Moving Toward Equity. Employment Equity and Diversity in the Nova Scotia Public Service

Transcription

1 Moving Toward Equity Employment Equity and Diversity in the Nova Scotia Public Service

2 Crown copyright, Province of Nova Scotia, 2017 Moving Toward Equity: Employment Equity and Diversity in the Nova Scotia Public Service Respectful Workplace & Corporate Diversity Nova Scotia Public Service Commission ISBN:

3 Contents Message from the Minister... 1 Introduction... 3 Background... 4 Nova Scotia Population... 4 Nova Scotia Public Service Data... 6 Nova Scotia Public Service Employee Headcount (as of March 31, 2017)... 6 Employment Equity Data... 6 Workplace Culture Employee Survey Results... 7 Designated Employment Equity Groups... 8 Aboriginal People... 8 Treaty Education... 8 African Nova Scotians...10 Other Racially Visible People...11 Persons with Disabilities...12 Accommodation...13 Women...14 Women in Under-Represented Roles...15 Women in Manager or Senior Leader Positions...15 Employment Equity Initiatives...16 Policy Reviews: Employment Equity Policy and Respectful Workplace Policy Training...16 Pathways to Advancement...16 Diverse Hiring Panel Program...17 Designated Positions...17 Diversity and Inclusion Initiatives...17 Sexual Orientation and Gender Identity...17 Mental Health Literacy in the Workplace...18 Workplace Flexibility...18 Diversity Conference...19 Diversity and Social Equity Steering Committee and the Diversity Round Table Diversity and Social Equity Steering Committee...21 Diversity Round Table...22 Departmental Diversity Committees and Employee Networks...23 Conclusion Appendix 1 Definitions...27 According to Statistics Canada...27 According to the Nova Scotia Government s Employment Equity Policy... 27

4 Message from Minister As Minister responsible for the Public Service Commission, it is my pleasure to present the Moving Toward Equity report on behalf of the Government of Nova Scotia. We are determined to become a more welcoming and inclusive public service that better represents the people we serve. This October marks the third year of our four-year Raising the Bar strategy to build diversity and inclusion in the public service. As one of the largest employers in the province, we must lead by example. Through this strategy, we are setting an example for all employers to follow. This strategy is guiding us to become more diverse, more innovative, and more accountable. We are developing programs and services with fresh ideas and perspectives and delivering them in a way that meets the needs of all Nova Scotians. We are proud of our progress, but we recognize there is much more to be done. Thank you to the individuals, committees, departments, agencies, and employee networks for their eagerness and commitment to this important priority. The positive results to date are proof of what we can achieve collaboratively and together we will achieve greater diversity, equity, and inclusion to make a difference in the lives of all people across the province. Thank you, Tony Ince Minister responsible for the Public Service Commission MOVING TOWARD EQUITY

5 Introduction Organizations that create and maintain inclusive workplaces benefit from increased employee engagement, enjoy enhanced productivity and innovation, and are able to attract and retain a skilled, diverse, and dynamic workforce. Having a diverse, culturally competent workforce that reflects our population enables us to provide more effective services to all Nova Scotians. The Government of Nova Scotia is committed to being a workforce that is diverse, inclusive, culturally competent, and free of discrimination, and that reflects the population it serves. To realize this commitment, government strives to promote diversity and inclusion in its workplaces by implementing programs, identifying and removing systemic barriers, and achieving a workforce that, at all levels, represents the diversity of Nova Scotians. Diversity is one of the five public service values respect, integrity, diversity, accountability, and the public good. The Nova Scotia Government s Employment Equity Policy is one tool that supports government s goal of promoting diversity. The policy seeks to achieve equitable representation of four designated employment equity groups: Aboriginal People Persons with Disabilities African Nova Scotians and Other Racially Visible People Women in roles in which they are under-represented Our commitment to employment equity is grounded in the historical and continued disadvantage experienced by members of designated groups including under-representation and systemic barriers to accessing employment and advancement within the public service. While an important focus is placed on the four employment equity groups, the government recognizes and values diversity in all its forms. It is also recognized that there are many aspects to a person s identity and that intersecting personal characteristics can lead to intersecting forms of discrimination. Much of the work is aligned with the goals outlined in Raising the Bar a strategy to build diversity and inclusion in the public service ( ) (novascotia.ca/psc/ employeecentre/diverseworkforce/strategy. asp). The strategy is the first of its kind for the Government of Nova Scotia and includes several strategic objectives supporting diversity and inclusion. This report provides an update on government s work toward achieving equitable representation in the public service and highlights various diversity and inclusion accomplishments during the fiscal year. MOVING TOWARD EQUITY

