Embracing Change : Frequently Asked Questions

1.  Why was the Task Force on the Participation of Visible Minorities in the federal Public Service needed?

• On April 23, 1999, the President of the Treasury Board established the Task Force on the Participation of Visible Minorities in the federal Public Service. The Task Force was mandated to develop a government-wide action plan, with benchmarks, to address the persistent under-representation of persons in visible minority groups within the federal Public Service.

• Persons in visible minority groups are the most under-represented of the four designated groups within the federal Public Service. While the other designated groups (Aboriginal people, persons with disabilities, and women) have made progress in recent years, the gap still persists for persons in visible minority groups between their representation in the public service (5.9 per cent) and their labour market availability (8.7 per cent). It was therefore necessary to take special measures to address this gap.

• The Task Force presented its Action Plan, entitled Embracing Change in the Federal Public Service, to the President of the Treasury Board in April 2000. It was endorsed by the Government in June 2000. Although focused on persons in visible minority groups, the elements of the Action Plan address cultural changes and will contribute to a workplace that is welcoming to all four designated groups.

2.  What was the Government's response to the Task Force's report?

• On June 12, 2000, the President of the Treasury Board of Canada released the Government response, endorsing the Task Force's report with a commitment to integrate the recommendations into the broader human resources strategies being pursued by the federal Public Service. These include a focus on recruitment, retention, and workplace well-being. A new fund, the Employment Equity-Embracing Change Support Fund (EE-ECSF) was established to provide financial support to departments and agencies for the implementation of the Task Force's Action Plan.

• The Government's goal is to have a Public Service that reflects the diversity of Canadian society. Providing service to Canadians requires dynamic and productive workplaces that value and maximize the skills of all employees. The demographics of the Public Service, combined with the growing presence of visible minorities in the labour market, provide a window of opportunity to create a new culture in the Public Service. This culture embraces diversity and new ideas, and strives to create an inclusive, welcoming environment.

3.  How does the Action Plan fit within the obligations of the Employment Equity Act (EEA)?

• The elements of the Action Plan fall within the current obligations of federal departments and agencies under the Employment Equity Act. Implementation of the Action Plan will help departments and agencies fulfill their legislated obligations under the Act and will accelerate the achievement of employment equity goals regarding the representation of persons in visible minority groups. In addition, the Action Plan will help central agencies better carry out their legislated responsibilities to address system-wide employment equity barriers and priorities.

• As the representation of persons in a visible minority continues to grow within the Canadian population, it is imperative that the Public Service ensures that it has an environment and recruitment strategies to attract and retain its fair share of this skilled labour force and become an exemplary workplace.

4.  What responsibilities do departments have?

• Departments and agencies are responsible for implementing the Action Plan and integrating its elements in their human resources management structures and corporate culture.

• Departments have a three-to-five year period in which to achieve the benchmarks (one in five for external recruitment by 2003 and the one in five participation for acting assignments, executive recruitment and management programs by 2005).

• Departments and agencies are required to report annually to Treasury Board Secretariat (TBS) on their progress towards the benchmarks. They have the flexibility to adapt strategies and set goals that apply to their specific corporate situations.

• Organizations are encouraged to work in partnership and benefit from the sharing of best practices, not only in the Public Service but also in the private sector.

5.  What is the role of the Treasury Board of Canada Secretariat (TBS)?

• TBS will play a leadership role in providing strategic orientation and co-ordination to departments and agencies in the implementation of the Embracing Change Action Plan.

• TBS will work in partnership with departments and other central agencies, including the Public Service Commission and the Canadian Centre for Management Development, to facilitate implementation of the Action Plan by providing expert advice, guidance and support.

• TBS will monitor progress regularly and report in the President of the Treasury Board's Annual Report to Parliament on Employment Equity.

