Employment equity annual report, 2021-2022

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Introduction

In compliance with the requirements of the Employment Equity Act, this Employment Equity Report presents statistical information and highlights employment equity related initiatives and activities undertaken at Parks Canada from April 1, 2021, to March 31, 2022. The report also provides a picture of Parks Canada’s ongoing progress in implementing employment equity.

While employment equity focuses on four groups (women, Aboriginal peoples^Footnote1, persons with disabilities, and members of visible minority groups), this report also includes two-spirit, lesbian, gay, bisexual, transgender, queer, intersex, and additional sexually and gender diverse people (2SLGBTQI+).

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Parks Canada overview

Parks Canada is an agency of the Government of Canada that operates across the country. There are a total of 34 field units geographically located across Canada, with a large majority located in rural areas. Field units are groupings of national parks/national park reserves, national historic sites, including historic canals, national marine conservation areas, and a national urban park that deliver programs, including on-site services to visitors. These field units are grouped into six regions: British Columbia and Yukon; Alberta; Prairies and Northwest Territories; Ontario and Waterways; Quebec and Nunavut; and Atlantic. In total, the field units are responsible for managing and administrating 171 national historic sites, including nine historic canals, 48 national parks, Rouge National Urban Park, and five national marine conservation areas. The National Capital Region is separated as it includes the national office only.

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Self-identification

Self-identification forms are routinely completed by Parks Canada employees. In 2021-2022, the completion rate for the self-identification form was 92%, consistent with the high completion rate of past years.

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Workforce profile and employment equity designated groups representation – Highlights 2021-2022

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, 2022, Parks Canada had a total workforce of 5843 indeterminate and determinate employees in 14 employment equity occupational groups. Due to the seasonal nature of many of Parks Canada’s operations, nearly 50% of its workforce is comprised of seasonal and term employees during the high operational summer season.

From April 1, 2021¬ to March 31, 2022, Parks Canada hired 1,728 external employees, while 1,655 employees, comprised of indeterminate and term (greater than three months) employees left. Semi-professionals and technicians continued to be the largest employment equity occupational group at Parks Canada totalling 1,459 employees, followed by the Professionals category at 1,327 employees, Other Sales and Service Personnel at 641 employees, and Other Manual Workers at 530 employees.

The following sections – along with tables under Appendix B – denote Parks Canada’s findings and analysis on the representation of women, Indigenous peoples, members of visible minorities and persons with disabilities in the workforce as of March 31, 2022, as well as their rates for external recruitment, promotion and separation.

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

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Employment equity at Parks Canada in 2021-2022

Fostering a high-performing, diverse, and inclusive workforce focusing on business innovation and workforce equity, accessibility, inclusion, and diversity, are some of Parks Canada’s organizational priorities.

Following are some employment equity and diversity highlights related to Parks Canada’s work for 2021-2022:

A. Governance

I. Co-champions and networks

Parks Canada's Co-Champions are representatives for equity and diversity groups across the organisation. They advocate for and support employee networks as well as help create a diverse and inclusive workplace. In 2021, Parks Canada reviewed its champion structure and redefined their roles and responsibilities in order to better serve the employee communities. In 2021-2022, as part of their responsibilities, they also promoted best practices and events, shared communications to foster inclusion, and strived to ensure that employee inclusion was at the heart of Parks Canada operations.

II. Parks Canada inclusion, diversity, equity, and accessibility council

The Parks Canada Inclusion, Diversity, Equity, and Accessibility Council was also introduced at the end of the fiscal year 2021. Chaired by Parks Canada’s President and Chief Executive Officer, membership includes Co-Champions, Senior Management Committee members, the Ombuds, representatives from equity group networks, and Union representatives. The Council aims to meet at least twice per year to report on activities, share information, best practices, and provide advice that supports horizontal integration of efforts across Parks Canada’s policies, programs, and activities.

III. Values, ethics, diversity and inclusion directorate

The Values, Ethics, Diversity and Inclusion Directorate (VEDI) was created as part of Parks Canada’s response to the 2021 Call to Action on Anti-Racism, Equity, and Inclusion, and the Minister’s Round Table on Parks Canada 2020. It reflects Parks Canada’s commitment to a diverse and inclusive workplace that enhances, fosters, and strengthens Inclusion, Diversity, Equity, and Accessibility (IDEA). VEDI helps guide and support programs, policies, and activities across Parks Canada to meet IDEA-related objectives and supports the creation of a more compassionate, human-centred, and welcoming workplace culture.

