National Security and Intelligence Review Agency
Letter on Implementation of the Call to Action on Anti-Racism, Equity and Inclusion

Summer 2021 update

Dear Ms. Charette:

I am writing in response to your correspondence of June 28, 2021, in which you requested that deputy heads across the public service provide you with open letters outlining steps taken in response to the Call to Action on Anti-Racism, Equity and Inclusion in the Federal Public Service, which was issued on January 22, 2021.

As a new organization, established in July 2019, the National Security and Intelligence Review Agency (NSIRA) has taken a number of steps to incorporate anti-racism, equity and inclusion into systems and practices, across all of our business lines. As your guidance letter recognized, organizations in the federal public service are at different stages of implementation. While NSIRA has made a lot of progress, we recognize that as a new organization we still have much work to do to advance the goals outlined in the Call to Action. 

Below is a summary of progress made to date in implementing the Call to Action, including a description of successes and ongoing challenges. My hope is that it contributes meaningfully to a shared body of knowledge and practices across the federal public service, and that other organizations are able to benefit from understanding NSIRA’s work to-date on these issues. Likewise, I look forward to learning about the successes and challenges of other organizations in implementing the Call to Action, and to incorporating best practices as we continue to advance on issues of anti-racism, equity and inclusion.

Yours sincerely,

John Davies
Executive Director
National Security and Intelligence Review Agency Secretariat

Corporate Services and Human Resources

Successes

Challenges

Being a micro-agency outside the core public administration is perhaps the most significant challenge. The Call to Action calls on public service leaders to appoint, sponsor and support Indigenous employees and Black and other racialized employees, through the use of talent management, leadership develop and career development programs and services. Micro-agencies neither have the same resources, nor access to the same infrastructure as departments and agencies in the core public administration including job opportunities, inclusion in system-wide talent management exercises, or the programs, tools or systems developed and led by the Office of the Chief Human Resources Officer (OCHRO) at TBS. 

Creating an Environment for Dialogue on Anti-Racism and Social Justice

Successes

Priorities

Outreach and Stakeholder Engagement

Successes

Challenges

Reviews and Complaint Investigations

Successes

Challenges

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