Building belonging: Inside the Visible Minorities Network

At Public Services and Procurement Canada (PSPC), the Visible Minorities Network (VMN) helps make the workplace more welcoming, fair and inclusive. Over the years, this employee-led group has grown from a small network into a strong and respected voice for equity and inclusion across the department.

A focus on inclusion

"When I joined the department in 2009, the network was already in place," says Samir Britel, Chairperson of the VMN. "In those early years, diversity efforts were mostly focused on numbers; how many visible minorities worked in the department. But less attention was given to employees' real experiences and how included they felt at work."

This changed in 2021 when the Clerk of the Privy Council released a Call to Action on Anti-Racism, Equity and Inclusion. Since then, the VMN has become more active and visible, supporting employees and advising management on how to make PSPC more inclusive.

Today, the network's goals are to provide a safe and respectful space for employees to share ideas and experiences while offering advice to management on issues that affect visible minority employees. The VMN also works to promote education and awareness of diversity, inclusion and anti-racism, and to build partnerships for lasting change.

"The VMN is both a community and a catalyst. Our vision is to make inclusion part of the DNA of PSPC," says Samir. "Achieving this requires not only the engagement of our members, but also the strong commitment of active allies, who play a crucial role in advancing equity and fostering a culture where everyone feels seen, valued and empowered."

Leadership and motivation

Samir became chairperson of the network in November 2024. His motivation comes from a deep belief in equality and inclusion. With more than 25 years of experience in human resources and diversity leadership in both the public and private sectors, he brings a thoughtful and experienced approach to the role.

"I was inspired by the willingness of our senior leaders to move from words to action," he says. "I saw this role as a chance to help create real change, to turn conversations into results."

Samir's past experiences have prepared him well. He once led diversity programs for a major Canadian retailer and has worked on inclusion initiatives in other government departments. "These experiences taught me that lasting change comes from teamwork, trust and data-driven decisions," he says. "That's the kind of leadership I bring to the VMN."

Working with leadership

The network provides recommendations and feedback on new policies and projects, working directly with the PSPC Anti-Racism Task Force and other departments. "Our credibility comes from collaboration," Samir notes. "We've built trust by offering thoughtful, evidence-based advice that helps improve the workplace for everyone."

In addition, the network fosters community and professional development through events like workshops, discussions and language groups. Members have also helped shape PSPC's Diversity and Inclusion Action Plan.

Looking ahead

The network's 2025 to 2027 work plan sets clear goals such as strengthening its structure, promoting inclusion, building partnerships and creating safe spaces for open discussion.

One of the VMN's newest and most exciting projects is the Inspiring Journeys mini-conference series. "The goal is to create a space for people to share stories, learn from each other and feel inspired," says Samir.

As PSPC continues to evolve, the VMN will focus on helping employees through change while maintaining a strong sense of community. "We want every employee who identifies as a visible minority to know there's a place for them here; a space where they can speak freely, connect with others and make a difference," says Samir.

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