Employment equity annual report, 2024-2025

Acknowledgement to First Nations, Inuit and Métis in Canada

In developing the Employment Equity Annual Report 2024-2025 for Parks 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, 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 these lands, waters and ice – 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.

Introduction

About Parks Canada

Parks Canada is an organization 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 11 national parks reserves
• 1 national urban park
• 171 national historic sites
• 6 marine conservation areas
• more than 5,900 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 operational 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:

• British Columbia and Yukon
• Alberta
• Prairies and Northwest Territories
• Ontario and Waterways
• Quebec and Nunavut
• Atlantic

Please note that the national capital region (NCR) includes Parks Canada’s national office only.

In carrying out its responsibilities, Parks Canada works in collaboration with Indigenous peoples, employment equity groups, 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.

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 Annual Report presents:

• statistical information and highlights, employment equity related initiatives and activities undertaken at Parks Canada from April 1, 2024, to March 31, 2025
• a picture of Parks Canada’s ongoing progress in implementing employment equity

Parks Canada’s Employment Equity Report for 2024-2025 focuses on four (4) equity-seeking groups (ESGs):

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

In addition to the four equity-seeking groups, this report also focuses on Parks Canada’s commitment to the Government of Canada’s priority of fostering an inclusive environment where all Canadians can fully participate in 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, which includes ensuring that the self-ID process is inclusive of 2SLGBTQIA+ communities.

Section 1.0 Workforce analysis of equity-seeking 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, 2025, Parks Canada had a total workforce of 5,997 indeterminate (full-time and seasonal) and determinate employees in 14 occupational groups. Due to the seasonal nature of many of Parks Canada’s operations, 48.5% of its workforce is comprised of seasonal and determinate employees during the high operational summer season.

The following workforce analysis – along with data under Appendix A and B – 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, 2025, as well as their rates for hire, promotion, and separation.

Data scope and sources:

• 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 and based on self-identification information voluntarily submitted by employees
• data for Canadian Labour Market Availability (LMA) is derived from 2021 Census and the 2022 Canadian Survey on Disability (CSD)
• employees can identify as part of more than one employment equity group

About voluntary employee self-identification

At Parks Canada, employee self-identification is a key data source that enables our organization to:

• understand our workforce by gaining insights into the representation of different groups across our workplaces
• tailor our support by creating resources that foster a safe, healthy, and respectful work environment for everyone
• guide our path by informing research, programs, and policies to better serve the needs of all employees

Parks Canada’s employee self-identification questionnaire includes two sections:

• personal information (mandatory section)
• self-identification information (voluntary section)

Figure 1: Self-identification completion at Parks Canada

Figure 1: Self-identification completion at Parks Canada — Text version

Pie chart showing the completion rates of the self-identification questionnaire at Parks Canada. 79.6% of employees completed both personal and self-identification sections, 12.9% completed only the personal information section, and 7.5% did not complete any sections.

Improving the employee self-identification process

Over the past years, 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.

Throughout various consultations, public servants expressed reluctance to self-identify as members of one or more equity-seeking groups, citing privacy concerns and uncertainty around how their personal information would be used. A significant concern also emerged around the fear of being labelled or stigmatized. Furthermore, participants emphasized the importance of cultural sensitivity, highlighting the need to understand the complexities of individual identity and the historical experiences of marginalized communities.

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

In anticipation of the modernization of the Employment Equity Act and revision of the self-identification questionnaire, the Employee Experience (EE) Team, part of the Workforce Engagement Branch (WEB), undertook several initiatives within this reporting period to strengthen the employee self-identification process at Parks Canada^Footnote3. these efforts aim to help employees better understand the process and recognize its value in fostering a more inclusive and equitable workplace.

Section 1.1 Workforce representation

Figure 2: Workforce representation

Figure 2: Workforce representation — Text version

A graphic and bar chart showing workforce representation at Parks Canada. Total equity seeking group workforce is 4,208. Total employee workforce is 5,997. Breakdown includes women at 3,104 employees, Indigenous Peoples at 436 employees, racialized people at 392 employees, and persons with disabilities at 276 employees.

Data insights

As of March 2025, the organization’s workforce decreased by 46 employees, bringing the total to 5,997.

The number of employees who self-identify as belonging to one or more equity-seeking groups increased by 35, reaching a total of 4,208. This represents 70% of the organization’s workforce.

Please note that disaggregated data for equity-seeking groups are available in Appendix A.

Section 1.2 Representation versus labour market availability

Figure 3: Representation versus labour market availability

Figure 3: Representation versus labour market availability — Text version

Bar chart comparing workforce representation of equity seeking groups at Parks Canada to Labour Market Availability (LMA) from 2021–2022 to 2024–2025.

Women: 51.1% in 2021–2022, 50.9% in 2022–2023, 51.6% in 2023–2024, and 51.8% in 2024–2025; LMA 49.2%; representation gap is +156 employees (2024-2025).

Indigenous Peoples: 7.2% in 2021–2022, 7.3% in 2022–2023, 7.3% in 2023–2024, and 7.3% in 2024–2025; LMA 7.6%; representation gap is -18 employees (2024-2025).

Racialized people: 5.5% in 2021–2022, 5.5% in 2022–2023, 6.0% in 2023–2024, and 6.5% in 2024–2025; LMA 13.2%; representation gap is -396 employees (2024-2025).

Persons with disabilities: 3.5% in 2021–2022, 3.7% in 2022–2023, 4.2% in 2023–2024, and 4.6% % in 2024–2025; LMA 12.1%; representation gap is -444 employees (2024-2025).

Data insights

Overall, the representation of women in Parks Canada’s (PC) workforce exceeds their availability in the labour market (LMA).

Workforce representation data for women, racialized people and persons with disabilities increased slightly by 0.5 and 0.4 percentage points from the previous year.

Despite this increase, racialized people and persons with disabilities remain significantly under-represented in Parks Canada’s workforce during the 2024–2025 reporting period.

Compared to the LMA of employment equity (EE) groups, there is a significant gap (-) of 396 racialized people and 444 persons with disabilities in the organization’s workforce.

A closer look: Clerical and administrative level workforce trends

Further data analysis shows that clerical personnel categories have the highest workforce representation of equity-seeking groups at 103%, partly due to intersectionality^Footnote4.

Persons with disabilities are underrepresented in all 14 occupational groups, with the largest gap of 106 employees in the professional category.

The representation rate of women and racialized people in the clerical personnel categories is higher than the LMA:

• women are over-represented by 54 employees in the clerical personnel category
• racialized people are overrepresented by 29 employees in the clerical personnel category and by 34 employees in the administrative and senior clerical personnel
• racialized people are over-represented within the administrative and senior clerical personnel and under-represented in the other twelve occupational groups

Section 1.3 Representation by province of work

Figure 4: Representation by province of work

Figure 4: Representation by province of work — Text version

Map of Canada featuring employment equity representation by province and territory of work.

Yukon: Women 49.6%, Indigenous peoples 12.4%, racialized people **%, persons with disabilities **%.

Northwest Territories: Women 52.1%, Indigenous peoples 29.9%, racialized people **%, persons with disabilities 10%.

Nunavut: Women 48.7%, Indigenous peoples 12.7%, racialized people 3.4%, persons with disabilities 4.9%.

British Columbia: Women 53.4%, Indigenous peoples 9.5%, racialized people 6.5%, persons with disabilities 2.7%.

Alberta: Women 48.8%, Indigenous peoples 3.9%, racialized people 8.1%, persons with disabilities 3.5%.

