Self-assessment on the forward direction of the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service

Read the message to deputy heads that accompanied this self-assessment.

Read the responses to the self-assessment.

Please use this form to provide an assessment of your organization’s implementation of the forward direction of the Call to Action. The progress you are achieving will support and uplift other inclusion initiatives such as Many Voices One Mind: A Pathway to Reconciliation, the open letter to deputy ministers to take action to support transgender, non-binary and gender-diverse colleagues in the federal public service, and Nothing without us: An accessibility strategy for the Public Service of Canada.

The intent of this questionnaire is to take stock of our implementation of the forward direction of the Call to Action to identify challenges and barriers that can be collectively addressed, as well as to share your successes so that others can benefit from your best practices.

You are expected to engage with your employees and employee networks to gather their input in preparing your responses.

Goal Setting

Question 1

Has your organization set goals (for fiscal year 2023-2024 or future fiscal years) for recruiting and promoting Indigenous peoples and Black and other racialized people? Select all that apply.

My organization has set recruitment goals for:
- Indigenous peoples
- Black people
- Racialized people
My organization has set promotion goals for:
- Indigenous employees
- Black employees
- Racialized employees
Work is underway to set goals.
Work has not yet started on setting goals.

Please provide details and/or examples, including what your organization is using to set its goals (e.g., operational priorities, labour market availability [LMA], population data, workforce availability [WFA]), and how these goals are communicated to employees, if applicable. What has been the most helpful in advancing towards the goals you have set? What challenges, if any, have you encountered?

Question 2

Has your organization set goals to foster greater inclusion (for fiscal year 2023-2024 or future fiscal years)? Select all that apply.

My organization has set goals to foster greater inclusion.
Work is underway to set goals.
My organization has not yet set these goals.

Please provide details and/or examples, including which metrics or data your organization is using, if applicable (e.g., your Public Service Employee Survey results, pulse surveys, exit interviews, human resources administrative data).

Measuring progress

Question 3

Has your organization developed an approach for measuring progress towards your established goals?

How is the approach being implemented within your organization (e.g., how is it communicated to employees? What are the roles of executive team members including the Chief Data Officer and Head of Audit and Evaluation and regional management if applicable? How are you reporting on results and outcomes both internally and externally?)?

Consequential accountability

Question 4

How is your organization using performance management and/or talent management processes to establish accountability for results? Select all that apply.

Quantitative goals are part of performance management agreements.
Qualitative objectives are in performance management agreements.
Progress towards representation and inclusion goals is part of the criteria for being considered for talent management.
A lack of progress towards representation and inclusion goals results in consequences.
Work is underway to develop approaches to establish accountability for results in either of these processes.
Work has not yet started to develop approaches to establish accountability for results in either of these processes.

Please provide details about how performance management and/or talent management processes are being used to establish accountability for results.

Specific, tangible actions outlined in the forward direction of the Call to Action

Question 5

Have you, as head of your organization, and/or your executive teams sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles? Select all that apply.

I have sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles.
My executive team has sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles.
Work is underway to develop an approach to sponsorship.
Neither I nor my executive team have sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles.

Please provide details about the nature of sponsorship that you and/or your executive team have provided, along with other programs, such as mentorship or leadership development, if applicable.

Question 6

Have you, as head of your organization, personally endorsed at least one recruitment campaign for Indigenous employees and Black and other racialized employees?

I have personally endorsed at least one recruitment campaign for:
- Indigenous employees
- Black employees
- Racialized employees
Work is underway so that I will personally endorse at least one recruitment campaign for Indigenous employees and Black and other racialized employees.
I have not personally endorsed at least one recruitment campaign for Indigenous employees and Black and other racialized employees.

Please provide details.

Question 7

Has your organization prioritized official language training for Indigenous employees and Black and other racialized employees who are ready for advancement?

My organization has prioritized official language training for:
- Indigenous employees
- Black employees
- Racialized employees
Work is underway to develop an approach to prioritizing official language training for Indigenous employees and Black and other racialized employees who are ready for advancement.
My organization has not prioritized official language training for Indigenous employees and Black and other racialized employees who are ready for advancement.

How is your organization prioritizing official language training?

Does your organization offer access to Indigenous language training or have plans to offer access? Please provide details.

Question 8

Has your organization provided support and/or invested resources for organizational employee networks and communities?

Engagement with employees and employee networks in my organization’s decision-making is meaningful and regular.
Governance structures are in place to support employee networks and communities (e.g., champions, champions/chairs participate at management tables).
Material supports are provided for employee networks and communities (e.g., dedicated funding, FTE support, allowing time to engage in activities).
Work is underway for my organization to further engage with or to provide support for and/or invest resources in departmental employee networks and communities.
My organization has not provided support for and/or invested resources in organizational employee networks and communities.

Please provide additional detail about how your organization engages with and supports employee networks and communities.

Question 9

Has anti-racism, equity and inclusion work been embedded in your organization’s integrated business plan and/or mental health plan? Select all that apply.

Anti-racism, equity and inclusion work has been embedded in the organizational plan.
Anti-racism, equity and inclusion work has been embedded in regional and/or branch plans.
Work is underway on our integrated business plan and/or mental health plan to embed anti-racism, equity and inclusion work.
Anti-racism, equity and inclusion work has not been embedded in my organization’s plans.

Question 10

Does your organization have a calendar to avoid holding major meetings and events during significant religious, spiritual, and cultural periods?

My organization currently has a calendar for this purpose.
Work is underway to develop this calendar at my organization.
Work has not yet started to develop this calendar for my organization.

If the calendar already exists, please provide additional details on how this calendar is communicated or promoted within your organization.

Additional information about your organization’s ongoing initiatives

Question 11

What are two or three specific barriers that you have faced in advancing work on the Call to Action?

Please provide two or three examples.

Question 12

Recognizing that employees often have multiple identities, what actions is your organization undertaking to support Indigenous employees and Black and other racialized employees who are also members of other communities, such as persons with disabilities, 2SLGBTQIA+ communities and religious minorities who face compounding barriers of discrimination?