IV. Employment systems review

Parks Canada conducted an Employment Systems Review (ESR). The methodology included a review of human resources policies and practices; demographic analysis; and, individual interviews as well as group discussions with employees. In addition to the four employment equity designated groups, the review also included 2SLGBTQI+ employees. Parks Canada is reviewing the recommendations, including the ways that these recommendations can be implemented through the Parks Canada Accessibility Action Plan and Employment Equity Action Plan.

B. Recruitment initiatives

I. Designated group representatives on selection boards

Parks Canada continues to require representation of employment equity designated groups on selection boards, whenever possible. As well, selection board members continue to be trained on bias-free selection and those who may have limited experience are provided additional expertise and support by including a human resources team member or another experienced manager on the board. As members of selection boards, these representatives are involved in developing the assessment tools and have the opportunity to review staffing documents to help reduce barriers and improve the effectiveness of the selection processes.

II. External recruitment advertising

As reported last year, recruitment posters and job advertisements continue to routinely brand Parks Canada as an employer that values diversity and inclusion and encourages candidates from employment equity groups to apply. Certain regions share posters of interest to various employment equity group partners to promote job opportunities within Parks Canada. While being the most commonly used, the Public Service Recruitment System (PSRS) can present barriers to candidates. As such, a numbers of regions accept applications in an alternate format. Various steps are taken to remove potentially unnecessary barriers in posters that could prohibit applicants from equity groups from being considered. A variety of staffing tools such as brochures, posters, and short training courses have been developed to facilitate and explain the application process within the public service. Some are also available in Indigenous languages.

III. Parks Canada youth employment and skills strategy program

Parks Canada participates in the Youth Employment and Skills Strategy (YESS) program led by Employment and Social Development Canada. YESS is an integrated program, which aims to provide flexible and holistic services to support all young Canadians in developing skills, and gaining paid work experience to successfully transition into the labour market.

In 2021-2022, Parks Canada hired 1,352 youth from YESS. The objective for 2021-2022 was that one quarter (25%) of all YESS hires self-identify as Indigenous, visible minority, or persons with disabilities. Parks Canada surpassed this target with 41.8% of youth self-identifying as Indigenous (19.49%); Visible Minorities (16.09%); and, Persons with Disabilities (6.21%). Women accounted for 51.82%.

The following are some examples of Parks Canada’s YESS program participation across Canada:

• Newfoundland & Labrador East Field Unit
  The Field Unit sought to diversify its workforce through engagement with approximately 45 organizations including Autism Society of Newfoundland and Labrador, Stella’s Circle, Choices for Youth, and Qalipu First Nation to recruit people of colour, neuro-diverse individuals as well as individuals from underrepresented socio-economic groups.
• Saskatchewan South Field Unit
  Motherwell Homestead National Historic Site in southern Saskatchewan was able to use YESS program funding to hire a local rural youth with down’s syndrome to perform general maintenance duties. The youth’s parent worked with and helped Parks Canada employees to understand, learn and adapt. With Covid-19, other local opportunities were not available, and this YESS employment provided the opportunity for meaningful work.
• Lake Louise, Yoho & Kootenay Field Unit
  The Lake Louise, Yoho & Kootenay Field Unit’s target for YESS hires were employment equity groups and youth facing barriers to employment. The Field Unit also set aside several specific positions for indigenous community hires.

A Volunteer Peer Support Group was created to support and advise YESS participants, to answer questions about career development at Parks Canada and also to provide support based on their own first-hand experiences. The Field Unit worked directly with accessibility organizations (Rocky Mountain Adaptive, LiveWorkPlay) along with local schools, guidance counsellors and teachers to recruit persons with disabilities. The field unit also communicated with local community resources and employment agencies that provide support to, or work with, women’s centres, new Canadians, disabled persons, racialized communities, youth centres, and family support organizations.

C. Development programs

I. Sponsorship program

Parks Canada is piloting the Sponsorship Program – a component of the government’s Mentorship Plus program – for Indigenous Peoples, Visible Minorities, Persons with Disabilities, and the 2SLGBTQI+ community. Its goal is to support leadership development for high potential employees within under-represented employment equity and equity-seeking groups to increase the representation of members from these groups in executive positions. Sponsors, who are executives, use their networks and experience to ensure that their protégés have access to developmental opportunities that might not be known or published. The first cohort of the Sponsorship Program will be launched in fall 2022.