6 Background Diversity, inclusion, and equity are essential to our vision, mission, and strategic direction for the province. To serve the increasingly diverse populations in Nova Scotia, we need to have an inclusive, representative, and culturally competent workforce. Nova Scotians expect their government to have a diverse and culturally competent public service that reflects the people of this province. Changing labour force demographics, including youth outmigration, retirements, immigration, and regional skill shortages, are impacting the labour market. There are diverse and skilled unemployed or underemployed workers in the province who are able to meet these challenges. Our future also depends on attracting and retaining skilled workers from outside the province. Leveraging diversity can help to position the province for success in the global economy. Nova Scotia Population As of January 1, 2017, Nova Scotia s population is estimated to be 952,024. This is the second highest population estimate ever reported in Nova Scotia, just below the high of 952,333 on October 1, This figure was taken from the Finance and Treasury Board website for daily statistics. The Nova Scotia labour force, based on labour force survey estimates, was 486,600 in 2016, meaning those 15 years of age and over who, during the survey reference week, were employed or unemployed and looking for work. (Source: Statistics Canada Labour Force Survey). The table on the next page outlines the percentages of people in the Nova Scotia labour force who self-identified as a member of one or more of the four designated groups, according to statistics collected by the federal government. 4 MOVING TOWARD EQUITY

7 Designated Group Nova Scotia s Labour Force Aboriginal People 1 3.3% Black 1 1.9% Visible Minority (including Black) 1 4.6% Persons with Disabilities 2 (15 64 year olds) 9.9% Women % 1 National Household Survey (NHS), Statistics Canada, Canadian Survey on Disability, Statistics Canada, Labour Force Survey, Refer to Appendix 1 for definitions and data sources. Definitions may slightly vary from the definitions used in the Nova Scotia Government s Employment Equity Policy. The next table outlines the percentages of various diversity groups in the Nova Scotia population as a whole, compared to the labour force. Group Population, All Ages Population, 15 Years and Over Nova Scotia s Labour Force, 15 years and over Aboriginal People 1 3.7% 3.3% 3.3% Black 1 2.3% 1.9% 1.9% Visible Minority 1 (including black) 5.2% 4.7% 4.6% Immigrants 1 5.3% 5.8% 5.5% Women % % % 3 Persons with Disabilities 4 (LF year-old; Pop-15 years and over) n/a 18.8% 9.9% 1 National Household Survey (NHS), Statistics Canada, Estimates of Population (2016), CANSIM Statistics Canada, Labour Force Survey (2016), CANSIM Statistics Canada, Canadian Survey on Disability, 2012; CANSIM ; MOVING TOWARD EQUITY

8 Nova Scotia Public Service Data Nova Scotia Public Service Employee Headcount (as of March 31, 2017) As of March 31, 2017, the Nova Scotia Government employee headcount was 11,415. This headcount excludes MLAs, those who work for outside agencies, those who are employed as board members, and those who receive fees, honorariums, or pensions. Normally when we speak of positions in government we speak in terms of full-time equivalencies (FTE). The full-time equivalencies (FTE) estimates are a financial measure of what government is spending on staffing. The FTE estimates show the total number of approved funded positions each department has to meet its business plan objectives in the coming year. The FTE estimate for was 9,804. For the purpose of this report, we also look at the headcount number for the year to better understand who is working in government throughout the year. It is important to note, several people counted in the headcount number may occupy one FTE position. For example: three seasonal employees who each work four months equals one FTE. In the winter of 2016, the first Nova Scotia public service workforce census named Count Yourself In! was conducted. Its purpose was to provide a snapshot of current workforce demographics by having government employees answer a series of short questions about who they are (heritage, race, education, language, etc.). More than 6,000 public servants participated in this census. This makes up approximately 54% of the public service. The table below provides a breakdown of the representation of the four designated employment equity groups (based on those who completed the census). Please note that in the departmental results of the Count Yourself In! workforce census, data is not available for any question with fewer than 10 respondents to ensure confidentiality. Employment Equity Data Designated Group Nova Scotia Public Service (2016) Aboriginal People 2.2% African Nova Scotians 3.8% Other Racially Visible (including Black) 8.2% Persons with Disabilities 9.2% Women 59.5% Source: Count Yourself In! Workforce Census Refer to Appendix 1 for definitions 6 MOVING TOWARD EQUITY

9 The Count Yourself In! workforce census was voluntary and employees could choose not to complete the survey or not to self-identify as a member of a designated group. While this presents some limitations in the data collected, efforts continue to be actively undertaken to achieve equitable representation at all levels of the public service. Workplace Culture Employee Survey Results Every two years, the Public Service Commission (PSC) administers the How s Work Going? employee survey to measure employee engagement. Employees are asked questions on a variety of subjects including workplace culture. The most recent survey was completed in the spring of Data shown below is based on the 2017 How s Work Going? survey results. Sixty-four per cent of employees responded to the survey (includes permanent, term, and contract employees). The following percentages are a proportion of the 64%. Corporately, the 2017 How s Work Going? employee survey indicates that: 71% of employee feel they are treated respectfully at work 52% feel their department implements meaningful activities and practices that support a diverse workplace 53% would describe their workplace as healthy, safe, and supportive of their emotional well-being and 65% for their physical well-being 63% feel they have access to the resources and supports they need to address disrespectful behaviour in the workplace 15% feel that their work experience has been affected by discrimination or harassment in the workplace in the past 12 months A workplace culture of trust, fairness, safety, respect, and inclusion is foundational to enhancing diversity and equity. MOVING TOWARD EQUITY

