Federal Economic Development Agency for Southern Ontario

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
• My organization has set promotion goals for:
  • Indigenous employees
  • Black employees
  • Racialized employees
• 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?

In support of the Clerk's Call to Action, FedDev Ontario published its first Diversity, Equity and Inclusion Framework and Action Plan (2022-2025) in June 2022. Supported by the three pillars of Workforce, Workplace, and Ecosystem, the Framework and Action Plan aims at embodying a workforce that is representative of southern Ontario and the clients it supports.

The Framework and Action Plan align with the government’s commitments and identifies goals and performance indicators including:

1. Increased representation in numbers against workforce availability (WFA) of employment equity (EE) seeking persons;
2. Having enhanced representation amongst the student population;
3. Reducing representation gaps within the EX cadre (50 – 30 Challenge); and
4. Promoting and leveraging employment-equity pools, resources and inventories.

The first goal was attained for three out of the four EE groups (women, members of visible minorities, and persons with disabilities). Representation for three groups has constantly remained above WFA in the Agency since 2021. Although Indigenous employees’ representation has not increased over the years, it has remained stable and has been identified as an area of improvement.

In order to meet the second goal regarding enhanced representation for students we  target all EE groups in our student hiring campaigns. Over the course of the two last fiscal years, representation has almost doubled for members of visible minorities. Student representation for women and Indigenous Peoples remain a target that we aim to achieve by 2025.

Regarding the third goal, FedDev Ontario is a signatory of the 50 - 30 Challenge, which aims to attain gender parity within the organization. The Agency is now at 60% for gender-parity and 25% for other employment equity-seeking groups. The 50 – 30 Challenge is promoted with our employees, stakeholders and funding recipients.

It is important to note that FedDev Ontario is located in one of the most geographically diverse regions in Canada, which allows for an equally diverse staff. Finding qualified candidates who meet the various official language profiles, while belonging to an EE seeking group can be a challenge. To assist with this, on a semi-annual basis, the Human Resources Branch (HRB) shares with all sub-delegated managers a list of available EE inventories and staffing pools.

In FY 2024-25, the Agency continues to increase its recruitment of EE groups, with a specific focus on Indigenous Peoples and Persons with Disabilities (PWD).

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.
• 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).

Within the Diversity, Equity and Inclusion Framework and Action Plan (2022-2025), the Agency has identified specific goals that seek to foster greater inclusion at all groups and levels. FedDev Ontario seeks to remove barriers for an inclusive and representative workforce. This includes:

• Having a workforce representative of EE designated groups;
• Inclusive recruitment, retention and promotion across all designated groups; and
• Continuing to promote to employees, the importance of self-Identification (in 2023-24, FedDev Ontario had a 94% completion rate).

FedDev Ontario also seeks to have a respectful and inclusive workplace, in which employees feel valued and heard, and work in an environment that is free from discrimination. This includes:

• Requiring all hiring managers and employees to partake in unconscious bias training;
• Promoting diversity, equity and inclusion (DEI) resources with employees such as important events, initiatives and learning activities;
• Providing a confidential space where employees can raise and address racism and discrimination issues without fear of reprisal or judgement through different mechanisms and resources, including the Ombuds and the DEI Committee;
• Having a dedicated DEI Champion and an active DEI Committee that promotes diverse backgrounds through commemoratives dates, events and resources;
• Contributing to the Government’s efforts in response to the United Nations Declaration of the Rights of Indigenous Peoples.

To help us monitor our progress towards these goals, FedDev Ontario uses various metrics to ensure accuracy of data reporting. For example, EE reports from MyGCHR are reviewed and monitored regularly and presented to senior management. Completion reports on mandatory training regarding DEI are also monitored on a regular basis to ensure ongoing compliance across the Agency.

In 2023-24, the Agency implemented an initiative called Shaping our Workplace of Choice, whereby working group of Executives and staff undertook engagement sessions across all locations (both virtually and in-person) to gain feedback from staff on continuing to shape a workplace of choice together. This feedback was integrated into the Agency’s Management Framework for 2024-25 and provides a baseline for the ongoing conversations related to wellness, and values and ethics.

Changes to the Public Service Employment Act (PSEA) pertaining to identification and removal of biases and barriers were successfully implemented. Through a robust communications and implementation strategy, training was provided to all Human Resources (HR) Advisors and sub-delegated managers by December 31, 2023. Ever since the PSEA changes came into force, the Agency has been using the Public Service Commission (PSC) checklist on mitigating bias and barriers in all merit-based staffing files.

The Agency’s Accessibility Committee is complying with requirements from the Accessible Canada Act by consulting with employees with disabilities through a yearly all-staff Accessibility Survey. This allows for better understanding employees’ experiences with barriers in the workplace and improvements to be made.

