Question Period Note: Diversity, Equity and Inclusion in the Public Service

How will the Government of Canada commit to advancing employment equity, diversity and inclusion in the public service?

• The Government of Canada is working to create a federal public service that sees our differences as our strength and fosters a deep sense of belonging among all public servants.
• We have launched several initiatives, such as the Action Plan for Black Public Servants to support employees and improve diversity and inclusion across all departments.
• As well, we are supporting the implementation of the Accessibility Strategy for the Public Service and assisting departments in meeting the Accessible Canada Act.
• A diverse public service can better meet the needs of Canadians.

Equity, diversity, and inclusion are embedded in the legislation, policy, and governance of the federal public service, with frameworks such as the Employment Equity Act, the Canadian Human Rights Act, and the Charter of Rights and Freedoms mandating non-discrimination and equal opportunities, while policies like the Treasury Board's People Management Policy and the Values and Ethics Code for the Public Sector reinforce inclusive and barrier-free workplaces.
In January 2021, the Clerk of the Privy Council launched the Call to Action on Anti-Racism, Equity, and Inclusion, calling on deputy heads to take deliberate actions to address systemic racism and make the public service more diverse and inclusive. The Forward Direction in 2024 emphasized consequential accountability in advancing a diverse and inclusive public service.

The 2020 Fall Economic Statement announced the creation of the Centre on Diversity and Inclusion within the Treasury Board Secretariat to accelerate progress toward a more representative and inclusive public service. From 2021 to 2023, the Centre developed enterprise-wide solutions in collaboration with employees from equity-seeking groups, partners, and stakeholders. Its work aligned with the five diversity and inclusion priorities set by the President of the Treasury Board in 2021: improving data, setting benchmarks, increasing leadership diversity, fostering inclusion, and removing systemic barriers. The funding for the Centre was not renewed in 2023 and its work was integrated into the ongoing operations of the Office of the Chief Human Resources Officer in the Treasury Board Secretariat.

Most recent examples of OCHRO work to support equity, diversity and inclusion include:

• The Mosaic Leadership Development program aims to remove barriers faced by diverse public servants by providing high-potential employees from equity-seeking groups with sponsorship, leadership training and stretch assignments to prepare for service in the executive ranks. Of the 39 participants who graduated from the first cohort in March 2023, more than half are already appointed or acting in EX-01 or equivalent positions. One third of the 48 participants in the second cohort of the Program, which ended in December 2024, have been appointed to EX-01 positions. The third cohort of the Program was launched with 50 participants in September 2024
• We are modernizing the collection of self-identification information to fulfill obligations under the Employment Equity Act and to foster inclusion across the public service by transitioning from data collection using over 30 systems to a single centralized platform, making it convenient, portable and keeping the information secure. This inclusive questionnaire will allow all employees to self-identify, which will provide us with a clearer picture of the public service’s demographic composition and develop programs and services to meet the needs of the diverse Canadian population.
• In Spring 2024, OCHRO conducted an extensive consultation process with employees from all designated and equity-seeking groups from across the public service to gather input on the Labour Minister's proposed modernization of the Employment Equity Act. A total of 2,835 participants took part in 23 consultation sessions, all of which were bilingual and accessible and a What We Heard report was provided to Labour Program.

In addition, Budgets 2022 and 2023 announced nearly $50 million to create career development programs and a mental health fund for Black public servants. The Task Force for Black Public Servants was established in the Treasury Board Secretariat in June 2023 to oversee the development and implementation of the Action Plan for Black Public Servants. Former Presidents of the Treasury Board have announced new programs in February 2024 and 2025.
Budget 2024 renewed the Office of Public Service Accessibility in the Treasury Board Secretariat to help the federal public service meet or exceed the requirements of the Accessible Canada Act. The Government of Canada continues to implement Nothing Without Us: An Accessibility Strategy for the Federal Public Service. The Act requires that all federally regulated entities identify, prevent and remove barriers to accessibility, with input from persons with disabilities at every step in the process.

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