10 Designated Employment Equity Groups Aboriginal People Government s Employment Equity Policy defines Aboriginal People as persons who identify themselves as status Indian, non-status Indian, Inuit, or Métis. Statistics Canada defines Aboriginal identity as including persons who reported being an Aboriginal person, that is, First Nations (North American Indian), Métis or Inuk (Inuit) and/or those who reported Registered or Treaty Indian status, that is registered under the Indian Act of Canada, and/or those who reported membership in a First Nation or Indian band. Aboriginal peoples of Canada are defined in the Constitution Act, 1982, section 35 (2) as including the Indian, Inuit, and Métis peoples of Canada. The following table provides a comparison between the percentages of people who identify as Aboriginal People in the Nova Scotia Labour Force based on statistics collected by the federal government to those in the public service according the Count Yourself In! workforce census. NS Labour Force NS Population All Ages NS Public Service Aboriginal People 3.3% Aboriginal People 3.7% Aboriginal People 2.2% As the table suggests, 3.3% of people in Nova Scotia s labour force identify as Aboriginal People compared to 2.2% of government employees. Treaty Education On October 1, 2015, the Province of Nova Scotia and the Mi kmaq of Nova Scotia signed a Memorandum of Understanding (MOU) that created a new partnership called Treaty Education Nova Scotia. The MOU identifies four objectives: Public Education Support Mi kmaq schools and provincial school authorities to increase knowledge, develop resources and increase awareness for all Nova Scotia students and teachers at all grades. Public Service Increase Treaty Education awareness and understanding in the Nova Scotia public service. 8 MOVING TOWARD EQUITY

11 General Public Increase awareness and understanding of Treaty Education in the general public in Nova Scotia through a public education and awareness campaign based on the phrase, We are all Treaty People. Governance Explore options to establish a joint entity to coordinate, champion and monitor Treaty Education efforts in Nova Scotia. Treaty Education refers to the development and implementation of a greater understanding of inherent Aboriginal rights of the Mi kmaq and the shared treaties as both historical and living agreements, which have ongoing rights, responsibilities, and implications. The work of Treaty Education is led by the Treaty Education Implementation Committee to complete the objectives designated by the MOU. Representation consists of Mi kmaw Kina matnewey (MK), the Council on Mi kmaq Education, Millbrook First Nation, the provincial Department of Communities, Culture and Heritage, the Office of Aboriginal Affairs, the Public Service Commission, and the Department of Education and Early Childhood Development. The committee provides organizational support for Treaty Education by coordinating work plan updates, communication amongst departments/organizations, and initiating events and activities. (Treaty Education NS, Year in Review). Government departments are leading several initiatives to support greater representation and inclusion of Aboriginal People in the Nova Scotia public service. The Department of Justice provides the L nu-way (Aboriginal Way) Training for Correctional Services staff. Fifteen classes were held in with more than 200 employees participating. A sweat lodge was constructed and sweats are now being conducted at the Northeast Nova Scotia Correctional Facility. Department of Energy maintained a full-time position in the department dedicated to Aboriginal consultation. The Office of Aboriginal Affairs created a new term Aboriginal Youth Internship position in which has been filled and extended to The Office of Aboriginal Affairs also leads planning of the annual Treaty Day Awards Ceremony, and supports the work of the Treaty Day and Mi kmaq History Month Committees among other initiatives. MOVING TOWARD EQUITY

12 African Nova Scotians African Nova Scotians are defined as those who self-identify as being indigenous Black Nova Scotians, according to the Government of Nova Scotia s Employment Equity Policy. African Nova Scotians make up the largest percentage of racially visible people in Nova Scotia (Source: African Nova Scotian Affairs, 2016). According to Statistics Canada, Nova Scotia s labour force is comprised of 4.6% racially visible people, including Black persons. Based on the Count Yourself In! workforce census, 3.8% of Nova Scotia Public Service employees identified as being African Nova Scotian. The table below compares the percentages of people who identify as a Racially Visible Person, including Black, in the Nova Scotia labour force to those in the public service according to statistics collected by the federal government and the Count Yourself In! workforce census. NS Labour Force NS Population All ages NS Public Service Visible Minority (including Black) 4.6% Black 1.9% Visible Minority (including Black) 5.2% Black 2.3% African Nova Scotian 3.8% Various government departments and committees undertook activities during the fiscal year that support greater inclusion of African Nova Scotians. Some notable examples include: The Department of Justice provided the Morton Simmonds Scholarship for two African Canadian and Indigenous students interested in a career as a correctional officer. They also continued to hire an articling clerk each year from the Indigenous Blacks & Mi kmaq Initiative. The Department of Education and Early Childhood Development co-launched the book, The ABC s of Viola Desmond. 10 MOVING TOWARD EQUITY

