570
edits
Changes
Bureau de l'ombuds - SAC / Ombuds Office - ISC (view source)
Revision as of 16:40, 19 March 2023
, 16:40, 19 March 2023no edit summary
|}
|}
== ‘Meet Your Ombuds’ Town Hall - Event and Panel Discussion Review ==
== ‘Meet Your Ombuds’ Town Hall ==
On January 18<sup>th</sup>, the new Indigenous Services Canada Ombuds Office hosted ''Meet Your Ombuds: Dr. Nadia Ferrara, a unique approach'', a virtual all-staff town hall, where Ombuds Dr. Nadia Ferrara explained the Ombuds role, and the work the Office will do to support the department and employees into the future.
On January 18<sup>th</sup>, the Ombuds Office hosted a virtual Town Hall titled "Meet Your Ombuds: Dr. Nadia Ferrara, a unique approach"''.'' During the one hour all-staff event, Dr. Ferrara explained the Ombuds role and how she will support the department and employees into the future.
The presentation was followed by a panel discussion with Nadia, in which Ombuds Office member Taiwo Lewis, Senior Policy Analyst also joined.
The presentation was followed by a panel discussion with Dr. Ferrara and Taiwo Lewis, Associate Director for the IDEA Secretariat.
=== DISCUSSION HIGHLIGHTS ===
As time did not permit all questions to be addressed during the event, responses are provided below under the following five themes:
* Ombuds Independence, Role and Approach
* How the Ombuds Office works with organizational partners
* Support for Indigenous Employees
* Inclusion, Diversity, Equity and Accessibility
* Return to Office
=== <u>Discussion Highlights</u> ===
'''How have your experiences as a therapist, an educator, an author, and a federal public servant shaped your unique approach?'''
'''How have your experiences as a therapist, an educator, an author, and a federal public servant shaped your unique approach?'''
Taiwo: Moving this work within the Ombuds Office and having Nadia’s leadership and lens provides real-time data on what employees are experiencing; we can get input from the Ombuds at the ground level to guide policy and the review of our systems, and in that we have a unique opportunity to serve as a model within government.
Taiwo: Moving this work within the Ombuds Office and having Nadia’s leadership and lens provides real-time data on what employees are experiencing; we can get input from the Ombuds at the ground level to guide policy and the review of our systems, and in that we have a unique opportunity to serve as a model within government.
=== <u>Ombuds Independence, Role and Approach</u> ===
=== 1. Ombuds Independence, Role and Approach ===
'''If a person files a job competition complaint, how would it work if you report directly to the Deputy Minister and the Deputy Minister for any complaint is the respondent? That does not seem like arm’s length!'''
'''If a person files a job competition complaint, how would it work if you report directly to the Deputy Minister and the Deputy Minister for any complaint is the respondent? That does not seem like arm’s length!'''
The Ombuds office operates independently from the chain of command, therefore the Deputy Minister does not have the authority to approve or oversee the Ombuds’ work. The Ombuds office takes confidentiality very seriously and we take every reasonable measure to protect your information. Our raison d’être is to support employees and their wellbeing and rest assured that we will never share any information about a specific case – what goes to the Ombuds, stays with the Ombuds. We only raise trends that may highlight systemic issues with the Deputy Minister, and we can do so effectively without providing any specific, identifying information.
The Ombuds office operates independently from the chain of command, therefore the Deputy Minister does not have the authority to approve or oversee the Ombuds’ work. The Ombuds office takes confidentiality very seriously and we take every reasonable measure to protect your information. Our raison d’être is to support employees and their wellbeing and rest assured that we will never share any information about a specific case – what goes to the Ombuds, stays with the Ombuds. We only raise trends that may highlight systemic issues with the Deputy Minister, and we can do so effectively without providing any specific, identifying information.
The ombuds office is housed within the Deputy Minister's office, but we operate independently. As an Ombuds, I am a member of a federal Ombuds committee, as well as a national and international association.