In fiscal year 2024-25, the Agency continues to foster greater inclusion for all and to identify gaps and areas of improvement to make our workplace a great place to work.

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?)?

The Agency has developed a comprehensive approach for measuring progress towards its established goals. With the DEI Framework and Action Plan built for implementation over 3 years (2022-25), it presents clear actions and performance indicators for its workforce, workplace and ecosystem.

The Agency continues to monitor the implementation of the Action Plan and identify methods to measure progress, in collaboration with senior management, network Champions and DEI Committee. Internally, the Agency will communicate progress to employees through existing tools and engagement sessions, such as the employee newsletter, all-staff town halls, communiques, and the intranet.

Semi-annual presentations are delivered to our Executive Committee, chaired by the President, on EE, Diversity and Inclusion and employment demographics, highlighting how the Agency fares in comparison against Workforce Availability Estimates (WFA).

In collaboration with Innovation, Science and Economic Development Canada, FedDev Ontario has created nine new employment equity code in MyGCHR to allow for enhanced tracking of appointments of employees from EE groups. The Agency anticipates that this improvement will ensure more accurate reporting of data, allowing for improved decision making, particularly as it relates to the recruitment, retention and promotion of EE seeking groups for hiring managers.

FedDev Ontario’s Accessibility Committee provides quarterly updates to the Corporate Management Committee and to the Executive Committee on progress against priorities outlined in the Agency’s Accessibility Plan. In addition, FedDev Ontario publishes progress reports on a yearly basis, with the first progress report being published on December 2023 on the Agency website.

Under the Federal Sustainable Development Act, the Agency developed a Departmental Sustainable Development Strategy (2023-2027). One of many goals of this strategy is to advance reconciliation with Indigenous Peoples and take action on inequality. This includes:

• Dedicating an internal team to guide Indigenous-owned and-led businesses and organizations in navigating the Agency's programs. This dedicated team works to connect these businesses and organizations with other federal and regional programming, where applicable.
• Implementing mandatory training to strengthen employees' cultural competency and awareness of Indigenous realities.
• Promoting opportunities for Indigenous businesses through its internal procurement processes.

All of these processes, reporting mechanisms, and updates have ensured that FedDev Ontario continues towards its established goals.

Consequential accountability

Question 4

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

• Qualitative objectives are in performance management agreements.

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

FedDev Ontario’s Executives’ 2023-24 performance objectives included the government-wide commitment to advance anti-racism, Diversity, Equity, Inclusion and Accessibility by:

• Undertaking recruitment and staffing practices to increase the representation of BIPOC (Black, Indigenous, and people of color), Indigenous Peoples and Persons with Disabilities within all levels of the Agency.
• Creating safe spaces for employees to have open dialogue and share lived experiences around issues of systemic racism, discrimination and unconscious biases.
• Implementing the initiatives outlined in the Agency’s Diversity, Equity and Inclusion Action Plan and the Accessibility Action Plan
• Implementing the changes to the Public Service Employment Act to remove bias or barriers that disadvantage persons belonging to equity-seeking groups

Managers’ Performance Management Agreements also included work objectives that sought to advance anti-racism, diversity, equity, inclusion, and accessibility in the public service.

As part of the Agency’s Talent Management Program consideration is given to those employees belonging to employment-equity seeking groups for both full time language training, developmental leadership programs or other learning activities.  

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?

• I 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.  

In 2022, FedDev Ontario piloted a successful initiative to prepare Indigenous, Black and other racialized employees to join the Executive ranks. To build on this initiative, the Deputy Minister approved a pilot Diversity, Equity and Inclusion (DEI) Developmental Acting Strategy by establishing an EX-01 position to support underrepresented employees identified through talent management. 

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

Please provide details.

To further support the Clerk’s Call to Action, FedDev Ontario launched a CO-02 external advertised process was conducted and geared towards employment equity groups. From the established pool, 50% of appointments were for candidates who had self-identified as EE members.

In addition, FedDev Ontario’s Student Program is active in promoting access to EE self-identify groups through CO-OP advertisements. Amongst its various activities, the program activity promotes Federal Student Work Experience Program (FSWEP) and the Indigenous Student Inventory to hiring managers as possible talent sources information and participates in the PSC Student Ambassador Program. In September 2023, the Agency introduced the Student Ambassador program, where specific students are responsible for virtual and on-campus outreach, including Indigenous outreach. The following 5 associations were identified and contacted to promote the partnership and encourage students to apply for the FSWEP:

• Indigenous Students Association – University of Waterloo
• Indigenous Student Association | Students - Wilfrid Laurier University  
• uOttawa Indigenous Students' Association - University of Ottawa
• The Centre for Indigenous Support and Community - Carleton University
• Indigenous Students Association Indigenous Students' Association at TMU | Facebook - Toronto Metropolitan University

As part of our next outreach phase in the coming year, FedDev Ontario plans to include additional academic institutions. 