13 Other Racially Visible People Racially Visible Persons are defined as those who self-identify as being persons, other than Aboriginal People, who are non- Caucasian in race or non-white in colour according to the Government of Nova Scotia s Employment Equity Policy. The table below compares the percentages of people who identify as a Racially Visible Person, including Black, in the Nova Scotia Labour Force to those in the public service according to statistics collected by the federal government and the Count Yourself In! workforce census. NS Labour Force NS Population All ages NS Public Service Visible Minority (including Black) 4.6% Visible Minority (including Black) 5.2% Other Racially Visible Person (including Black) 8.2% As the table suggests, 4.6% of the Nova Scotia labour force identify as Visible Minorities compared to 8.2% of public servants who identify as Other Racially Visible Persons. When asked about race and ethnicity in broader terms, the following percentages were reported by employees: Race & Ethnicity (Check all that apply) Response Percent (%) Aboriginal 2.2% Asian 1.8% Black 3.5% Latin/Hispanic 0.2% Middle Eastern 0.7% White 81.1% Multi-racial 2.0% I identify as 3.9% Prefer not to say 4.6% Source: Count Yourself In! workforce census, MOVING TOWARD EQUITY

14 When asked about immigrant status, the following percentages were reported: NS Labour Force NS Population All ages NS Public Service Immigrant 5.5% 5.3% 5.6% Note the percentage in the labour force today is projected to be higher. While not all immigrants and newcomers are Racially Visible Persons, several programs and initiatives have supported increased representation and inclusion of immigrants and Racially Visible People in the public service in For example, The first Minister IDEAL Award was given for Diversity to a team at the Department of Community Services for their response to supporting an influx of Syrian refugees. In the Spring of 2017, the Public Service Commission participated in ISANS s (Immigrant Services Association of Nova Scotia) Work Placement Program by hosting a newcomer for a short-term internship. The Work Placement Program allows new immigrants to gain Canadian work experience, professional networks, and local references. Nova Scotia Environment held a diversity series which included a session called The Rise of Islamophobia in Canada and its Impact on Immigrants and Muslim Citizens. The Department of Health and Wellness s Diversity Committee members attended ISANS webinars on workplace culture, diversity, inclusion, and leadership. The Department of Natural Resources worked with ISANS to host cultural competency training for all hiring managers. Persons with Disabilities The Province of Nova Scotia s Employment Equity Policy defines Persons with Disabilities as persons who identify, or believe that an employer or potential employer is likely to identify, that the work environment may create a barrier. These barriers must be due to a long-term or recurring physical, mental, sensory, psychiatric, or learning impairment whether or not the disability can be seen/recognized by others. The United Nations Convention on the Rights of Persons with Disabilities recognizes the right of Persons with Disabilities to work on an equal basis with others. This includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive, and accessible to Persons with Disabilities. 12 MOVING TOWARD EQUITY

15 Based on data from Statistics Canada, Persons with Disabilities in Nova Scotia are approximately twice as likely as persons without disabilities to be unemployed, with considerable variation depending on the type of disability. The following table provides a comparison of the percentages of people who identify as a Person with a Disability in the Nova Scotia labour force to those in the public service according to statistics collected by the federal government and the Count Yourself In! workforce census. NS Labour Force NS Population 15+ yrs Nova Scotia Public Service Persons with Disabilities (15 64 yrs.) 9.9% Persons with Disabilities 18.8% Persons with Disabilities 9.2% The table indicates that 9.9% of Nova Scotia s labour force identify as Persons with Disabilities as compared to 9.2% of public servants who participated in the Count Yourself In! workforce census. Nearly one third of those respondents reported a physical disability while nearly a quarter reported a psychological or mental disability. Eleven per cent of respondents reported sensory disabilities (e.g., hearing, sight impairments). Created to give Persons with Disabilities a greater voice and to identify opportunities to create a more inclusive work environment for public servants, the Disability Employee Network is one of the newest employee networks and has become an important partner in our shared work toward equity and inclusion. In addition to this, the Department of Labour and Advanced Education held a campaign called Not Myself to help reduce the stigma of mental illness in the workplace. Accommodation Accommodation is a collaborative, individualized, and inclusionfocused process where an employer removes barriers in recruitment and selection, as well as in other areas of employment and in the workplace. The Human Rights Act requires employers to accommodate employee differences by providing reasonable accommodation to support the individual needs of employees based on specific protected characteristics. Improving physical accessibility to the workplace and provision of alternative work arrangements are just two examples of accommodation. Reasonable accommodation indicates a duty to accommodate unless it would result in undue hardship to the employer. MOVING TOWARD EQUITY

