Diversity and Inclusion in the Public Service

On December 11, 2017, the federal government released “Building a Diverse and Inclusive Public Service,” the final report of the Joint Union/Management Task Force on Diversity and Inclusion.

The Task Force was launched in November 2016, with a one-year mandate to define, establish the case, and make recommendations towards a framework and action plan for diversity and inclusion in Canada’s public service.

It was made up of a Steering Committee, comprising two co-chairs, that guided the work of a Technical Committee of 14 members, co-chaired by employer and bargaining agent representatives. There was equal representation of the employer and of bargaining agents on each committee. PIPSC’s own Waheed Khan was Co-Chair of the Technical Committee.

Diversity in the public service is an important issue because Canada’s demographic landscape is changing and the public service must keep pace with this evolution to provide better services and be a model for other employers. Greater diversity and inclusion create better results and performance for organizations.

Treasury Board President Scott Brison with Technical Committee Co-Chairs Waheed Khan and Louise Mignault

“We need to identify and address systemic barriers that keep certain groups of talented Canadians from joining the federal public service and advancing to positions and levels where they can make optimal contributions to the health of public service institutions and serve all Canadians with excellence,” says PIPSC President Debi Daviau. “We need to develop leadership that is capable of and committed to changing the culture of the public service to become more representative and inclusive; a public service that rewards talent, professionalism and dedication, and where the background, culture, religion and any other identities are valued and respected.”

The Task Force identified the following four areas for action and recommendations:

• People management;
• Leadership and accountability;
• Education and awareness; and
• A Diversity and Inclusion Lens.

Section 8 of the report provides a comprehensive view of its 44 recommendations. 

The Task Force believes that the implementation of the recommendations in the final report will facilitate a fundamental culture shift in Canada’s public service toward a more diverse, inclusive and innovative workforce and workplace.

To our future members at the Royal Canadian Mounted Police,

Over the past few months, there have been a number of developments concerning your integration into the Professional Institute of the Public Service of Canada (PIPSC).  While we have endeavoured to communicate with you in a timely and accurate fashion, it is not always easy for us to understand the government’s thinking.  But we have now reached a stage where we are confident in what we can tell you.

As you may know, the government recently announced that deeming of civilian members of the RCMP under the Public Service Employment Act (PSEA) has been put on hold “indefinitely” because of problems with the Phoenix pay system.

We have been informed, however, that this will not affect the Institute’s application to the Public Service Labour Relations and Employment Board (PSLREB) under Section 58 of the Public Service Labour Relations Act to become your bargaining agent.

We are therefore continuing to prepare to welcome some 1,300 of you, who will become part of PIPSC Occupational Groups – the Audit, Commerce and Purchasing (AV), Computer Systems (CS), Applied Science and Patent Examination (SP), Architecture, Engineering and Land Survey (NR), Research (RE) and Health Services (SH) Groups.

I would like to reassure you that your eventual integration into PIPSC Groups will not result in your being transferred to the troubled Phoenix pay system. You will continue to be paid through your existing processes until further notice.

We will always strive to defend and improve the working conditions and benefits for all our members.  As you know, there are several areas of differences between the terms and conditions for civilian members and their pay-matched comparators in the Core Public Administration. Members are rightly concerned that the employer will push for concessions during bargaining. 

We have already signed a Memorandum of Understanding with the Treasury Board stating that your existing terms and conditions of employment will be maintained until new collective agreements have been negotiated. Your engagement and support for your union will be essential to a favourable outcome in negotiations with the employer. 

I would like to ask you to encourage your colleagues to share their contact information with us by signing up as PIPSC members in the days ahead. Doing so allows us to communicate directly with them and provide them with the latest information about the unionization process and their rights as union members. We can also assist them as required. In turn, they will be able to directly contact us on issues that are of concern to them. The online application form can be found at www.pipsc.ca under “Member Tools/How to Become a Member”.

We will continue to update you on the progress of the deeming process as developments occur in the weeks and months ahead.

Better Together!

Debi Daviau,
President