The ombuds office is housed within the Deputy Minister's office, but we operate independently. As an Ombuds, I am a member of a federal Ombuds committee, as well as a national and international association.
'''Dr. Ferrara, you mentioned confidentiality. I wanted to know whether written correspondence with you or your team is subject to the Access to Information act?'''
'''Dr. Ferrara, you mentioned confidentiality. I wanted to know whether written correspondence with you or your team is subject to the Access to Information act?'''
We strive to provide confidential services to employees. This is a matter that our office can discuss with you upon contact as your confidentiality is our highest concern.
We strive to provide confidential services to employees. This is a matter that our office can discuss with you upon contact as your confidentiality is our highest concern.
'''What would the normal process be in communicating with ombuds office? For example, would someone get in touch, set up a meeting to speak about concerns? Would there be potential follow-up depending on the issues raised?'''
'''What would the normal process be in communicating with ombuds office? For example, would someone get in touch, set up a meeting to speak about concerns? Would there be potential follow-up depending on the issues raised?'''
You can email the Ombuds office confidentially at [[Mailto:ombuds@sac-isc.gc.ca|ombuds@sac-isc.gc.ca]]. The Client Services Coordinator will respond and provide support and guidance and ensure that the client’s needs are met, including scheduling time with the Ombuds. Once the Ombuds and client have a session, the Client Services Coordinator will contact the client for any follow ups. Business hours are from Monday to Friday, 9 am to 5 pm (ET). Staff will answer all emails received outside these hours on the following business day.
You can email the Ombuds office confidentially at [Mailto:ombuds@sac-isc.gc.ca%7Combuds@sac-isc.gc.ca ombuds@sac-isc.gc.ca]. The Client Services Coordinator will respond and provide support and guidance and ensure that the client’s needs are met, including scheduling time with the Ombuds. Once the Ombuds and client have a session, the Client Services Coordinator will contact the client for any follow ups. Business hours are from Monday to Friday, 9 am to 5 pm (ET). Staff will answer all emails received outside these hours on the following business day.
'''How can we distinguish whether to take a matter to a direct supervisor vs the ombuds?'''
'''How can we distinguish whether to take a matter to a direct supervisor vs the Ombuds?'''
The Ombuds office acts as an informal sounding board that can help you determine next steps. What comes to us, stays with us. There are no obligations to act, or launch a formal process, if you come to us. You are more than welcome to reach out to our office and we can help guide you to determine the best approach.
The Ombuds office acts as an informal sounding board that can help you determine next steps. What comes to us, stays with us. There are no obligations to act, or launch a formal process, if you come to us. You are more than welcome to reach out to our office and we can help guide you to determine the best approach.
'''Are you responsible for complaints or disclosures of wrong doing?'''
'''Are you responsible for complaints or disclosures of wrong doing?'''
We welcome those who wish to discuss workplace issues and wrongdoing. If someone wishes to disclose wrongdoing, we can refer them to the Centre for Integrity, Values and Conflict Resolution.
We welcome those who wish to discuss workplace issues and wrongdoing. If someone wishes to disclose wrongdoing, we can refer them to the Centre for Integrity, Values and Conflict Resolution.
'''Does the Ombuds office have the capacity to provide services in French?'''
'''Does the Ombuds office have the capacity to provide services in French?'''
The Ombuds office offers its services in both official languages.
The Ombuds office offers its services in both official languages.
'''Do you have the authority to act without a formal complaint?'''
'''Do you have the authority to act without a formal complaint?'''
Please feel free to contact our office if you wish to file a complaint or seek advice. The Ombuds Office is here to support you and to help you develop a strategy to address the issues.
Please feel free to contact our office if you wish to file a complaint or seek advice. The Ombuds Office is here to support you and to help you develop a strategy to address the issues.
Yes, the Ombuds Office is concerned with all matters that negatively impact employees. Please feel free to reach out should you have any Phoenix issues. We are here to listen and support you but we do not help resolve pay issues – the pay center is there for that.
