Veterans Affairs Canada
Letter on Implementation of the Call to Action on Anti-Racism, Equity and Inclusion
Summer 2021 update
Dear Ms. Charette,
Further to your letter dated 28 June 2021, I am pleased to update you on Veterans Affairs Canada’s (VAC) efforts to implement the Call to Action on Anti-Racism, Equity and Inclusion. This summarizes the actions we’ve taken, outcomes, and upcoming priorities.
Actions and outcomes
In October 2020, the Department established a more focused action plan to better understand and address issues of racism and inequity in our workplace. It focuses on three main themes: culture change, workforce diversity and representation, and positive employment policies and practices. We continue to refine this plan in consultation with employees from equity-seeking communities.
Since then, we have closed the representation gap for visible minorities, who now represent 9.9% of VAC employees. This is up from the rate of 9.4% observed in April 2021 and is now in line with the workforce availability estimates for VAC’s workforce.
This was accomplished largely through a national recruitment initiative that welcomed hundreds of new employees to our Service Delivery Branch. Additionally, two new executives from one of the employment equity communities have joined our team. We are engaged in as many activities as possible—both internal and external—to recruit diverse talent within the executive cadre.
It was clear that we needed to better listen to, engage with and involve employees to fully understand our organizational challenges, then to design and implement responsive solutions. These include:
- Closed and confidential listening sessions with employees from equity-seeking communities.
- Renewing our National Diversity and Inclusion Advisory Committee, chaired by our Inclusion Champion and including 15 diverse employees from across the country, as well as representatives from three of our five bargaining agents.
- Launching a new equity, diversity and anti-racism taskforce, solely dedicated to researching and identifying barriers to diversity and inclusion.
- Engaging our Accessibility Network in undertaking a gap analysis for the seven priority areas identified in the Accessible Canada Act.
- Surveying employees on their experiences and needs.
- Reviewing programs and policies to better address the needs of diverse client groups including Indigenous, women, and LGBTQ2+ Veterans.
Much of our Department’s focus this past year has been on education, awareness and engagement, including:
- A common diversity and inclusion performance commitment into the performance agreements of all executives;
- Promoting education and awareness activities for all managers and employees on topics such as anti-racism, Indigenous learning, LGBTQ2+ competency training, GBA Plus, and accessibility;
- A meeting between the Federal Black Employee Caucus and senior executives;
- Celebrating important commemorative dates (e.g. Asian Heritage Month, Black History Month, Indigenous History Month) with messages, articles and special events;
- Publishing a new diversity and inclusion section on our intranet, including resources such as books, podcasts and tools/job aids; and
- Engaging with the our managers network and governance committees on diversity and inclusion.
We also expanded our analytics capacity to better understand demographical data and workforce indicators such as the Public Service Employee Survey. We now share this information with key stakeholders and publish employment equity data on our intranet.
The road ahead
We are not done, and see this working continuing on an ongoing basis. Future activities include:
- Ensuring the Equity, Diversity and Anti-Racism Taskforce and Diversity and Inclusion unit are resourced and supported in achieving their mandates;
- Conducting unconscious bias training for executives and reviewing Departmental mandatory diversity and inclusion training requirements;
- Completing an Employment Systems Review to look at VAC’s workforce and employment practices;
- Developing a multi-year staffing strategy, which will include key considerations for attracting and retaining talent in Charlottetown, PEI, where our headquarters is located;
- Targeting actions to support internal mobility and external recruitment including targeted selection processes for the EX minus one feeder groups to support increased recruitment of diverse talent;
- Implementing the Mentorship Plus program (sponsorship component);
- Identifying and implementing approaches to enable and support diverse communities, including through the implementation of employee networks;
- Establishing a measurement framework to clearly track progress against diversity and inclusion commitments and goals, monitoring progress quarterly; and
- Developing a new multi-year diversity and inclusion action plan.
While we have made some progress over the past year we know barriers and inequities remain. Indigenous employees and those with disabilities continue to be under-represented (see attached data annex). They—along with visible minorities—are less likely to receive promotional opportunities or acting assignments. Our employees also tell us that they continue to face issues of disrespect, racism and discrimination.
Dedicated and sustained attention is required to address long-standing issues within our Department. We are working to better identify barriers and implement appropriate solutions. We are committed to working with our employees and managers to foster an inclusive organizational culture, and will do more to recruit, develop and retain diverse talent.
Veterans Affairs Canada will only realize our full potential as a workplace of choice through a caring, compassionate and respectful environment. Diversity in the workplace will provide an environment free of barriers where all employees can provide the best service possible.
