2023-01-04 Employment Systems Review

Sent on January 4th 

Hello,

As part of our initiative to foster an inclusive culture and eliminate systemic barriers across the organization, Parks Canada recently carried out an Employment Systems Review (ESR). I am pleased to inform you that the ESR report presenting the results and recommendations can now be consulted through the executive summary and list of recommendations on ParksNet.

The ESR included a review of human resources policies, demographic analysis, and interviews and group discussions with employees and senior management. Its focus was on the four employment equity designated groups, namely Indigenous Peoples, persons with disabilities, visible minorities and women, and was broadened to include a fifth group, LGBTQ2+.

The ESR report focuses on the Agency’s legislative obligations under the Employment Equity Act. It will allow us to identify best practices that can be expanded across the Agency, and to recognize existing or potential barriers that may prevent specific groups from contributing to their full potential. Beyond the legislative requirement, the ESR provides critical information to senior management. It has informed the development of Parks Canada’s three-year Accessibility Action Plan and will similarly inform actions for the Employment Equity Action Plan.

Over the past two years, the organization has taken concrete actions to advance equity, diversity and inclusion:

• We have established a co-champions structure to sponsor and support equity-seeking employee networks.
• We have launched the Inclusion, Diversity, Equity and Accessibility (IDEA) Council, which is chaired by the President and CEO and made up of the network Co-Champions, Parks Canada Ombuds as well as a representative of the bargaining units.
• We have created the Senior Director, Values, Ethics, Diversity and Inclusion position. This person provides key oversight to senior management to advance Agency-wide efforts to combat systemic racism and discrimination and to ensure the development and implementation of Parks Canada’s IDEA Strategy.

Parks Canada is committed and actively engaged in ensuring an equitable and inclusive work culture. The pursuit of equity, diversity and inclusion is a long-term commitment – one that can only come through the engagement and collaboration of every one of us.

Thank you for your ongoing involvement in creating a respectful, open-minded and accepting culture for all.

Réa McKay

(she, her, elle)

Vice President, Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate
Parks Canada / Government of Canada
30, Victoria Street (PC-04-J), 4th Floor, Gatineau QC J8X 0B3

rea.mckay@pc.gc.ca / Mobile: 613-282-4478

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g., by posting it, circulating a paper copy or by any other appropriate means.

Hello,

As part of our initiative to foster an inclusive culture and eliminate systemic barriers across the organization, Parks Canada recently carried out an Employment Systems Review (ESR). I am pleased to inform you that the ESR report presenting the results and recommendations can now be consulted through the executive summary and list of recommendations on ParksNet.

The ESR included a review of human resources policies, demographic analysis, and interviews and group discussions with employees and senior management. Its focus was on the four employment equity designated groups, namely Indigenous Peoples, persons with disabilities, visible minorities and women, and was broadened to include a fifth group, LGBTQ2+.

The ESR report focuses on the Agency’s legislative obligations under the Employment Equity Act. It will allow us to identify best practices that can be expanded across the Agency, and to recognize existing or potential barriers that may prevent specific groups from contributing to their full potential. Beyond the legislative requirement, the ESR provides critical information to senior management. It has informed the development of Parks Canada’s three-year Accessibility Action Plan and will similarly inform actions for the Employment Equity Action Plan.

Over the past two years, the organization has taken concrete actions to advance equity, diversity and inclusion:

• We have established a co-champions structure to sponsor and support equity-seeking employee networks.
• We have launched the Inclusion, Diversity, Equity and Accessibility (IDEA) Council, which is chaired by the President and CEO and made up of the network Co-Champions, Parks Canada Ombuds as well as a representative of the bargaining units.
• We have created the Senior Director, Values, Ethics, Diversity and Inclusion position. This person provides key oversight to senior management to advance Agency-wide efforts to combat systemic racism and discrimination and to ensure the development and implementation of Parks Canada’s IDEA Strategy.

Parks Canada is committed and actively engaged in ensuring an equitable and inclusive work culture. The pursuit of equity, diversity and inclusion is a long-term commitment – one that can only come through the engagement and collaboration of every one of us.

Thank you for your ongoing involvement in creating a respectful, open-minded and accepting culture for all.

Réa McKay

(she, her, elle)

Vice President, Human Resources and Employee Wellness

Human Resources and Employee Wellness Directorate
Parks Canada / Government of Canada
30, Victoria Street (PC-04-J), 4th Floor, Gatineau QC J8X 0B3

rea.mckay@pc.gc.ca / Mobile: 613-282-4478

Reminder to managers: In keeping with Parks Canada's procedures for communications with employees, managers are responsible for ensuring all employees under their responsibility receive the information intended for them. It is important that you find a means to transmit this message and, if any, the attachment(s) to employees without access to Parks Canada e-mail or the intranet, e.g., by posting it, circulating a paper copy or by any other appropriate means.