This award recognizes a team that has made a significant impact in human resources (HR) policy development, program management and/or service delivery related to promoting a diverse, inclusive and accessible workplace. This award magnifies the leadership and hard work of the teams who are influencing openness in our organizational culture, and who are promoting and enabling equity of opportunity through fairness and transparency.
Recipient
Inclusive Recruitment Toolkit Design and Development Team
Public Service Commission
Team Lead: Erin Thompson
Team Members: Rania Ayoub, Deggen God and Karyne Montigny
From left to right are: Rania Ayoub, Karyne Montigny, Erin Thompson, Deggen God
The Inclusive Recruitment Toolkit Design and Development Team leveraged their diverse skills and expertise to create the Inclusive Recruitment Toolkit. They extensively researched best practices for inclusive recruitment using various reports, studies, audits and data. The team engaged subject matter experts within the Public Service Commission of Canada, including psychologists from the Personnel Psychology Centre, and collaborated with partners such as equity-seeking groups, federal committees, hiring managers and HR professionals. As a result, they developed valuable materials to support inclusive recruitment in the public service.
Through consultation with key internal and external partners, including the Office of Public Service Accessibility, the National Staffing Council and the National Manager’s Community, the team refined their content and assessed the toolkit’s effectiveness and usability. They initiated a robust communications campaign to promote the toolkit for its launch in September 2023. The team undertook ongoing promotional activities such as presentations at learning sessions and to departments, helping users familiarize themselves with the toolkit and integrate it into their recruitment processes.
The team continuously monitored the rollout of the toolkit by addressing questions, collecting feedback and updating it with the latest information. This development process highlights the team’s engagement, allyship and dedication to fostering accessible, inclusive and equitable workplaces.
“From crafting inclusive job postings to implementing bias-free selection criteria, the toolkit equips employers with the necessary tools to build a workforce reflective of our diverse society.”
Finalists
Inclusion+ Phase : 1
Canada Revenue Agency
Team Lead: Mélanie Lebrun
Team Members: Marc Arbez, Lisa Campiti, Nicholas Chau, Caroline Lupien, Khélia Manirakiza, Samantha McCarthy, Shannon McDonald, Emily Nadeau and Priscilla Wong
The Inclusion+ Phase 1 development team is renowned for their innovative approach to creating a digital learning platform for the development of behaviours supporting equity, diversity, inclusion and accessibility (EDIA). Comprising of professionals in design, user experience, multimedia development and EDIA subject matter specialists, the team brings together talented individuals each with a wealth of knowledge and experience.
The team displayed an exceptional commitment to creating a learning environment that addresses the needs of a wide range of learners, including those from underrepresented communities. The Inclusion+ platform is a strategic learning tool for many interconnected HR disciplines such as official languages, wellness, psychological safety and leadership, displaying material that was previously difficult to find in a cohesive manner. Their efforts have resulted in an accessible, engaging and effective learning experience that promotes cultural understanding and inclusivity.
The impact of their work on advancing EDIA is profound, providing a new intersectional platform that supports ambitious HR transformations. The Inclusion+ platform fosters a culture of belonging and respect, empowering learners to embrace differences and develop essential skills for navigating a diverse workplace. Through thoughtful design choices and comprehensive learning content, the Inclusion+ Phase 1 development team is making significant strides in promoting and practicing positive EDIA behaviors.
“The Inclusion+ Phase 1 development team consistently demonstrated inclusive leadership behaviors, creating for themselves and their partners a culture of inclusiveness that values diversity and equity, while combating racism.”
Leadership Capacity Building
Innovation, Science and Economic Development Canada
Team Lead: Renée Brown
Team Members: Brielle Brazier-Hinton, Marilyn Cavarretta-Latzel, Elizabeth Desjardins, Samuel Laurendeau-Gaulin, Sophie Pasquet, Caroline Phelefu and Haley Schauer
From left to right are: Renée Brown, Caroline Phelefu, Brielle Brazier-Hinton, Samuel Laurendeau-Gaulin, Marilyn Cavarretta-Latzel, Sophie Pasquet
Missing: Haley Schauer and Elizabeth Desjardins
The team designed, developed and delivered Innovation, Science and Economic Development Canada (ISED)’s Getting EX Ready (GER) Program Pilot, a key initiative of ISED’s Equity, Diversity and Inclusion (EDI) Strategy. This program aims to increase employment equity (EE) representation at the executive level by providing developmental opportunities and showcasing EE talent that may have been previously overlooked. Launched in May 2023, the first cohort featured 14 strong candidates at the EX minus 1 level. The GER program includes several learning components taking place over the course of a year: an emotional intelligence assessment; individual coaching support; targeted monthly learning sessions; a formal sponsorship relationship; a 9-month assignment with EX-level responsibilities; and peer learning opportunities.
The team conducted extensive research with various departments, internal EDI networks and an external EDI committee to ensure the program modeled best practices of inclusion. Throughout the nomination process, they held engagement sessions with ISED EDI champions and network chairs, shared the call-out with sectors and network members, and conducted information sessions in both official languages.
By focusing on addressing key EE gap areas, incorporating intersectionality and leveraging best practices from various EE communities, the team created a more inclusive and equitable pathway to executive leadership for individuals from diverse backgrounds.
“The successful completion of the GER Program marks a significant milestone in ISED’s EDI strategy, demonstrating the tangible outcomes that can be achieved through dedicated efforts toward equity, diversity, inclusion and accessibility.”