II. Mosaic leadership development program

Parks Canada is participating in the Mosaic Leadership Development Program launched by the Office of the Chief Human Resources Officer (OCHRO) at the Treasury Board Secretariat. This program provides leadership development and appointment opportunities to diverse talent among under-represented groups, skills development and assignments with the potential to take on senior leadership and executive roles. One of the two proposed candidates from Parks Canada was selected for the first cohort of the program.

D. Accessibility, accommodations and employee wellness

In 2020, when Parks Canada held public consultations for the Minister’s Round Table, the principle of Nothing Without Us was adopted and Parks Canada committed to work closely with staff and experts to support the implementation of the Accessible Canada Act. Following up on this commitment and to support the development of the Accessibility Action Plan, Parks Canada held a series of consultations with employees to gather their perspectives and lived experiences concerning accessibility. This employee feedback along with the input received during the Minister’s Round Table have informed the development of the Pars Canada Accessibility Action Plan.

Parks Canada also has a Disability Management Program, which includes a Disability Management Policy and guidelines, a toolkit, and a governance framework. The Program, accessible to all Parks Canada team members on the Intranet, is based on a comprehensive, proactive workplace health strategy that incorporates prevention, early intervention, accommodation, and rehabilitation. These measures support the continued employment and promotion of employees experiencing an illness, injury, or disability limiting the ability to work. Lastly, many regions have implemented innovative initiatives to ensure employees feel safe in the workplace. For example, in the Mainland Nova Scotia Field Unit, the Red Sweater Initiative provided good results after the testing phase. It gives isolated and public-facing employees a safe way to ask for help in difficult situations without alerting visitors. Also, multiple awareness and training campaigns were offered to Parks Canada employees in several regions to promote an accessible and inclusive work environment.

E. Indigenous employee training fund

Parks Canada aims to address barriers to retention, career development, and advancement for Indigenous employees as identified in the whole of government strategy, Many Voices One Mind: A Pathway to Reconciliation. As a tangible response, the Indigenous Affairs Branch (IAB) and Human Resources and Employee Wellness Directorate (HREWD) developed the Indigenous Employee Training Fund (IETF). The total amount allotted for the period of 2021-22 for the IETF fund was $86,500, for a total of up to $5,000 per participant. A total of 29 employees benefited from the training fund for indigenous employees.

F. Collaborative work plan for indigenous employees at Parks Canada

A questionnaire was created in an effort to identify current barriers faced by Indigenous employees with respect to recruitment, retention and cultural competency. The objectives of the Indigenous Employees Questionnaire were to seek insights directly from Indigenous employees and to encourage ongoing dialogue and relationship building.

In September/October 2021, the Indigenous Employee Questionnaire was shared with 425 employees who self-identify as Indigenous. In November 2021, a discussion session on questionnaire results was held with Indigenous Employees supported by an Elder. A series of additional discussions were held with Indigenous employees to deep-dive issues and gain insights, which resulted in the development of a collaborative action plan.

One of the outputs of these discussions is the creation of the Indigenous community-based network to advance the collaborative multi-year Action Plan developed by Human Resources and Employee Wellbeing Directorate, Indigenous Workforce Strategies Team, Indigenous Relations Team within the Indigenous Affairs Branch, Co-Champions and Indigenous Employees. Activities through ongoing engagement include:

• employee wellness;
• improve cultural competency by increasing awareness; and,
• develop meaningful actions around recruitment and retention.

Parks Canada acknowledges the diversity of Indigenous employees’ experiences in different work places. It is committed to supporting Indigenous employees through dialogue to increase awareness and working collaboratively to take tangible actions to address complex and sensitive issues.

G. Commemorations and diversity communications

Parks Canada continued to promote national commemorative events related to diversity, equity and inclusion. The following was promoted to all Parks Canada team members in 2021-2022:

• Mental Health Week – May 3-9, 2021
• International Day Against Homophobia, Transphobia, and Biphobia – May 17, 2021
• Indigenous Awareness Week – May 25-28, 2021
• Gender-based Analysis Plus (GBA+) Awareness Week – May 9-13, 2021
• National Indigenous History Month – June 2021
• National Indigenous Peoples Day – June 21, 2021
• Emancipation Day – August 1, 2021
• Public Service Pride Week – August 23-27, 2021
• Gender Equality Week – September 20-24, 2021
• National Day for Truth and Reconciliation – September 29, 2021
• Orange Shirt Day – September 29, 2021
• LGBT History Month – September 2021
• Mental Illness Awareness Week (MIAW) – October 3-9, 2021
• Women’s History Month – October 2021
• Disability Employment Awareness Month – October 2021
• International Day of Persons with Disabilities – December 3, 2021
• Black History Month – February 2022
• International Day of Women and Girls in Science – February 11, 2022
• International Women’s Day – March 7, 2022
• International Day for Elimination of Racial Discrimination – March 23, 2022
• National Indigenous Languages Day – March 31, 2022

