, maladie mentale, handicap invisible
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
Nunsharry Maitre	Elle	[[1]]   (sera changer car mauvais nom de famille dans le système)	Agent des services aux particuliers	Noire (Haïtienne)	Français (langue maternelle) Anglais Créole	Comptabilité recevable, administations ,service a la clientel.
Pascale France Saulnier		Pascale.saulnier@cic.gc.ca	IRCC	Femme Acadienne	Français Anglais EEE	Gestion financière, Gestion Opérationnelle, Gestion de projet, Transformation et Gestion de changements
Paulette Langdon	She/Her	sherry.langdon@veterans.gc.ca	Case Manager - VAC	Woman Invisible Disability	English	Mental Health, Neurodiversity, Wellness, Accommodation & Accessibility, Diversity Inclusion & Equity, Disability Management, Networking, Management, Personal & Career Development, Mentorship Plus, Women's Issues, Advocating for All
Remzi Cej	he/him | il/lui	remzi.cej@cic.gc.ca	Assistant Director, Immigration, Refugees and Citizenship Canada	Gay man, Muslim, former refugee	Bilingual	Challenging Islamophobia; Anti-Racism, Equity, Diversity and Inclusion (AREDI) efforts; multiculturalism; intersectionality; 2SLGBTQIA+ inclusion
Per Sekhon	She/Her	per.sekhon@csps-efpc.gc.ca	Learning Designer and Associate Faculty Member at The Canada School of Public Service	Woman/South Asian	English	Resilience, Human Centered Workplace, Engagement and Empowerment (team), Workplace wellness, Neuroscience, Change Leadership, Meaningful Conversations,  Interpersonal Communication
Rolin Junior Boyard		rolinjunior.boyard@cra-arc.gc.ca	AU-01 Direction des Programmes d’Observation : Division de la vérification	Employé noir et minorité religieuses	Français	Formation – Animation – Coaching – Conférences – Organisation d’événements
Raoul Ntwali	he/him, il/lui	raoul.ntwali@cra-arc.gc.ca	National Coordinator CRA YPN | Coordinateur national du RJP de l’ARC	Black East African	English	Networking, community outreach, Collaboration, GoC, Policies, Diversity and Inclusion, Career/Personal Development, Finance
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
Rochella Watson	She/Her	rochella.watson.gc.ca	A/Team Lead, BDSB EI NE	Multi-racial: Jamaican, German, Jewish, Iranian. Gender identity: Cis woman	English	Mental wellbeing; public speaking, idea sharing, collaboration
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”
Sahir Dewji	He/Him	Sahir.dewji@cic.gc.ca	Policy Analyst/ IRCC	South Asian, Muslim	English and French	Scholar of Religion and Culture, GBA Plus, DEI, self-advocacy, Networking, Gender and Unconscious bias, Knowledge Sharing, discrimination and racism
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
Saphia Djouaher		saphia.djouaher@servicecanada.gc.ca	OAS / CPP ROC / Benefit Delivery Services Branch - CROP-SV / Direction générale des services de versement des prestations	Racialized Employees	French / Français	Communication, organisation d’évènements
Sarah Coumba Cissé	She/Her	SarahCoumba.Cisse@CSC-SCC.GC.CA	Parole officer/Agente de libération conditionnelle, Correctional Service Canada, member of CEED	Mixed Black and Caucasian Woman	Bilingual	Diversity and inclusion, Intersectionality, Networking, Discrimination/racism, Public safety and offenders, Identity, Micro-agressions
Sarah Horrocks	she/her/elle	sarah.horrocks@cic.gc.ca	Manager, IM Policy Member, IRCC Women's Network Core Committee Girl Guides of Canada volunteer	Woman	Bilingual	Women supporting other women, learning and teaching, information management, volunteering and mentoring.