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

How is your organization prioritizing official language training?

The Agency’s Talent Management Departmental Review Panel (TMDRP) and the EX Performance Management Talent Management Committee (EX PMTMC) provide talent management opportunities that include full time official language training. Each year, employees are identified through a talent management process for enrollment in full-time language training, with the goal of obtaining the necessary linguistic profile needed for higher level positions, such as managers or executives. 

From 2021 to 2023, the Agency had 3 cohorts of full time language training as part of its Talent Management Program. Out of the 13 participants in full-time language training, 38% self-identified as part of an EE group.  

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

Currently, FedDev Ontario does not offer access to Indigenous language training. However, we recognize the importance of advancing reconciliation with Indigenous Peoples. Through this, the Agency developed a comprehensive new approach to better serve Indigenous clients, including tailored program guidelines providing funding flexibilities for Indigenous applicants and a new landing page on the Agency website supported by dedicated staff.

FedDev Ontario provides funding to both businesses and not-for-profit organizations in southern Ontario to support economic development. In fiscal year 2023-24, FedDev Ontario provided over $8 million in support to projects that promote the use of Indigenous languages. 

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).

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

FedDev Ontario has implemented a Network of Champions, each of which is led by at least one member of the executive team:

• Diversity Equity and Inclusion;
• Wellness;
• Accessibility;
• Official Languages;
• Value and Ethics;
• Workplace of Choice; and
• Young Professional Network.

Champions are supported by a committee of ambassadors that implement awareness activities, facilitate training and highlight Agency gaps and successes in each Champion area.

The Champion's Secretariat is a function within the Human Resources Branch. It serves to report on the Agency’s goals and objectives in people management.  The Secretariat provides opportunities for Champions to work together on common goals and support actionable items, while ensuring transparency, and including monitoring and reporting progress to our Executive Committee as well as the Agency’s Extended Management Team (Managers and Executives).

FedDev Ontario has a long standing Diversity Equity and Inclusion (DEI) Committee whose mandate is to foster a culture of diversity equity and inclusion within the Agency. Led by a DEI Champion, the committee includes members of equity seeking groups and allies who convene monthly to share ideas on how to foster DEI within the Agency, with clients and the communities it serves. In addition to acknowledging and celebrating cultural and religious events to create awareness the DEI Committee is a venue where voices from diverse backgrounds are heard and employees are given the ability to contribute to the DEI platform within the Agency. 

In October 2023, the Agency committed resources to hire a senior DEI Advisor to support the Deputy Minister and DEI Champion with the execution of the Agency’s Diversity Equity and Inclusion Action Plan and the Clerk’s Call to Action.

An Executive Champion has been appointed as the Official Language (OL) Champion in order to monitor the Agency’s requirements under the Official Languages Act, and to promote the use of both languages in the workplace. The Champion has established a committee/working group that promotes French culture through various events during the year.

FedDev Ontario continues to support its Indigenous Hub as a learning and advisory committee, comprised of employees from across the Agency, that focuses on Indigenous issues, by promoting awareness, best practices and training opportunities. In addition, the Agency has created a team to inform Agency policies, program and practices and has assigned an Indigenous lead to facilitate key engagements and collaboration with Indigenous communities in southern Ontario.

The Accessibility Committee at FedDev Ontario works hand-in-hand with all employees, management and executives to make this Agency inclusive and barrier-free. This includes raising awareness of accessibility challenges by inviting speakers to share their experience and making employees aware of tools and resources available.

FedDev Ontario’s Young Professionals Network (YPN) provides youth with the chance to learn, engage and innovate. Young professionals often face different opportunities and challenges than more seasoned public servants. The YPN builds on the ideas and experiences of young professionals across FedDev Ontario to promote youth-focused initiatives and increase diversity of thought.

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.

In support of the Clerk's Call to Action, FedDev Ontario introduced its first Diversity, Equity and Inclusion Framework and Action Plan in June 2022 (2022-2025). The Framework for Diversity, Equity and Inclusion aligns with the government’s commitments and with the Agency’s strategic plan. It takes into account the Agency’s efforts under affiliated commitments including the Accessibility Strategy, Gender-Based Analysis Plus tools, efforts to promote reconciliation with Indigenous peoples, and the commitment to the Official Languages Act.