Saskatchewan: Women 52.8%, Indigenous peoples 13.4%, racialized people 3.7%, persons with disabilities **%.

Manitoba: Women 53.5%, Indigenous peoples 17.5%, racialized people 8.6%, persons with disabilities 7.1%.

Ontario: Women 47.6%, Indigenous peoples 12.7%, racialized people 3.4%, persons with disabilities 4.8%.

Quebec: Women 51.2%, Indigenous peoples 5.6%, racialized people 3.4%, persons with disabilities 4.8%.

New Brunswick: Women 50.7%, Indigenous peoples 6%, racialized people 2.8%, persons with disabilities 4.1%.

Nova Scotia: Women 49.3%, Indigenous peoples 4.8%, racialized people 3.6%, persons with disabilities 5.8%.

Prince Edward Island: Women 54.8%, Indigenous peoples 6.5%, racialized people **%, persons with disabilities **%.

Newfoundland and Labrador: Women 48.7%, Indigenous peoples 12.7%, racialized people 3.4%, persons with disabilities 4.9%.

National Capital Region: Women 60.6%, Indigenous peoples 3.1%, racialized people 12.1%, persons with disabilities 7.8%.

Data insights

The representation of women showed a slight increase in the Eastern and National Capital regions, while it declined marginally in the Western and Northern regions.

Indigenous representation decreased in the Eastern and National Capital regions but experienced a slight increase in the Western and Northern regions.

Representation of racialized people grew across all three regions:

• East (0.4%)
• West/North (0.6%)
• National Capital Region (0.6%)

The representation of persons with disabilities increased in all three regions, with the National Capital Region seeing the largest growth at 1.7%.

*Representation within National Capital Region (NCR) is counted separately from the Ontario and Quebec numbers of employees.

**Data suppressed for confidentiality reasons.

Section 1.4 Representation at the executive level

Figure 5: Representation at the executive level

Figure 5: Representation at the executive level — Text version

Bar chart showing representation at the executive level in Parks Canada from 2021 to 2024.

Women: 60% (2021-2022), 68.3% (2022-2023), 60.2% (2023-2024), 59.4% (2024-2025).

Indigenous peoples: 3% (2021-2022), 2.9% (2022-2023), 3.1% (2023-2024), 5.6% (2024-2025).

Racialized people: 8% (2021-2022), 8.7% (2022-2023), 10.2% (2023-2024), 11.3% (2024-2025).

Persons with disabilities: 2% (2021-2022), 1.9% (2022-2023), 2% (2023-2024), 2.8% (2024-2025).

Data insights

Women comprise 59.4% of the overall executive group at Parks Canada, with representation varying across levels:

• 63.3% at the PC executive (PCX)-02 level
• 45% at the PCX-3 level
• 61.1% at the PCX-4 level, marking a 4% increase from last year
• 62.5% at the vice president (VP) level

Indigenous peoples represent 5.7% of the executive group, a 2.7% increase compared to the last reporting period.

Racialized people account for 11.3% of the executive group, which represents an increase of 1.2% compared to last year.

Persons with disabilities account for 2.8% of the executive level group, a slight 0.8% increase compared to the last reporting period.

Please note that the percentage of employment equity (EE) group members is more prominent in the PCX-02 and PCX-03 levels but decreases in the levels that progress to PCX-06.

A closer look: Executive level workforce trends

For the 2024-2025 reporting period, several trends within the executive workforce were observed:

• 40% of new hires within the executive level self-identified as one or more under-represented equity-seeking groups
• recruitment rates exceed the representation rates for women, Indigenous peoples and racialized peoples.
  • a negative gap of recruitment is observed for the persons with disabilities group
• the promotional rates exceed the representation rates for only two groups: Indigenous peoples (15.8%) and persons with disabilities (5.3%)
  • negative gaps are noted for women (57.9%) and the largest gap is for the racialized people’s group (5.3%)
• over the past three years, the organization has successfully retained all executives who self-identify as members of one or more under-represented equity-seeking groups
  • this reflects our ongoing commitment to equity, diversity, and inclusion at the leadership level
• for the current fiscal year, the separation rate for women was 45.5%, resulting in a separation ratio of 1.3
  • while this is above the organizational benchmark of 1.0, it remains within an acceptable range and will continue to be monitored to ensure alignment with our equity goals. l

Section 1.5 Salary range distribution

Figure 6: Salary range distribution

Figure 6: Salary range distribution — Text version

Bar chart showing the distribution of equity-seeking groups across salary ranges:

Under $50,000: Women 3.2%, Indigenous peoples 2.5%, racialized people 2.6%, persons with disabilities 5.4%, average of all Parks Canada employees 2.4%.

$50,000–$74,999: Women 47.6%, Indigenous peoples 53.9%, racialized people 43.9%, persons with disabilities 50.4%, average of all Parks Canada employees 48.8%.

$75,000–$99,999: Women 28.4%, Indigenous peoples 26.8%, racialized people 26.8%, persons with disabilities 27.9%, average of all Parks Canada employees 29.5%.

$100,000 and above: Women 20.8%, Indigenous peoples 16.7%, racialized people 26.8%, persons with disabilities 20.7%, average of all Parks Canada employees 19.4%.

Data insights

Compared to the Parks Canada population, the number of all equity-seeking groups (ESG) is higher within the under $50,000 salary range.

The majority of the four designated ESGs are within the $50,000 to $74,999 salary range.

The representation of Indigenous peoples in the under $74,999 salary is higher compared with the organization population and lower within the salary range of $75,000 and above.

While racialized people are more represented in the over $100,000 salary range compared to lower salary brackets, they still account for only 9% of all employees earning above $100,000. Similarly, persons with disabilities make up just 5% of employees in this salary range, indicating underrepresentation at higher income levels despite broader inclusion efforts.

Section 1.6 Employee lifecycle analysis

Figure 7: Employee lifecycle analysis

Figure 7: Employee lifecycle analysis — Text version

Bar chart showing employee lifecycle analysis across recruitment, separations, and promotions.

Women: recruitment 53.7%, separation 54%, and promotion 54.9%.

Indigenous Peoples: recruitment 7.7%, separation 7.8%, and promotion 8.7%.

Racialized people: recruitment 6.3%, separation5.4%, and promotion 5.5%.

Persons with disabilities: recruitment 4.9%, separation 4.8%, and promotion 7.1%.

Data insights

Recruitment and promotion rates exceed the representation rates of three (3) groups: women, Indigenous peoples and persons with disabilities.

Persons with disabilities group saw a notable increase in the promotion rate (7.1%), surpassing their representation (4.6%) for the first time in three years

The separation rates for women, Indigenous peoples and persons with disabilities exceeds the recruitment and representation rate which demonstrate a need for retention improvements.

The separation rate for racialized people is lower than their overall representation, indicating a positive trend in retention. However, this group continues to face challenges, with the lowest promotion rate among all equity groups and a recruitment rate that remains below their representation, highlighting areas where further progress is needed.

The separation data also offers valuable insights when examining the breakdown by type of termination. In total this fiscal year for the whole Parks Canada’s population, term termination represented 96.9%.

What was the impact on the equity-seeking groups? 53.4% identified as women, 7.9% identified as Indigenous Peoples, 5.1% identified as racialized peoples and 4.8% identified as a person with disabilities.

Section 2.0 Employment equity action plan

Overview

Launched in December 2024, 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 2024 to 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 barriers 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.