 

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Beyond employment equity: Diversity and inclusion

A. Diversity and inclusion awareness sessions

As part of the Values, Ethics, Diversity and Inclusion Directorate’s (VEDI) education and awareness initiatives, Dr. Nadia Ferrara, Senior Director of VEDI, provided 21 Diversity and Inclusion Awareness sessions focusing on Cultural Humility to 452 Parks Canada team members, and 2 sessions outside of Parks Canada (Justice Canada and Canadian Heritage) to 275 participants, for a total of 727 participants in 2021-2022.

B. Two-spirit, lesbian, gay, bisexual, transgender, queer or questioning, intersex, asexual, and additional sexual orientations and gender identities (2SLGBTQI+)

In addition to the four employment equity groups, Parks Canada is committed to the Government of Canada’s priority of strengthening diversity and inclusion so that all Canadians can participate fully as members of Canadian society. This commitment extends to promoting equality, protecting rights, and addressing discrimination against 2SLGBTQI+ and other diverse communities, both past and current. The following are some initiatives that Parks Canada took in this regard for 2021-2022:

• Launch of the Positive Space Initiative at Parks Canada
• Creation and promotion of the Pronouns Poster
• Presentations of the Gender Friendly Toolkit (GFT) given across Canada to employees
• Highlighting and recognizing certain events and days such as:
• International Day against Homophobia, Biphobia, and Transphobia
• Pride Month
• Intersectionality & Public Service Pride Week 2021

C. Gender-based analysis plus (GBA Plus)

During 2021-2022, Parks Canada continued advancing GBA Plus commitments across the organization. The “Introduction to GBA Plus” training was made mandatory for all executives and managers, and GBA Plus presentations were given to raise awareness. In addition, Parks Canada, in collaboration with external consultants, undertook two major GBA Plus pilot projects:

• Gender and intersectional consideration analysis of the Province House National Historic Site Exhibit, and
• Gender and intersectional consideration analysis of the Uniform Program.

Parks Canada also conducted an evaluation of its General Class Contribution Program, including a GBA Plus lens that evaluated how the program’s processes impacted different recipient groups, including Indigenous governments and organizations. The final report outlining findings and recommendations will be published in 2022-2023 and will support Parks Canada in its efforts to identify GBA Plus data gaps and further develop inclusive and equitable processes.

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Conclusions

In 2021-2022, Parks Canada continued to surpass employment equity representation for women; and had a small decrease in the representation of Indigenous peoples, as well as a decrease in the percentage of promotions for members in this group. In the case of visible minorities and persons with disabilities, although Parks Canada shows an increase in the representation of these communities compared to last year, they are below the Labour Market Availability. Finally, regarding the recruitment versus separation differential, the Parks Canada posted a positive result for all equity groups except for Indigenous peoples.

Parks Canada has implemented many initiatives to promote diversity and inclusion within its workforce. In line with its mandate, Parks Canada endeavours to continue in its efforts to recognise and celebrate differences as well as make workplaces and services to the public more inclusive. As illustrated in the Regional Spotlight section in Appendix B, this whole of Parks Canada approach ensures concrete steps are taken so that Parks Canada continues to remain an employer of choice, inclusive, and representative of the Canadian population.

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Appendix A: Spotlight on regional accomplishments and best practices

Many regional field units have implemented initiatives and best practices in support of employment equity, diversity and inclusion. Please refer to Appendix A for a spotlight on these regional examples.

Nunavut Field Unit

In the Nunavut Field Unit, Parks Canada continued its efforts towards the implementation of Article 23 of the Nunavut Agreement (Inuit employment within Government), including implementing Parks Canada’s Inuit Employment Plan, a plan created to outline Parks Canada’s path toward achieving 85% Nunavut Inuit employment for all Parks Canada positions based in Nunavut. Additionally, Parks Canada continued its efforts towards the implementation of several Inuit Impact and Benefit Agreements which include specific human resources measures to be taken to support Inuit employment for Parks Canada positions based in Nunavut. Some specific examples of recruitment in the Nunavut Field Unit include:

• Hiring two Inuit Manager Trainees;
• Involving Nunavut Inuit in all aspects of a selection process;
• Hiring preference is given to Nunavut Inuit (reduced areas of consideration, direct appointments, etc.);
• Usage of Inuktitut language in selection processes, in the workplace, and in all public-facing communications in Nunavut;
• Dedicated positions created and staffed to support Nunavut Agreement Implementation requirements (Inuit Languages Officer, Inuit Employment Officer, Implementation Coordinator, etc.); and,
• Parks Canada works with Pilimmaksaivik and the federal family in Nunavut to jointly implement the Whole-of-Government Inuit Employment Plan.