Yes, the Ombuds Office is concerned with all matters that negatively impact employees. Please feel free to reach out should you have any Phoenix issues. We are here to listen and support you but we do not help resolve pay issues – the pay center is there for that.
We are happy to tailor an outreach to meet your needs in the regions. Please contact our office to schedule something.
We are happy to tailor an outreach to meet your needs in the regions. Please contact our office to schedule something.
The Ombuds does plan to meet with regional offices and will continue to schedule outreach as it is requested. If you would like to invite the Ombuds to speak to your team within a specific time frame, please contact our office and we would be happy to facilitate.
The Ombuds does plan to meet with regional offices and will continue to schedule outreach as it is requested. If you would like to invite the Ombuds to speak to your team within a specific time frame, please contact our office and we would be happy to facilitate.
'''Will this office look at the responses given when a Public Service employee completes the yearly Public Service Survey to see if there are trends from region to region and bring these forward to the Deputy Ministers. One size does not fit all I think people need to keep this in mind. We need empathy and kindness to each other.'''
'''Will this office look at the responses given when a Public Service employee completes the yearly Public Service Survey to see if there are trends from region to region and bring these forward to the Deputy Ministers. One size does not fit all I think people need to keep this in mind. We need empathy and kindness to each other.'''
Yes, the Ombuds Office will definitely review the Public Service Survey and raise issues to senior management.
Yes, the Ombuds Office will definitely review the Public Service Survey and raise issues to senior management.
Our work is based on the principles of Cultural Humility, and it is trauma and resilience-informed. Our office truly believes people need to be at the center of our work, and we try to help humanize bureaucracy by incorporating humility into our approach. We believe this supports stronger relationships founded on trust, understanding, and compassion.
Our work is based on the principles of Cultural Humility, and it is trauma and resilience-informed. Our office truly believes people need to be at the center of our work, and we try to help humanize bureaucracy by incorporating humility into our approach. We believe this supports stronger relationships founded on trust, understanding, and compassion.
The Ombuds also offers Cultural Humility training; if you are interested in arranging a cultural humility presentation for your team, please contact the office at [[Mailto:ombuds@sac-isc.gc.ca|ombuds@sac-isc.gc.ca]].
The Ombuds also offers Cultural Humility training; if you are interested in arranging a cultural humility presentation for your team, please contact the office at [Mailto:ombuds@sac-isc.gc.ca%7Combuds@sac-isc.gc.ca ombuds@sac-isc.gc.ca].
'''Welcome Ombudsperson Dr. Ferrara. I value your outlook and approach. Your view on people first is not in alignment with many upper management viewpoints. Which is a shame. My question is, do you have any ideas on how you will approach and manage this current environment.'''
'''Welcome Ombudsperson Dr. Ferrara. I value your outlook and approach. Your view on people first is not in alignment with many upper management viewpoints. Which is a shame. My question is, do you have any ideas on how you will approach and manage this current environment.'''
As your Ombuds, my goal is to put a compassionate, human-centered approach into practice and model the behavior I wish to see. I hope I set the example that other leaders can look to and follow. I continue to deliver Cultural Humility training in hopes to inspire others to join me on this journey, and my audience includes the upper management level. I am always here to provide guidance and support in practicing a human-centered, trauma-informed approach.
As your Ombuds, my goal is to put a compassionate, human-centered approach into practice and model the behavior I wish to see. I hope I set the example that other leaders can look to and follow. I continue to deliver Cultural Humility training in hopes to inspire others to join me on this journey, and my audience includes the upper management level. I am always here to provide guidance and support in practicing a human-centered, trauma-informed approach.
'''Dr Ferrara, what is your approach to reconciling organizational conflicts or contradictions that may arise from GoC policies (e.g. Financial Administration Act) and our desire to better implement concepts such as Inclusion, Diversity, Equity and Accessibility in front line services?'''
'''Dr Ferrara, what is your approach to reconciling organizational conflicts or contradictions that may arise from GoC policies (e.g. Financial Administration Act) and our desire to better implement concepts such as Inclusion, Diversity, Equity and Accessibility in front line services?'''