Equity in motion

All actions are monitored using an intuitive progress tracker tool, and a snapshot of the organization’s progress is included in the Employment Equity Annual Report. This ensures that Parks Canada remains accountable and charts a successful path forward.

With the launch of the Employment Equity Action Plan in late December 2024, Parks Canada is now in the stage of implementation. Employee network co-chairs and co-champions have been engaged by the vice-president (VP) of the Human Resources and Employee Wellness (HREW) Directorate to discuss and facilitate the establishment of priority actions for the organization.

Explore the information in the progress dashboard to discover the initial progress Parks Canada is making towards a more equitable and inclusive workplace as of March 31, 2025.

The road to inclusion is winding, but every turn moves us forward.

Section 2.1 Progress dashboard

Pillar 1. Accountability

Progress snapshot

In June 2024, the Employment Equity Action Plan and Inclusion, Diversity, Equity, and Accessibility (IDEA) Strategy was presented at the Human Resources Senior Management Committee (SMC-HR). The presentation included a deep dive analysis of Employment Equity data alongside insights into trends and barriers faced by the Indigenous workforce. This was followed by a second presentation in January 2025, reinforcing our commitment to biannual reporting to senior management. These regular updates are designed to highlight both progress and gaps, ensuring leadership remains informed and accountable.

Looking ahead, work will begin in the next fiscal year to review and enhance the procedures for how HR policies are developed and updated. The process will ensure that an employment equity and Gender-Based Analysis Plus (GBA+) lens is embedded into our organizational practices.

Pillar 2. Inclusive recruitment

Progress snapshot

To ensure hiring processes are free from barriers and biases, and to create meaningful opportunities for equity-seeking groups, we have taken important steps over the past few months. Progress has been observed in the retention of under-represented groups within the executive level over the last three years, reflecting our ongoing efforts to foster a more inclusive leadership at Parks Canada.

While the Treasury Board Secretariat (TBS) continues to finalize the approval of the modernized self-identification questionnaire, the Employee Experience Team undertook significant efforts to enhance the employee self-identification process. This initiative involved creating comprehensive and transparent self-ID information aimed at helping employees understand the process and its benefits for the workplace.

The Staffing Centre of Expertise contributed to this work with the release of Barriers to Bridges, a report that informed the development of a new inclusive staffing guide. Additionally, the Employee Experience (EE) team launched two centralized resource hubs in January 2025: the Inclusion Toolbox and the Accessibility Hub. These platforms provide managers and employees with easy access to inclusive resources, including learning materials, legislative references, tools, and job aids.

Pillar 3. Sense of belonging

Progress snapshot

Over the past fiscal year, two Inclusion, Diversity, Equity, and Accessibility (IDEA) Council meetings were held, bringing together senior leaders, co-champions, and co-chairs of Employment Equity (EE) employee networks for open and meaningful dialogue.

In September 2024, external guest speakers Carolyn Laude and Andrew Pawlcuh led a discussion on Indigenous self-identification, emphasizing its importance in shaping inclusive programs and practices. In January 2025, Caroline Xavier—Canada’s first Black woman appointed as Deputy Minister—joined as a guest speaker to explore the identification and removal of systemic barriers to the full inclusion of racialized and Black employees.

Parks Canada also advanced its commitment to reconciliation through the development of the Indigenous Cultural Learning Program. Co-created with Indigenous partners and internal teams, the program introduces the Indigenous Stewardship Living and Learning Journey—a framework that supports continuous learning and self-reflection aligned with job responsibilities. The first phase of this initiative will launch during National Indigenous History Month in the next fiscal year.

Pillar 4. Career development

Progress snapshot

In support of equitable career advancement, Parks Canada continued to strengthen its initiatives aimed at fostering professional growth for equity-seeking employees.

The Sponsorship Program (a Mentorship Plus Program) was revamped and improved this fiscal year based on feedback from the first cohort. A second cohort was launched in March 2025, pairing six protégés with dedicated sponsors to support their development and career progression.

Additionally, this year, Parks Canada focused its efforts on supporting former participants of the Mosaic Leadership Development Program. In March 2025, one Mosaic participant was appointed to a Parks Canada executive (PCX)-02 position, with another appointment expected early in the next fiscal year. These milestones reflect the organization’s commitment to creating tangible pathways for advancement and representation at all levels.

Section 3.0 Inclusion, diversity, equity and accessibility lab

Overview

Welcome to the inclusion, diversity, equity and accessibility (IDEA) lab section of the Employment Equity (EE) Annual Report! This is where we shine a spotlight on the incredible IDEA initiatives, programs, and innovations happening across Parks Canada.

Parks Canada is dedicated to fostering a diverse and inclusive workplace. To support this commitment, the Employee Experience (EE) team, within the Workforce Engagement Branch (WEB), has developed the IDEA Lab Questionnaire. This tool helps us:

• gather, promote, centralize, and celebrate IDEA-focused projects, initiatives, and best practices from our diverse and expansive organization
• collect valuable data for Parks Canada’s contributions to Canadian Heritage’s Annual Report on the Operation of the Canadian Multiculturalism Act and Parks Canada’s Employment Equity Annual Report

Drawing on the responses received from the IDEA Lab Questionnaire, we spotlight meaningful efforts that are making our workplaces more inclusive and equitable.

This section is structured around the four pillars of Parks Canada’s Employment Equity Action Plan. These pillars provide a solid foundation and help us effectively categorize and highlight the inspiring actions taking place from coast to coast to coast.

In this section

• 3.1 Spotlight on accountability
• 3.2 Spotlight on inclusive recruitment
• 3.3 Spotlight on sense of belonging
• 3.4 Spotlight on career development

Section 3.1 Spotlight on accountability

This pillar spotlights inclusive initiatives, programs and innovations that reinforce a framework for an accountable leadership culture which embraces diverse perspectives, equity, inclusivity, and employee well-being.

Indigenous stewardship policy

During the 2023-2024 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 organization’s work. On March 20, 2025, two virtual information sessions on putting the Indigenous Stewardship Policy into practice were held. 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.

The Parks Canada inclusion, diversity, equity and accessibility council

The Inclusion, Diversity, Equity and Accessibility (IDEA) Council serves as a forum for Parks Canada leaders to engage in meaningful dialogue and to ensure alignment and accountability in advancing inclusion, diversity, equity, and accessibility across the organization. Through regular meetings, the Council promotes the horizontal integration of these principles into all aspects of Parks Canada’s operations and workplace culture.

In the fall of 2024, the IDEA Council convened to explore the importance of Indigenous self-identification, highlighting its value in shaping inclusive programs and practices. In early 2025, discussions focused on identifying and addressing systemic barriers to the full inclusion of racialized employees, fostering a psychologically safe work environment, and responding to current challenges on issues related to equity, diversity, and inclusion.

Indigenous interpretation and engagement in the Lake Louise, Yoho and Kootenay Field Unit

During the 2024-2025 reporting period, the member Nations of the Indigenous Advisory Circle for Banff National Park (IAC) presented stories, culture and history through interpretation programs in Lake Louise. Programs include traditional dance lessons and demonstrations, tipi raising, cultural crafts, language lessons, music, drumming and storytelling. IAC stewardship practices are interwoven with storytelling practices that are place-based and distinct, fostering the intergenerational transmission of knowledge that supports continuity of cultural and language in the area. This collaborative approach continues to build a reciprocal relationship that cultivates Ethical Space. IAC stewardship promotes conservation, biodiversity, and the sharing of Indigenous history and cultural practices with Parks Canada, park visitors and the Canadian public.

