GC Panel Pledge - l’Engagement GC relatif aux panels
The Government of Canada (GC) Panel Pledge aims to increase the representation and inclusion of:
- Indigenous Employees
- Black Employees
- Racialized Employees
- Disabled Employees
- 2SLGBTQIA+ Employees
- Religious Minorities
- Women
In all GC events at the local, regional and national level.
The Panel Pledge is a commitment taken by public sector employees to affirm their commitment to diversity, inclusivity, Anti-Racism and anti-discrimination. Upholders of the Panel Pledge will ensure by their participation that they only support events whose panelists and moderators are representative of the true diversity of Canada. The Panel Pledge aims to promote the representation of systemically marginalized and underrepresented groups in response to the Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion and in support of the areas of focus of Beyond 2020 and the 2020/2021 Deputy Minister Commitments on Diversity and Inclusion
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:
- Are there women, or equal numbers of men and women, participating in the panel?
- What is the event organizer doing to ensure gender diversity at their event?
- 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
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.
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
Response Template to Event Invitations
Thank you for the invitation to speak at/participate in your event. I have taken the GC Panel Pledge and am committed to only appear on panels which are inclusive and representative, particularly to a diverse range of people from a variety of gender, backgrounds, age groups, cultures and abilities including:
- Indigenous Employees
- Black Employees
- Racialized Employees
- Disabled Employees
- 2SLGBTQIA+ Employees
- Religious Minorities
- Women
Before I confirm my attendance and participation, could I please request information of the other panelists? I hope to see a diverse and inclusive representation. Should you require some assistance achieving this, I would be happy to support you as best as I can.
Response Template for Confirmation of a Panel Lacking Diversity
Thank you for providing details of the panelists who will be participating at your upcoming event.
I am eager to participate and thank you for the invitation. However, the lack of diversity compromises my commitment to the GC Panel Pledge so I am unwilling to confirm my participation at this stage. I would be happy to reconsider this decision should you be able to secure a more balanced panel.
Checklist for Event Organizers
Below are some considerations for event organizers to ensure their events are representative, diverse and equitable:
- 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.
- Strive to achieve gender balance while being inclusive of the 2SLGBTQIA+ community.
- Connect with Diversity Networks to ensure find panelists from systemically marginalized communities.
- Try to assemble panelists from various backgrounds, being cognizant of underrepresented groups, individuals from various socio-economic backgrounds, diverse age groups, abilities and geographical locations.
- Ensure to use language interpretation, closed captioning and other accessibility measures to facilitate access to persons with disabilities.
- Promote the use of gender-sensitive language and preferred pronouns.
- Ensure the event date does not conflict with religious and cultural holidays.
Frequently Asked Questions:
Does this mean that you cannot have white males at your panel events?
No. It just means that the overwhelming majority of panelists should be from underrepresented groups - mirroring their representation in the general population.
Does this mean all underrepresented groups must be reflected in all panels?
No. Sometimes panels will consist of only two people. It is impossible to represent every marginalized group in every panel. The aim is to strive to ensure diverse perspectives are reflected in virtual and in person events that feature public servants.
Does this apply for Employment Equity or equity denied groups?
Yes and no. Certain networks have been created to support systemically marginalized groups. They are not expected to organize panels which would exclude members from their respective groups.
That said, institutions have historically centered those who are white, able-bodied and cisgendered and this centering is found even within equity and equity denied groups. Therefore, it is encouraged that within a group, event organizers look to organize events that feature diverse and intersectional representation from within that group.
For example, a Visible Minority Network should also look to feature colleagues who do not have a clear proximity to whiteness or are not necessarily able-bodied or are part of the 2SLGBTQI+ community as well.
Speakers List and EDI Network Database
To help build diverse panels, event organizers can connect with one of the many regional, departmental or interdepartmental GC Diversity Networks - Réseaux de la-diversité-du GC - wiki (gccollab.ca).
