Diversity and Inclusion: Towards a Renewed Perspective

0 day courseIn Ottawa, ON
This course has no upcoming sessions scheduled.

Leaders in the federal public service need to question the underlying assumptions of systemic discrimination contained in the Employment Equity Act and the Abella Report. The construction of the Abella Report and the Employment Equity Act are rooted in brutal societal racism. In 1984, it was rampant. The question is: Do we still have the same reality in 2019?

Most observers would conclude that the mindset has shifted, as a result in part of HR implications and leadership showed by unions, employees and managers. The institutional commitment to representation overall has been massive. Every department requires an employment equity plan, has a manager and staff responsible for diversity, has likely a diversity committee and provides diversity training for managers and employees. Most departments evaluate managers on some aspects of advancing diversity. Most departments have countless networks for social gatherings for employees. Other departments provide formal mentoring programs for designated groups.

Considering these massive efforts and investments to enact the provisions of the Employment Equity Act, it seems clear that the Act is no longer sufficient to explain the underrepresentation of visible minorities, particularly at the most senior executive levels, Indigenous peoples or People with a disability.

Learning Objectives:

The participants will:

· Gain a historical perspective on legislated fairness

· Unpack the construct “visible minority” and become more comfortable with the less comfortable and less comfortable with the more comfortable;

· Guide the public service away from 1984 solutions to 2018 problems;

· Generate a renewed conversation that differentiates inclusion from integration;

· Develop new metrics for progress on employment equity, beyond Labour Market Availability;

· Recognize and act on the notion that systemic racism in the federal public service, as it existed in 1984, is fundamentally different in 2018, though still a reality.

Topics/Key Concepts:

· Equality and Equity

· Fairness

· Employment Equity

· Legislation on Human Rights

· Culture as a Languages

Expected Outcomes:

Leaders will be able to chart the course of change required for the next 40 years.

Leaders will be more at ease in difficult conversations around equity, diversity and inclusion.

Learning Methods Used:

Lecture, video, group work, principles of andragogy, case scenarios.

Who should attend?

Typical attendee profile(s):

Federal Public Servants – Supervisory and Executives

What's included

Expert facilitation, lunch and course materials.

Course fee(s)

$990 per attendee

As a not-for-profit organization, the IOG does not charge HST.

Registration is done through an online registration system where you can select to pay by credit card or request an invoice.

Group discounts

If you have more than one person attending, you may be eligible for a group discount. Contact François Gagnon for details at 613-562-0090 x202 or fgagnon@iog.ca.

Main contact

Name
Reception
Phone
613-562-0090 x200
0 day courseIn Ottawa, ON
This course has no upcoming sessions scheduled.

The IOG value-added

All IOG courses are prepared and taught by those who have held senior positions in the federal government. They are guided by a Learning Committee of senior federal government public servants.

For those who wish to have an adapted course that is specific to their issues and requirements, customized course offerings can be delivered on request for branches, teams or groups, in English or French in any part of the country.

The IOG also offers the Coaching Circle, to assist executives and officers at all levels of government as well as non-profit and other organizations in the development of their leadership skills.

More on custom offerings ›