My approach is to raise awareness, speak truth to power, educate colleagues, learn from best practices in place and embed the principles of Inclusion, Diversity, Equity and Accessibility in all that we do – not as a silo or separate program or policy.
My approach is to raise awareness, speak truth to power, educate colleagues, learn from best practices in place and embed the principles of Inclusion, Diversity, Equity and Accessibility in all that we do – not as a silo or separate program or policy.
I understand this must be a wholistic approach, that recognizes change must be reflected internally and externally. I understand that the Department is reviewing employee system as well as external facing programs and policies for how we can remove systemic barriers and promote anti-racist policy. I have asked to be kept updated on these critical initiatives through regular updates from senior leadership and the IDEA Task Force.
I understand this must be a wholistic approach, that recognizes change must be reflected internally and externally. I understand that the Department is reviewing employee system as well as external facing programs and policies for how we can remove systemic barriers and promote anti-racist policy. I have asked to be kept updated on these critical initiatives through regular updates from senior leadership and the IDEA Task Force.
'''How does this office plan to eliminate work place silos in the regions which can cause work place conflict and undue stress to employees?'''
'''How does this office plan to eliminate work place silos in the regions which can cause work place conflict and undue stress to employees?'''
Our Office is here to support you; part of that support includes providing recommendations on systemic issues to encourage meaningful change, as well as provide you with strategies to help you deal with an immediate issue. Please reach out to our office so that we can support you, and know that what we hear is very important for us to make evidence-based recommendations that are relevant and responsive to employee’s needs.
Our Office is here to support you; part of that support includes providing recommendations on systemic issues to encourage meaningful change, as well as provide you with strategies to help you deal with an immediate issue. Please reach out to our office so that we can support you, and know that what we hear is very important for us to make evidence-based recommendations that are relevant and responsive to employee’s needs.
=== 2. How the Ombuds Office works with others ===
=== <u>How the Ombuds Office works with others</u> ===
'''There appears to be a lot of duplication between the role of the Informal Conflict Management System (ICMS) and the Ombuds office. What is the exact difference and how will they work together to avoid duplication or confusion?'''
'''There appears to be a lot of duplication between the role of the Informal Conflict Management System (ICMS) and the Ombuds office. What is the exact difference and how will they work together to avoid duplication or confusion?'''
The Ombuds office is a sounding board where employees can reach out as a first step for confidential guidance and advice in an informal way. We can help you determine next steps, and are prepared to support you no matter what your goals and desired outcomes are. We work closely with the ICMS to ensure that employee’s needs are met, no matter the issue.
The Ombuds office is a sounding board where employees can reach out as a first step for confidential guidance and advice in an informal way. We can help you determine next steps, and are prepared to support you no matter what your goals and desired outcomes are. We work closely with the ICMS to ensure that employee’s needs are met, no matter the issue.
'''What is the difference between the Ombuds and the Union?'''
'''What is the difference between the Ombuds and the Union?'''
Unions are a formalized organization that fall outside of any department’s organizational structure. The Ombuds Office is inside of the department yet operates at arm’s length and assists clients in a confidential, informal way.
Unions are a formalized organization that fall outside of any department’s organizational structure. The Ombuds Office is inside of the department yet operates at arm’s length and assists clients in a confidential, informal way.
Both the Ombuds and the Union representatives are here to support employees. The Ombuds acts as a sounding board that offers an informal way of providing advice and guidance. The union representatives support the more formal investigations of workplace related experiences.
Both the Ombuds and the Union representatives are here to support employees. The Ombuds acts as a sounding board that offers an informal way of providing advice and guidance. The union representatives support the more formal investigations of workplace related experiences.
=== 3. Support for Indigenous Employees ===
=== <u>Support for Indigenous Employees</u> ===
'''How does the Ombuds Office see themselves supporting Indigenous Employees specifically as sometimes we face unique Challenges and issues in the workplace.'''
'''How does the Ombuds Office see themselves supporting Indigenous Employees specifically as sometimes we face unique Challenges and issues in the workplace.'''