In addition, during the summer of 2024, the IAC was engaged on the Lake Louise visitor use management strategy and area strategy. This ensures Indigenous peoples share their perspectives in their own voices within these lands and provide input, advice and recommendations on park management, supporting reconciliation and reconnection to the land.

Saskatchewan South and Northern Prairie Field Units collaborate to form a diversity and inclusion working group

A Diversity and Inclusion Working Group (DIWG) was established through a collaborative effort between the Saskatchewan South Field Unit (SSFU) and the Northern Prairies Field Unit (NPFU). The working group serves as a platform for dialogue, education, and action on equity, diversity, and inclusion (EDI) within the organization. As part of its efforts, the DIWG developed and maintains a Confluence page that provides accessible and regularly updated EDI-related resources, tools, and learning materials to all staff. This resource hub encourages ongoing self-education, open discussion, and the integration of diverse perspectives into day-to-day operations and decision-making. This initiative supports a framework of accountable leadership by promoting transparency, shared learning, and a consistent commitment to inclusive practices across both field units.

Nunavut Field Unit takes action to foster an accountable and inclusive leadership

In 2024-2025, Nunavut Field Unit (NFU) took deliberate steps to create a culture of accountable leadership rooted in equity, inclusion, and employee well-being. A key priority was improving Human Resources (HR) tools, training, and planning practices to better support managers overseeing staff in remote and Northern communities.

Recognizing the importance of cultural relevance and linguistic accessibility, the NFU HR team prioritized the development of user-friendly leadership resources tailored to the unique realities of the North. These tools were designed with consideration for employees whose first language is Inuktitut, ensuring inclusive and effective leadership across the Field Unit.

To further promote inclusive leadership practices, NFU hosted cultural competency training during their fall 2024 Management Planning Week. The session provided all managers with the knowledge and mindset needed to lead in a culturally safe, respectful, and accountable manner in Nunavut.

NFU also reinforced equitable staffing practices by encouraging all managers to participate in staffing and bias-awareness training. These sessions emphasized fair and inclusive hiring, with a strong focus on eliminating bias in candidate assessment. NFU maintained their commitment to ensuring at least one Inuk representative is included on every selection board, supported by ongoing coaching and inclusive tools from our HR team.

Finally, the NFU Wellness Committee played a key role in ensuring leadership decisions were informed by staff feedback and grounded in wellness. Through regular dialogue and collaboration, the Committee helped bridge the gap between leadership priorities and employee experiences, reinforcing a healthy and responsive workplace culture.

Prince Edward Island Field Unit and Mi’kmaq Epekwitnewaq Kapmntemuow sign Toquktmekl co-management agreement

In July 2024, the Prince Edward Island Field Unit (PEIFU) signed a co-management agreement, entitled with the Mi’kmaq Epekwitnewaq Kapmntemuow (Mi’kmaw Nation Government of Epekwitk/PEI) for PEI National Park and National Historic Sites administered by Parks Canada on PEI. The agreement outlines the intention and provides the framework for Parks Canada and the Epekwitnewaq Mi’kmaq (Mi’kmaq of PEI) to cooperate in the planning; management; operation; and monitoring and evaluation of Parks Canada-administered lands on PEI. This agreement builds on decades of collaboration and ensures that Mi’kmaw perspectives and knowledge play a key role in managing these places. It is a shared commitment to ensure ecological integrity, and the Epekwitnewaq Mi’kmaq Way of Life are maintained and promoted for the use, benefit, education, and enjoyment of future generations. L’nuey (‘belonging to or pertaining to the Mi’kmaq people as a whole’) is the PEI Mi’kmaq Rights Initiative. Parks Canada works with L’nuey in the direct operational relationship for implementing the co-management agreement.

To learn more about this co-management agreement, visit “Tackling Projects Together”: Toquktmekl Agreement.

Section 3.2 Spotlight on inclusive recruitment

This pillar spotlights national-level inclusive initiatives, programs and innovations that ensure barriers and bias free hiring processes that provide opportunities for equity-seeking employee groups.

Accommodation centre of expertise

Following consultations with internal and external partners, a new service delivery model design has been developed and approved by Senior Management Committees.

A temporary centralized fund was secured for the 2024–2025 fiscal year to support the program implementation. Permanent funding is anticipated to be sustained through the 2025 budget allocation process.

The implementation phase was carried out from September 2024 to March 2025, following a phased approach.

Parks Canada’s staffing centre of expertise develops an inclusive hiring guide

During the 2024-2025 reporting period, the Staffing Center of Expertise launched the guide “From Barriers to Bridges: A Guide to Inclusive Staffing.” This guide underscores the importance of creating a workplace that mirrors the diversity of Canadian society and outlines strategies for achieving this through inclusive recruitment practices. By implementing accessible and equitable staffing measures—such as mandatory training on equity, diversity, and inclusion, utilizing fair assessment methods, and employing inclusive language in job advertisements—Parks Canada aims to reduce biases and barriers in the hiring process. These initiatives will foster a more collaborative, innovative, and respectful workplace, ultimately enhancing the quality of services provided to Canadians. This steadfast commitment to diversity and inclusion will help Parks Canada become a more inclusive and diverse agency, ensuring that all employees feel valued and supported.

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 100 Indigenous employees, communicated with over 200 hiring managers, and has connected with more than 2000 people through meetings, presentations, seminars, career fairs, and other events.

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 2024-2025 Parks Canada hired 696 youth internally through the YESS Program, with another 662 hired through contributions to partner organizations. Of the 1,358 total participants, 41% self-declared as belonging to any of three priority groups: Indigenous youth (17%), racialized youth (15%), and youth with disabilities (14%).

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.

Improving the employee self-identification process

During the 2024-2025 period, the Employee Experience (EE) Team, part of the Workforce Engagement Branch (WEB), undertook significant efforts to enhance the employee self-identification process. This initiative involved creating comprehensive and transparent self-identification information aimed at helping employees understand the process and its benefits for the workplace.

Key updates included:

• revamping the self-identification questionnaire using GC forms
• designing an official poster to provide quick and efficient access to information
• publishing all content externally on ParksEXTRAnet to ensure accessibility for all employees

These resources emphasize the importance and impact of voluntary employee self-identification, offering easier access to information and the updated questionnaire from any device, at any time. These improvements will enable Parks Canada to better understand its workforce, identify representation gaps, and develop programs and policies that support a safe, healthy, and inclusive work environment for all.

Law enforcement branch prioritizes improving inclusive recruitment

During the 2024-2025 reporting period, the Law Enforcement Branch (LEB) of the Protected Areas Establishment and Conservation (PAEC) Directorate created the LEB Recruiting Working Group. This working group aims to develop a strategy for the inclusive recruitment and staffing of park warden positions. Dedicated regional representatives will focus on recruiting events in their part of the country, seeking out job fairs and other avenues for recruiting best fit candidates that are interested in working long term in the communities that we serve. This will include northern, isolated, and Indigenous communities. LEB is also seeking candidates with diverse language skill assets to support growing urban and near urban law enforcement needs. The LEB Recruiting Working Group is in the early stages of its creation and will evolve over time. Recently, in support of the experienced law enforcement officer conversion process and in the interest of closing the gap between male and female candidates, the LEB Recruiting Working Group reached out to women in law enforcement forums to generate interest in joining the LEB.

Promoting barrier and bias-free hiring processes in the Nunavut Field Unit

During the 2024–2025 fiscal year, the Nunavut Field Unit (NFU) took intentional steps to reduce systemic barriers and support bias-free hiring processes, in alignment with its Inuit Employment Plans (IEP) and Parks Canada’s overall commitment to equity, diversity, and inclusion.

