Agency Action Plan on Diversity and Inclusion Presentation to Labour Management Consultation Committee

Agency Action Plan on Diversity and Inclusion Presentation to the Labour Management Consultation Committee (LMCC) October 3, 2017 Page 1

Content Specific Areas for Success Purpose 1 4 Context Agency s Action Plan 2 5 Next Steps 6 Objective 3 Page 2 1

Purpose To share with members of the Labour Management Consultation Committee (LMCC) the draft Agency Action Plan on Diversity and Inclusion. Page 3 2

Context TBS Establishes Joint Union/ Management Task Force on Diversity and Inclusion in the Public Service Priority of the Clerk of the Privy Council Report from Joint Task Force on Diversity and Inclusion in the Public Service Management Accountability Framework Prime Minister s Open Letter to Canada s Public Servants The Government of Canada s commitment to examine diversity and inclusion across the federal public service. Agreement that focuses on bringing together representatives from across the public service and the public sector bargaining agents to examine how to strengthen diversity and inclusion in the government. Vision: A world-class, representative public service that is defined by its diverse workforce and its welcoming and inclusive workplace that aligns with Canada s evolving human rights context, and that is committed to innovation to achieve results. Building a Diverse Public Service : Identify recruitment and development activities to increase the social and cultural diversity of our workforce, in order to better reflect the population we serve and improve decision making. Diverse and Inclusive Workplace: An acceptable workplace culture builds respect, fosters inclusiveness, promotes diversity and embraces the unique skills and qualities of its employees. Diversity is Canada s Strength March 2016 November 2016 March 2017 June 2017 2017-2018 Page 4 3

Context (continued) Diversity, Inclusion and Multiculturalism are understood as follows: A diverse workforce in the public service consists of individuals who have a wide variety of identities, abilities, backgrounds, skills and perspectives that are representative of the Canadian population. Source: Progress Update: Joint Union/Management Task Force on Diversity and Inclusion, November 2016 An inclusive workplace is based on a foundation of fairness, equity and compassion, and welcomes, respects and leverages differences in identities, abilities, backgrounds, skills and perspectives. Source: Progress Update: Joint Union/Management Task Force on Diversity and Inclusion, November 2016 The Canadian Multiculturalism Act relates to Canadians of all origins; this may include other groups based on factors such as religion, nationality, culture, sexual orientation, and other characteristics. Source: Annual Report on the Operation of the Canadian Multiculturalism Act Page 5 4

Objective To support the implementation of the Treasury Board Secretariat mandated Joint Taskforce s vision for diversity and inclusion in Canada s public service, which is as follows: A world-class, representative public service that is defined by its diverse workforce and its welcoming and inclusive workplace that aligns with Canada s evolving human rights context, and that is committed to innovation to achieve results. Page 6 5

Specific Areas for Success Overview The Joint Task Force on Diversity and Inclusion in the Public Service recommends four areas of focus regarding diversity and inclusion. Integrated Approach to Diversity and Inclusion Effective People Management Education and Awareness Accountability Page 7 6

Effective People Management Actions to Achieve Timeline Reference Effective People Management Completed 1. Agency to Appoint Diversity and Inclusion Champion Annual Report on Multiculturalism and People Management MAF indicators Nov. 2017 2. Diversity Champion to establish an Agency Diversity and Inclusion Committee in consultation with bargaining agent Annual Report on Multiculturalism Next HRC 3. Identify recruitment strategies for Employment Equity (EE) designated groups gaps Employment Equity Act & Clerk s Priority Page 8 7

Education and Awareness Actions to Achieve Education and Awareness Reference Timeline Joint Task Force on Diversity and Inclusion & MAF 1. Invite guest speaker to host diversity and inclusive discussion (Target group: SMC discussion) Winter 2018 Annual Report on Multiculturalism and People Management MAF Indicator 2. Deliver mandatory training for employees on: a. diversity and inclusion, cultural awareness and/or sensitivity; and b. creating and maintaining a discrimination and harassment-free workplace while reinforcing Agency Statement on Harassment. Winter 2018 Employment Equity System Review 3. Develop and share tool with management on duty to accommodate and Disability Management Initiative on employees with responsibilities required by the Human Rights Act Winter 2018 Employment Equity Act 4. Conduct a self-identification campaign to increase employee understanding of self-identification and rate of self-identification 5. Develop and promote the Cultural Events Calendar and related activities. Winter 2018 Annual Report on Multiculturalism & Employment Equity Act Fall 2017 Annual Report on Multiculturalism 6. Promote Public Service Award of Excellence, with special mention to the Employment Equity and Diversity award category Winter 2018 Page 9 8

Integrated Approach to Diversity and Inclusion Reference Actions to Achieve Timeline Integrated Approach to Diversity and Inclusion 1.Obtain input from the Agency s Diversity and Inclusion Committee and Joint Committee on Mental Health in review of Agency 2017 PSES survey results 2.Integrate various objectives and expectations of Employment Equity, Management Accountability Framework, Employee Surveys, Multiculturalism, Diversity and Inclusion into an encompassing action plan. Joint Union/Management Task Force on Diversity and Inclusion in the Public Service Various Spring 2018 Fall 2017 Page 10 9

Accountability Diversity is Canada s strength Central Reporting Management Accountability Framework Internal Reporting Report on an annual basis to HRC and LMCC on Agency s Diversity and Action Plan. Report on annual basis to HRC on attrition, promotions and representation to ensure that gaps in EE are not created. Government-wide Priority: Foster a healthy, respectful and productive workplace and culture by implementing its mental health action plan, supporting innovation and engagement through Blueprint 2020 and by promoting diversity and the use of both official languages. Clerk s priority: Building a Diverse Public Service Identify recruitment and development activities to increase the social and cultural diversity of our workforce, in order to better reflect the population we serve and improve decision making. Annual Report on Multiculturalism and Diversity Public Service Disclosure Protection Act Canadian Human Rights Commission EE Reconciliation Report Page 11 10