16 The Public Service Commission has updated the guidelines for managers to help them meet their obligations to provide reasonable accommodations needed by employees with disabilities: Duty to Accommodate Physical and Mental Disability Guidelines. The aim of accommodations is to promote full participation of Persons with Disabilities in the workplace by ensuring the workplace is accessible, inclusive, and free of discrimination. Based on the results of the Count Yourself In! workforce census, approximately 28% of government employees who self-identified as a Person with a Disability also report that they require a workrelated accommodation. Many Persons with Disabilities do not require accommodations. However, identifying, removing, and preventing barriers can enhance accessibility for everyone. Women According to the Province of Nova Scotia s Employment Equity Policy, women refers to women in positions or occupations where they are underrepresented. In the Count Yourself In! workforce census, women are defined as persons who define their gender identity as female/woman; regardless of sex assigned at birth, gender expression, or status of social/medical transition. The table below compares the percentages of people who identify as a woman in the Nova Scotia Labour Force, according to statistics collected by the federal government, to those in the Nova Scotia Public Service, according to statistics collected by the Count Yourself In! workforce census. NS Labour Force NS Population All Ages NS Public Service Women 49.1% Women 51% Women 59.5% As the table highlights, almost 60% of public servants who responded to the Count Yourself In! workforce census identified as being a woman, compared to the approximately 50% women who comprise the Nova Scotia labour force. 14 MOVING TOWARD EQUITY

17 Women in Under-Represented Roles The following table highlights occupations in Nova Scotia in which women are under-represented. For the purposes of this report, occupations in which women make up 30% or less of employees in that occupational group are considered underrepresented. Nova Scotia Occupational Groups Trades, transport and equipment operators, and related occupations Natural resources, agriculture, and related production occupations Percentage of Women 6% 18% Natural and applied sciences and related occupations 22% Occupations in manufacturing and utilities 25% Source: Statistics Canada. Table Labour force survey estimates (LFS), by National Occupational Classification (NOC) and sex, annual (persons unless otherwise noted), CANSIM database (accessed: ). The under-representation of women in certain occupations is due to systemic, attitudinal, or situational barriers, such as hiring and selection processes, sexism toward women s work, and a lack of mentors, for instance. However, in some circumstances, the statistics may also reflect a choice, as some women may choose not to work in certain occupations, and some women choose not to work full time. Women in Managerial or Senior Leader Positions The table below illustrates the distribution of women in the Nova Scotia Public Service according to job level. Of those who responded to the census, over 50% of managers and senior leaders in the public service identified as women, compared to the 41% of women in management occupations in the Nova Scotia labour force. Job Level Women Employee 65.3% Supervisor 46.0% Manager 51.7% Senior Leader 53.0% Source: Count Yourself In! workforce census, MOVING TOWARD EQUITY

18 The following are examples of some accomplishments toward the equitable inclusion of women in government workplaces in : The Department of Energy increased its representation of women in roles related to science, technology, engineering, and mathematics to 40%. The Department of Transportation and Infrastructure Renewal worked with community partners to support the hiring and mentoring of women in traditionally under-represented roles. Employment Equity Initiatives Various government-wide programs and initiatives were undertaken related to employment equity. Some noteworthy examples include: Policy Reviews: Employment Equity Policy and Respectful Workplace Policy A review of both the Employment Equity Policy and the Respectful Workplace Policy began in the fiscal year and included a jurisdictional scan, best practice research, and initial stakeholder consultation. Training Ongoing training on diversity and employment equity continues across the province with the addition of online webinars related to respectful workplace, diversity, and psychological health and safety. Pathways to Advancement Pathways to Advancement is a program that supports progression within the public service of employees who self-identify as members of designated employment equity groups. Through targeted and tailored development, employees who take part in the program focus on skills growth, competency development, and career advancement over a one-year period. The program was piloted with five departments in the fiscal year. 16 MOVING TOWARD EQUITY

19 Diverse Hiring Panel Program The Diverse Hiring Panel Program is made up of employees from across the provincial government who self-identify as a member of one of the four employment equity groups. A diverse roster of approximately 40 qualified panelists was created to support hiring managers to assemble diverse hiring panels. The intent of having diverse hiring panels includes eliminating barriers by applying a diversity lens to the process and welcoming diversity of thought in decisions about hiring. Designated Positions A streamlined process was created to designate positions in the public service. Designated positions are positions limited to applicants from employment equity groups. This serves as one tool to help increase equitable representation in the public service. Diversity and Inclusion Initiatives Complementing initiatives to support employment equity and the four designated groups, there have been several accomplishments in the areas of diversity and inclusion more broadly. Sexual Orientation and Gender Identity Since Raising the Bar was released in 2014, the Province of Nova Scotia has placed increased emphasis on affirmation and inclusion of diverse sexes, sexual orientations, gender identities, and gender expressions in the workplace. Government has delivered on the two related commitments made in the strategy, including Delivering a Positive Spaces program for all government workplaces - The program continues to grow and evolve to meet demand. The total number of allies is over 80 across 21 departments and agencies. Developing and implementing guidelines to support and include trans and gender variant employees in the workplace: - Released in May 2016, the work is ongoing to raise awareness and support implementation. MOVING TOWARD EQUITY