Sincerely,
Paul Ledwell
Deputy Minister
VAC Employment Equity Statistics August 2021
| Designated Group | Representation | Workforce Availability (WFA) | Gap (Individuals) |
Attainment Rate |
| Visible Minority | 9.9% | 9.8% | 0 | 101% |
| Indigenous Peoples | 3.6% | 4.0% | 15 | 91% |
| Persons with Disabilities | 6.9% | 9.4% | 90 | 73% |
| Women | 72.5% | 71.7% | 0 | 101% |
| Note 1: Workforce Availability (WFA) figures for Visible minorities, Indigenous Peoples and Women are based on the 2016 Census. WFA figures for Persons with disabilities are based on the 2017 Canadian Survey on Disability. | ||||
| Note 2: Data was based on employees’ (indeterminate and term 3 months +) substantive positions. LWOP, Minister’s staff, CAP participants, students and records where the occupational category could not be identified in PeopleSoft were excluded. | ||||
| Note 3: Representation targets should be set using the WFA as a minimum reference (WFAs are considered as floor not ceilings). | ||||
VAC - Employment Equity Figures for Call to Action - Data Annex
Veterans Affairs Canada - Representation Rates and Workforce Availability (WFA)for Designated Employment Equity Groups - April 2021 and Aug 2021
| Employee Tenure | Indigenous Peoples | Visible Minorities | Persons With Disabilities | ||||||
| April 2021 | Aug 2021 | WFA¹ | April 2021 | Aug 2021 | WFA¹ | April 2021 | Aug 2021 | WFA¹ | |
| Indeterminate | 3.8% | 3.7% | 4.1% | 8.6% | 8.9% | 9.6% | 6.9% | 6.9% | 9.5% |
| Term | 3.3% | 3.3% | 3.7% | 12.2% | 13.6% | 10.6% | 6.3% | 7.1% | 9.3% |
| Total | 3.7% | 3.6% | 4.0% | 9.4% | 9.9% | 9.9% | 6.8% | 6.9% | 9.5% |
| ¹Workforce Availability (WFA) was calculated based on Aug 2021 Workforce | |||||||||
Veterans Affairs Canada - Representation Rates for Indigenous and Black Employees as well as other Visible Minority Groups by Tenure - April 2021 and Aug 2021
| Employee Tenure | Indigenous Peoples | Black Employees | Other Visible Minority Groups | Total Racialized Employees | ||||
| April 2021 | Aug 2021 | April 2021 | Aug 2021 | April 2021 | Aug 2021 | April 2021 | Aug 2021 | |
| Indeterminate | 3.8% | 3.7% | 1.9% | 1.8% | 6.8% | 7.1% | 12.4% | 12.5% |
| Term | 3.3% | 3.3% | 3.8% | 4.1% | 8.3% | 9.5% | 15.5% | 16.9% |
| Total | 3.7% | 3.6% | 2.3% | 2.3% | 7.1% | 7.6% | 13.0% | 13.5% |
| Note: WFA is not available for Visible Minority Sub-groups | ||||||||
| Note: Employees can belong to more than one racialized groups | ||||||||
Veterans Affairs Canada - EX Representation Rates for Indigenous and Black Employees as well as other Visible Minority Groups by Tenure - April 2021 and Aug 2021
| Employee Tenure | Indigenous Employees | Black Employees | Other Visible Minority Groups | Total Racialized Employees | ||||
| April 2021 | Aug 2021 | April 2021 | Aug 2021 | April 2021 | Aug 2021 | April 2021 | Aug 2021 | |
| EX | * | * | 0.0% | 0.0% | * | * | 6.9% | * |
| NON-EX | 3.7% | 3.6% | 2.3% | 2.4% | 7.1% | 7.7% | 13.2% | 13.7% |
| Total | 3.7% | 3.6% | 2.3% | 2.3% | 7.1% | 7.6% | 13.0% | 13.5% |
| Note: WFA is not available for Visible Minority Sub-groups | ||||||||
| Note: Employees can belong to more than one racialized groups | ||||||||
| EX includes non-EX acting in EX positions | ||||||||
| * Data suppressed to protect confidentiality | ||||||||
Mobility Data for Racialized Employees
New Veterans Affairs Canada Employees - 2019-2020 to 2020-2021
| Racialized Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Indigenous | 17 | 3.2% | 30 | 4.1% |
| Black | 7 | 1.4% | 29 | 4.1% |
| Other Visible Minority Group | 22 | 4.3% | 69 | 9.9% |
| Total Racialized Employees | 46 | 8.9% | 128 | 18.2% |
| Non-Racialized | 461 | 91.1% | 572 | 81.8% |
| Grand Total | 507 | 100.0% | 700 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Note: Employees can belong to more than one racialized groups | ||||
Veterans Affairs Canada Internal Promotions - 2019-2020 to 2020-2021
| Racialized Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Indigenous | 9 | 3.8% | 4 | 1.6% |
| Black | 4 | 1.7% | 2 | 0.8% |
| Other Visible Minority Group | 13 | 5.5% | 12 | 4.9% |
| Total Racialized Employees | 26 | 11.0% | 18 | 7.3% |
