2021/2022 Deputy Minister Commitments on Diversity and Inclusion

The Federal Public Service is stronger and most effective when we reflect the diversity of Canada’s populations we serve.  While progress has been made in recent years to achieve gender parity in the Deputy Minister community, there is more progress to be made in increasing representation of Black people and other racialized groups, Indigenous People, and persons with disabilities. At the enterprise level, strong partnerships are in place between departments, the Office of the Chief Human Resources Officer, the Public Service Commission and the Canada School of Public Service on horizontal initiatives, such as data analysis, training and development programs as well as recruitment.

To further expand on actions meant to tackle racism and improve representation at all levels, the April 1, 2020 Treasury Board Directive on Employment Equity, Diversity and Inclusion requires Deputies to designate a senior official responsible for developing a comprehensive action plan, in collaboration with equity-deserving groups that will explain how barriers to inclusion will be identified, removed and prevented, and that:

Targets play an important role in driving organizations to achieve measurable change in advancing diversity and inclusion objectives. As a continuous goal, departments must consider their Workforce Availability statistics as the floor and not the ceiling with regards to diversity targets.

Deputies will be required to update the staffing plan demonstrating the rate of hiring and promotions of individuals at the executive and non-executive levels, who self-identify in at least one of the EE groups, which aims to close the gap within the next 3 years, with demonstrable and steady progress made annually.

In keeping with the Treasury Board Directive and the Performance Management Program’s Corporate Priorities, Deputies must also add focus on efforts and results to build a more inclusive and diverse workforce. Therefore, they are to select three measures from the list below that will enable their leadership teams to advance measureable change in their organizations. As such, they are encouraged to select these measures from one or more themes that go beyond what is currently being done in their organizations, and recognize the different scope of authority at various executive levels within the organization. In reporting on these commitments, Departmental management teams will need to provide clear and measureable results on what the measures have accomplished in achieving progress to address under-representation.

Changing the Public Service Culture

Establish a culture of inclusiveness that values diversity and will combat racism and address systemic barriers

Reflecting Diversity and Promoting Inclusion

Increase the representation of Black, other racialized and Indigenous People as well as persons with disabilities within all levels of the organization

Updating Policy and Programs: Our Future Workplace

Ensure that internal and external policies and programs are inclusive and free of systemic racism and barriers

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