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Symposium 2002 National And Regional Reports
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Jacqueline Edwards, NCVM President
The president referred to the theme of this ye a r's symposium, "Making a difference: Taking Action and Influencing change," as NCVM's commitment to change and actions.
Accomplishments
Following the resignation of the immediate past president in January 2002, coupled with filling vacant positions in the regions; the Board has faced increasing demands on its time. It was an invaluable achievement to secure operational funding from various departments and agencies with the strong support and assistance of our three Deputy Minister champions. The Board members worked in concert with regional NCVM working groups, departmental visible minority networks, visible minority youth, Federal Councils, bargaining agents, community organizations such as the Volunteer Sector Initiative, the Assistant Deputy Minister Working Group, the Public Service Commission, the Manitoba Embracing Change Secretariat and other stakeholders. NCVM has also held a number of forums and meetings across the country. These collaborative efforts are having a decisive impact on the organization.
Results
We have seen some progress in the willingness of some departments to go beyond recruitment and running competitions that do not result in long-term change. The departmental visible minority networks and committees continue to work to change the corporate culture and with the assistance of senior managers, we hope to remove the barriers that are impeding the progress of visible minority employees. This year, the Council hosted three interdepartmental meetings: one at Health Canada, another one at the Department of National Defence (DND) and a third one at Indian and Northern Affairs Canada (INAC).
Challenges
With all this great work and effort, however, we continue to face barriers on many fronts. Visible Minorities remain underrepresented in the middle and senior management levels.
There is no aggressive effort to recruit young visible minority employees, no long-term commitment or a plan to retain new recruits. There seems to be little or no acknowledgement for those visible minority employees who have been stagnant in the same or one or two levels higher than when they entered the Public Service. Those are the visible minority members who have paved the way so that we youth can today reap the benefits of their hard work.
The issue of long-term "Term employment" has had a very negative effect on many visible minority employees . Other barriers that exist are the management mindsets unwilling to embrace change or their refusal to use the tools that are available to them in order to change the corporate culture of the Federal Public Service.
However, the Council was extremely pleased to see that the Clerk of The Privy Council has announced that one of his four priorities is to increase the representation level of visible minority members. It is this level of commitment that will bring about change and a sense of value and respect to Visible Minorities. But commitment from the top must be coupled with commitment from the middle. Having a commitment on paper that does not translate into action will do little or nothing. The Employment Equity Act is a prime example of this.
Expectations
As we go about collecting your input, representing your voice and monitoring progress across the country, we realize that we still have a long way to go. We remain optimistic that with continued leadership at the top and middle and your continued support and involvement, we will one day be able to proclaim that the Public Service of Canada truly values and respects the contribution of visible minority employees.
Regional Reports
Atlantic Region (By Sheila Lucas-Cole)
The impact the NCVM is growing stronger every day. Currently, the regional executives are assisting the Embracing Change Working Group in dealing with approving projects and developing strategies to attain the goals set out in the Embracing Change Action Plan.
Actions and expectations
The federal departments have become more receptive to NCVM participation and they are also looking up to NCVM to assist them in making changes within their own organizations. People are becoming more proactive; they are now taking the responsibility and finding the self- esteem and the support necessary to move forward. Members are taking initiatives that have not been tried in the past.
While the Region is moving forward, they are still many challenges ahead for Atlantic Canada. It needs Champions to help advance the region's priorities.
Central Region (By Richard Sharpe)
The Central Region continues to be involved in the Manitoba and Saskatchewan Embracing Change Initiative and it is putting a strong voice forward. Regional executives are busy developing and maintaining linkages with senior managers, human resource professionals, departments and agencies.
Actions and expectations
The Region has expanded its outreach to Visible Minorities outside of the Federal Public Service and into the communities. This is an integral part of strengthening its voice in the Federal Government. A statement of unity between aboriginal workers and their networks is being developed and the decision to do it is very strategic.
The Region has also started a number of successful community outreach sessions to inform people about Embracing Change and visible minority issues. People are actively seeking more information about Embracing Change and about the future hiring that the Federal Public Service will be engaged in. Already, the Embracing Change Secretariat has taken over the job of going out to the communities. The Indo-Canadian, African, Chinese and Filipino communities are targeted. The Region remains hopeful that managers will take part in all of these events. The issue of visible minority youth has been addressed forcefully and the Regional 2002 Youth Forum was incredibly successful.
