Employment equity annual report, 2023-2024

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Land acknowledgment

In developing the Employment Equity Annual Report 2023-2024 for Parks Canada with employees nationwide across Kanata, what we now refer to as Canada, we acknowledge that it was drafted on unceded ancestral territories of Indigenous peoples, spanning from coast to coast to coast. We pay respect to the resilience of Indigenous communities across Turtle Island, with a special acknowledgment of the transformative role Elders play in healing communities and generations.

As members of the Parks Canada team, which comprises both Indigenous and non-Indigenous employees, we recognize our responsibility to amplify the perspectives of the original inhabitants of Kanata – those who have long advocated for equity, sustainability, and harmony. Acknowledging our roles as public servants and agents of diversity and inclusion, we commit to shining a light on the experiences of Indigenous peoples and other equity-deserving groups throughout our work.

We are committed to exploring collaborative ways to come together, work together, learn together, and grow together to create meaningful change. By offering space, grace, and compassion to all equity-deserving groups, we reaffirm our dedication to nurturing an inclusive and transformative environment for everyone involved.

Miigwech / Kleco / Ekosani / Maarsii / Meegwetch / Mahseecho / Mutna / Ma’na / Wopida / Hei Hei / ᖁᔭᓐᓇᒦᒃ / Qujannamiik / ᖁᐊᓇᖅᑯᑎᑦ/ Quanaqqutit / Marci Cho / Nakurmiik / ᓇᑯᕐᒦᒃ / Huy ch q’u / Kukwstsétsemc / Woliwun / Haawa / Wela’lioq / Mahsi Cho / Quyanainni / Hai’choo / Tshinashkumitin / Merci / Thank you

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Introduction

About this report

Parks Canada is steadfast in its continued efforts to build a dynamic workforce that values diversity, champions inclusion, advocates for equity, promotes accessibility; where all feel welcome, valued and respected. In the heart of these efforts, and in compliance with the requirements of the Employment Equity Act, this Employment Equity Report presents statistical information and highlights employment equity related initiatives and activities undertaken at Parks Canada from April 1, 2023, to March 31, 2024. The report also provides a picture of Parks Canada’s ongoing progress in implementing employment equity.

Parks Canada’s Employment Equity Report for 2023-2024 focuses on four equity seeking groups (ESGs):

• women,
• Indigenous peoples^Footnote1,
• racialized people^Footnote2,
• and persons with disabilities.

In addition to the four employment equity groups, this report also focuses on Parks Canada’s commitment to the Government of Canada’s priority of strengthening diversity and inclusion so that all Canadians can participate fully as members of the Canadian society. This commitment extends to promoting equality, protecting rights, and addressing discrimination against two-spirit, lesbian, gay, bisexual, transgender, queer, intersex, asexual and additional sexually and gender diverse people (2SLGBTQIA+) and other diverse communities.

It is important to highlight that data for the 2SLGBTQIA+ communities are not represented in this report, as there is currently no data collection process for these communities. However, the Treasury Board Secretariat (TBS) is in the process of modernizing the self-identification form, this includes ensuring that the self-ID process is inclusive of 2SLGBTQIA+ communities.

About Parks Canada

Parks Canada is an agency of the Government of Canada that administers an expansive 450,000 km² of lands, waters, and ice. Across Canada, these treasured areas form a dynamic network of cultural and natural heritage places that include:

• 37 National Parks and 10 National Parks Reserves;
• 171 National Historic Sites;
• 5 Marine Conservation areas; and
• More than 6000 employees and 25 million visitors!

These diverse places are grouped into 34 field units across the country, with a large majority in rural locations. These field units are responsible for the management and administration of Parks Canada places within their area. These field units combine to create six Parks Canada regions:

In carrying out its responsibilities, Parks Canada works in collaboration with Indigenous peoples, the public, other federal departments, provinces, territories, and stakeholders. Employees of the organization and its resources are active in hundreds of communities and remote locations from coast to coast to coast.

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Section 1
Workforce representation analysis of employment equity groups

Overview

Parks Canada is committed to creating a representative workforce and developing an inclusive, welcoming, and barrier-free environment that is supportive of all team members.

On March 31, 2024, Parks Canada had a total workforce of 6043 indeterminate (full-time and seasonal) and determinate employees in 14 occupational groups. Due to the seasonal nature of many of Parks Canada’s operations, 48.9% of its workforce is comprised of seasonal and determinate employees during the high operational summer season.

The following workforce analysis – along with tables under Appendix A – denote Parks Canada’s findings on the representation of women, Indigenous peoples, racialized people and persons with disabilities in the workforce as of March 31, 2024, as well as their rates for hire and re-hire, promotion, and separation.

• All workforce analysis data includes employees who are indeterminate, full-time/part-time or seasonal, and determinate with three or more months of continuous service.
• Parks Canada workforce data is generated from PeopleSoft.
• Employment Equity data for Parks employees is also generated from PeopleSoft but based on self-identification information.
• Data for Canadian labour market availability ( LMA) is derived from the 2016 Census and data for persons with disabilities is based on the 2017 Canadian Survey on Disability (CSD).
• It is to be noted that employees can identify as part of more than one employment equity group.

A note about self-identification

Over the past years, the Treasury Board Secretariat (TBS) has been working on the modernization of the Employment Equity Act which includes the revision of the self-identification process. The self-identification process in the Government of Canada faces several challenges and TBS have been collaborating with various departments and federal employee networks to modernize the self-identification questionnaire and the process while ensuring data integrity.

Public servants expressed fears to self-identify as belonging to one or more employment equity groups due to privacy concerns and how their information will be used. Also, an important concern is the fear of being labelled. Furthermore, there is a need of being mindful of cultural sensitivity by understanding the complexities of identity and the historical context of marginalized groups.

Addressing these challenges requires a combination of awareness, education, and robust legislation to ensure integrity and effectiveness of the self-identification process.

