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Diversity and Inclusion

From: Employment and Social Development Canada

At ESDC, we strive to create a diverse, inclusive, and accessible workplace where all employees contribute, thrive and succeed together. The inclusion of varying perspectives allows us to capitalize on the unique qualities and strengths that each of our employees possess.

We believe that our collective differences make us stronger. Employees have the right to be their full and authentic self at work, regardless of:

Once you connect to our internal network, you can engage with the different diversity communities, networks and teams.

Employee Networks

ESDC Diversity Networks are employee-led forums by and for all employees of ESDC.

The existing networks are:

  • Black Employee Network (BEN)
  • Employees with Disabilities Network (EwDN)
  • Employee Pride Network (EPN)
  • Indigenous Employees’ Circle (IEC)
  • Visible Minorities Network (VMN)
  • Women’s Network (WN)

Network mandate

Each network’s mandate is to:

  • raise awareness
  • support the building and sustaining of a welcoming, inclusive and representative ESDC
  • contribute to breaking down barriers that inhibit full employee participation of their employees within ESDC
  • serve as a consultative body for departmental initiatives

Networks provide:

  • a safe space for members to share concerns and perspectives
  • an invaluable source of insight into the employee experience within the department

Network support

Senior management at ESDC fully commits to advancing equity, diversity, inclusion and accessibility and actively support the employee networks. A Deputy Minister represents each network and meets on a quarterly basis with the network executive.

Most of the networks have an executive Champion, a Full-time Chair and an executive committee that supports the Chair. Recognizing the extent of the reach to the communities, the full-time chair position is a pilot initiative.

Joining a network

Are you interested in joining one or more networks?

Becoming a network member is as simple as contacting the network expressing your interest. All networks welcome allies.

Once you have access to the ESDC network, make sure to look up “ESDC Diversity Networks” on iService (ESDC’s intraweb) for additional information. From there, visit the intranet page of the network of interest for its email or membership application form. Also visit the “Diversity and Inclusion Action Plan (DIAP)” on iService to learn more about the department’s diversity plan and target outcomes.

Anti-Racism, Indigenous Reconciliation, Diversity, Equity and Inclusion Teams

The Anti-Racism, Indigenous Reconciliation, Diversity, Equity and Inclusion teams are part of the Human Resources Services Branch. They contribute to making ESDC a workplace where employees feel supported, respected, included and empowered. They:

  • work closely with the Department’s employee networks, champions, partners and other human resource teams
  • seek to remove barriers to recruitment, retention, development and advancement for the following groups:
    • Indigenous Peoples
    • Women
    • Visible minorities
    • Persons with disabilities
    • 2SLGBTQIA+
    • Students
    • Canadian Armed Forces veterans and members
  • host safe spaces, establish mentoring initiatives, facilitate workshops and raise awareness
  • work with disaggregated employment equity data to inform HR policies and practices
  • adapt internal systems, policies, programs and initiatives to remove barriers

In addition, the Indigenous Recruitment, Retention and Advancement (IRRA) Unit provides a leadership role in advancing Reconciliation. They create tools and adapt processes to help Indigenous employees feel engaged and confident in their choice of employer. There is also the Black Engagement and Advancement Team (BEAT) which identifies and implements tangible and sustainable solutions to change the existing landscape for Black employees at ESDC.

Look up these anti-racism, Indigenous reconciliation, diversity, equity and inclusion teams on iService (ESDC’s intraweb) once you are on the department’s network.

Reconciliation with Indigenous Peoples

The Government of Canada is committed to advancing reconciliation with Indigenous Peoples through a renewed nation-to-nation, government-to-government, and Inuit-Crown relationship. To support reconciliation, ESDC aligns its mission with the Government of Canada commitments and partners with key organizations guided by the Principles Respecting the Government of Canada’s Relationship with Indigenous peoples. The department aims to design, transform, and deliver policies, programs and services that continue to advance reconciliation.

At ESDC, we are committed to walking the path of healing and reconciliation with Indigenous Peoples based on the recognition of rights, respect and partnership to achieve results in delivering on Truth and Reconciliation Commission Calls to Action. Key partners within the department work together to support ESDC's Joint Reconciliation Work Plan, which ensures that the department is a workplace that:

  • promotes the recruitment, retention, and development of Indigenous employees,
  • is culturally aware and safe,
  • and is engaged in reviewing internal processes and procedures to eliminate systemic barriers to reconciliation.