Event organizers can also connect with one of the many GC Speakers in the below list:
Name / Nom | Pronoun / pronom | Position / Dept | Member of an Equity or Equity Seeking Group(s) / membre d'un groupe d'équité ou de recherche d'équité | Official Language /Langue officielle | Areas of Interest / Expertise / domaines d'intérêt / d'expertise | |
---|---|---|---|---|---|---|
Adwoa Gyasi-Nimako | She/Her | Adwoa.gyasinimako@servicecanada.gc.ca | Advisor/ESDC | Black | English | Recruitment, Retention, Advancement, Diversity, Equity, Inclusion, and Networking. |
Aïssatou Keita | She/Her | aissatou.keita@hrsdc-rhdcc.gc.ca | Policy Analyst GBA+ Center of Expertise | Black, African (sub-Saharan) | Bilingual | Networking, community outreach, Collaboration, GoC, Policies, Diversity and Inclusion, Career/Personal Development |
Anna Candido | She/her | anna.candido@iaac-aeic.gc.ca | Plain language editor / Impact Assessment Agency | Filipino
Asian Racialized / visible minority |
Communication, writing, plain language, anti-racism, equity diversity and inclusion | |
Anu Shukla-Jones | She/Her | Anu.shukla-jones@cihr-irsc.gc.ca | Senior Advisor / Canadian Institutes of Health Research | Racialized / South Asian | English | Engagement and consultation, Policy Development and Implementation, Peer Support/Advocacy, Career Advancement, Leading teams, Sharing (information, resources and experiences), Mental health and wellness |
Christopher K. Scipio | He/Him | Christopher.scipio@forces.gc.ca | Currently on interchange/assignment as the Senior Advisor, Black Executive Network/Le Reseau des executifs noirs (BEN/REN). Home department: Department of National Defence, Senior GBA+ Advisor | Black | English | GBA+, anti-racism & anti-oppression, talent management, leadership, conflict resolution, self-advocacy, policy innovation. |
Diyyinah Jamora | She / Her | Diyyinah.Jamora@sac-isc.gc.ca | Social Media Analyst / ISC/CIRNAC | Filipino | English | Social Media, Networking |
Felicie Hassika | She/ her | Felicie.hassika@cic.gc.ca | Anti-racism Equity Diversity and Inclusion / OSIP | Afro-Canadian | SME in AREDI topics Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, AREDI workshops delivery, BEN network executive member | |
Latoya Barham | She / Her | Latoya.barham@tc.gc.ca | Lead of Anti-Racism, Anti—Discrimination, Inclusion and wellbeing taskforce / Transport Canada | Black (Caribbean) | Networking, Idea sharing, collaboration, CoP, Leading Teams | |
Makenzy Ricketts | She/ Her | makenzy.ricketts@csc-scc.gc.ca | A/ Labour Relations Advisor | Black | Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, GC Communities of Practice | |
Marsha Thompson | She/Her | marsha.thompson@servicecanada.gc.ca | Transformation Management Branch / ESDC | Black, women, Person with invisible disability | English | Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, micromissions |
Melanie Wyke | She / Her | melanie.wyke@hrsdc-rhdcc.gc.ca | Senior Program Advisor,
Supporting Black Canadian Communities Initiative ESDC |
Black, South Asian, mixed / Caribbean
Woman |
Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, Anti-Racism Initiatives, and Equity, Diversity, and Inclusion Initiatives | |
Mikelle Sasakamoose | She/her | Mikelle.sasakamoose@tc.gc.ca | TC TMX Secretariat, Transport Canada | First Nations, Status Indian | Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, GC Communities of Practice, Recruitment and Retention | |
Moss Elmouftaquir | He/His | mostafa.elmouftaquir@hrsdc-rhdcc.gc.ca | Co-chair of ESDC Visible Minorities Network | African | Bilingual | Brainstorming on ideas to improve D&I, Networking and Engagement, Anti-racism training, discrimination/racism conflict resolution, Recruitment/Retention, Support |
Muhammed (Ali) Khan | He / Him | Muhammedali.khan@canada.ca | Diversity and Inclusion / ISC | South Asian | English | Networking, Employee Engagement, Community Building, Leading Teams, Collaboration, GC Communities of Practice |
Nicole Bekzadeh | She / Her | nicole.bekzadeh@servicecanada.gc.ca | Business Expertise Senior Consultant / Service Canada | Black, Woman | English | Employee Engagement, Leading Teams, Wellness, Career Development, Diversity |
Reshmeena Lalani | She/Her | Reshmeena.Lalani@cra-arc.gc.ca | Section Manager, International and Large Business Audit at CRA | South Asian | Networking, Collaboration and Knowledge sharing to break down silos | |
Rubina Boucher | She/her | Rubina.boucher@servicecanada.gc.ca | BDSB/SCBO | South Asian | English | Peer support/self-advocacy, Transformative Story Telling, Intersectionality, AOP, Social Work, Community Studies, Disability Management, Evolving the concept of Inclusion in the workplace - moving towards Belonging... “Belonging Together” |
Sagal Abdullahi | She/Her | sagal.abdullahi@hrsdc-rhdcc.gc.ca | Black Engagement and Advancement Team/ ESDC | Black Women | Bilingual | Networking, Engagement, Community Building, Collaboration, Leading Teams, Project Management, Change Management |
Tabassum Khan | She/Her | tabassum.khan@osfi-bsif.gc.ca | Advisor, DEI / OSFI-BSIF | South Asian, Muslim | Bilingual | Informal Mentorship, Diversity, Equity, Inclusion, Networking, Retention, Collaboration, Knowledge Sharing, Multiculturalism, Gender, and Unconscious Bias |
Teresa Morgan | She/Her | morgant@psac-afpc.com | Regional Field Coordinator ON & NU/Joint Learning Program | Black Canadian | Networking, Community Engagement, Allyship, Leading Teams, Collaboration, Recruitment/Retention, Support |
Employees across the GoC, (particularly those from underrepresented groups) who are interested in appearing on panels are encouraged to add their names and supporting information to the above list. To do that one can click "Log in" on the top right of this page and enter their GC wiki account information. Once completed, the employee can simply click on the row where their name would appear under the "Name" column. Should they need assistance they are welcome to send an email.
In the words of the Clerk of the Privy Council in his Call to Action on Anti-Racism, Equity, and Inclusion…
“We must encourage and support the voices that have long been marginalized in our organizations. We must create opportunities where they have long been absent. We must take direct, practical actions to invoke change. This is a true test of leadership, and one we must meet head on. Now.”