We understand that every individual and every situation is unique. We know that Indigenous colleagues face many challenges in the workplace and we honor and respect their resilience. For this reason, the Ombuds uses a human-centered, trauma-informed and strength-based approach when supporting an individual through an issue or concerns, and no matter the problem at hand, will provide support based on the individual’s needs, desires, and requests.
We understand that every individual and every situation is unique. We know that Indigenous colleagues face many challenges in the workplace and we honor and respect their resilience. For this reason, the Ombuds uses a human-centered, trauma-informed and strength-based approach when supporting an individual through an issue or concerns, and no matter the problem at hand, will provide support based on the individual’s needs, desires, and requests.
'''Does the role of Ombuds include requiring ISC's accountability for programs like Jordan's Principal and acting as a federal advocate for the First Nations Child and Youth? Or is this position solely for advocate employees only?'''
'''Does the role of Ombuds include requiring ISC's accountability for programs like Jordan's Principal and acting as a federal advocate for the First Nations Child and Youth? Or is this position solely for advocate employees only?'''
Currently, the ISC Ombuds Office only deals with internal complaints.
Currently, the ISC Ombuds Office only deals with internal complaints.
'''With the announcement of Minister Miller, on MMIWG, will you be connecting with the MMIWG Human rights ombuds?'''
'''With the announcement of Minister Miller, on MMIWG, will you be connecting with the MMIWG Human rights ombuds?'''
Yes, and I look forward to meeting this Ombuds!
Yes, and I look forward to meeting this Ombuds!
I would welcome discussing this further with you. Please reach out to my office if you would like to discuss options for a path forward.
I would welcome discussing this further with you. Please reach out to my office if you would like to discuss options for a path forward.
=== 4. Inclusion, Diversity, Equity and Accessibility ===
=== <u>Inclusion, Diversity, Equity and Accessibility</u> ===
'''Can you please speak a bit about the change in name from "Diversity, Inclusion, Equity and Anti-Racism" to "IDEA". How does anti-racism fit into this work? What went into the choice to remove Anti-Racism? Glad to see accessibly at the forefront!'''
'''Can you please speak a bit about the change in name from "Diversity, Inclusion, Equity and Anti-Racism" to "IDEA". How does anti-racism fit into this work? What went into the choice to remove Anti-Racism? Glad to see accessibly at the forefront!'''
Anti-racism is a crucial aspect of the work of we do in the Ombuds office and the Inclusion, Diversity, Equity, and Accessibility (IDEA) task force. The removal of the term "anti-racism" from the task force's name does not diminish the importance of addressing and dismantling systemic racism within the department. Rather, it reflects a holistic approach to IDEA, recognizing that all forms of discrimination and oppression are interconnected and must be addressed in a comprehensive manner.
Anti-racism is a crucial aspect of the work of we do in the Ombuds office and the Inclusion, Diversity, Equity, and Accessibility (IDEA) task force. The removal of the term "anti-racism" from the task force's name does not diminish the importance of addressing and dismantling systemic racism within the department. Rather, it reflects a holistic approach to IDEA, recognizing that all forms of discrimination and oppression are interconnected and must be addressed in a comprehensive manner.
Anti-racism is the active process of identifying and challenging the ways in which racism operates in individuals, systems, and institutions. It is a necessary component of creating a truly inclusive and equitable environment for all members of the department. The ombuds office will continue to support the work of the IDEA task force in creating and implementing policies and practices that combat racism and promote equity and inclusion. We will amplify their work as they strive to identify and dismantle systemic barriers that affect marginalized communities, including those that are based on race, ethnicity, gender, sexual orientation, ability, and more.
Anti-racism is the active process of identifying and challenging the ways in which racism operates in individuals, systems, and institutions. It is a necessary component of creating a truly inclusive and equitable environment for all members of the department. The ombuds office will continue to support the work of the IDEA task force in creating and implementing policies and practices that combat racism and promote equity and inclusion. We will amplify their work as they strive to identify and dismantle systemic barriers that affect marginalized communities, including those that are based on race, ethnicity, gender, sexual orientation, ability, and more.
