Diversity, Equity, and Inclusiveness

Agenda

Introduction

  • Definitions​
  • Working for the Government of Canada:​
    • Non-discrimination​
    • Duty to accommodate​
  • Public Service Employment Act (PSEA)​
  • DEI-positive initiatives at RMC:​
    • Agora​
    • Athena​
    • IKL​
 

Definitions

Diversity
Population diversity means differences based on demographics, personality, character, experiences, knowledge, abilities and work status.
>Workplace diversity means acknowledging, understanding, accepting and valuing those differences.
Equity
Fairness, impartiality, even-handedness. A distinct process of recognizing differences within groups of individuals, and using this understanding to achieve substantive equality in all aspects of a person’s life. Ontario Human Rights Commission - Glossary of Human Rights Terms
Inclusion
A deliberate commitment to the value of diversity.  It means acknowledging, understanding, accepting and valuing differences within a collaborative, supportive and respectful environment that increases the participation and contribution of all employees.

Working for the Government of Canada

In Canada, every person has the right to equal treatment in the workplace without discrimination pursuant to the Canadian Charter of Rights and Freedoms and as reflected in the prohibited grounds of discrimination under the Canadian Human Rights Act. The Government of Canada is committed to a work environment that is inclusive, obstacle-free and non-discriminatory. It strives to adopt hiring practices that are non-discriminatory, and to fulfill its duty to accommodate to the point of undue hardship.

Working for the Government of Canada - What the law says

The Canadian Human Rights Act prohibits discriminatory practices in employment matters and in the provision of services, based on 11 grounds: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, or conviction for an offence for which a pardon has been granted, or in respect of which a record suspension has been ordered. In addition, the Employment Equity Act supports the taking of positive measures to redress disadvantages that may be suffered by four designated groups: women, Aboriginal peoples, persons with disabilities, and members of visible minorities.

Working for the Government of Canada - The duty to accommodate

  • As an employer, the Government of Canada has a duty to accommodate to avoid discrimination in the workplace. The duty to accommodate is not about suiting employee preferences; it is about removing barriers related to the 11 prohibited grounds of discrimination, up to the point of undue hardship for the employer, where such barriers result in differential treatment.​

  • Accommodation means adapting work duties and adjusting the work environment so that all employees can participate fully in the workplace. Accommodation also means providing equal access to job opportunities. ​

  • Accommodation is different for each person, and employees should inform the employer of their needs and participate in developing solutions. Accommodation need not be perfect, but it must be reasonable. 

Public Service Employment Act (PSEA)

The preamble to the Public Service Employment Act (PSEA) identifies representativeness and diversity as being integral to the composition of the public service. It refers to Canada benefiting from a public service where appointments are based on merit and a public service that is representative of Canada's diversity whose members reflect a myriad of backgrounds, skills and professions.​

​Employment Equity and Merit ​

The new PSEA defines merit (s.30). An appointment is made on the basis of merit when the person appointed meets the essential qualifications of the position. Moreover, Deputy Heads have the option of including EE in the merit criteria by establishing employment equity as current or future needs of the organization, or of the public service as a whole. 

Agora

  • In Ancient Greek city-states, the Agora was a gathering place that served as the centre of the athletic, spiritual and political life of the city. The diversity of the groups that met there, make Agora the ideal name for RMC’s support and social group for Lesbian, Gay, Bisexual, Transgender, Queer community and their allies.​

  • The first meeting of Agora was held on 23 October 2017, in the Leadership Reading Room of Massey Library.  A “check in” allows each person to introduce themselves. An opportunity is then provided for the group members to mingle and share their views and experiences before reconvening for a final “check out.”​

  • Meetings occur bi-weekly, and include guest speakers, film nights, social events and discussions on various topics.​

  • We invite all members of the RMC LGBTQ+ community and their allies to participate in Agora.​​

RMC-CMR Agora Facebook page

Athena

  • RMC’s chapter of the Canadian Military Colleges Women’s Network (CMCWN) – known as the Athena Network.​

  • With the full support of the Canmilcol commandants and chains of command to provide women in the military college system with opportunities to meet and share professional experiences through mentoring and networking activities.​

  • The objective of the Athena Initiative is to support female officer cadets throughout their university career, create a climate conducive to academic thinking on issues of gender, and to provide cadets of different generations and genders with opportunities to come together and inspire one another.​

  • Participation is open to all cadets (irrespective of gender), students, faculty, staff, as well as ex-Cadets.  Free of charge.​

  • The focus of activities will include:  networking activities, speed mentoring, professional development talks, lunch n’ learns and more.​

Athena Group Facebook page

Indigenous Knowledge and Learning (IKL) WG

  • The IKL working group is a group of volunteer members, both Indigenous and non-Indigenous, from all wings of RMC (faculty, military, and cadets), interested in the indigenization and decolonization of our institution. Our vision is that of a military college where both Indigenous and non-Indigenous cadets feel at home, where Indigenous cultures are respected and promoted, and where there are several opportunities, both inside and outside the classroom, to learn about Indigenous peoples in Canada.​

  • The IKL meets every second week during the Fall and Winter terms and operates as a talking circle, following the traditions of the Anishinabe and Haudenausonee peoples. All are welcome. ​

Email for more information. 

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