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Agency Action Plan on Diversity and Inclusion Presentation to the Labour Management Consultation Committee (LMCC) October 3, 2017. Content. Specific Areas for Success. 1. 4. Purpose. Context. 2. 5. Agency’s Action Plan. 6. Next Steps. 3. Objective. 1. Purpose.

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  1. Agency Action Plan on Diversity and InclusionPresentation to the Labour Management Consultation Committee (LMCC)October 3, 2017

  2. Content Specific Areas for Success 1 4 Purpose Context 2 5 Agency’s Action Plan 6 Next Steps 3 Objective 1

  3. Purpose To share with members of the Labour Management Consultation Committee (LMCC) the draft Agency Action Plan on Diversity and Inclusion. 2

  4. Context 3

  5. Context (continued) • Diversity, Inclusion and Multiculturalism are understood as follows: • A diverse workforce in the public service consists of individuals who have a wide variety of identities, abilities, backgrounds, skills and perspectives that are representative of the Canadian population. Source: Progress Update: Joint Union/Management Task Force on Diversity and Inclusion, November 2016 • An inclusive workplace is based on a foundation of fairness, equity and compassion, and welcomes, respects and leverages differences in identities, abilities, backgrounds, skills and perspectives. Source: Progress Update: Joint Union/Management Task Force on Diversity and Inclusion, November 2016 • The Canadian Multiculturalism Act relates to Canadians of all origins; this may include other groups based on factors such as religion, nationality, culture, sexual orientation, and other characteristics. Source: Annual Report on the Operation of the Canadian Multiculturalism Act 4

  6. Objective To support the implementation of the Treasury Board Secretariat mandated Joint Taskforce’s vision for diversity and inclusion in Canada’s public service, which is as follows: “A world-class, representative public service that is defined by its diverse workforce and its welcoming and inclusive workplace that aligns with Canada’s evolving human rights context, and that is committed to innovation to achieve results.” 5

  7. The Joint Task Force on Diversity and Inclusion in the Public Servicerecommends four areas of focus regarding diversity and inclusion. Overview Specific Areas for Success Accountability Integrated Approach to Diversity and Inclusion Education and Awareness Effective People Management 6

  8. Effective People Management 7

  9. Education and Awareness 8

  10. Integrated Approach to Diversity and Inclusion 9

  11. Accountability Diversity is Canada’s strength • Central Reporting • Management Accountability Framework • Annual Report on Multiculturalism and Diversity • Public Service Disclosure Protection Act • Canadian Human Rights Commission • EE Reconciliation Report • Internal Reporting • Report on an annual basis to HRC and LMCC on Agency’s Diversity and Action Plan. • Report on annual basis to HRC on attrition, promotions and representation to ensure that gaps in EE are not created. • Government-wide Priority: • Foster a healthy, respectful and productive workplace and culture by implementing its mental health action plan, supporting innovation and engagement through Blueprint 2020 and by promoting diversity and the use of both official languages. • Clerk’s priority: Building a Diverse Public Service • Identify recruitment and development activities to increase the social and cultural diversity of our workforce, in order to better reflect the population we serve and improve decision making. 10

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