Changes

Diversity and Inclusion in Action brought together speakers from a range of background and expertise, to discuss how we can begin to move the forward with meaningful and impactful policy that supports all employees in the federal service.  

Diversity and Inclusion in Action brought together speakers from a range of background and expertise, to discuss how we can begin to move the forward with meaningful and impactful policy that supports all employees in the federal service.  

To supplement the information that was shared by our panels, we created a workbook that poses questions to help you think about how you are going to apply the ideas and concepts that have been raised, within your individual teams and larger organizations. There is no expectation that you share the information you record and we hope that this can be a tool to support learning, retention and inspire engagement. Click on the link below to download a copy of the workbook.          

To supplement the information that was shared by our panels, we created a workbook that poses questions to help you think about how you are going to apply the ideas and concepts that have been raised, within your individual teams and larger organizations. There is no expectation that you share the information you record and we hope that this can be a tool to support learning, retention and inspire engagement. Click on the link below to download a copy of the workbook.                                  

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The public service must make progress towards becoming a more welcoming, respectful and supportive culture. Past efforts to strengthen diversity and inclusion within our institutions have not been enough to counter the harmful effects of racism, discrimination and intolerance on groups such as Indigenous Peoples, Black and other racialized people, religious minorities, people with disabilities, and LGBTQ2+ individuals in the public service. This is also true of society in general.

File:Clerk excerpt message.png|[https://www.canada.ca/en/privy-council/corporate/clerk/call-to-action-anti-racism-equity-inclusion-federal-public-service.html Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service]

</gallery>Dear Colleagues:..

Since taking on the role of Interim Clerk of the Privy Council, advancing the Call to Action has been one of my top priorities. I am encouraged to see the Deputy community taking action to make meaningful change, as well as the level of engagement among managers and the human resources community.

The Clerk, Ian Shugart, formally acknowledged this when he issued the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service in January. The Call to Action builds on an ecosystem of initiatives in the diversity and inclusion space, as well as years of work of many networks and communities in the federal public service. It also builds on the recommendations in a number of past reports, which resulted from considerable consultations and co-creation. These include the Joint Union/Management Task force on Diversity and Inclusion in the Public Service, the Many Voices One Mind: a Pathway to Reconciliation strategy, and the Accessibility Strategy for the Public Service of Canada.

I am particularly inspired by my conversations with the employee networks and communities and hearing from individual employees who are sharing personal experiences and knowledge to support deeper understanding, and sparking conversations and action across the Public Service.

As part of that call, the Clerk emphasized the need for transparency through open letters reporting departments’ actions and early results. The first round of letters will be posted to the Privy Council Office’s website, and will help show that work is underway and momentum is building.

A number of public servants have shared with me that they welcome the change they see in leadership’s tone and approach. I have also heard that barriers remain and entrenched mindsets are obstacles to necessary progress.

We are seeing organizations review their policies, guidelines and commitments to anti-racism, equity and inclusion. Departments are launching and engaging with employee networks, anti-racism secretariats, and task forces and working groups like yours to tackle these issues and foster reflection, education and transformation within organizations. This has resulted in actions such as targeted recruitment campaigns to increase representation in the short term, but also initiatives whose impacts extend far into the future.

To make real progress, we need to learn from one another…

And this is only a sample of the efforts underway. The work does not and cannot stop there. Our actions must go to further, to the core of how we operate. We must incorporate diverse points of view and experiences and the foundational values of reconciliation into our core business and way of operating, from how we design our business processes to how we develop policies and deliver services to the public. We do this by drawing on diverse set of voices whenever and wherever decisions are made and particularly by amplifying and supporting Indigenous employees and other members of underrepresented communities. I look forward to sharing the analysis of these letters, which will help us determine where real progress is being made, where we can draw further inspiration to accelerate our approach, and where we need to refine or rethink our actions.

This is a chance to take stock of what you are doing, what is working, what is not, and how you are measuring progress. The goal is to learn from each other, surface key challenges, and identify best practices to tackle barriers and generate and sustain the momentum necessary to achieve meaningful results.

This goal of creating a diverse, equitable and inclusive public service, is essential for us to fulfill our core purpose and mandate to serve Canadians and the government.  We need to draw on every resource at our disposal. That involves all public servants at all levels, including those in the groups and networks that have long advocated for change.

Above all, I am hoping for an authentic and transparent account of how your organization is progressing on anti-racism, equity and inclusion, and one that reflects the perspectives of employee communities and networks. Success requires us to do things differently, and this extends to the way we share our progress.

This brings me back to all of you and your hard work. I would like to sincerely thank you for your dedication and your ongoing efforts to ensure strong Indigenous representation in your respective departments and to create workplaces where diversity is respected and embraced. I invite you to read the letters of other organizations when they have been posted, and think about their contents—both the promising practices shared and the challenges identified. Discuss them with your colleagues and teams and take action. Keep learning and listening to the stories, experiences and perspectives of your colleagues. And keep clearing the path to the full participation of all public servants. Now is the time to address the systemic barriers that limit diversity and inclusion and that have no place in the public service.

 

I encourage you to join me in continuing the work that will move us closer to the public service Canadians desire, one where everyone feels supported and included. One that reflects the people we serve.

 

Meegwetch. Nakurmiik. Maarsi. Thank you. Merci.

Janice Charette

Janice Charette

Interim Clerk of the Privy Council and Secretary to the Cabinet  

Interim Clerk of the Privy Council and Secretary to the Cabinet

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