20 Several departmental diversity committees identified the area of sexual orientation and gender identity for additional learning, including a focus on employees taking the PSC provided Sexual Orientation and Gender Identity 101 education session and using an outside organization to host workshops. Mental Health Literacy in the Workplace It is recognized that stigma associated with mental illness and the negative behaviours that result is a major barrier that prevents individuals from asking for support. In the spirit of inclusion, intentional efforts have focused on workplace mental health. The Working Mind: Workplace Mental Health and Wellness education program continues to expand and over 2600 employees have participated to date. In 2017, the program was broadened to include a specific adaptation for employees working in community and facility corrections whose workplace situations are more similar to first responders. The facilitated programs create positive dialogue around myths and perceived barriers for individuals living with mental health concerns and resources available to support mental well-being. Workplace Flexibility FlexNS is about creating the conditions that allow people to do their best work. We know this can be achieved by improving the health and well-being of employees, aligning our physical space to our work needs, and focusing on outcomes. Flexible work arrangements can assist in recruiting and retaining employees, especially Persons with Disabilities who may place greater value on flexibility. Within the past year, government increased the number of departmental work units who have implemented FlexNS. Currently, nine implementations are underway across government with the potential for an additional three to begin in Fall/Winter Initial evidence suggests that the program may increase team collaboration, improve team communication, build more trusting and supportive teams, and increase engagement. The initial results also suggest that the time employees claim (i.e., general illness, family illness) has decreased because FlexNS provides more flexible work hours/days for staff to attend to personal needs. 18 MOVING TOWARD EQUITY

21 Diversity Conference The second biennial Public Service Diversity Conference was held on October 26, 2016, at the World Trade and Convention Centre in Halifax with more than 300 public servants in attendance. The day-long conference was organized and hosted by the Nova Scotia Government employee networks. At that time, these groups included the African Canadian Women in Public Service Network; the Lesbian Gay Bisexual Transgender and Intersex Network; GoverNEXT; the NS Disability Employee Network; and the First Nations/L nu Network, supported by the Diversity Round Table and the Public Service Commission. The conference theme was Learn.Engage.Act. Along with several inspirational and educational presentations and activities, the agenda featured two powerful keynote speakers: Marie Wilson, one of the three commissioners chosen to lead the historic Truth and Reconciliation Commission of Canada, probing into the history and impacts of more than a century of forced residential schooling for Aboriginal children. Marie has lived, studied, and worked in cross-cultural environments for almost 40 years, including Europe, Africa, and various parts of Canada. Mark Wafer, the owner of six Tim Hortons restaurants in Toronto. Over the past 20 years, Mark and his wife Valarie have hired 127 Persons with Disabilities to fill meaningful and competitively paid positions in all areas of the business operations, from entry-level to logistics, production, and management. They currently employ 46 Persons with Disabilities in a workforce of 250. Mark believes there is a clear business case for inclusive employment. Government departments are also working individually and collaboratively toward diversity and inclusion objectives. Some examples of departmental initiatives include: In February 2017, the Department of Communities, Culture and Heritage unveiled its first comprehensive Culture Action Plan to promote the province s culture and creative economy. It focuses on the promotion, development, preservation, and celebration of the province s culture, heritage, recreation, identity, and languages. The Department of Seniors identified and committed to the principles of diversity, inclusion, and intersectionality in the development of SHIFT: Nova Scotia s Action Plan for an Aging Population. SHIFT was released in March MOVING TOWARD EQUITY

22 During the summer of 2016, the department pursued a public engagement exercise to help inform the action plan development. Led by the Nova Scotia Centre on Aging on behalf of government, the public engagement exercise included seven community conversations with representatives of diverse groups, including First Nations, Aboriginals People living off-reserve, African Nova Scotians, LGBTIQ2+ communities, newcomers to Canada, Persons with Disabilities, and francophone communities. In response to comments from many diverse communities, SHIFT commits government to cultural competence training for government employees and, in keeping with Nova Scotia s Culture Action Plan, ensures that government programs and services include the perspectives and needs of older adults and diverse communities. Communications Nova Scotia continues to encourage people from diverse backgrounds to enter the communications field through the Diversity Bursary which began in This year three bursaries were awarded, worth $1,000 each. Department of Justice awarded two scholarships in to African Canadian and Indigenous students attending the Correctional Services program at the Nova Scotia Community College. Nova Scotia Environment delivered a series of presentations on diversity-related topics including Truth and Reconciliation, Accessibility, and The Rise of discrimination against Muslim people in Canada. Executive Council Office and the Office of the Premier offered Diversity and Employment Equity training for all staff. Department of Education and Early Childhood Development incorporated a diversity-related performance goal in performance plans for all management staff. The joint diversity committee for the Department of Municipal Affairs and Service Nova Scotia (now separated into two committees) diversity intranet site was launched which includes information from the Diversity Round Table and employee networks. The committee has also created a specific address for diversity-related questions and a Yammer page for diversity-related topics. Department of Internal Services and Service Nova Scotia both achieved Bronze certification in the Excellence Canada Innovation and Wellness Standard in This national standard includes requirements related to diversity. 20 MOVING TOWARD EQUITY

