Une approche non performante de la diversité, de l'équité et de l'inclusion - Aperçus du Diriger en élevant les autres : Programme des cercles de mentorat
Une approche non performante de la diversité, de l'équité et de l'inclusion - Aperçus du Diriger en élevant les autres : Programme des cercles de mentorat
5 janiver 2024
Dans un esprit de changement de culture et de leadership transformationnel, le Bureau de la diversité et de l'inclusion, Groupe des matériels, Défense nationale, organise chaque année le programme Diriger en élevant les autres : Programme des cercles de mentorat (DEAPCM), un phare de mentorat pour les membres du gouvernement du Canada et des Forces armées canadiennes. La troisième cohorte comprenait plus de 700 participants issus de 30 départements divers, et au cours de la quatrième semaine, le programme s'est penché sur les sujets critiques de la diversité, de l'équité et de l'inclusion (DEI), explorant une approche non performative.
Le guide de discussion du DEAPCM se concentre sur une approche non performative, allant au-delà des gestes superficiels pour s'attaquer aux causes profondes des préjugés et des inégalités systémiques. Les membres du DEAPCM se sont penchés sur la signification d'aller au-delà de la simple case à cocher, reconnaissant la nécessité de transcender la formation de sensibilisation et d'adopter une forme authentique d'alliance. Cela implique une auto-éducation continue, une promotion active de la DEI par le biais d'actions, la lutte contre les préjugés cachés, la fourniture d'une véritable assistance et la relève des défis complexes du travail de la DEI.
Leading the Office Hours meeting during the two-week coverage of DEI, Section Head Samantha Moonsammy explained that we all have privileges and obstacles: “We are not all starting from the same place, and this is a fact. We have inherited structures that historically and currently benefit certain groups over others.” Reflecting on the guide's thematic focus on equality and inclusivity within the workplace, Samantha invited LLMC members to ponder their individual actions in cultivating DEI principles within their respective organisations.
One member expressed that the guide sparked substantial and informative conversations within their circle, acknowledging the difficulty of the subject due to its depth and transformative potential. As the member explained, “For the average individual with no ill intent, it's hard to admit privilege; it is a self-indictment. Reflecting on oneself and identifying a wrong is challenging. On the flip side, some compassion can help us overcome the threshold. When you can empathise and show compassion, we move a step forward.” Indeed, one of LLMC’s core themes is cultivating compassion and awareness for the individual, placing the human side of business at the forefront of day-to-day workplace interactions. The LLMC journey engaging with the subject of DEI did not conclude there. Wrapping up the two-week conversation, human rights advocate and co-founder of the first Black employee network in the federal government, Richard Sharpe, delivered a powerful and transformative masterclass titled “Black in the Matrix: Diversity, Equity, and Inclusion.” The masterclass reflected on institutional racism in Canada, particularly in the aftermath of George Floyd’s death. Sharpe explained that the systems we are all part of were put into place by the founding fathers and were constructed on white supremacist ideology. Sharpe offered the audience a set of prescriptions for undertaking DEI work and showing true allyship. These prescriptions included self-educating on the histories and contributions of Black, Indigenous, and racialized people, listening to Black voices, creating safe spaces for racialized and marginalised members, and embodying the principle of Black inclusion, to name a few. On this note, Sharpe invited members to become allies and co-conspirators in support of Black lives.
One key takeaway from the masterclass is Sharpe’s remarks on the role of leadership in the work of anti-racist liberation. In his words, “Leaders that take on this work must overcome the fear of dealing with the hard and complex reality of racism and the fear of making mistakes while addressing it.” These words underscore one of the LLMC program’s core mandates of empowering leaders to undertake the courageous work of transgressing racial and institutional barriers. As suggested by one LLMC member, “The LLMC community evidences the fact that we, as members of society and the public service, are coming together to do the work.” Indeed, members continued to show up, despite the challenges of the contemporary social climate, exemplifying tenacity, courage, and dedication to being part of the transformation of the Federal Public Service.
To learn more about the LLMC Discussion Guide and Masterclass on Inclusive Leadership, visit the GC wiki for all the resources:
Lifting as You Lead Mentoring Circles (LLMC) program
https://wiki.gccollab.ca/Lifting_as_You_Lead_Mentoring_Circles_Program_2023
Circle Guide - Diversity, Equity and Inclusion Images/b/b6/2023 LLMC Circle -4 Discussion Guide Diversity, Equity and Inclusion.pdf
Masterclass - Black in the Matrix with Masterclass Teacher Richard Sharpe