Building on previous IEP commitments, the NFU Human Resources team conducted a targeted review of hiring barriers and identified areas for continued improvement. As a result, NFU maintains and continues to expand upon our inclusive recruitment practices, including:

• applicants were offered multiple ways to apply (such as in-person submissions, telephone applications, and résumé-only options) to reduce administrative and technological barriers
• job advertisements were simplified for clarity and regularly translated into Inuktitut to improve accessibility and cultural resonance for job seekers

The NFU strengthened partnerships with local institutions, including Nunavut Arctic College and regional high schools, to promote Parks Canada careers. Outreach included classroom visits, career fairs, and open houses; the intent was to create safe, welcoming spaces to explore employment opportunities and connect with hiring managers face to face.

Equity and cultural safety were demonstrated throughout all staffing processes. HR Advisors worked closely with hiring managers to develop inclusive, accessible job posters and culturally informed interview questions. Managers also received coaching and tools to support equitable hiring decisions.

As per the NFU’s Inuit Impact and Benefit Agreement (IIBA) commitments, NFU ensured that at least one Inuk representative participated on every selection board, helping to ensure that hiring decisions were informed by Inuit knowledge and lived experience.

These actions collectively supported a more inclusive and culturally grounded hiring approach, ensuring that equity-seeking groups (particularly Inuit), had fair and meaningful access to employment opportunities within the Nunavut Field Unit.

Banff Field Unit implements inclusive recruitment and outreach strategies

During the 2024-2025 reporting period, Banff Field Unit (BFU) reviewed their recruitment strategies which resulted in reducing identified barriers to employment. For example, they have simplified their hiring practices by allowing applicants to apply for YESS positions by sending their resumes via email to BFU Human Resources (HR) and by providing the BFU HR email to all competitions promoted on Public Service Resourcing System (PSRS). BFU has also provided personalized assistance to complete hiring paperwork for applicants who face barriers. HR Advisors also regularly monitor recruitment practices, work directly with hiring managers to encourage inclusive hiring practices, inform them on how to reduce barriers to employment and discuss bias in the hiring process. As described below, the BFU has also prioritized multiple outreach initiatives throughout this fiscal year to increase employment opportunities for equity-seeking employee groups.

Promoting employment opportunities to organizations who assist applicants living with disabilities as well as racialized and Indigenous applicants find employment rather than posting all positions on PSRS. For example, BFU sends some of job postings to Inclusion Alberta, Bow Valley Immigration Partnership, various job resources on Treaty 7 reserves, and Aboriginal Futures.

BFU attended multiple hiring fairs targeting equity deserving groups. For example, Stoney Nakoda Job Resource Center on April 19, 2024; Aboriginal Futures Fall Job Fair in Calgary on October 24, 2024; - Tsuut’ina Nation Hiring Fair; Calgary Job Fair Celebrating Diversity; Siskiska Nation High School Hiring Fair; Community Futures Treaty 7 Hiring Fair targeting Indigenous Post-Secondary students from Calgary; City of Calgary Youth Hiring Fair in Calgary.

The BFU HR team hosted site tours of BFU operational areas for Siksika Nation Employment and Training Center and for Careers Next Generation to help improve their understanding of the BFU employment opportunities.

BFU participated in various outreach events to build relationships with EE-focused organizations. For example, BFU attended a Community Futures Treaty 7 (CFT7) Elder connection event to engage with the on and off reserve Employment Centres; HR met with Careers Calgary; BFU participated in CFT7 Bridge to Inclusion Cultural Event that included presentations, discussion, networking opportunities and workplace applications of DEI and Indigenous Inclusive Hiring. The BFU also promoted employment opportunities to EE groups. For example, presentation to Stoney Nation Job Seeker Workshop at Stoney Nakoda Job Resource Center and a presentation with MentorAbility Project Lead Southern AB who assists persons living with disabilities find.

Building inclusive employment pathways with LiveWorkPlay

In alignment with LiveWorkPlay’s mission to help the community welcome and include people with intellectual disabilities, autistic persons, and individuals with a dual diagnosis to live, work, and play as valued citizens, we have established a collaborative and evolving partnership. Together, we developed a local staffing pipeline, shared our internal processes, and created a dedicated point of contact to support individuals navigating the application process.

LiveWorkPlay provides a full-circle employment support service. From interview preparation to onboarding and ongoing workplace support, they ensure that both employees and employers are set up for success. Job seekers receive personalized guidance throughout the hiring process and beyond, while employers benefit from tailored onboarding assistance and continuous support to foster a safe, inclusive, and welcoming work environment.

This initiative is intentionally ongoing, reflecting our shared commitment to continuous improvement and inclusive employment.

Section 3.3 Spotlight on sense of belonging

This pillar spotlights national-level inclusive initiatives, programs and innovations that support the maintenance of a safe, positive, and nurturing environment where all employees feel respected, valued, and connected.

Commemorations and diversity communications

Parks Canada continued to actively promote national commemorative events focused on diversity, equity, and inclusion. The following events were communicated to all Parks Canada team members during the 2024–2025:

• April 2, 2024 - World Autism Awareness Day
• April 8, 2024 - World Bipolar Day
• April 28, 2024 - World Day for Safety and Health at Work
• May 2024 - Asian Heritage Month
• May 2024 - Canadian Jewish Heritage Month
• May 6 to May 12, 2024 - Mental Health Week: A call to be kind
• May 6 to 11, 2024 – GBA+ Awareness Week
• May 17, 2024 – International Day Against Homophobia, Transphobia and Biphobia
• May 21 to 24, 2024 – Indigenous Awareness Week (IAW)
• May 26 to June 1, 2024 – National Accessibility Week
• June 2024 – National Indigenous History Month
• June 16, 2024 - International Day of the African Child
• June 21, 2024 - National Indigenous Peoples Day
• June 24, 2024 - Saint-Jean-Baptiste Day
• June 27, 2024 - Canadian Multiculturalism Day
• July 5, 2024 - National Injury Prevention Day
• July 10 to 17, 2024 - Historic Places Days
• July 25, 2024 - International Day of Afro-Latin, Afro-Caribbean and Diaspora Women
• August 1, 2024 – Emancipation Day
• August 9, 2024 - International Day of the World’s Indigenous Peoples
• August 19 to 23, 2024 – Public Service Pride Week
• August 31, 2024 - International Day for People of African Descent
• September 12, 2024 - Official Languages Day
• September 22 to 28, 2024 - Gender Equality Week
• September 23, 2024 - International Day of Sign Languages
• September 30, 2024 – National Day for Truth and Reconciliation
• October 2024 – Healthy Workplace Month
• October 2024 – Women’s History Month
• October 2024 - LGBT History Month
• October 6 to 12, 2024 - Mental Illness Awareness Week
• November 7, 2024 – International Inuit Day
• November 20, 2024 - Transgender Day of Remembrance
• November 25, 2024 - International Day for the Elimination of Violence Against Women
• November 25 to December 10, 2024 - 16 Days of Activism Against Gender Violence
• December 3, 2024 – International Day of Persons with Disabilities
• December 6, 2024 - National Day of Remembrance and Action on Violence Against Women
• January 4, 2025 – National Ribbon Skirt Day
• January 24, 2025 – Bell Let’s Talk Day
• February 2025 – Black History Month
• February 11, 2025 – UN International Day of Women and Girls in Science
• March 8, 2025 – International Women’s Day
• March 21, 2025 - International Day for the Elimination of Racial Discrimination

Parks Canada calendar 2025: Embracing diversity

In addition to promoting the important dates outlined above, Parks Canada’s Internal Communications Team, Employee Experience Team, grassroots Employee Networks, and the Office of the Ombud collaborated to create a 2025 internal calendar that celebrates the beauty, accessibility, and inclusivity of protected places across Canada. Each month features photographs and descriptions chosen by the employee network, showcasing their network and the work they do.