Sean Karmali	he/him	sean.karmali@statcan.gc.ca sean.karmali@canada.ca	Data Consultant, Statistics Canada	Racialized	English	Building diversity and inclusion forums for business lines; facilitating and leading podcast discussions; collaboration; innovation; healthy workplace and respect for diversity; facilitating discussion for customized data sets for various organizations and persons
Shelley Rolland-Poruks	She/Her	Shelley.Rolland-Poruks@ised-isde.gc.ca Shelley.Rolland-Poruks@canada.ca	Sr Director Communications	Woman	Bilingual	Communications, internal communications, people management, community/employee engagement
Sheree Honegan		Sheree.honegan@servicecanada.gc.ca	Senior Advisor, Program Delivery Branch, Service Canada	Women Racialized Women	English	Diversity Women Issues Mental Health Leadership/Team Work   Communication
Simone Smullen	she/her/elle	simone.smullen@tpsgc-pwgsc.gc.ca	Executive Assistant, PSPC	woman, person with a disability, religious and ethnic minority (Jewish)	Bilingual (First language is English)	Disability, Religious and Ethnic Minority, Jewish identity, Antisemitism, Intersectional identities, unconscious bias (I teach this topic for the CSPS)
Sugeidy Acuna	She/her	sugeidy.acuna@cbsa-asfc.gc.ca	Manager, Records management & compliance CBSA/ASFC	Racialized/Visible minorities	French/English	Information/Records Management, Hybrid Workplace, Management, Women empowerment , Collaboration, Networking, Motivation, Change management, Leadership, Equity, Diversity & Inclusion Career & Personal Development, Mental Health & Well-being, 2SLGBTQIA+, Accessibility, Autistic inclusion, First Nations
Suzanne McFarlane	elle/her/she	Suzanne.mcfarlane@pwgsc-tpsgc.cg.ca	Sr. HR Advisor	Women, VM	English	Expertise / facilitation experience: Anti-racism; inclusion and discrimination; mental health.
Suzy  Freitas	She /Her / Hers	Suzy.freitas@hrsdc-rhdcc.gc.ca	Manager	Femme, Racialized, Disabled	French, Billingual CCC	Archival (Information Management) , Accessibility, IT governance, empowering women, courage, resiliency, coping with stress, vulnerability,
Silvia Bascuñan	elle/she	silvia.bascunan@rcaanc-cirnac.gc.ca	Conseillère RH, Développement organisationnel, Relations Couronne-Autochtones et Affaires du Nord Canada / Services aux Autochtones Canada	femme, minorité visible, en situation de handicap	Français (mais je suis bilingue)	Connaître et comprendre mes droits et les ressources disponibles en tant que personne en situation de handicap à la fonction publique fédérale, Comment postuler efficacement aux emplois dans la fonction publique fédérale, Trucs et astuces rapides en planification et progression de carrière
Sylvio Leger	He/Him/His	Sylvio.leger@sac-isc.gc.ca	FNIHB National BCP Coordinator -ICSD	2SLGBTQIA	Bilingual	Networking, Career development, event planning, engagement, leading teams, public speaking, collaboration, innovation
Tabassum Khan	She/Her	tabassum.khan@osfi-bsif.gc.ca	Advisor, DEI / OSFI-BSIF	South Asian, Muslim	Bilingual	Informal Mentorship, Diversity, Equity, Inclus ion, Networking, Retention, Collaboration, Knowledge Sharing, Multiculturalism, Gender, and Unconscious Bias
Tacita Bastien	She/elle	Tacita.Bastien@cic.gc.ca	Senior Labour Relations Advisor, IRCC	Black, Woman, Racialised	English	Anti-Racism, DEI, Organisational Change, Performance
Talia Taras		Talia.taras@cic.gc.ca	PM-03	Racialized Women Disabilities	English, Arabic	Equity, diversity & inclusion, policy, hiring mandates, racism, networking and mental health awareness.
Tanya Lépine-Darwiche	She/Her	Tanya.lepinedarwiche@tpsgc-pwgsc.gc.ca	Manager, Professional Development, Real Property Services, PSPC	-Multi-racial Visible Minority (West Asian/ French Canadian) -Woman -2SLGBTQIA+ -Person with an invisible  disability	English	Diversity, equity, inclusion, intersectionality, networking, community outreach, peer support/advocacy, career advancement, research, collaboration, career development, story telling, difficult conversations
Tara Shapransky	She/Her	Tara.Shapransky@infc.gc.ca	Program Coordinator ESDC / INFC	Jewish, Woman	Bilingual	Networking, Career development, event planning, engagement, leading teams, public speaking, collaboration, innovation
Taryn Husband	He/him; il (accords au masculin)	Taryn.husband@servicecanada.gc.ca	Program Consultant Employment and Social Development Canada, Also one of the Co-Chairs of the Public Service Pride Network Gender Identity and Expression Action Committee	2SLGBTQIA, Disabled	English, comfortable in French	Diversity and inclusion, brave spaces, difficult conversations, gender, transgender, disability and accessibility