The efforts made through the Framework and Action Plan have translated directly into the Agency’s Strategic Framework, which identifies core strategic objectives and priority activities for each fiscal year. This includes a strategic objective to promote a fairer, more inclusive southern Ontario economy that is supported by the following activities:

• Implementing targeted strategies and initiatives and leverage key relationships to broaden awareness and access to Agency programs and services to advance activities that support greater diversity and inclusion of equity seeking groups in economic growth; and
• Strengthening regional engagement with Indigenous organizations to advance economic reconciliation.

Internally, FedDev Ontario has also made a commitment through its management framework to encourage and support inclusion, innovation, collaboration and agility across the Agency to ensure excellence. This includes working collectively to respond to the call to action on anti-racism as well as engaging in meaningful discussions on values and ethics and responding to the recommendations of the Clerk’s report on values and ethics. 

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.

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

The Agency’s Corporate calendar is managed by the Communications Branch, who coordinate activities within the Agency, with individuals and groups, including the Network of Champions, to ensure that events do not overlap and are not held during significant religious, spiritual and cultural periods. It also promoted regular reminders to management and employees by highlighting commemorative days and promoting events internal and external to FedDev Ontario.

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.

FedDev Ontario reaffirms the importance of Diversity and Inclusion in the workplace through a strong DEI Framework and Action Plan. While we are proud of our accomplishments to date, we recognize that there is still more that we can do as an Agency in advancing our work on the Call to Action.

Although the Agency meets most of its employment equity targets, we do face some challenges. For small organizations like ours, it is a challenge to identify meaningful recruitment targets and development opportunities. Our executive team is small, making our capacity to recruit, promote or sponsor talent in leadership positions for EE seeking groups who are also bilingual, challenging.  As a regional Agency, there are fewer qualified candidates and opportunities that would likely exist in larger organizations.

Creating an environment where employees feel empowered and safe to speak up against barriers to equity and inclusion is a challenge in many organizations. To better support our employees, FedDev Ontario recently introduced an Ombuds and has created a placemat that identifies the tools and resources in which employees can access in order to express their concerns in a safe and confidential manner. The Ombuds was also recently introduced to all staff to provide an overview on their services and answer any questions.

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?

Please provide details.

FedDev Ontario recognizes that employees have multiple intersecting identities and it promotes a collaborative approach to support its Indigenous, Black and other racialized employees. This approach involves the coordination of efforts within Champions networks to address challenges, co-ordination of awareness activities for staff, and establishing a safe space for employees to discuss their challenges through the Ombuds.

The Agency promotes training, events and resources to raise awareness on ethnocultural and racial diversity and the challenges diverse groups may face such as 2SLGBTQIA+ communities. During some of these events employees learn from each other’s experiences and perspectives on these important issues. We invited speakers to come and share their stories on important topics such as living with a disability, Indigenous culture, International Woman Day, etc. Our mandatory training road map also includes courses on diversity and inclusiveness, accessibility, and harassment and violence prevention.

Since the Public Service Employment Act (PSEA) Changes came into effect, the Agency has also actively used the Public Service Commission’s checklist on mitigating bias and barriers for EE groups in all merit-based staffing files, and when assessment methods are applied.

Question 13

In your first year of implementing the forward direction of the Call to Action, what impact has this work had on the culture of your organization?

Please provide the two or three most important impacts. 

Being a diverse and inclusive organization is a priority for FedDev Ontario, which is reflected in its strategic and operational frameworks. It is from this lens that guides our decisions and action, within the organization and with our key stakeholders and clients.

Through ongoing dialogue, promotion of religious and cultural events, emphasizing the importance of DEI in our business practices, and the embedding DEI considerations in our applications and contribution agreements, the Agency continues to promote DEI as part of its Diversity, Equity and Inclusion Framework and Action Plan (2022-2025). The Agency has identified specific goals that seek to foster greater inclusion at all groups and levels. FedDev Ontario seeks to remove barriers for an inclusive and representative workforce. This includes:

• Having a workforce representative of EE designated groups;
• Inclusive recruitment, retention and promotion across all designated groups; and
• Continuing to promote to employees, the importance of self-Identification (in 2023-24, FedDev Ontario had a 94% completion rate).

This commitment has resulted in events such as the National Day for Truth and Reconciliation Fireside chats that helps to increase an awareness among employees, of the healing journeys of residential school survivors and their families, and to allow employees to engage in meaningful discussions about the history and legacy of the residential school system.

The celebration of diverse cultures and groups has fostered a culture of belonging within the Agency, where employees are more inclined to ask questions about different groups and to engage in dialogue to further their understanding.

Furthermore, implementing the Call to Action – Forward Direction has fostered an awareness among employees, of the importance of integrating DEI in the Agency’s business practices including policy development, events planning and client engagement.