This collaboration has expanded the awareness and reach of the diverse employee networks across Parks Canada. Employee Networks also shared their feedback on inclusive dates to be featured within the calendar, aiming to celebrate and recognize the diverse cultures, traditions, and events that are important to all of us. By highlighting these significant dates, we foster greater understanding, respect, and unity within our organization all.

Indigenous onboarding series

The Employee Experience Team developed an Indigenous Onboarding Series designed for new Indigenous employees at Parks Canada. During these sessions, participants had the opportunity to hear directly from Indigenous employees as they shared their experiences and insights on navigating their careers. Participants gained valuable perspectives, connected with fellow Indigenous peers, and were inspired by the rich tapestry of career pathways across Parks Canada. This onboarding series was implemented in May 2024 and will be transformed into an onboarding document specifically targeting new Indigenous employees in future years.

Enhancing accessibility through digital innovation

To enhance accessibility across Canada’s natural and cultural heritage places, Parks Canada has expanded its digital and virtual offerings through the Parks Canada mobile app. This initiative supports inclusive access to over 200 National Parks, Historic Sites, Marine Conservation Areas, and Urban Parks. The app provides essential information, self-guided tours, and interactive experiences—even in remote areas—thanks to offline functionality.

Designed with accessibility at its core, the app includes features such as screen reader compatibility, audio guides, subtitles, and multilingual support in over 50 languages. It also offers specialized content for visitors with visual, hearing, and physical disabilities, including accessible tours and wayfinding tools. Parks Canada’s New Media Team has developed plain language guidelines and a multimedia accessibility toolkit for contributors across the organization to ensure content remains inclusive and user-friendly.

Indigenous languages

During the 2024-2025 reporting period, the Indigenous Career Navigator (ICN), with support from the Employee Experience Team, consulted over 20 Parks Canada Field Units from various provinces and territories to understand the use of Indigenous languages across the organization. There is currently a unique opportunity to further advance the use of Indigenous languages at Parks Canada by adopting an inclusive approach to official languages. The team is now working to help revitalize Indigenous languages while still meeting official language requirements. An Indigenous languages task force is slated to be created in fall 2025, pending approval.

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. During March and April 2024, a tailored learning session was offered to Parks Canada team members (for example, managers of Indigenous programs, Indigenous Liaison Officers, Field Unit and Site Superintendents) whose roles involve building and managing relationships with Indigenous Peoples. Hosted by Gwen Bridge, environmental scientist and conservation advocate.

Indigenous awareness week toolkit

To commemorate Indigenous Awareness Week 2024, the Indigenous Stewardship and Cultural Heritage Directorate (ISCHD) 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 stewardship living and learning journey

All Parks Canada team members have a role to play in supporting Indigenous stewardship. As part of the implementation of the Indigenous Stewardship Policy, Parks Canada aims to support the efforts of Indigenous Peoples in the maintenance and the revitalization of cultural connections to the lands, waters, and ice within their territories, treaty lands and ancestral homelands. To bolster Indigenous stewardship and support team members engaged in these initiatives, Parks Canada is developing the Indigenous Stewardship Living and Learning Journey, a cultural learning program with guidance from the Indigenous Stewardship (IS) Circle and an internal working group. This program will help employees gain the knowledge and skills necessary to support the advancement of Indigenous stewardship within their roles and responsibilities. Progress to date on this new initiative includes the launch of a learning framework. Future efforts will include the development of new training and supports for employees and managers in developing individualized learning opportunities. This initiative is scheduled to launch in June 2025 and will support all employees in bringing Indigenous stewardship into practice, and by fostering a learning and growth mindset, which will in turn improve inter-cultural relationships.

Living culture learning series at Parks Canada

Launched in 2023 by the Indigenous Stewardship Branch at Parks Canada, this virtual learning series features inspirational Indigenous leaders of today and tomorrow, discussing how understanding Indigenous knowledge is fundamental to Indigenous stewardship. Themes are inspired by the UN Declaration Act Action Plan measures, aimed at recognizing and supporting Indigenous Peoples’ rights and responsibilities in stewarding lands, water and ice within their traditional territories, treaty lands and ancestral homelands. These virtual, internal sessions are open to all staff, with the goal of strengthening cultural understanding and awareness of the diversities of First Nations, Inuit, and Métis cultures.

During the 2024-2025 fiscal year, hundreds of Parks Canada employees attended three Living Culture Series events:

• Indigenous Food Sovereignty with Johl Whiteduck Ringuette, Anishinaabe and Algonquin chef and Dawn Morrison, Secwepemc food sovereignty advocate
• Impacts of Hydro-colonialism with Stephanie Thorassie, Executive Director, Seal River Watershed Alliance
• Ajuinata – Indigenous Languages and Cultural Continuity with Inuk artist Elisapie

New employee network at Parks Canada

During the past fiscal year, Parks Canada’s Employee Experience (EE) Team supported Jewish employees in establishing a Jewish Employee Network (JEN). This network provides a dedicated space for Jewish employees to connect, support one another, and celebrate Jewish cultural heritage. It also contributes to fostering greater awareness and understanding within the organization, strengthening our collective efforts toward an inclusive workplace.

Parks Canada hosts virtual trans-scripts panel

In October 2024, Parks Canada held the Trans-Scripts Panel. Organized by the Parks Canada Pride Network, this virtual event explored the careers of three transgender and non-binary people working within the organization, each following a unique path in different parts of the country. Accessible nationwide with French, ASL, and LSQ interpretation, it attracted over 200 participants. The participants learned about the panelist’s journeys, successes, and challenges in crafting a career script as a trans “Parkie”. The panelists, moderators, and organizers championed and supported the integration of transgender and non-binary people within Parks Canada. They encourage long-term retention through the panel’s theme of building affirming career pathways for transgender and gender-diverse communities, aligning with Parks Canada’s core values of respect for people, equity, diversity, and inclusion.

Parks Canada establishes interactive Living our Values workshop

Following the publication of the revised Values and Ethics Code, the organization initiated a comprehensive approach to reinforce public service values and ethics within Parks Canada. This included implementing department-specific mandatory training plans down to the divisional level to ensure a thorough understanding and integration of these principles into our daily operations.

Before the standalone interactive Living our Values workshop on the updated values and operating principles became available, a condensed version of the session was incorporated into the mandatory Harassment and Violence Prevention training. This interim measure was implemented at the start of the 2024 operational season to reach as many employees as possible and continued until December 2024.

In December 2024, delivery of the mandatory Living Our Values workshop began. This interactive workshop incorporates scenarios to which Parks Canada employees easily relate and has resulted in a high rate of employee participation. As of March 31, 2025, over 2,100 employees completed the training. The training supports a respectful, inclusive, and healthy workplace and aligns with the Clerk’s Call to Action on anti-racism, equity and inclusion and reinforces our commitment to reconciliation.

In addition to the mandatory Values and Ethics workshop offered to employees, the organization has been conducting a weekly, all-staff web communication campaign since August 2024 on various Values and Ethics topics including the importance of ethical leadership, duty of loyalty, racism, discrimination and human rights.