6.  What is the Embracing Change Co-ordination Unit?

• The Embracing Change Co-ordination Unit (ECCU) is part of the Employment Equity Division of the Human Resources Branch at Treasury Board of Canada Secretariat. The Unit was established following the Government's endorsement of the Task Force's Action Plan to:

• facilitate implementation of the Embracing Change Action Plan;

• provide overall strategic co-ordination and assistance to departments and agencies in implementing the Action Plan;

• manage and administer the Employment Equity-Embracing Change Support Fund (EE-ECSF);

• monitor project results to ensure accountability for EE-ECSF expenditures; and

• provide advice to the Assistant Deputy Minister (ADM) Review and Approval Committee (for example, identify funding gaps) and provide secretariat services to the Committee.

• The Embracing Change Co-ordination Unit can be contacted by telephone, fax or e-mail:

Telephone:        (613) 952-3025
Fax:                 (613) 946-6250
E-mail:              Barrow.Wendy@tbs-sct.gc.ca

7.  How does the Embracing Change Co-ordination Unit (ECCU) intend to achieve its objectives?

· The ECCU will:

• co-ordinate and host learning events that make the Embracing Change Action Plan known;

• increase departmental and agency capacity and develop departmental/agency expertise to implement the Action Plan effectively;

• provide advice, assistance and guidance to departments and agencies in developing their EE-ECSF initiatives/projects;

• serve as a conduit for the development of tools and for sharing lessons learned, successful strategies and best practices related to the visible minority community;

• establish and foster strategic partnerships and links with key public service (federal, provincial and municipal) and private sector stakeholders;

• facilitate the TBS internal process for the assessment and approval of business cases submitted by departments and agencies to the ADM Review and Approval Committee;

• monitor and assess departmental and agency performance in the use of the Embracing Change Support Fund;

• report progress achieved in the participation of visible minorities by means of the Annual Employment Equity Report to Parliament tabled by the President of the Treasury Board.

8.  What are the expected results of the Embracing Change Support Fund?

• Recognizing that financial pressures could emerge in implementing elements of the Action Plan, the Task Force recommended the creation of a discretionary fund. It is anticipated that the Embracing Change Support Fund will produce the following results:

• increased representation of members of visible minority groups, particularly at the management and executive levels;

• a shift in the corporate culture of the federal Public Service so that it is more inclusive and welcoming to visible minorities, and can attract and retain a highly qualified diverse workforce and become an exemplary workplace;

• increased partnerships and alliances among departments, agencies and other key stakeholders;

• integration of Embracing Change elements in the human resources, employment equity and business plans;

• self-sufficiency of departments/agencies in undertaking initiatives related to improving the participation of members of visible minority groups; and

• increased involvement and commitment of managers and leaders at all levels in addressing visible minority issues.

a) Can departments submit more than one proposal?

• Yes, but departments should prioritize the proposals to ensure balanced access/usage of the Fund by departments and agencies.

b) Is there additional assistance for small departments/agencies?

• In the case of small departments, agencies and/or regions where there are limited resources, consideration will be given to provide additional assistance and a more customized approach to ensure that they have access to the EE-ECSF.

c) Who can access the Fund?

• The primary recipients intended for the EE-ECSF are federal departments and agencies for which the Treasury Board is the employer. The elements of the Action Plan can be addressed by partnerships between federal departments or by departments in collaboration with other parties, such as organizations representing visible minority groups and educational institutions. Departments and agencies can also work in partnership with other public or private sector employers and union representatives that are committed to achieving results directly linked to one or more elements of the Action Plan.

• At this time, separate employers or agencies cannot access the Fund directly. They are encouraged, however, to work in partnership with federal departments/agencies for which the Treasury Board is the employer on EE-ECSF projects and thus benefit from the results and from sharing best practices and models.

9.  What is the role of the External Advisory Group on Embracing Change?

• The External Advisory Group will provide advice and guidance to the Secretary of the Treasury Board and the President of the Public Service Commission on ways in which the federal Public Service can sustain the momentum for change initiated by the creation of the Task Force.

10.  What is the purpose of the Diversity and Employment Equity Awards Program?

• A new corporate Diversity and Employment Equity Awards Program has been established to recognize and promote good practices in the implementation of employment equity and in the effective management of a diverse workforce within the federal Public Service.