At Parks Canada, the self-identification questionnaire helps us measure the extent to which the organization is representative of the population it serves. It also identifies areas where we can improve to support equity, diversity and inclusion in our workforce.

The information collected is used to produce statistics that show how different groups of people are represented or under-represented in our workforce. It also guides research, programs and policies that help the organization in achieving equality in the workplace, correcting historical disadvantages experienced by the four designated groups and supporting safe, healthy, accessible, and respectful work environment for all.

The self-identification questionnaire includes two sections:

• Part A: Personal information (mandatory section)
• Part B: Self-identification information (voluntary section)

Self-identification forms are routinely completed by Parks Canada employees. In 2023-24, the completion rate for the self-identification form was as follows:

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Section 2
Driving change in employment equity, diversity and inclusion

Overview

During this reporting period, Parks Canada took proactive steps to drive positive change in employment equity, diversity and inclusion by actioning three key initiatives:

• the development of the Inclusion, Diversity, Equity and Accessibility (IDEA) Strategy,
• the creation of an Employment Equity (EE) Action Plan,
• and the adoption of equity, diversity and inclusion as a new core value within the Parks Canada values and ethics code.

All three initiatives were developed with, and heavily influenced by, meaningful engagement processes with employees, employee networks, union representatives, senior management committees and advisory groups. The Workforce Engagement Branch (WEB) presented the IDEA Strategy along with the EE Action Plan to various employee networks as well as offering different feedback mechanisms, live feedback sessions with the networks, collaborative and individual written feedback. This collaborative effort is crucial to ensure that employee voices are heard and represented. Furthermore, when we gather feedback, we make it a priority to either actively implement the suggestions or give them thorough considerations.

In addition, these initiatives are inherently intertwined with several of Parks Canada’s current organizational priorities, such as:

• conservation of natural and cultural heritage,
• connecting to Canadians,
• raising Indigenous voices and leadership in natural and cultural heritage conservation,
• building and fostering a capable and inclusive workforce,
• and creating innovative internal business services.

While there is always progress to be made along the organizations path to creating an equitable, inclusive and accessible workplace for all employees, it is evident that these actions will significantly enhance the Parks Canada’s employment equity landscape.

I. Inclusion, diversity, equity and accessibility strategy 2024-2027

Envision a Parks Canada Agency with a dynamic workforce that values diversity, champions inclusion, advocates for equity, promotes accessibility, where all feel welcome, feel that they belong and feel respected. The Inclusion, Diversity, Equity and Accessibility (IDEA) Strategy represents the paths that Parks Canada will take to reach this objective. It represents the way the organization will remove barriers, foster participation, embrace diversity and inclusion to create a culture of belonging for all.

The IDEA strategy’s framework is inclusive of three action plans:

• 1. Accessibility action plan 2022-2025
• 2. Official languages action plan (development phase)
• 3. Employment equity action plan 2024-2027

II. Employment equity action plan 2024-2027

Parks Canada’s Employment Equity Action Plan is an action rich document which outlines how the organization will achieve, measure, and maintain a workforce which is inclusive, diverse, and reflective of designated groups under the Employment Equity Act. These actions are paired along a timeline extending from April 2024 to March 2027.

The action plan is built upon a foundation of four grounding pillars which serve to provide a structured view of the actions within the plan:

• Pillar 1. Accountability: Reinforcing the framework for an accountable leadership culture which embraces diverse perspectives, equity, inclusivity, and employee well-being.
• Pillar 2. Inclusive recruitment: Ensuring barrier and bias free hiring processes that provide opportunities for equity-seeking employee groups.
• Pillar 3. Sense of belonging: Maintaining a safe, positive, and nurturing environment where all employees feel respected, valued, and connected.
• Pillar 4. Career development: Supporting and facilitating equitable career development opportunities.

The Employment Equity Action Plan will be officially implemented in the 2024-2025 fiscal year. The plan is inclusive of key performance indicators for each action listed. Leads will be consulted on a quarterly basis to determine the progress and challenges of action implementation. The goal is to assess progress on a yearly basis and to include the results in the Employment Equity Annual Report to ensure that the organization is charting a successful path forward.

III. Equity, diversity and inclusion as a new core value

The Parks Canada Values and Ethics Code describes the values and expected behaviours that guide Parks Canada team members in all activities related to their professional duties. By committing to these values and adhering to the expected behaviours, Parks Canada team members strengthen the ethical culture of the organization and contribute to public confidence in the integrity of all public institutions.

The Values and Ethics Code was refreshed and re-launched in June 2023, putting Parks Canada ahead of the recommendations of the Deputy Minister’s Task Team on Values and Ethics Report to the Clerk published in December 2023. This included the addition of a new core value for equity, diversity and inclusion:

Additionally, the Values and Ethics team developed a mandatory “Living our Values” training, fostering conversations at all levels about personal accountability in upholding public service values and ethics, a key element in the Call to Action.

A Parks Canada Employee commented:

“The Values and Ethics team plays a crucial role in helping me be a loyal public servant while also having the peace of mind to undertake personal projects outside of work. I’m grateful for the team’s knowledge, empathy and helpfulness!”

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Section 3
Inclusion, diversity, equity and accessibility lab

Overview

Parks Canada is committed to reflecting the Agency’s ongoing efforts to become a diverse and inclusive organization. To support this effort, the Employee Experience (EE) team, working within the Workforce Engagement Branch (WEB), has developed a pilot “Inclusion, Diversity, Equity and Accessibility (IDEA) Lab Questionnaire”. Developed during the 2023-2024 reporting period, the IDEA Lab Questionnaire will assist the organization with:

• Gathering, promoting, centralizing, and celebrating IDEA focused projects, initiatives, and best practices that are being conducted across our diverse and vast organization.
• Collecting valuable data for Parks Canada’s (PC) contribution to Canadian Heritage’s Annual Report on the Operation of the Canadian Multiculturalism Act and PC’s Employment Equity Annual Report.

