National Gallery of Canada

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

Read the full unanswered self-assessment that was sent to deputy heads in April 2024.

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

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?

My organization has set recruitment goals for:
- Indigenous peoples
- Black people
- Racialized people
Work is underway to set 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?

We have presented a workforce representation analysis for management and employees for the four-employment equity groups. Challenges remain based on lack of self-identification.

Question 2

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

My organization has set goals to foster greater inclusion.

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).

We have developed a Justice, Equity, Diversity, Inclusion, and an Accessibility (JEDI&A) action plan. We are now including employment equity questions in employee engagement surveys.

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?)?

Yes, the Global Diversity, Equity & Inclusion Benchmarks (GDEIB). JEDI&A tracker is developed and departments complete tracker, identify progress on achievements. The department of Anti-Racism and Inclusion tracks progress and provides support to departments around the goals and objectives.

Consequential accountability

Question 4

How is your organization using performance management and/or talent management processes to establish accountability for results?

Work is underway 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.

Developing plans to establish accountability for results in fiscal 2024-2025.

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?

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.

None at this time.

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?

Work is underway so that I will personally endorse at least one recruitment campaign for Indigenous employees and Black and other racialized employees.

Please provide details.

We are currently sending our job poster to about 20 community organizations including Indigenous, Black and racially-focused organizations. There are ongoing discussions to plan a recruitment strategy to attract a more diverse workforce including Indigenous, Black and racialized employees.

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 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?

Discussions are underway to offer official language training for all employees.

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

Not at this time.

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.

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

Five Affinity circles have been established to support employees. They are:

Black and Racialized Employee Affinity Circle,
Indigenous Employee Affinity Circle,
Employees with Disabilities Affinity Circle,
2SLGBTQIA+ and gender-non-conforming Employee Affinity Circle, and,
Multi-Faith Employee Affinity Circle.

These groups provide a safe place for employees with similar lived experience to share their concerns and to provide support for each other. (If the groups agree concerns can brought forward to management.)

The JEDI&A committee is a consultative group made up a union representatives, management and representatives from various equity groups. It provides advice and guidance to senior management on things like: training, establishing a calendar, and review policies.

Question 9

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

Anti-racism, equity and inclusion work has been embedded in the organizational plan.

Question 10

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

Work is underway to develop this calendar at my organization.

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

The diversity calendar highlights various cultural observances and celebrations and guides the organizations internal and external communications related to justice, equity, diversity, inclusion, and accessibility. The calendar is largely used to communicate special events and observances.

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.

There have been three CEOs and a near complete turnover at the Senior Management level over the last 2 years. Lack of human resources.

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?