Thank you both for the wonderful presentation today (…). I really appreciated:

The format and facilitation, the ability to participate and learn.

The slides are excellent – good visuals (not crammed with content!).

The great pacing and engagement.

The knowledgeable facilitators, and open to change, hard questions and feedback.

Launch of the Inclusive Portal for Parks Canada employees

In March 2025, Parks Canada’s Human Resources and Employee Wellness Directorate proudly launched the Inclusive Portal on ParksNet. This innovative internal portal serves as a centralized hub where employees can access a wide array of inclusive tools and information designed to foster a more equitable and supportive workplace. The portal features two key components: the Inclusion Toolbox and the Accessibility Hub.

The Inclusion Toolbox offers a comprehensive collection of resources, including learning materials, best practices, and guidelines to help all team members understand and implement inclusive actions and policies. Meanwhile, the Accessibility Hub provides essential tools and information to ensure that the workplace is accessible to everyone, regardless of their abilities. With new ideas and tools added regularly, the Inclusive Portal is a dynamic resource that continually evolves to meet the needs of Parks Canada’s diverse workforce.

Positive space awareness training in British Columbia and Saskatchewan

During the 2024-2025 reporting period, the Coastal British Columbia Field Unit invited all employees based in southwestern British Columbia to Positive Space Awareness training. Each of the four sessions in Victoria, Sidney, Langley, and Vancouver had a mix of national office, regional office, and field unit team members.

Elsewhere in British Columbia, Parks Canada team members working in Mount Revelstoke and Glacier Field Unit attended the Positive Space Awareness training offered at Rogers Pass Discovery Centre and Revelstoke Community Centre in May 2024. The training was part of a larger Parks Canada Revelstoke Pride Celebration, centred on the theme of Creating Community Through Joy. Parks Canada launched the celebrations with the unveiling of a rainbow crosswalk on the road leading up to Mount Revelstoke and offered Queer Ecology Guided Walks, which are proving to be popular!

In Val Marie Saskatchewan, 34 Parks Canada team members from the Saskatchewan South Field Unit attended two Positive Space Awareness training sessions in May 2024. Rogers Pass, Revelstoke and Val Marie sessions were delivered by Hélène Genest, Canada School of Public Service visiting faculty member and Parks Canada Pride Network co-chair.

Hearing stories about queer and trans folks, learning about sexual orientation, gender identity and gender expression can get people out of their comfort zone. Thank you to all participants for embracing this discomfort. These are precious opportunities to grow in these times of backlash against our communities.

Advancing accessibility and inclusion at the Gaspésie Field Unit

During the 2024-2025 reporting period, the Gaspésie Field Unit undertook the Kéroul accessibility evaluation and certification at Forillon National Park and the Bataille-de-la-Ristigouche National Historic Site. Kéroul is a Québec partner for accessible discoveries and supports people with reduced mobility in trip planning that is adapted to their needs. This evaluation and certification process enable these Parks Canada places to be represented and promoted on the Kéroul website.

Inclusive welcome signage at Prince Albert National Park

In 2024, Prince Albert National Park installed new welcome signage at its main Park entrance that acknowledges the Park’s location on Treaty 6 territory and the homeland of the Métis Nation. The signage was developed in four languages—English, French, Cree, and Michif—reflecting the cultural and linguistic diversity of the region. This visible land acknowledgment fosters an inclusive and respectful environment for both staff and visitors. By centring Indigenous voices and promoting cultural recognition, the signage contributes to a sense of belonging and reinforces the park as a welcoming space for all.

Sensory site map at Fort Langley National Historic Site

During this fiscal year, Fort Langley National Historic Site created a sensory site map in collaboration with the Canucks Autism Network, which helps visitors navigate the site with comfort and confidence. All voices of staff at the National Historic Site were included to make it the best product it could be for visitors, including the families of employees. The unique map icons mark areas with strong sensory experiences, as well as quiet zones where people can pause and recharge.

Increasing Indigenous cultural awareness in the Manitoba Field Unit

During the 2024-2025 reporting period, the Manitoba Field Unit (MFU) North in Churchill created a banner to be displayed at the visitor centre to help visitors use appropriate Indigenous terminology as well as contributing towards reconciliation. In addition, MFU has secured a contract with an Indigenous third-party program to conduct off-season reviews of existing interpretive programs to contribute content from an Indigenous lens, leading to stronger staff knowledge.

An immersive experience for visitors, employees and community members at Elk Island National Park

Elk Island National Park hosted the Rising Thunder Immersive Experience with Elder Bill Bertschy and his team throughout the 2024 summer season. Held every Sunday at the Astotin Lake Day Use Area, this event invited staff, visitors, and community members to join in the traditional raising of a tipi. Participants came together to lift poles, weave canvas, and gather in drum circles—creating an open, respectful, and inclusive environment. These weekly gatherings fostered cultural connection, understanding, and collaboration between Indigenous partners, staff, and the public, helping build a shared sense of belonging on the land.

Connecting employees with Elders at Gulf Islands National Park Reserve

During this fiscal year, Gulf Islands National Park Reserve launched an Elder-in-Residence program. This program provides opportunities for employees to privately discuss work or personal topics with a respected W̱SÁNEĆ Elder, and for managers to receive input on Park’s operations that is rooted in W̱SÁNEĆ cultural beliefs and perspectives. This program helps provide culturally appropriate support for Indigenous employees and creates an appropriate avenue for all employees to ask questions or learn more about W̱SÁNEĆ culture. This initiative is actively creating a more culturally safe and aware work environment.

GBA Plus Micro Funds Competition: Interpretive program planning and evaluation in the Banff Field Unit

The Banff Field Unit (BFU) Interpretation team aimed to integrate GBA Plus into the development, implementation, and evaluation of their interpretive programs and products. Their objective was to create welcoming and inclusive programming for diverse ethno-cultural groups, 2SLGBTQIA+ individuals, and people of various ages and life stages. With the funds, they collaborated with staff and youth participants from HOWL, resulting in a community service-learning project. The project focused on understanding GBA Plus, evaluating the interpretive programming through its lens, and receiving recommendations on how to enhance our programming. They are now adapting their programs based on these recommendations and have a team member on the Parks Canada GBA Plus Working Group.

GBA Plus Micro Funds Competition: Interpretation Plan Review at Rouge National Urban Park

Using the GBA Plus micro funds, the Exhibits and Visitor Experience team hired researchers to conduct a formal review of the interpretation plan for Rouge National Urban Park’s new visitor centre. This review helped the team identify knowledge gaps in the following areas:

• the history of Black communities in relation to the park
• the recent demographic change around the park boundary, particularly due to immigration from China and South Asia
• the history of farm workers in the Rouge Territory, including their origins and background

Following the report, the team subsequently issued two of the three research mandates to cover these knowledge gaps. Although the team members were unable to find researchers available to study the Chinese community, they plan to meet with representatives from the Chinese and South Asian communities to review the interpretation plan from their perspectives. This approach ensures that the interpretation plan is inclusive and reflective of the diverse histories and experiences within Rouge National Urban Park.

Section 3.4 Spotlight on career development

This pillar spotlights national-level inclusive initiatives, programs and innovations that support and facilitate equitable career development opportunities.