As this pilot moves forward, the goal is to eventually centralize these activities and initiatives on Parks Canada’s intranet so that employees across the organization can explore and gain inspiration from these great IDEAs and submit their own.

For the purpose of this report, this IDEA Lab section serves to spotlight, celebrate and promote national-level and regional IDEA initiatives, programs and innovations in the workplace.

National IDEA lab spotlight

The national level IDEA lab spotlight is designed around the four pillars of the Employment Equity Action Plan at Parks Canada. These pillars serve to ground and effectively categorize the actions which are outlined below.

1. Accountability

Reinforcing the framework for an accountable leadership culture which embraces diverse perspectives, equity, inclusivity, and employee well-being.

New co-champion structure

Co-Champions are representatives for diverse and inclusive groups across the organization. They advocate for and support employee networks as well as help foster a positive workplace culture. In January 2024, the Parks Canada President and CEO (PCEO) announced a step forward in the organizations commitment to foster inclusion, and diversity; six new Co Champions have been appointed, each dedicated to leading initiatives that are integral to collective success. The areas of focus for the new Co-Champions are wellness, youth workforce and the managers’ community. The PCEO also took the opportunity to announce the reappointment of the existing Co-Champions:

• Black Employees Network
• Employes with Disabilities Network
• Indigenous Employee Community Network
• Pride Network
• Official Languages Network
• People of Colour Network
• Women Employees Network

The Parks Canada inclusion, diversity, equity and accessibility council

The purpose of the Inclusion, Diversity, Equity and Accessibility (IDEA) Council is to facilitate discussion among Parks Canada leaders to ensure that the organization is aligned, active and committed to achieving goals of inclusion, diversity, equity and accessibility within the workplace. The Council meetings serve as a forum to foster the horizontal integration of diversity and inclusion within Parks Canada.

In the fall 2023, a meeting was held for consultation purpose on the planning stage of the Inclusion, Diversity, Equity and Accessibility (IDEA) Strategy. Valuable feedback was provided which was applied to the continued development of the Strategy. Other items discussed included a presentation on the Co-Champions structure, celebration of employee network accomplishments and updates on the various employee development programs for equity groups.

Indigenous stewardship policy

During this reporting period, the Policy Team within the Indigenous Stewardship Branch began collaboration with the Indigenous Advisory Circle to develop a stewardship policy to guide the organizations work. The policy will guide each director at Parks Canada to develop, in partnership with the local Indigenous peoples, a plan to grow the relationship and set shared priorities. For consultation purposes, documents were translated into Inuktitut, Plains Cree, Michif Cree, Eastern Ojibway. These were posted online and shared with Nations by email to engage feedback.

Representation goals

The implementation of diversity representation goals will promote innovation and creativity, increase employees’ sense of belonging and help the organization to be reflective of the population it serves. By setting and striving to meet these goals, Parks Canada can create a more equitable and successful workplace. In the fall 2023, the Parks Canada Senior Management Committee of Human Resources (SMC-HR) made a commitment to take meaningful action to increase the organizations representation of Indigenous peoples, racialized people and persons with disabilities for the next two years. The goals were set based on a targeted percentage increase plus attrition. Representation goals were identified at the organization level as well as the directorate level. SMC-HR has established an increase of 10% of the population in each underrepresented group for 2023-2024 and 20% increase for 2024-2025. For the first year, the organization was able to reach 37%, at the aggregated level, of the 2023-2024 established goals. To continue to support Directorates in their efforts in achieving these representation goals, the necessary number of hires within their area of responsibility, along with inclusive hiring tools, have been identified. As outlined in the Employment Equity Action Plan, intentional recruitment strategies aligned with this commitment are currently in development.

The introduction of new training on inclusive hiring practices

During the 2023-2024 fiscal year, the Parks Canada Senior Management Committee (SMC) approved the adoption of the Inclusive Hiring Practices for a Diverse Workforce (COR120) training, offered by the Canada School of Public Service. This course was developed in consultation with equity deserving groups, including experts in disability management. The goal is to better equip board members, supervisors and hiring managers with best practices fostering more awareness toward inclusion, the importance of a diverse workforce and the impact that unconscious bias and other barriers can have when recruiting new talent. An implementation plan will be developed to establish this training as mandatory within the learning path of all supervisors, managers and Parks Canada executives.

2. Inclusive recruitment

Ensuring barrier and bias free hiring processes that provide opportunities for equity-seeking employee groups.

Participation in the Canadian congress on disability inclusion virtual career fair

Parks Canada partnered with the Canadian Congress on Disability Inclusion (CCDI) by hosting an employer booth during the 2023 CCDI Virtual Career Fair. During the Fair, human resources advisors interacted with students with disabilities who were seeking student employment opportunities. Many resumes were submitted for various employment opportunities within the organization and shared with hiring managers. A shortlist of eligible candidates was established for hiring managers at Parks Canada.

Indigenous recruitment and relationship building at the North American Indigenous Games 2023

The Indigenous Workforce Strategies (IWS) team at Parks Canada participated in the Government of Canada Indigenous recruitment pavilion at the North American Indigenous Games (NAIG) 2023 held in Halifax, Nova Scotia, from July 15-22. The NAIG is a vibrant celebration of Indigenous culture, sport, and unity, bringing together over 750 Indigenous communities to showcase and honour their unique heritage. By joining this significant event, Parks Canada aimed to attract future Indigenous talent, highlight career opportunities within the organization for Indigenous employees, and build relationships and trust with Indigenous peoples from across North America. Our participation reflects our commitment to fostering diversity, inclusion, and cultural exchange, demonstrating our dedication to hiring Indigenous talent and supporting their future growth and development within Parks Canada.

