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| | [[File:Untitled design (1).png|left|frameless|86x86px]] | | [[File:Untitled design (1).png|left|frameless|86x86px]] |
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| − | ===<big>[[:en:images/e/e8/Mandate_letter_-_14_Feb_LR.pdf|'''Read the Mandate Letter''']]</big>=== | + | === <big>[[:en:images/e/e8/Mandate_letter_-_14_Feb_LR.pdf|'''Read the Mandate Letter''']]</big>=== |
| | [[File:Sign.png|left|frameless|75x75px]] | | [[File:Sign.png|left|frameless|75x75px]] |
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| − | === '''<big>[https://docs.google.com/forms/d/e/1FAIpQLSfpYjlUlVjaMkfYT9gN5qjSHA-NUXBEOTkTAFYXSo8W3avrdg/viewform Sign here]</big>'''=== | + | === '''<big>[https://docs.google.com/forms/d/e/1FAIpQLSfpYjlUlVjaMkfYT9gN5qjSHA-NUXBEOTkTAFYXSo8W3avrdg/viewform Sign here]</big>'''=== |
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| | ==5 Commitments: Responsibilities to Diversity and Inclusion== | | ==5 Commitments: Responsibilities to Diversity and Inclusion== |
| − | {| class="wikitable"
| + | [[File:5 commitments.png|border|frameless|1159x1159px]] |
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| − | |'''1. Building a respectful, accessible, diverse, psychologically safer, and inclusive workspace''' | |
| − | |We are calling on all the leaders of Materiel Group to come together to establish psychological | |
| − | safety in our organization. The goal is to create an environment where employees are not only
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| − | included, fully engaged, and encouraged to collaborate, but also where they feel respected,
| + | == Companion Guide == |
| − | | |
| − | confident and motivated. Leaders must engage team members and prioritize psychological
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| − | | |
| − | safety alongside operational objectives. Creating healthy and supportive spaces that will foster
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| − | | |
| − | intercultural competence and tolerance, and uplifting each other are fundamental to
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| − | psychological safety, preventing and stopping cases and instances of unacceptable conduct.
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| − | | |
| − | Preventive measures include: hosting open discussions with our teams to inform on
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| − | | |
| − | harassment in the workplace and advise on possible strategies to address it; participating in
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| − | learning opportunities such as Ask Me Anything, Town Halls and Jam Sessions, and learning
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| − | | |
| − | about the resources available to all members; raising awareness about the existence of
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| − | | |
| − | unconscious bias; and, promoting access to centrally curated resources and processes in
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| − | | |
| − | support of diversity and inclusion.
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| − | |-
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| − | |'''2. Partnering to build resilient, sustainable communities'''
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| − | |We will create and maintain workplaces, events, and workgroups that support work on
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| − | diversity and inclusion. Based on values of open-mindedness, compassion, equity, and fairness,
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| − | | |
| − | these spaces will encourage members to contribute their best efforts and ideas and share their
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| − | | |
| − | diverse backgrounds, authentic selves, and talents. These spaces will inspire colleagues to take
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| − | | |
| − | meaningful actions towards evolving our workplaces and our communities to be connected,
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| − | | |
| − | adaptable, resilient, and sustainable.
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| − | |-
| |
| − | |'''3. Expanding Unconscious and Conscious Bias Education.'''
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| − | |We will support ongoing learning opportunities and expand knowledge materials on
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| − | unconscious and conscious biases and objective staffing processes. We will continue to
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| − | | |
| − | strongly encourage leaders and members to attend learning opportunities such as listening
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| − | | |
| − | circles, Jam Sessions, and monthly Ask Me Anything events. Events such as these introduce us
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| − | | |
| − | to different backgrounds and experiences and allow us to walk in another person's shoes. They
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| − | | |
| − | serve as a step towards creating a psychologically safer workplace and preventative measures
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| − | | |
| − | against unacceptable conduct. In a diverse, inclusive, and psychologically safe environment,
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| − | | |
| − | leaders and members make better decisions for our organization and do their best work for
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| − | | |
| − | Canadians.
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| − | |-
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| − | |'''4.Share Best and Previously Ineffective Practices'''
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| − | |We will share best and ineffective practices through ongoing dialogue within teams using a
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| − | library of resources, including the #AMAChallenge, Cascade conversations, Jam Sessions, and
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| − | | |
| − | bi-weekly L1 Working Group Meetings on Diversity and Inclusion. We will welcome feedback
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| − | | |
| − | from colleagues to update and improve the library of resources. We will share what has worked
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| − | | |
| − | and what has not, which will help attain equity and fairness, and evolve our organizations'
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| − | | |
| − | future. Sharing our best and previously ineffective practices is vital for ongoing annual updates
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| − | | |
| − | to the Mandate Letter.
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| − | |-
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| − | |'''5. Commitment to Working Together on the Diversity and Inclusion Plan'''
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| − | |Our commitment to working together begins with fulfilling the commitments
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| − | contained in the Diversity & Inclusion Action Plan. We commit to using the
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| − | | |
| − | Companion Guide attached to this Mandate Letter and adding relevant actions at | |
| − | | |
| − | Annual Performance Reviews. We're making daily commitments to consciously create
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| − | | |
| − | an inclusive workplace and using resources and tools to address unconscious and
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| − | | |
| − | conscious biases. By leaders and members working together on the Commitments,
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| − | | |
| − | our organization will illustrate diversity and inclusion's power in decision-making and
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| − | | |
| − | in encouraging Federal Public Servants to contribute their best efforts and ideas.
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| − | |}
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