23 The Public Service Commission developed new learning and development modules to support public servants with navigating multiple generations in the workplace and having difficult conversations. During November and December 2016, the Public Service Commission Diversity Council updated and released a second edition of the Recognizing Diversity During the Holidays toolkit. The objective is to help raise awareness of diversity, inclusion, and various aspects of psychological health during the holiday season. In the second edition, ideas on all-gender gift giving were included, as well as caregiving during the holidays. Diversity and Social Equity Steering Committee and the Diversity Round Table Diversity and Social Equity Steering Committee The Diversity and Social Equity Steering Committee provides strategic direction and leadership on corporate diversity and social equity related issues, building a cohesive and strategic vision for action. Accountable to the Deputy Minister Champion for Diversity and Social Equity, Laura Lee Langley, the steering committee is comprised of representatives from the Department of Communities, Culture and Heritage, Executive Council Office, and the Public Service Commission as well as the Co-chairs of the Diversity Round Table. The Diversity and Social Equity Steering Committee focused on three priorities in : Leading development, improvement, and alignment of diversity and inclusion related learning and development offerings for public servants Planning implementation of a social equity lens to support inclusive policy analysis Documenting the history of diversity and social equity work in the Nova Scotia Government to inform the future MOVING TOWARD EQUITY

24 Diversity Round Table The Diversity Round Table is an interdepartmental forum focused on matters related to diversity and inclusion. It is comprised of representatives of government departments, agencies, employee networks, and unions of government employees. The Diversity Round Table is accountable to its Deputy Minister Champion and to the Diversity and Social Equity Steering Committee. The Diversity Roundtable: promotes education, awareness, communication, and understanding related to diversity and inclusion throughout government provides input and advice on diversity and inclusion policies, programs, and initiatives creates opportunities to enable information and resource sharing and collaboration among members was a busy year for the Diversity Round Table as it welcomed a new champion, Deputy Minister Tracey Taweel; developed a comprehensive document that outlines the history of the Diversity Round Table from inception until 2015; reviewed its planning and reporting processes; and hosted various guest speakers. The Round Table also facilitated departments, offices, agencies, and employee networks sharing information, discussion, and advice on a range of topic including: Appointments to agencies, boards, and commissions Pathways to Advancement program Treaty Education Initiative Various other diversity, inclusion, and equity initiatives The Diversity Round Table continues to support implementation of the Raising the Bar diversity and inclusion strategy. 22 MOVING TOWARD EQUITY

25 Departmental Diversity Committees and Employee Networks The Nova Scotia Government has several employee networks and departmental committees focused on diversity and inclusion. Active participation in these groups provides opportunities for professional development in various areas including leadership, presentation skills, communication, team work, strategic thinking, budgeting, and event planning. Most departments have diversity committees that develop and implement various diversity-related events and activities for staff. Some also support employment equity planning and reporting in their departments. Diversity committees may also help to ensure there is a diversity lens applied to departmental initiatives. Departments report annually to the Public Service Commission on its diversity work and much of this work is credited to these diversity committees. Employee networks are employee-driven affinity groups that support diversity and inclusion in the public service. Below is a list of accomplishments made by the current employee networks: 1 African Canadian Women in the Public Service aims to ensure equity of opportunity in employment, promotion, and professional development for African Canadian women in the Nova Scotia Public Service. It is guided by the Nova Scotia public service values and by Africentric principles and provides a forum for networking, mentoring, and validation of shared experiences. Accomplishments: Hosted Interviewing 101 Straight Talk and Tips, where a Public Service Commission representative shared tips for preparing for job interviews with members. This was followed with a practice workshop with members. Held a networking event where leaders from across government were invited to meet and network with members. Completed Leadership Development Program: five network members graduated from leadership development programs, three in the manager stream and two in the supervisor stream. MOVING TOWARD EQUITY

26 2 First Nations/L nu is a network that represents, promotes, and facilitates the interests and aspirations of present and future First Nations/L nu public servants in Nova Scotia. Accomplishments: Appointmented a new network chair Held an awareness session on two-spirit identity co-hosted with the LGBTI Network in the Indigenous space at the Halifax Central Library 3 GoverNEXT is a community of engaged Nova Scotia public servants from across demographics, disciplines, and departments aimed at exploring and implementing the next generation of ideas on how the public service works. It is open to all ages and focuses on collaboration, networking, professional development, and innovation. Accomplishments: Held a panel discussion on the Strength of Diversity at the Annual General Meeting (AGM) in March The panel included Jude Gerrard (Nova Scotia Government), Ann Divine (Ashanti Leadership), and Kathryn Bates-Khan (Immigrant Services Program, YMCA). Built stronger connections with regional offices, which is ongoing: GoverNEXT is continuing to build stronger connections with regional offices. For the past two years, its AGM included regional events, and last year was extended to include a Cape Breton event. Collaborated with the federal government s Future Leaders Network of Nova Scotia (FLNNS) and the Institute of Public Administration Canada (IPAC) to deliver Policy Hack 2.0, a competitive policy competition. Policy Hack 2.0 was open to all federal and provincial government employees, regardless of their experience or position, and fostered creative solutions to complex problems. 4 The LGBTI (Lesbian, Gay, Bisexual, Transgender, and Intersex) Network works to create and maintain supportive work environments for employees of diverse sexual orientations, sexes, gender identities, and gender expressions. The network is also supported by the engagement of employees who identify as allies and who work together to create and maintain supportive workplaces for LGBTIQ+ employees. Accomplishments: Launched first ever two-year strategic action plan 24 MOVING TOWARD EQUITY