Interactive sessions on Indigenous workforce challenges and best practices

The Indigenous Workforce Strategies (IWS) team and the Indigenous Career Navigator organized interactive presentations for various teams and Departmental Management Committees (DMCs) to foster inclusive and safe work environments across the organization. These presentations focused on the Many Voices One Mind: A Pathway to Reconciliation report, addressing barriers and challenges faced by the Indigenous workforce, enhancing Indigenous cultural awareness, and offering guidance on best practices for hiring and recruiting Indigenous employees. Held throughout 2023-2024, the presentations successfully built new connections, enhanced awareness, improved cultural competency, and promoted inclusive practices.

Youth employment and skills strategy

The Youth Employment and Skills Strategy (YESS) is a Government of Canada horizontal initiative delivered collaboratively by 12 federal departments, agencies, and crown corporations. It helps Canadians aged 15-30, particularly those facing barriers to employment, make a successful transition into the labour market. The Staffing Centre of Expertise manages Parks Canada’s YESS Program, which is the only one of the participating federal entities that uses the funding to hire youth directly rather than solely through grants and contributions programs.

In 2023-2024 Parks Canada hired 751 youth internally through the YESS Program, with another 719 youths hired through contributions to partner organizations. Of the 1,470 total participants, 44% self-identified as belonging to any of three employment equity groups: Indigenous youth (22%), racialized youth (14%), and youth with disabilities (12%).

Parks Canada hires YESS participants in every region of Canada, providing them with valuable work experience and allowing the organization to hire more youth, identify and retain those with great potential, and build a more inclusive and diverse workplace.

Indigenous career navigator

The Indigenous Career Navigator (ICN) position was launched at Parks Canada in June 2023. This role provides advice and guidance on recruitment, retention, and career advancement for Indigenous employees, helping to eliminate barriers and prioritize outreach and engagement. The ICN supports Indigenous employees at all levels in the Federal Public Service and assists managers in hiring and supporting Indigenous employees with their career development. To date, the Indigenous Career Navigator at Parks Canada has provided advice to over 50 Indigenous employees, communicated with over 100 hiring managers, and has connected with more than 500 people through meetings, presentations, seminars, career fairs, and other events during the past year.

3. Sense of belonging

Maintaining a safe, positive, and nurturing environment where all employees feel respected, valued, and connected.

Commemorations and diversity communications

Parks Canada continued to promote national commemorative events related to diversity, equity and inclusion. The following was promoted to all Parks Canada team members in 2023-2024:

• April 2023 - Sikh Heritage Month
• April 2, 2023 - World Autism Awareness Day
• April 7th, 2023 – World Health Day: Health for All
• April 27, 2023 - Yom HaShoah
• April 28, 2023 - World Day for Safety and Health at Work
• May 2023 - Asian Heritage Month
• May 2023 - Canadian Jewish Heritage Month
• May 1st to 7th, 2023 – Mental Health and Safety First: Our Strategy, Our People, Our Success!
• May 8th to 12th, 2023 – GBA+ Awareness Week
• May 17th, 2023 – International Day Against Homophobia, Transphobia and Biphobia
• May 23rd to 26th, 2023 – Indigenous Awareness Week (IAW)
• May 28th to June 3rd, 2023 – National Accessibility Week
• June 1st, 2023 – National Indigenous History Month
• June 16, 2023 - International Day of the African Child
• June 21, 2023 - National Indigenous Peoples Day
• July 25, 2023 - International Day of Afro-Latin, Afro-Caribbean and Diaspora Women
• August 1st, 2023 – Emancipation Day
• August 9, 2023 - International Day of the World’s Indigenous Peoples
• August 21st to 25th, 2023 – Public Service Pride Week
• August 31, 2023 - International Day for People of African Descent
• September 14, 2023 - Official Languages Day
• September 17 to 23, 2023 - Gender Equality Week
• September 23, 2023 - International Day of Sign Languages
• September 30th, 2023 – National Day for Truth and Reconciliation
• October 2023 – Healthy Workplace Month
• October 2023 – Women’s History Month
• October 2023 - LGBT History Month
• October 1 to 7, 2023 - Mental Illness Awareness Week
• November 7th, 2023 – International Inuit Day
• November 20, 2023 - Transgender Day of Remembrance
• November 25, 2023 - International Day for the Elimination of Violence Against Women
• November 25 to December 10, 2023 - 16 Days of Activism Against Gender Violence
• December 3rd, 2023 – International Day of Persons with Disabilities
• December 6, 2023 - National Day of Remembrance and Action on Violence Against Women
• January 4th, 2024 – National Ribbon Skirt Day
• January 24th, 2024 – Bell Let’s Talk Day
• February 2024 – Black History Month
• February 11th, 2024 – UN International Day of Women and Girls in Science
• March 8th, 2024 – International Women’s Day
• March 21, International Day for the Elimination of Racial Discrimination

In addition to the promotion of national commemorative events related to diversity, equity and inclusion, various diversity communications were sent by senior management to the workforce at Parks Canada. Various communications such as the Spotlight on Podcast Series created at Parks Canada and in which members of the organization discuss various topics. Some of these episodes were directly linked to employment equity and featured the stories of employees from diverse communities, whether they were women, members of Indigenous communities, members of racialized groups, persons with disabilities or members of the 2SLGBTQIA+ community. These communications are shared across the organization to help raise awareness and promote diversity, equity and inclusion.

Indigenous onboarding series

During the reporting period, the Indigenous Workforce Strategies (IWS) team developed an Indigenous onboarding series designed for new Indigenous employees at Parks Canada. During these sessions, participants will have the opportunity to hear directly from Indigenous employees as they share their experiences and insights on navigating their careers. They will gain valuable perspectives, connect with fellow Indigenous peers, and be inspired by the rich tapestry of career pathways across Parks Canada. This onboarding series was implemented in May 2024.

