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.
• This includes 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.
• There is more to be done, but we are making progress through deliberate and meaningful action, and we will continue to do so.

The President of the Treasury Board tabled the 2023-2024 Employment Equity Annual Report on May 26, 2025. The report shows that through deliberate action, progress has been made with regards to representation of the four designated groups (women, persons with disabilities, visible minorities and Indigenous employees). As of March 31, 2024, 70.6% of the core public administration belonged to one or more employment equity group.
Representation of Black employees has increased from 2.8% as of March 2017 to 5.0% as of March 2024. As of March 2024, of the 61,015 employees who self-identified as a member of a visible minority group, 13,270 self-identified as Black, which is an increase of 1,499 employees since the previous year.
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.

A current example of OCHRO work to support equity, diversity and inclusion is the modernization of the collection of self-identification information. This will enable us 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 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 announced new programs in February 2024 and 2025.

The Action Plan for Black Public Servants aims to improve mental health and career outcomes for Black public servants through two main pillars:

1. Mental Health Fund: $24.9 million over four years to address anti-Black racism impacts and improve mental health outcomes.
2. Career and Leadership Development Programs: $19.4 million over four years for training, mentorship, and career opportunities.

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.

Recourse Mechanisms under the Federal Public Sector Labour Relations Act and Canada Labour Code
Unionized federal employees can file grievances under the FPSLRA, including for discrimination, with adjudication by the independent FPSLREB. Bill C-65 amended the Canada Labour Code to require federally regulated workplaces to implement strict procedures for preventing and addressing harassment and violence, including mandatory training, investigations, confidentiality protections, and resolution protocols.
OAG Report on Inclusion for Racialized Employees
In response to the Auditor General’s October 2023 report, TBS issued a Management Action Plan and shared guidance to help departments develop performance indicators for equity and inclusion. TBS also supports reviews of complaint processes to better address workplace racism and identify systemic barriers and will share best practices for harassment prevention. The report was submitted to the Standing Committee on Public Accounts (PACP), with the Auditor General appearing on the report on October 19, 2023.
Employer-related Litigation
The proposed class action Thompson et al v. HMK, filed by the Black Class Action Secretariat, seeks damages for systemic racism in federal hiring and promotion since 1970. The Federal Court dismissed the claim in March 2025. An appeal was filed in April 2025, with key filings due in September and November 2025. The plaintiffs filed their memorandum of fact and law on September 15, and Canada has until November 28 to file its own.
The Public Service Alliance of Canada filed a complaint in March 2025 under the Canadian Human Rights Act alleging systemic discrimination against Black employees in federal hiring, promotion, and compensation practices. TBS, PSC, and ten organizations coordinated a joint response, and filed submissions on September 22, 2025. The complaint closely mirrors the allegations in the proposed Thompson class action, which was recently dismissed.

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