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:

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

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:

Privilege: Society gives priveledges to individuals who are white, able-bodied and who are cisgender as the standard. Even within systemically marginalized communities, folks who are closer to the standard are the ones who typically receive platforms for events. For example, white passing racialized people or disabled people with invisible are 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 folks who are furthest away from the above standard.

Tokenism: Speakers 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 provides 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 folks who are older or those with different body types as they have also historically been excluded from receiving speaking engagements.

Event Planning Considerations: Please 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, could I please request confirmation of the other panelists/speakers/participants? 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 speaking 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:

1. Ensuring that on a panel of three people, two are from underrepresented groups. On a Panel of four people, three 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 interpretations, 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

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 planners can connect with one of the many regional, departmental or interdepartmental GC Diversity Networks - Réseaux de la-diversité-du GC - wiki (gccollab.ca).

Event planners can also connect with one of the many GC Speakers in the below list:

Name / Nom	Pronoun / pronom	Email	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/PSO	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 who are interested in appearing on panels are encouraged to add their names 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.”