'''I would like to know more about your "scope" of anti-racism. I was told by a very high-level EX that at ISC, the focus of anti-racism is only on the harm Indigenous colleagues have suffered. Therefore, for example, in the beginning of the pandemic, while the hate against Chinese people and community was raising, my cry of help to the Department was ignored.'''
'''I would like to know more about your "scope" of anti-racism. I was told by a very high-level EX that at ISC, the focus of anti-racism is only on the harm Indigenous colleagues have suffered. Therefore, for example, in the beginning of the pandemic, while the hate against Chinese people and community was raising, my cry of help to the Department was ignored.'''
We sincerely believe that anti-racism work should focus on addressing and dismantling all forms of racism. While the focus on Indigenous public servants is critical to the mandate of Indigenous Services Canada, our department is working to address the impacts of discrimination and hate against all people including those who experience the tremendous harms of anti-Asian hate and racism. This includes creating sustained support through the IDEA Secretariat for employee driven networks to highlight the real and lived experiences of employees.
We sincerely believe that anti-racism work should focus on addressing and dismantling all forms of racism. While the focus on Indigenous public servants is critical to the mandate of Indigenous Services Canada, our department is working to address the impacts of discrimination and hate against all people including those who experience the tremendous harms of anti-Asian hate and racism. This includes creating sustained support through the IDEA Secretariat for employee driven networks to highlight the real and lived experiences of employees.
'''How do you plan on addressing systemic racism? Identifying and eradicating unconscious and blatant bias? Discrimination?'''
'''How do you plan on addressing systemic racism? Identifying and eradicating unconscious and blatant bias? Discrimination?'''
In dealing with discrimination, my role will be to provide a confidential and impartial resource for individuals who have experienced discrimination to come forward and report their concerns. I will also work with leadership to ensure that they have a clear and transparent process in place for addressing and investigating complaints of discrimination. I will also encourage Departmental leadership to ensure that all employees are aware of the organization's non-discrimination policy and the process for reporting discrimination. What I hear will also inform the trends and themes that will be shared in my annual reporting and communications.
In dealing with discrimination, my role will be to provide a confidential and impartial resource for individuals who have experienced discrimination to come forward and report their concerns. I will also work with leadership to ensure that they have a clear and transparent process in place for addressing and investigating complaints of discrimination. I will also encourage Departmental leadership to ensure that all employees are aware of the organization's non-discrimination policy and the process for reporting discrimination. What I hear will also inform the trends and themes that will be shared in my annual reporting and communications.
Helping employees determine their individual needs is a crucial step in promoting equity and fairness in the workplace. As an Ombuds, my role would be to provide impartial and confidential assistance to employees in resolving workplace issues. This includes supporting policy that addresses potential and existing disparities that act as a barrier to the hiring, promotion and retention of employees.
Helping employees determine their individual needs is a crucial step in promoting equity and fairness in the workplace. As an Ombuds, my role would be to provide impartial and confidential assistance to employees in resolving workplace issues. This includes supporting policy that addresses potential and existing disparities that act as a barrier to the hiring, promotion and retention of employees.
Thank you for your courage in sharing. The Ombuds is here to provide a listening ear, to guide, and give advice and support. Please reach out to our office to discuss your lived experience.
Thank you for your courage in sharing. The Ombuds is here to provide a listening ear, to guide, and give advice and support. Please reach out to our office to discuss your lived experience.
'''Has the move of the employee networks and other activities involving diversity, inclusion and employment equity also included a recognition of the budget needed to adequately support these activities earnestly and creatively? I ask because formerly the Ombuds office structure has included a smaller organization with a limited budget which would not suffice the breadth and depth needed around truly and honestly implementing real change for diversity and inclusion. Understanding that the move may increase the profile of diversity and inclusion, has there been a discussion around adequately supporting the work needed and what has been heard by employees to create real change on a number of issues to increase diversity and inclusion? Example: moving forward on the Clerk's message in 2021.'''