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
Thanuja Vinayagamoorthy	She/Her	Thanuja.vinayagamoorthy@servicecanada.gc.ca	AS-03/College	Women/SouthAsian	English	Mental Health, Learning/Training, Program Delivery, Diversity
Tyler Levesque	He/Him	Tyler.levesque@cra-arc.gc.ca	Senior program officer	LGBTQ2+	English	LGBTQ2+, Diversity and Inclusion, Mental Health, continuous improvement, lean
Valentin Fouelefack	Il	valentin.fouelefack@inspection.gc.ca	EG-04 Inspecteur spécialiste de la transformation des aliments ACIA/CFIA	Oui Noir	Français	- Supervision, gestion des équipes de travail - Formateur, Enseignement, Paneliste - Communication interpersonnelle, développement personnel - Sciences règlementaires - Diversité, inclusion et lutte contre les discriminations - Liaison intercommunautaire
Veronique Arsenault	She/Her	Veronique.arsenault@servicecanada.gc.ca	A/Senior Manager, Enterprise Change Management	Woman	English but fluent in French as well	·       Change Management ·       Community engagement ·       Importance of volunteering ·       Empathetic leadership ·       Mental Health Advocacy ·       Balancing work life/elected life and personal life (I’m a part time elected City Councillor in my home city of Miramichi NB) ·       Women in politics ·       Life of a family member of someone deployed with the UN and Canadian Armed Forces (my dad served 24 years as a security specialist with the UN)
Waheed Khan	He/him	Waheed.Khan@ec.gc.ca	Chair, Visible Minorities Network; President, national Consultation Team, PIPSC; Joint Learning Program Facilitator	South Asian	English	Mental Health; Addressing harassment, discrimination and racism; Respectful Workplaces; Collective Agreements; Diversity & Inclusion; experienced panelist and public speaker
Yawen Wang	iel / ille	Yawen.Wang@cra-arc.gc.ca	Agent de recouvrement DGRV – Recouvrement des recettes	- Les employés racialisés - Les employés 2SLGBTQIA+ - Les femmes	Anglais / Français	Arts (musique, théâtre, danse) Comptabilités
Youssef Benouakour		y.benouakour@gmail.com	Agent des services aux contribuables SP-04- CCRQ	OUI	Français	Service aux contribuables
Alicia Seifert	She/Her	alicia.seifert@irb-cisr.gc.ca	Coordinating Member, Immigration & Refugee Board	Racialized Person Woman	English	Career Progression, Unconscious Bias, Anti-Racism, Leadership, Emotional Intelligence, Managing in PS, talent development, leading teams, performance management, intersectionality, difficult conversations, motivation & empowerment, coaching & mentoring
Abdelamir Darwiche	He/Him	abdelamir.darwiche@cic.gc.ca	Administrative Officer, IRCC	2SLGBTQIA+, Lebanese	Bilingual	Mental health, Anti-racism, Multiculturalism, Inclusivity
Anastasia Gerzhevich	She/Her	anastasia.gerzhevich@agr.gc.ca	Student, AAFC	Visible Minority, Woman, 2SLGBTQQIA+	English	Anti-racism, anti-colonialism, disability advocacy, criminology/sociology (overrepresentation of racialized people in criminal injustice system), womanism, climate policy, dismantling toxic work culture, hybrid workplace and work/life balance, mental health and well-being, student employment and retention, communication
Vaideki Thiruchelvan	She/Her	[[2]]	Administrative Officer, IRCC	Visible Minority, Woman	English	Anti-Racism, Career Planning & Progression, Student Employment in the Government, Interview Prep, Leadership, Mental Health, Networking

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, click "edit" and then simply click on the row where one's name would appear under the "Name" column. For assistance, please send us 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.”

Les employés de l'ensemble du GC (en particulier ceux des groupes sous-représentés) qui souhaitent participer à des panels sont encouragés à ajouter leur nom et des informations complémentaires à la liste ci-dessus. Pour ce faire, il suffit de cliquer sur " Ouvrir une session " dans le coin supérieur droit de cette page et d'entrer les renseignements relatifs à son compte GC wiki. Une fois cette opération terminée, l'employé peut simplement cliquer sur la ligne où son nom apparaît dans la colonne "Nom". S'il a besoin d'aide, il peut envoyer un courriel.

Pour reprendre les mots du greffier du Conseil privé dans son Appel à l'action contre le racisme, pour l'équité et l'inclusion...

"Nous devons encourager et soutenir les voix qui ont longtemps été marginalisées dans nos organisations. Nous devons créer des opportunités là où elles ont longtemps été absentes. Nous devons prendre des mesures directes et pratiques pour provoquer le changement. Il s'agit là d'un véritable test de leadership, que nous devons affronter de front. Maintenant."