Notable Nominees
Equity, Diversity and Inclusion and Accessibility
Statistics Canada
Team Lead: Soleil Dempsey
Team Members: Daniel Bahta, Rachel Boutin, Amina Douksieh, Marissa Gauthier, Megan Le Stum, Jeremy Plaunt, Haden Thornhill-Howard and Sarah Vanieris
The Equity, Diversity and Inclusion and Accessibility team at Statistics Canada (StatCan) is a small but dedicated group committed to fostering a fair, respectful and inclusive workplace that reflects Canada’s diverse population. They focus on identifying and removing barriers for women, Indigenous Peoples, visible minorities, persons with disabilities and the 2SLGBTQI+ community. Their numerous accomplishments, including self-identification campaigns and sponsorship programs, highlight the team’s efforts in driving positive, actionable changes towards greater inclusion and diversity within the department. Due to their dedicated efforts, StatCan’s overall employment equity representation rates for all four groups exceeded workforce availability as of March 31, 2024. Additionally, the team serves as a central support hub for accessibility related matters for divisions across the agency. Through consistent collaboration with partners, they drive progress in accessibility across various areas, including information technology and communication improvements, facilities and building enhancements, service design and delivery, and culture and workplace accommodations.
HR Reporting, Analysis and Systems
Health Canada
Team Lead: Shane Heath
Team Members: Kenneth Aquin-Abboud, Wayne Coyle, Michel Le Sann and Jeremy Taylor
The HR Reporting, Analysis and Systems team has improved access to employment equity (EE) data by leveraging new technology, automating updates and using an accessible platform. Their project to build and refine an online EE data system aimed to make data widely available, facilitating research and internal policy development. The launch of their self-service system was very well received within the organization, reaching over 10,000 views in less than six months. Their approach helped analysts address systemic racism, biases and discrimination, while showcasing the benefits of diversity on organizational outcomes. As another notable example of the team’s dedication to empowering individuals with data and enhancing their work life, they significantly improved the Microsoft Power BI layout and experience for text-to-voice users by optimizing the design and including a shortcut keys legend. As a result, this initiative increased inclusion for visually impaired persons for a variety of EE data tools.
Inclusion, Diversity, Equity, Accessibility and Anti-Racism Division (HMA)
Global Affairs Canada
Team Lead: Naomi Bambara
Team Members: Joyce Abayesu, Nabil Chowdhury, Florence Damas, Maurice Dikaya, Jenna Hendrix-Miljours, Innocent Kwadjosse, Tania Lambert, Laura Lenoir, Meghan Lewis, Karine Pelletier, Noemye Pelletier-Viel, Tabitha Sabiiti, Gwen Temmel and Lashaunda Yates
The Inclusion, Diversity, Equity, Accessibility and Anti-Racism (HMA) Division ensures departmental engagement and accountability in inclusion, diversity, equity, accessibility, and anti-racism (IDEAA) strategies and action plans. Since its inception, the HMA Division has influenced the department by developing corporate plans, strategies and tools to promote a positive work environment for the organization’s diverse workforce. The team’s contributions have led to improved manager capabilities, increased interest in IDEAA resources, and active branch champions and Anti-Racism Liaison Committees. Their Accessibility Action Plan is being implemented with clear activities, and representation data has risen above workforce availability for women, Indigenous Peoples, visible minorities and Black people. The team’s ongoing efforts include recruiting persons with disabilities and presenting IDEAA priorities to local and global audiences. The HMA Division sets the foundations for a profound and sustainable culture shift, emerging from positive dialogue and collaboration between key partners and employees from employment equity and equity-seeking groups.
Positive Space Training Working Group
Canada Border Services Agency
Team Lead: Carol Azonhiho
Team Members: Alex Beauregard, Daphnée Bélanger-Duchesne, Herbert Fleming, Casandra Fortin-Bourguignon, Victoria Frost, Kayla Miller, Brigitte Slaughter, Jesse Stewart and Kelly Wolfslehner
The Positive Space Training Working Group at the Canada Border Services Agency (CBSA) is an interdisciplinary HR team focused on advancing inclusion. Co-led by the CBSA’s Anti-Racism, Equity, Diversity, and Inclusion Unit and the 2SLGBTQI+ Advisory Committee, the group redesigned the Positive Space training to meet the unique needs of the agency’s workplace. As the CBSA welcomes over 70 million travelers annually, some fleeing persecution based on sexual orientation and gender identity, this training is crucial. Featuring all-Canadian content with an intersectional lens and two-spirit perspectives to advance reconciliation, it has been shared with Public Safety partners and other Canadian law enforcement organizations. This training ensures equitable and bias-free treatment for both the agency’s workforce and those they serve. The course covers critical content on gender inclusion and respect, providing employees with practical knowledge to foster an inclusive environment. Throughout the duration of the project, the team regularly modeled inclusive leadership.
Values, Inclusion, Ethics, and Wellness (VIEW)
Public Safety Canada
Team Lead: Rachel Amyot
Team Members: Babur Ansari, William Desrochers, Marie Frenken, Mira Knox, Stephanie McLellan, Emma Morin, Patricia Racicot, Irma Tabakovic and Hodan Youssuf
The Values, Ethics, Inclusion, and Wellness team at Public Safety Canada (PS) plays a crucial role in fostering an inclusive environment for all employees, by addressing wellness, values and ethics, accessibility, duty to accommodate, and equity, diversity and inclusion. They lead workplace wellness initiatives by supporting, coordinating and promoting activities for all employees. The team upholds commitments to values and ethics by offering training and holding consultations for the Deputy Minister Task Team’s work. They developed and organized numerous diversity and inclusion-related communications and activities, in addition to coordinating the Employment Systems Review. Their dedication was evident in the development of the 2024-2027 Equity, Diversity, and Inclusion Action Plan and the Accessibility Plan. Additionally, the team managed the centralized Duty to Accommodate process and produced progress reports. Their workforce analysis was critical for establishing staffing goals to address the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service.