Ethical space training

Collaboration in the protection and presentation of heritage places is at the core of the Parks Canada mandate. As Indigenous peoples have connections and knowledge of these places since time immemorial, Parks Canada is committed to better understand these connections and knowledge. Acknowledging that different systems exist and that we can come together in Ethical Space to learn from each other’s knowledge systems and perspectives is a way to ensure conservation initiatives stand up over time.

This is why the Indigenous Stewardship and Cultural Heritage Directorate (ISCHD) has offered learning sessions on operationalizing Ethical Space for employees. In February and March 2023, the Indigenous Stewardship Branch of ISCHD hosted two training sessions for Field Unit Superintendents and staff in Executive Directors’ offices on the topic of Ethical Space.

Indigenous awareness week toolkit

To commemorate Indigenous Awareness Week 2023, the Indigenous Stewardship Branch (ISH) compiled a toolkit for Parks Canada team members. This toolkit aims to enhance understanding of Indigenous cultures and perspectives, supporting operational requirements and local contexts. It includes workshops, movies, books, and other resources to increase knowledge and awareness of Indigenous peoples in Canada and their significant contributions. By utilizing the toolkit, employees were able to appreciate the rich diversity of Indigenous cultures and understand their role in advancing reconciliation as Parks Canada employees.

Indigenous resources and connections portal

The Indigenous Resources and Connections Portal, launched during this reporting period, serves as a central hub for comprehensive Indigenous-related content. This portal was designed to enhance learning and awareness by providing valuable resources for all employees and managers, including links to educational opportunities, wellness resources, and guidance on implementing the United Nations Declaration on the Rights of Indigenous Peoples Action Plan through the Parks Canada Indigenous Stewardship Framework. Developed through a collaborative effort involving the Indigenous Workforce Strategies Team, the Indigenous Stewardship Branch, and a diverse internal working group of First Nations, Inuit, and Métis employees, the portal features meticulously curated content that reflects the rich and varied landscape of Indigenous knowledge and resources, promoting continuous learning and support within the organization.

Crucial conversations training

Working within the Indigenous Stewardship and Cultural Heritage Directorate (ISCHD), the Indigenous Stewardship Branch hosted "Crucial Conversations" training in March 2024. This training focused on improving communications for all purposes, including communications intended to foster an inclusive and diverse workplace. Participants also discussed strategies for engaging in difficult conversations to address racist or sexist behaviours.

Cultural competency work

In January 2024, the Indigenous Stewardship Branch began the process of developing a framework of Indigenous cultural competencies. This important work involves a diverse working group to guide the development of cultural competency training which will be implemented organization wide. These efforts will continue into 2024-2025.

Living culture learning series at Parks Canada

The Truth and Reconciliation Commission (TRC) calls upon governments to educate their employees on the history of Indigenous peoples in Canada. This includes training in intercultural competency, conflict resolution, human rights and anti-racism. To support this call to action as well as implementation of United Nations Declaration Act Action Plan Measures, the Indigenous Cultural Learning and Awareness Team at Parks Canada initiated the “Living Culture Learning Series” in 2023. This series of virtual events was created to spark curiosity and to show that expressions of Indigenous culture can be modern and even futuristic. Guest speakers included a TikTok star, a stand-up comedian, and a television presenter, who were each paired with an Elder in their life. The first events featured Inuit, Metis, and First Nations leaders from different geographic regions in Canada. By building cultural awareness among team members, the series fosters continuous improvement within Parks Canada and supports day-to-day work with more than 300 Indigenous partners.

Employee networks at Parks Canada

During this fiscal year, initiatives have been taken across employee networks to ensure that the organization is a safe, healthy, and respectful place, where diversity is celebrated, and inclusion is encouraged in all areas of activity.

A total of 10 established employee networks are actively representing diverse perspectives and experiences from coast to coast to coast. For 2023-2024, three new employee networks have been established:

• Wellness network,
• youth network,
• and manager’s community network.

In addition, the number of employees within the Employee Experience (EE) team of the Workforce Engagement Branch (WEB), was increased to support employee network co-chairs with building and expanding of their networks. Initial guidance tool drafts on how to create an employee network was published on the Employee Networks at Parks Canada intranet page.

The EE team also provided advice and guidance to Jewish employees on building and launching a Jewish employee network at Parks Canada. The EE team was able to guide them through the steps of the creation of the network as well as building valuable relationship with internal stakeholder to help them with the development and creation of communication and intranet products. The Jewish employee network will be officially holding their first meeting in 2024-2025.

GBA Plus at Parks Canada

In 2023-2024, Parks Canada continued to carry its Gender-Based Analysis Plus (GBA Plus)^Footnote4 commitments. Parks Canada activities are guided by the GBA Plus Action Plan, which includes a GBA Plus statement of intent, training and tools (see below training and case-studies), “pilot” initiatives (see below GBA Plus Micro Funds) and a GBA Plus dedicated focal point (one full-time employee).

• In 2021-2022, Parks Canada made the course Introduction to GBA Plus mandatory for its executives and managers. In 2022-2023, Parks Canada continued to encourage all staff members across the organization to take the course and in 2023-2024, a GBA Plus Training Blitz was organized to create momentum and encourage all employees to learn about GBA Plus.
• The three GBA Plus case studies released in 2022-2023 were promoted throughout the year:
  • 1. A Proposed National Park Reserve GBA Plus Case Study: This case study demonstrates how the first four steps of a GBA Plus can be used to understand how the creation of a National Park Reserve may impact people differently. The mitigation strategies outlined in the case study could be implemented, and visitors and residents could be surveyed to evaluate how effective these measures are and what improvements may be needed.
  • 2. Parks Canada’s General Class Contribution Program GBA Plus Case Study: In this case study, a GBA Plus lens was applied to identify how different groups of recipients were being affected by the program’s requirements. The General Class Contribution Program is a funding mechanism for program managers at Parks Canada to provide funding to a range of recipient organizations that help promote or fulfill goals listed in Parks Canada’s mandate. Eligible recipients include Indigenous governments and organizations, non-profit groups, universities and research-based organizations, international organizations, and for-profit organizations.