Newfoundland & Labrador East

The Field Unit worked with Inclusion NL to complete an accessibility audit of Terra Nova National Park and national historic sites and locations. Implementation of the audit recommendations is ongoing. An example of the recommendations includes modifications to washroom interiors to improve accessibility.

The Field Unit used preference clauses in the staffing of positions in the Field Unit. It also promoted to all staff at local events and virtual activities in support of awareness of commemorative events, such as Black History Month, Mental Health Week, and National Indigenous Peoples Day. Further, the field unit promotes and has two trained Positive Spaces Ambassadors.

The staff at the Field Unit also completed different trainings, including Harassment and Violence in the Workplace training, Understanding Autism and Successful Practices for Inclusion Session (Autism NL); Inclusion NL Virtual Session, Introduction to Gender Based Analysis Plus, Understanding Unconscious Bias, Overcoming Your Own Unconscious Biases, and Understanding Anti-Black Racism and How to be an Ally.

Western Newfoundland and Labrador Field Unit

The Western Newfoundland and Labrador Field Unit uses additional outreach, such as reaching out to the Indigenous and minority groups to request they share employment opportunities within their networks when recruiting for positions. The Field Unit employees are encouraged to participate in learning opportunities related to employment equity and diversity, e.g. the panel discussion during National Disability Employment Awareness Month on the benefits of hiring neurodiverse employees. The Field Unit has also put in place various recruitment initiatives, such as a staffing process focusing on applicants from the Inuit community to fill a vacant Resource Management Technician position. Furthermore, about these initiatives, an assignment opportunity was afforded to an existing beneficiary employee to cover a leave of absence with the park. This provides another development opportunity for this employee at a higher level than their substantive position.

Mainland Nova Scotia Field Unit

The Mainland Nova Scotia Field Unit shares all job posters with a list of university groups, organizations, and community leaders who work closely with designated group members. The list currently contains over 100 email addresses. The human resources team met with a Mi’kmaq community leader to discuss specialized outreach strategies for reaching Indigenous communities during recruitment.

For the application/interview process, in addition to the Public Service Recruitment System, applicants can apply by email if they prefer. Standard wording has been created to include on all posters to make them more inclusive and approachable for applicants from various backgrounds and also for those facing barriers to employment, such as:

• If at any point you are struggling with your application or have questions about what we are asking for, please reach out to one of the contacts listed at the bottom of this poster.
• Preference may be given to qualified candidates who self-identify as Indigenous, members of a visible minority group, or persons with disabilities [as well as youth facing barriers to employment]. As such, we encourage you to self-identify in your application. Given that the positions are located in Nova Scotia, we encourage [youth from/members of] the African Nova-Scotian and Mi’kmaq communities to apply and self-identify.

Furthermore, before being posted, job posters are reviewed by a member of the Anti-Racism Advisory Committee to identify potential barriers included in the poster that could be prohibitive to individuals who could do the job successfully, and may negatively affect members from certain historically disenfranchised communities more heavily.

At the Field Unit, the diversity committee is focusing on racism. The Wellness Committee is also working on The Red Sweater Initiative, which would give isolated, public-facing employees a way to ask for help without alerting visitors while in difficult situations. We believe this initiative will help members of designated groups, who are more likely to be subjected to discrimination and harassment, feel safer at work.

Northern New Brunswick Field Unit

The Northern New Brunswick Field Unit carried out a facilitated conversation event on Indigenous learning for the National Day for Truth and Reconciliation. The event was hosted to provide space for sharing knowledge amongst staff members and to find ways to better commemorate future National Day for Truth and Reconciliation. In addition to this event, the Field Unit conducted multiple trainings. Following are two examples:

• Cross-cultural appreciation and acceptance training: The Field Unit partnered with a local multicultural association to deliver this training. Various meetings were held with the association to ensure that the content of the training was relevant to the reality of Parks Canada Field Units.
• Inclusive language in the workplace presentation: The Field Unit’s YESS Diversity and Inclusion Ambassador delivered this presentation to discuss various terms pertaining to Indigenous peoples, persons belonging to an 2SLGBTQI+ community, racialized persons, people with disabilities and of different age groups.