27 Hosted four core annual events (Annual General Meeting, Pride Flag Raising, Pride Parade Float, Holiday Gathering) as well as three lunch & learns (Transgender Day of Remembrance, Bisexuality Visibility, and Two Spirit Identities) Hosted Pride Flag Raising event for employees and members of the public both in-person and via livestream with a record number of participants (over 1,200 attendees) Built strategic partnership with Communications Nova Scotia to promote LGBTIQ+ pride in both internal and external communications 5 Nova Scotia Disability Employee Network is a network created to give Persons with Disabilities a voice to discuss opportunities to create a more inclusive work environment. Mandate: to promote awareness of disability issues for employees of the province to influence and promote the consistent application of new and existing guidelines, policies, programs, and practices to promote disability education and training on inclusion and accessibility to advocate for career advancement and development for employees with disabilities 6 Immigrant / Newcomer Network (INN) is comprised of immigrants, newcomers, and allies from across government departments. Key objectives of this network are to provide peer support and advocacy, and to make public service a more inclusive, supportive, culturally competent, and responsive organization. Accomplishments: Organized a two-day strategic planning session, including creating a member survey and conducting research on barriers and challenges immigrants face, consulting other employee networks, and conducting a jurisdictional scan Delivered presentations at the 2016 Public Service Diversity Conference MOVING TOWARD EQUITY

28 Conclusion Fiscal year was a year of many accomplishments on our pathway toward diversity and equity in the Nova Scotia public service. While we are proud of our collaborative successes, we recognize that barriers to employment and advancement in the public service remain. The Government of Nova Scotia remains committed to providing a workplace in which diversity is valued, respected, and celebrated. Employees and managers are encouraged to promote equity and fairness not only in their hiring and human resource practices within their workplace, but in all the work they do on behalf of government. We continue our commitment to: being a model employer that embraces diversity as an organizational strength in all aspects and specifically seeks representation of the diversity of people we serve at all levels of the public service identifying and removing barriers of racism and discrimination that exclude or disadvantage employees or applicants being an inclusive organization being a learning organization that supports development of all employees developing strong partnerships with stakeholders and communities having employees who are culturally responsive and provide excellent services to all Nova Scotians 26 MOVING TOWARD EQUITY

29 Appendix 1 Definitions According to Statistics Canada Aboriginal People/Identity Aboriginal identity includes persons who reported being an Aboriginal person, that is, First Nations (North American Indian), Métis or Inuk (Inuit) and/or those who reported Registered or Treaty Indian status that is registered under the Indian Act of Canada and/or those who reported membership in a First Nation or Indian band. Aboriginal peoples of Canada are defined in the Constitution Act, 1982, section 35 (2) as including the Indian, Inuit and Métis peoples of Canada. Disabled Disabled includes all adults aged 15 and over (as of Census/ NHS day, May 10, 2011) who had an activity limitation or a participation restriction associated with a physical or mental condition or health problem and were living in Canada at the time of the Census/NHS. Visible Minority Visible minority refers to whether a person belongs to a visible minority group as defined by the Employment Equity Act and, if so, the visible minority group to which the person belongs. The Employment Equity Act defines visible minorities as persons, other than Aboriginal peoples, who are non-caucasian in race or non-white in colour. The visible minority population consists mainly of the following groups: South Asian, Chinese, Black, Filipino, Latin American, Arab, Southeast Asian, West Asian, Korean, and Japanese. According to the Nova Scotia Government s Employment Equity Policy Aboriginal People Persons who identify themselves as status Indian, non-status Indian, Inuit, or Métis. African Nova Scotians Persons who identify themselves as indigenous black Nova Scotians. MOVING TOWARD EQUITY

30 Persons with Disabilities Persons who, for the purposes of employment, identify themselves or believe that an employer or potential employer is likely to consider that the workplace environment may create a barrier due to a long-term or recurring physical, mental, sensory, psychiatric, or learning impairment. Racially Visible Persons Persons, other than Aboriginal People, who are non-caucasian in race or non-white in colour. Women Refers to women in occupations or positions in which they are underrepresented. 28 MOVING TOWARD EQUITY