'''Has the move of the employee networks and other activities involving diversity, inclusion and employment equity also included a recognition of the budget needed to adequately support these activities earnestly and creatively? I ask because formerly the Ombuds office structure has included a smaller organization with a limited budget which would not suffice the breadth and depth needed around truly and honestly implementing real change for diversity and inclusion. Understanding that the move may increase the profile of diversity and inclusion, has there been a discussion around adequately supporting the work needed and what has been heard by employees to create real change on a number of issues to increase diversity and inclusion? Example: moving forward on the Clerk's message in 2021.'''
Making real sustainable change requires adequate resources and support. I am committed to ensuring the IDEA Secretariat and Taskforce have the resources they need to fulfill their mandate within ISC.
Making real sustainable change requires adequate resources and support. I am committed to ensuring the IDEA Secretariat and Taskforce have the resources they need to fulfill their mandate within ISC.
'''There has been a lot of work done by various committees, how will this work be amalgamated to eliminate the duplication that exists? For example, Indigenous Voices Council, IDEA, work on CHRTC, Calls to Action on Reconciliation, lots of overlap and duplication with little results.'''
'''There has been a lot of work done by various committees, how will this work be amalgamated to eliminate the duplication that exists? For example, Indigenous Voices Council, IDEA, work on CHRTC, Calls to Action on Reconciliation, lots of overlap and duplication with little results.'''
If you would like to discuss an initiative and opportunities to engage in the work of the Task Force, you may contact Taiwo Lewis at [[Mailto:conseildedirection-groupedetravail.leadershipcouncil-taskforce@sac-isc.gc.ca|conseildedirection-groupedetravail.leadershipcouncil-taskforce@sac-isc.gc.ca]].
If you would like to discuss an initiative and opportunities to engage in the work of the Task Force, you may contact Taiwo Lewis at [[Mailto:conseildedirection-groupedetravail.leadershipcouncil-taskforce@sac-isc.gc.ca|conseildedirection-groupedetravail.leadershipcouncil-taskforce@sac-isc.gc.ca]].
'''How will disclosure be handled regarding accessibility needs? Is there training to support folks at all levels?'''
'''How will disclosure be handled regarding accessibility needs? Is there training to support folks at all levels?'''
I also encourage you to explore valuable training that can be accessed through ISC’s GBA+ Responsibility Centre.
I also encourage you to explore valuable training that can be accessed through ISC’s GBA+ Responsibility Centre.
=== 5. Return to Office ===
=== <u>Return to Office</u> ===
'''Are issues employees facing with the return to office directive within the purview of your role?'''
'''Are issues employees facing with the return to office directive within the purview of your role?'''
Please reach out to our office if you would like to discuss your individual situation, we are available to support you.
Please reach out to our office if you would like to discuss your individual situation, we are available to support you.
'''How are Ombuds consulted across the federal public service to influence change and to recognize the views of the employees? For example, were you consulted on the TBS mandate back to the office and how that change will come about after almost three years of highly effective remote working?'''
'''How are Ombuds consulted across the federal public service to influence change and to recognize the views of the employees? For example, were you consulted on the TBS mandate back to the office and how that change will come about after almost three years of highly effective remote working?'''
As of this time, the Treasury Board did not consult the ISC Ombuds Office in regards to return to office.
As of this time, the Treasury Board did not consult the ISC Ombuds Office in regards to return to office. Please reach out to our office if you would like to discuss your individual situation, we are available to support you.
Please reach out to our office if you would like to discuss your individual situation, we are available to support you.
We all need to work on listening more profoundly to individual needs and experiences. As Ombuds, I commit to sharing issues raised to senior managers so together we can all learn more and support each other better.
We all need to work on listening more profoundly to individual needs and experiences. As Ombuds, I commit to sharing issues raised to senior managers so together we can all learn more and support each other better.
----[LF1]Please hyperlink to the corresponding section
----