Parks Canada’s National Uniform Program GBA Plus Case Study: In this case study GBA Plus is used to improve the Parks Canada National Uniform Program. The National Uniform Program’s goal is to achieve a highly functional uniform, with comfort and safety as a priority, and a look that is consistent, contemporary, and in tune with Parks Canada brand. The GBA Plus process was applied to understand who is impacted by the National Uniform Program; identify how the National Uniform Program could be updated to meet diverse needs of the people most impacted; and anticipate and mitigate any barriers to accessing or benefitting from the National Uniform Program. This analysis focused on four key priority areas of the National Uniform Program: the general offer; processes for procurement; the wearing of pins; and governance and decision-making.

• The GBA Plus Micro Funds was launched this year with two-fold objectives:
  • Support Parks Canada teams in making evidence-based decisions to ensure that the products, services, processes, and policies that they develop do not inadvertently create barriers for the intended users or recipients.
  • Improve the ability of team members to integrate GBA Plus into their work.

There were five Micro Funds funded initiatives in 2023-2024:

• 1. Diversity, Equity and Inclusion Training Strategy
  The project consisted in using GBA Plus tools to deliver training, considering barriers such as technological literacy, geographical distant sites, seasonality, and attitudinal barriers.
• 2. Interpretive Program GBA Plus Planning and Evaluation
  This project was funded to develop programs and templates to organize topics, themes, key messages, and materials. Current interpretative planning tools do not reflect the intersectionality required to support building connections and learning for diverse audiences visiting and living in and near a National Park.
• 3. Gap Analysis and subsequent action plan to identify strategic partners and collaborations that advance Inclusion, Diversity, Equity and Accessibility.
  The project was used to conduct a rigorous GBA Plus Analysis of Parks Canada’s collaborations with companies and organisations serving equity-deserving groups. The results will inform a targeted action plan that ensures Parks Canada strategically engages and collaborates with diverse external parties who remove barriers and improve services to underrepresented audiences in Canada.
• 4. Improving promotional photo shoot processes for increased equity, diversity, and inclusion
  The project consisted of analysing current processes around photo shoots and providing support to identify and remove barriers to participation while increasing representation across our promotional media, with the goal of reaching key audiences and markets to diversify Parks Canada’s visitors and public support base.
• 5. Culture Club
  The project served to broaden staff perspectives, learn about different lived experiences, and celebrate different cultures and traditions. This provides opportunities to expand intersectional understanding, a starting point for further initiatives to implement GBA Plus.

Positive space ambassadors at Parks Canada participate in the working mind training

In November 2023, eight Parks Canada Positive Space Ambassadors^Footnote5 participated in The Working Mind training session. An evidence-based program by the Mental Health Commission of Canada, The Working Mind training is designed to initiate a shift in the way you think, feel and act with respect to mental health by increasing your awareness, reducing stigma and other barriers to care in the workplace, encouraging mental health conversations, and strengthening your resilience. The Working Mind central components include the mental health continuum model to categorize one’s mental health along a continuum, four cognitive behavioural therapy-based techniques that help individuals cope with stress, scenario-based practical applications, and custom videos, and dispelling the myths of mental health problems and illnesses, to reduce associated stigma.

A virtual teaching on coping with microaggressions and triggers in the workplace

In March 2024, approximately 50 Indigenous employees at Parks Canada participated in a virtual teaching session led by Elder Mac Saulis, focusing on coping with triggers and microaggressions in the workplace. Participants explored the colonial roots of microaggressions and gained insights into their origins. This session provided a safe and exclusive space for Indigenous employees to reflect on their experiences and advance their journey toward healing and resilience. It underscored the organization’s commitment to culturally appropriate approaches to employee well-being and retention, reinforcing its dedication to education and awareness in supporting Indigenous employees.

4. Career development

Supporting and facilitating equitable career development opportunities.

Sponsorship program

The Mentorship Plus/ Sponsorship Program is an initiative created by the Office of the Chief Human Resources Officer (OCHRO) at the Treasury Board Secretariat of Canada (TBS). It was co developed with members of employment equity (EE) and other equity seeking groups to better support leadership development, with specific emphasis on supporting members of underrepresented groups who aspire to leadership and executive positions. The initiative seeks to pair federal public service employees with executive mentors/sponsors to provide access to developmental opportunities to build skills necessary for the executive cadre and facilitate increased visibility in informal networks.

In 2023, the six-month pilot of the Sponsorship Program was extended for another six-month period following the feedback provided during consultations held with the participants. Furthermore, following the feedback obtained during the consultations; a need for a more formalised program, clarification of roles, responsibilities, and activities, as well providing more exposure and increase visibility. The entire structure and documentation have been modified to enhance the experience for the next cohort expected to begin in fall 2024.

Mosaic leadership development program

Parks Canada has two participants in the second cohort of the Mosaic program. The program’s objective is to increase diversity in senior leadership positions across government of Canada. Mosaic consists of four components: Learning, Sponsorship, Experience and Executive Assessment. In 2023-2024 the participants were in the Experience component of the program. Each of the participants were on assignments to develop further their leadership skills and gain experience to reach the executive level. The next component of the program will involve assessment of the participants achievements during the program and final assessments.

Indigenous employee training fund

Parks Canada aims to address barriers to retention, career development, and advancement for Indigenous employees as identified in the whole of government strategy, Many Voices One Mind: a Pathway to Reconciliation. In response, the Indigenous Stewardship Branch (ISH) and Human Resources and Employee Wellness Directorate (HREWD) developed the Indigenous Employee Training Fund (IETF). The IETF is presently delivered by the Indigenous Workforce Strategies (IWS) team within HREWD. The IETF provides up to $5,000 per applicant to support Indigenous employees’ cultural learning and career development. In the 2023-2024 funding cycle, the IETF successfully funded 43 applications, totaling $180,855. Of the funded applicants, 58.1% was allocated to career development, 9.3% to official language training, 16.2% to cultural learning and 16.2% job-specific training.