As public servants, we must listen and learn from the lived experiences of First Nations, Inuit and Metis people as part of the Reconciliation Journey. Let’s continue to advance Reconciliation by working in healthy partnerships with Indigenous Peoples to address past harms, support strong and healthy communities, and promote self-determination and prosperity.

Here are some resources to get you started on your own learning path about truth and reconciliation:

Self-identification

Self-identification is a process that invites all employees to self-identify voluntarily. They can identify as a member of one or more of the groups listed below, or they can indicate that they do not belong to any of these groups:

  • Visible minorities
  • Indigenous Peoples
  • Persons with disabilities (PwD)
  • Women
  • A member of the 2SLGBTQIA+ community

Your employment equity information is:

  • confidential
  • protected under the Privacy Act
  • used for authorized purposes only
  • retained in the Employment Equity Data Bank (EEDB) of the Treasury Board Secretariat (code number TBS PCE-706)

In addition, a Code of Confidentiality protects all information, and you have the right to review and correct information about yourself.

Why is self-identification important?

We realize that discrimination and disadvantage have created systemic barriers for members of equity groups. These barriers, sometimes embedded in organizational policies and culture, can be difficult to identify and remove.

Employee self-identification is important in helping to:

  • get an accurate picture of who we are and how representative our workforce is
  • identify areas where changes in policies and systems are likely to be most effective in achieving fairness and equity in employment
  • identify where we need to eliminate barriers, which limit or exclude designated groups from opportunities

How do I self-identify?

By filling out the Self-Id Form when you join ESDC.

If you have questions about self-identification:

  • ask your manager
  • look up “Self-Identification” on the iService page (ESDC’s intraweb) once you have access to the network

Creating an accessible workplace

At ESDC, accessibility is everyone’s business! Our vision is to be a leader in public service accessibility and a place where everyone can fully participate. We strive to create a barrier-free ESDC for all employees and the clients we serve.

We are excited to share with you the department’s first-ever ESDC Accessibility Plan, which aligns with the Accessible Canada Act and Regulations. It outlines the actions we are taking to identify, remove and prevent barriers at ESDC. It is a 3-year plan (2022 to 2025), which includes 68 target activities to address accessibility barriers. We created the plan in the spirit of the “nothing without us” principle, which means consulting our employees and clients with disabilities. Please take a moment to read the plan and give feedback – we would love to hear from you!

Accommodations in the workplace

We want all ESDC employees to be able to fully participate and bring their best foot forward! Therefore, employees can request accommodations, such as tools and support, to eliminate barriers in the workplace. The Duty to Accommodate (DTA) applies to all current employees of ESDC, including:

  • full/part-time
  • casual
  • contract
  • students
  • permanent/temporary employees on approved leave
  • job applicants

The following are some common examples of possible accommodation in the workplace:

  • noise cancelling headphones
  • flexible schedule
  • job coach
  • modifying work methods
  • adapting training programs for employees with learning disabilities (for example, personalized training, extended duration)
  • providing adaptive technology, as well as special job support, equipment or assistance

If you think you will need workplace accommodation, speak to your new manager about the workplace and discuss any potential workplace accommodation. Do not wait as the accommodation process may take some time.

Accessibility services at ESDC

Once you have joined the department, you can find a few services that provide accessibility guidance, tools and training.

Centre of Expertise for Optimizing Employee Potential (CoE/OEP)

The Centre of Expertise for Optimizing Employee Potential (CoE/OEP) is a neutral team that’s here to help you reach your full potential. It works with you and your manager to find workplace solutions and strategies to keep you at work and performing at your best. CoE/OEP’s mission is to facilitate the workplace accommodation process. It can raise awareness or help you remove work barriers while setting the tone for a constructive experience for all involved.

IT Accessibility Office (ITAO)

The IT Accessibility Office (ITAO) provides adaptive technology and advocates for inclusiveness of people with disabilities in the workplace. It offers IT accessibility services such as:

  • general advice on adaptive technology support
  • coaching
  • product assessments
  • training
  • resources and tools

Accessibility resources

As a new or aspiring ESDC employee, we encourage you to embrace accessibility and integrate it into your day-to-day work. Below are some resources to get you started.

Learning resources on how to make documents, meetings, services and products accessible:

General resources on accessibility and inclusion:

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