Ontario Region (By Elma Dixon)
Regional executives took part in many activities that have impacted on managers and visible minority members in the regions. The partnerships with the Public Service Commission, the Ontario Federal Council (OFC), the Human Resources Leadership Council and with the various departments will have great impact on visible minority employees. Since the Region's involvement in the Embracing Change Forum for managers held in February 2002 and the formation of departmental committees by the OFC, senior and hiring managers have become more aware of NCVM's activities.
Actions and expectations
Departments are now demonstrating a willingness to work with NCVM in achieving the objectives by taking part in initiatives such as the Career Counselling for visible minority members. PSC has also invited NCVM regional executives to participate in the selection process to fill the position of one of its operations managers.
The Leadership Training Program was very successful. A workshop was held to show visible minority members how to prepare for the PSC's written tests for job competitions. The Job Information Fair also created a good impression on visible minority participants. It provided a golden opportunity for the current membership to see various career profiles needed by the Public Service. Overall, all of these initiatives that the Region undertook turned out to be very positive both for managers and Visible Minorities. A lot more can be done.
Western Region (By Suneela Chopra-Kumar)
The Regional executives have focused their efforts on results for their constituents liaising with Federal Councils, middle and senior managers and the PSC to ensure that initiatives are relevant and responsive to the needs of visible minority members. In that context, PSC has been very helpful in achieving the required results.
Actions and expectations
Early on, the focus has been on self-empowerment and advancement for visible minority constituents and then to engage management into actions that support visible minority advancement, corporate culture change as well as linkages to accountabilities. Good results were achieved over the past two years in the area of self empowerment and especially with a program called "You can make it happen" that has resulted in over 350 visible minority participants from all over the Region .
The Region has also provided a "Moving upward, Moving onward" guide for self-advancement which has become nationally popular. The Western Region has received a lot of requests for the guide from people in search of self-empowerment who want to take charge of their career. Funding for this project came from the Embracing Change Action Plan. Along with the support of NCVM's Champions, the Region has launched the "Leadership and Career Mobility Initiative" (LCMI). This has resulted in opportunities for 51 visible minority employees in the Western Region through this program which provides help and support in acting assignments.
National Capital Region (By Adelaida Bustamante)
The National Capital Region (NCR) represents close to 50% of public servants and it is an enviable place to be, because most of the departmental headquarters are located here. All the central agencies are also here and there are good opportunities for partnerships, dialogue and personal development for Visible Minorities who want to take charge of their career development. This also poses a challenge for the NCR.
Actions and expectations
The Region has identified three strategic objectives: a) to inform visible minority public servants in the NCR of initiatives that will help them meet their maximum potential; b) to involve visible minority public servants in the NCR in the decisions being made that influence their work environment, so that it includes organizational culture and representation, and; c) to engage visible minority communities in NCR's activities that affect their participation in the Federal Public Service.
The Region also publishes a newsletter called: the "Capital Voice" and has organized a Youth Forum, an event that was open to communities outside of the Public Service. The ultimate outcome for the NCR rests with the three " V s ". Visible minority members must be present, so they can be Visible at the decision-making table; they must be Vocal so that their issues are heard, listened to and acted upon; they also have to be Valued so their contributions are recognized and rewarded .
Quebec Region (By Jean-Marie Angrand)
The Region's efforts during the last two years have raised the level of awareness for Diversity. Two years ago, it was difficult to find several people who knew the activities of the National Council of Visible Minorities in Quebec. To d ay, NCVM has its say at the Quebec Federal Council. There is also the creation of a very recent networking system that is starting to bear fruit, because there is an NCVM liaison in each department and that employee is directly assigned by a manager.
Actions and expectations
The Quebec Federal Council took an official engagement and its members have signed a declaration to pursue Diversity within their work environment. Partnership is one of the top priorities and the Region is moving closer to extending its reach with the help of the Quebec NCVM 's Champion, Madame Johanne Poulin, PSC's Regional Director.
Everyone 's involvement is required because so much needs to be done. NCVM-Quebec is grateful for the full support provided by Correctional Service Canada (CSC). Mr. Richard Watkins, the Deputy Commissioner for Quebec, can be a model for senior management. Also, the nomination of NCVM Regional Director Jean-Marie Angrand for the "Queen's Jubilee Medal" is seen both as personal and a collective recognition of the Council's constructive engagement in the province of Quebec.
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