“The training I went on was an amazing experience. (…) I met many other Indigenous people doing amazing work helping to heal the land. It was so inspiring to get to hear their stories and chat with them and I learned so much. I am already pulling things I learned into my work and using my new knowledge to better advocate for incorporating Indigenous perspectives into what we do in our department”
IETF Applicant 23/24

Indigenous trends and barriers

During the 2023-2024 reporting period, the Indigenous Career Navigator (ICN), with support from the Indigenous Workforce Strategies (IWS) Team, consulted over 50 Indigenous employees from various provinces and territories within the Parks Canada network and beyond to understand the most common barriers Indigenous employees were facing within the organization. The common trends and barriers found were, a lack of representation; overloading Indigenous employees; racism, micro-aggressions, and tokenism; housing, location, and commuting; language; education. The IWS team and the ICN also found that Indigenous people are underrepresented in management positions and that we hire Indigenous employees at the same rate they leave the organization. Parks Canada intends to address and break down these trends and barriers by implementing short-term and long-term solutions. Examples include improving the recruitment and onboarding process, implementing a mentorship program, providing multi-year mandatory training, and offering improved leadership development programs.

Regional IDEA lab spotlight:

Parks Canada encourages business units to share their initiatives and best practices to be more inclusive and reduce barriers for equity seeking groups through community outreach and staffing. Below is an IDEA Lab spotlight on some of the dynamic approaches which have been taken by Parks Canada regions during this reporting period.

Parks Canada career fair and networking event in Iqaluit, Nunavut

The Human Resources team in Nunavut Field Unit held their inaugural career fair and networking event on October 20th and 21st in Iqaluit, Nunavut. The career fair had an impressive turnout of nearly 200 Nunavummiut. This event was held in the spirit of two fundamental Inuit Qaujimajatuqangit (Inuit traditional knowledge) principles: Piliriqatiginniq, working together for a common cause, and Tunnganarniq, fostering good spirits by being open, welcoming, and inclusive.

The Nunavut Human Resources team kicked off the event by visiting Inukshuk High School and Nunavut Arctic College to give presentations to students and advertise the event. Additional marketing of the event was promoted in Inuktitut on CBC News Radio and Nunatsiaq News. The event was held at Iqaluit’s newest hotel, Aqsarniit Hotel and Conference Centre, and consisted of ten interactive Parks Canada booths to promote the various types of employment opportunities available with Parks Canada in Nunavut.

There were individual booths for various functions, displays and exhibits for Parks Canada’s various sites, a special booth to answer all pay and benefits-related questions, and an application booth.

The career fair featured a variety of engaging activities for students. A trivia/scavenger hunt supported student engagement at the career fair and encouraged them to explore various aspects of each function at Parks Canada.

Other highlights from the career fair included:

• Mock interviews and resume tips;
• On-site applications for employment opportunities;
• On-site applications for Nunavut Field Unit’s new internship program, Pilirijjutiit Atuinnait.

The career fair ended with a networking event on Saturday evening, where applicants were invited back for a meet and greet with hiring managers and other Parks Canada staff. The evening was made even more special with a serving of country food including caribou stew and candied char followed by some Inuit traditional games!

Inuit cultural initiatives

In our commitment to promoting linguistic diversity and cultural representation, all public-facing materials are now available in English, French, and Inuktitut. This year, we expanded our team by hiring a second Inuit Languages Officer, who is responsible for both translation and interpretation services. Additionally, two Parks Canada Inuit employees were sponsored by the government to attend Inuktitut language training, further enhancing our efforts to support and preserve the Inuktitut language.

Our recruitment efforts are designed to be inclusive and culturally sensitive. All job postings are available in English, French, and Inuktitut to ensure accessibility. Inuit representatives are included on selection panels, and candidates have the option to participate in the selection process and assessments in Inuktitut. Additionally, hiring preference is given to Nunavut Inuit for positions based in Nunavut.

In 2023, Nunavut initiated the procurement of “Inuit-Made Traditional Uniforms.” This ongoing project aims to produce uniform pieces specifically designed for the northern Arctic climate, incorporating real animal fur to better represent Inuit culture.

Inclusive staffing in Northern New Brunswick

In Northern New Brunswick, we prioritize diversity and inclusion in our hiring process by incorporating related questions into almost all interviews. For example, candidates are asked, “What does diversity and inclusion mean to you?” and “In what ways do you demonstrate commitment and sensitivity to the importance of diversity and inclusion in your workplace?” Additionally, we inquire about the significance of diversity for a park attendant and the challenges of working in a diverse environment. Each job poster includes a statement affirming Parks Canada’s commitment to diversity and employment equity under the Employment Equity Act. We strive to ensure our workforce reflects the diverse nature of Canadian society. To support a representative workforce, preference may be given to qualified candidates who self-identify as belonging to an employment equity group, such as Indigenous peoples, persons with disabilities, 2SLGBTQA+ youth, minority francophones, and members of racialized groups. We encourage applicants to self-declare in their application.

Equity embracers at the Cape Breton field unit

During the summer of 2023, the Cape Breton Field Unit DEI Committee piloted a new program to raise awareness and increase recognition called Equity Embracers! All staff in the Cape Breton Field Unit were invited to nominate colleagues for their role in making the workplace more inclusive. The program ran from June to September, and 22 nominations were received. Every Equity Embracer has been recognised with a certificate. Many of the Equity Embracers were nominated for actively supporting the LGBTQ2SIA+ community, while others were nominated for making spaces physically accessible, for advocating for Indigenous inclusion, and for adapting school programs for neurodivergent students, all important aspects of becoming the diverse, inclusive and welcoming workplace that we aspire to be.