| Non-Racialized | 210 | 89.0% | 228 | 92.7% |
| Grand Total | 236 | 100.0% | 246 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Note: Employees can belong to more than one racialized groups | ||||
| Note: Promotions excludes reclassifications | ||||
Veterans Affairs Canada Acting Appointments - 2019-2020 to 2020-2021
| Racialized Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Indigenous | 56 | 3.1% | 41 | 2.9% |
| Black | 28 | 1.6% | 28 | 2.0% |
| Other Visible Minority Group | 105 | 5.9% | 84 | 5.9% |
| Total Racialized Employees | 189 | 10.6% | 149 | 10.5% |
| Non-Racialized | 1593 | 89.4% | 1273 | 89.5% |
| Grand Total | 1782 | 100.0% | 1422 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Note: Employees can belong to more than one racialized groups | ||||
Veterans Affairs Canada Employee Departures - 2019-2020 to 2020-2021
| Racialized Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Indigenous | 16 | 4.5% | 17 | 5.7% |
| Black | 6 | 1.7% | 5 | 1.7% |
| Other Visible Minority Group | 18 | 5.1% | 16 | 5.4% |
| Total Racialized Employees | 40 | 11.4% | 37 | 12.5% |
| Non-Racialized | 312 | 88.6% | 260 | 87.5% |
| Grand Total | 352 | 100.0% | 297 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Note: Employees can belong to more than one racialized groups | ||||
New VAC Executives - 2019-2020 to 2020-2021
| Racialized Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Indigenous | 0 | 0% | 0 | 0% |
| Black | 0 | 0% | 0 | 0% |
| Other Visible Minority Group | <5 | * | <5 | * |
| Total Racialized Employees | <5 | * | <5 | * |
| Non-Racialized | * | * | * | * |
| Grand Total | 11 | 100% | 6 | 100% |
| * Data suppressed to protect confidentiality | ||||
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Includes internal promotions into EX position | ||||
| Excludes reclassifications | ||||
Mobility Data for Persons With Disabilities
*Note: Employees can acquire disabilities as they age; therefore, Persons with Disabilities (PWD) tend to be older than non-PWD. Employees in older age brackets are more likely to have higher departure rates, while having lower intake and promotion rates.
New Veterans Affairs Canada Employees - 2019-2020 to 2020-2021
| EE Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Persons with Disabilities | 30 | 5.9% | 50 | 7.1% |
| Non-Persons with Disabilities | 477 | 94.1% | 650 | 92.9% |
| Grand Total | 507 | 100.0% | 700 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
Veterans Affairs Canada Internal Promotions - 2019-2020 to 2020-2021
| EE Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Persons with Disabilities | 7 | 3.0% | 15 | 6.1% |
| Non-Persons with Disabilities | 229 | 97.0% | 231 | 93.9% |
| Grand Total | 236 | 100.0% | 246 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Note: Employees can belong to more than one racialized groups | ||||
Veterans Affairs Canada Acting Appointments - 2019-2020 to 2020-2021
| EE Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Persons with Disabilities | 110 | 6.2% | 90 | 6.3% |
| Non-Persons with Disabilities | 1672 | 93.8% | 1332 | 93.7% |
| Grand Total | 1782 | 100.0% | 1422 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
Veterans Affairs Canada Employee Departures - 2019-2020 to 2020-2021
| EE Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Persons with Disabilities | 33 | 9.4% | 30 | 10.1% |
| Non-Persons with Disabilities | 319 | 90.6% | 267 | 89.9% |
| Grand Total | 352 | 100.0% | 297 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Note: Employees can belong to more than one racialized groups | ||||
New VAC Executives - 2019-2020 to 2020-2021
| EE Group Status | 2019-2020 | 2020-2021 | ||
| # | Share | # | Share | |
| Persons with Disabilities | 0 | 0.0% | 0 | 0.0% |
| Non-Persons with Disabilities | 11 | 100.0% | 6 | 100.0% |
| Grand Total | 11 | 100.0% | 6 | 100.0% |
| Note: Term and Indeterminate Employees Only (Excludes Casual Workers and Students) | ||||
| Includes internal promotions into EX position | ||||
| Excludes reclassifications | ||||
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