Sponsorship program

During this reporting period, feedback from consultations with sponsors and protégés from the first cohort was carefully assessed and integrated into a new comprehensive program. The main changes include:

• extended duration: The program now lasts 1 year, strengthening the sponsor-protégé relationship
• formalized structure: Tools have been created to formalize the program, offering better support to participants by clarifying roles, responsibilities, and activities
• increased exposure: Protégés now have more opportunities to gain experience and visibility
• regular meetings: Sponsors and protégés are required to meet at least once per month

In addition to the significant program improvements, the program guide was updated that includes new supporting documents contained in six annexes. These supporting documents provide an extensive package of tools and references for both the sponsor and the protégé to assists them according to their individual needs and individual goals. The annexes include a Protégé Logbook, A Protégé Achievement Plan Guide, a Leadership Library, Examples of Opportunities and FAQs.

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 2024-2025, for Mosaic Cohort 3, Parks Canada did not submit nominations to the Mosaic Program. Instead, focus was applied to supporting current participants in the first and second cohorts. Additionally, Parks Canada chose to examine more ways to build capacity internally with the Sponsorship program and the Indigenous Career Navigator program so that employees are more eligible and ready to meet the requirements of the Mosaic program in the coming years.

Indigenous employee training fund

Parks Canada aims to remove barriers to retention, career development, and advancement for Indigenous employees as outlined in the whole of government strategy, Many Voices One Mind: A Pathway to Reconciliation. The Indigenous Employee Training Fund (IETF) provides up to $5,000 per applicant to support their cultural learning and professional advancement goals.

In 2024-2025, the IETF transferred a total of $106,104.66 for the professional advancement and cultural learning of 33 Indigenous employees. Since its inception in 2019, the Indigenous Employee Training Fund has been a powerful catalyst, igniting the learning aspirations of 160 Indigenous employees. This transformative initiative has proudly supported 91 individuals in their pursuit of professional development, 6 in language training, 15 for job-specific training, and empowered 27 others through enriching cultural learning experiences.

The Indigenous Employee Training Fund has allowed me to complete a Bachelor of Arts program without financial stress and has allowed me to start a Master of Education program. Both opportunities are actively contributing to the skills and knowledge I have in my toolbox, and I appreciate having support to gain them. I recommend IETF to all new Indigenous staff and hope that others will find ways to take advantage.

Equitable career development a core priority for the Nunavut Field Unit

During this reporting period, the Inuit Employment Advisor within the Nunavut Field Unit (NFU) worked directly with Inuit employees to create personalized learning and development plans that align with their individual goals and aspirations. These plans connected employees with relevant training opportunities, job shadowing, mentorship, and leadership development resources. Managers were also coached to engage in regular development conversations, creating space for ongoing support and career planning.

Additionally, NFU actively promoted access to key funding programs, including Parks Canada’s Indigenous Employee Training Fund, Education Support Fund, Inuktut Language Fund, and Sivuliqtiunirmut Ilinniarniq. These funding streams enabled employees to pursue formal education, improve language skills in both Inuktitut and English, and access targeted leadership training. Several employees accessed these supports to enroll in post-secondary programs, attend professional workshops, and participate in leadership initiatives. Additionally, acting assignments and participation in the Inuit Trainee Program were encouraged as practical ways to gain experience, develop new skills, and prepare for advancement opportunities.

The Human Resources (HR) team also continued to facilitate open feedback through IEP surveys, informal discussions, and exit interviews to better understand the factors influencing employee growth, satisfaction, and departures. This feedback loop directly informed improvements to our career development and wellness strategies.

Finally, NFU remained engaged with national and interdepartmental networks, such as the Inuit Employment Advisor Network, to share best practices, exchange resources, and learn from other regions operating under Article 23 of the Nunavut Agreement. These connections allowed us to stay aligned with evolving standards in Indigenous recruitment and career development, while strengthening collaboration across departments.

Conclusion

In the 2024–2025 fiscal year, Parks Canada continued to strengthen its commitment to fostering a diverse, inclusive, and equitable workplace. Building on past efforts, the organization has implemented new initiatives aligned with its mandate to recognize and celebrate differences, while ensuring that both its internal environment and public-facing services are welcoming and inclusive for all.

Over the years, Parks Canada has made meaningful progress in increasing the representation across the four designated employment equity groups. However, substantial gaps persist for racialized people and persons with disabilities. To meet our representation goals, we must maintain our focus on intentional staffing strategies while fostering a culturally safe and welcoming work environment for all as true employment equity goes beyond just recruiting and promoting members of underrepresented groups; retaining these talented individuals is equally crucial.

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

Parks Canada recognizes that achieving lasting equity is an ongoing journey—one that requires dedication, reflection, and continuous improvement. We remain steadfast in our vision to create a workplace where everyone feels respected, valued, and empowered to thrive.

Appendix

In this section

• Appendix A. Disaggregated data
• Graph 1: Representation of persons with disabilities
• Graph 2: Representation of Indigenous Peoples
• Graph 3: Representation of racialized people
• Appendix B: Data tables
• Table 1.Representation of designated group members in Parks Canada by province, all types of employment
• Table 2. Representation of designated group members in Parks Canada and Canadian labour market availability (LMA) by employment equity occupational group, all types of employment
• Table 3. Promotion of designated group members in Parks Canada by employment equity occupational group, all types of employment
• Table 4. Designated group external recruitment into Parks Canada by employment equity occupational group, all types of employment
• Table 5. Separation of designated group members in Parks Canada by employment equity occupational group for all types of employment
• Table 6. Salary ranges of designated employment equity group members

Appendix A. Disaggregated data

Graph 1. Representation of persons with disabilities

Graph 1. Representation of persons with disabilities — Text version

Bar chart showing representation by type of disability, comparing women with disabilities to all persons with disabilities. For those who did not categorize their disability, women represent 1.5% and all persons represent 2.4%. For other disabilities, women represent 19.2% and all persons represent 29.8%. For Deaf or hard of hearing, women represent 1.5% and all persons represent 3.5%. For blind or visual impairment, women represent 0.6% and all persons represent 1.2%. For speech impairment, women represent 0.2% and all persons represent 0.3%. For mobility-related disabilities, women represent 2.6% and all persons represent 3.8%. For co‑ordination or dexterity disabilities, women represent 0.8% and all persons represent 1.7%.

Graph 2. Representation of Indigenous peoples

Graph 2. Representation of Indigenous peoples — Text version

Bar chart showing representation of Indigenous women compared to all Indigenous people by identity category. For those who did not categorize, Indigenous women represent 1.7% and all Indigenous people represent 3.2%. Among Métis, Indigenous women represent 15.7% and all Indigenous people represent 29.0%. Among Inuit, Indigenous women represent 6.9% and all Indigenous people represent 10.7%. Among First Nations, Indigenous women represent 19.8% and all Indigenous people represent 38.3%.

Graph 3. Representation of racialized people

Graph 3. Representation of racialized people — Text version

Bar chart showing representation of racialized women compared to all racialized people by group. For those who did not categorize, racialized women represent 1.1% and all racialized people represent 3.0%. Other racialized groups show 3.2% for women and 4.5% overall. Southeast Asian representation is 1.4% for women and 2.5% overall. Non‑White West Asian, North African or Arab groups show 2.2% for women and 5.4% overall. South Asian or East Indian representation is 5.4% for women and 11.4% overall. Filipino representation is 2.9% for women and 5.6% overall. Korean representation is 0.7% for women and 1.1% overall. Japanese representation is 2.2% for women and 2.7% overall. Chinese representation is 6.5% for women and 10.1% overall. Persons of mixed origin represent 7.2% among women and 11.0% overall. Non‑White Latin American representation is 2.0% for women and 4.3% overall. Black representation is 6.7% for women and 11.4% overall.

Appendix B. Data tables