Positive space initiative training goes on tour

In May 2023, 77 staff from Lake Louise and Radium Hot Springs (Lake Louise, Yoho and Kootenay Field Unit) and Gros Morne National Park (Western Newfoundland and Labrador Field Unit) participated in the Positive Space Initiative: 2SLGBTQ+ Awareness training sessions. Led by Parks Pride Network Chair and Gender-based Analysis Plus lead, these introductory sessions covered topics related to gender identity, gender expression and sexual orientation.

Elder led river workshop empowering women at Fundy National Park

In November 2023, women from resource conservation, law enforcement, fisheries policy, research, and conservation communication sectors gathered for a river workshop. This workshop was led by well-known river protector, salmon conservationist, and master angling guide, Elder Betty Ward from Metepenagiag First Nation. The goal of the workshop was to bring women together to connect with the river and salmon through the integration of traditional knowledge and conservation. This workshop not only strengthened the group’s connection to one another, but also, their connection to the river. Wise, kind, and peaceful teachings from Elder Betty allowed the team to catch these endangered salmon using new techniques while handling them with well-honed skills in live-fish sampling. These teachings put into crisp focus the need for two eyed seeing for the continued recovery of, and connection to, inner Bay of Fundy Atlantic salmon.

Skmaqn-Port-la-Joye-Fort Amherst National Historic Site

Parks Canada is committed to a system of national heritage places that recognizes and honours the historic and contemporary contributions of Indigenous peoples. In September 2023, Parks Canada unveiled a new Historic Sites and Monuments Board of Canada plaque at Skmaqn—Port-la-Joye—Fort Amherst National Historic Site as well as new interpretive media including trilingual outdoor exhibit panels and a video. In the spirit of reconciliation and on recommendation of the Mi’kmaw leadership of Prince Edward Island, “Skmaqn”– traditional Mi’kmaw for “waiting place”– was added to the name of the National Historic Site. This partnership represents a new way of sharing history —one which includes diverse voices, presents multiple perspectives, and inspires conversations— as outlined in the Framework for History and Commemoration. By working together to develop interpretive materials and activities, we help foster a better understanding of Indigenous peoples’ perspectives, cultures and traditions for present and future generations.

Delivering an inclusive first camping experience

Since 2019, Parks Canada’s Vancouver Learn-to Camp program has partnered with BC Parks, the Canucks Autism Network, Mountain Equipment Company, and Power To Be to deliver a first camping experience for individuals on the autism spectrum and their families. During the summer of 2023, 10 families from the Canucks Autism Network and Power To Be attended the Learn-to Camp overnight event at Porteau Cove Provincial Park.

Prior to the overnight event, a virtual training session called the ‘Welcome Project’ was collaboratively delivered by BC Parks, BC Parks Foundation, the Canucks Autism Network, the Inter-Cultural Association of Greater Victoria, Parks Canada, and Power To Be, the theme of this year’s virtual training session was ‘universal design’. During the collaborative development of the training session, the partners realized that the practices designed for each specific equity group were universal to improving everyone’s experience in the outdoors, not just one group of people. The concept of intersectionality is becoming more integrated in Equity, Diversity, and Inclusion work, and will no doubt be the next step of developing stronger outdoor recreation programs.

By using the ‘Welcome Project’ training, Parks Canada staff were able to deliver inclusive programs by frontloading the schedule at the start of the event, using first-then language (i.e. “first you will move your supplies to your camp site, then we will move on to break-out programs”), providing visual aids, and cultivating a positive environment. For participants who wanted a quick break from the scheduled programming, a sensory-friendly tent provided a relaxing space equipped with books, games, and noise-cancelling headphones.

This collaborative overnight event is a wonderful example of how Parks Canada can make camping and outdoor recreation more accessible by actively working to remove physical, cognitive, cultural, and financial barriers.

Conclusion

Throughout this fiscal year, Parks Canada has implemented many initiatives to promote diversity and inclusion within its workforce. In line with its mandate, Parks Canada endeavours to continue in its efforts to recognize and celebrate differences as well as make workplaces and services to the public more inclusive.

Over the course of the last five years, Parks Canada has made progress in increasing the representation of the four-employment equity designated groups. However, substantial gaps persist for racialized people and persons with disabilities. To achieve our representation goals, we must continue with our intentional staffing strategy. However, true employment equity goes beyond just recruiting and promoting members of underrepresented groups; retaining these talented individuals is equally crucial. Therefore, Parks Canada will continue to cultivate a workplace that value diversity, champion inclusion, advocate for equity and promote accessibility.

We remain committed to our mission of fostering a diverse and inclusive workplace. Key areas for improvement have been identified and targeted strategies are being developed to address these issues. In the coming year, we will focus on the implementation of our 2024-2027 Employment Equity Action Plan which comprise a focus on leadership accountability, inclusive recruitment practices, creating a sense of belonging and insuring career advancement opportunities for all.

We recognize that achieving true equity is a journey that demands true commitment. Parks Canada is passionately committed to this mission and will tirelessly strive to create a workplace where everyone feels welcomed and respected.

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Annex: Data tables

Table A: Representation of designated group members in Parks Canada and Canadian labour market availability ( LMA) by province, all types of employment

Table B: Representation of designated group members in Parks Canada and Canadian labour market availability ( LMA) by employment equity occupational group, all types of employment

Table C(I): Promotion of designated group members in Parks Canada by province, all types of employment

Table C(II): Promotion of designated group members in Parks Canada by employment equity occupational group for all types of employment

Table D(I): Designated group external recruitment and re-hire into Parks Canada, by province, all types of employment

Table D(II): Designated group external recruitment into Parks Canada by employment equity occupational group, all types of employment

Table E(I): Separation of designated group members from Parks Canada by province, all types of employment

Table E(II): Separation of designated group members in Parks Canada by employment equity occupational group for all types of employment

Table F: Salary ranges of designated group members