Gaspésie Field Unit

The Gaspésie Field Unit has implemented several recruitment strategies related to diversity and inclusion. In particular, a message promoting inclusion and diversity has been added to the publication of a number of job offers. The Field Unit sends out a personalised mailing of job opportunities to the various indigenous communities in the territory. In regards to wellness (Accessibility and Accommodation), the Field Unit has undertaken several initiatives, such as the addition of a universal mat at Penouille Beach to make the site accessible to all. Finally, the Field Unit has implemented many initiatives that promote collaboration between the Field Unit and the indigenous communities. Among these initiatives, it is important to note the commemorative monument at Anse-aux-Amérindiens and the indigenous camping project at Cap Bon-Ami.

Quebec Field Unit

The Quebec Field Unit has put in place several initiatives related to diversity and inclusion. Regarding recruitment, the Quebec Field Unit has put in charge a youth hired through the YESS program to promote diversity and inclusion within the two Fields Units. To address the wellness (accessibility and accommodation) component of the Field Unit, an employee with a disability conducted an analysis of the Parc-de-l’Artillerie in the Fortifications-de-Québec National Historic Site to identify potential barriers to the visitor experience for people with disabilities. Following this analysis, a report was prepared and actions were taken to implement improvements. As part of the partnership development and collaboration, the Field Unit worked in collaboration with an Indigenous Community Relations Development Officer. An analysis of various barriers to employment was undertaken and the final report will include measures to be implemented during 2022-2023. The importance of diversity and inclusion was also reflected in the development and presentation of various activities, including training workshops to raise awareness of diversity and equity issues among the management committees of the two Field Units. As well as good practices to be put in place to allow the Field Unit to be more inclusive in all their actions. Finally, several activities took place to positively impact the organizational culture of the Field Unit:

• Activities with the Huron-Wendat community: a contribution agreement was signed for the development of new programming at Cartier-Brébeuf National Historic Site.
• At the Cartier-Brébeuf National Historic Site, a study was undertaken to establish the historic framework presented at this site.
• Guided tours were translated into five languages, including the Huron-Wendat language.

Rouge National Urban Park

The Rouge National Urban Park Field Unit has put in place various initiatives to promote diversity and inclusion. The Field Unit invited guests every month from Indigenous and cultural community groups to provide staff with cross-cultural learning opportunities. It also provided its employees with weekly diversity and inclusion email updates to celebrate and draw awareness to Canada’s rich cultural diversity.

Southwestern Ontario Field Unit

The Southwestern Ontario Field Unit deployed various efforts regarding diversity and inclusion. The Field Unit partnered with the Canadian Centre for Diversity and Inclusion (CCDI) to have two diversity and inclusion training sessions delivered to all the Field Unit employees. In addition to training initiatives, the Field Unit has put in place other projects which have shown positive impacts on the organizational culture. A monthly staff newsletter outlining various diversity and inclusion events, important dates, training opportunities, topics of interest, and the establishment of a diversity and inclusion committee was carried out. The Field Unit has been working on ways to better target employment equity groups in all hiring processes. This includes targeting advertising as well as reducing certain barriers in the application process.

Riding Mountain Field Unit

In the spirit of the 2006 Ministerial Agreement to establish the Riding Mountain Forum between Parks Canada and the Coalition of First Nations with Interests in Riding Mountain National Park (the Coalition of First Nations), preference for job opportunities will be given to qualifying candidates from local First Nations (Ebb and Flow First Nation, Gambler First Nation, Keeseekoowenin Ojibway First Nation, Rolling River First Nation, Sandy Bay Ojibway First Nation, Tootinaowaziibeeng Treaty Reserve, and Waywayseecappo First Nation). In addition, the Indigenous Employee Circle welcomes all Indigenous employees at Riding Mountain Field Unit. It:

• provides a safe space for sharing and support;
• enables access to resources regarding their rights in the workplace and as Indigenous peoples;
• advocates for a culturally appropriate work environment; and,
• hosts events for staff that raise awareness about Indigenous culture and promote allyship.

A Workplace Wellness, Diversity and Inclusion Project Manager was also hired in February 2022 to draft an action plan to develop sustainable best practices that foster respect and the spirit of inclusivity in the workplace. The Manager is responsible for improving, increasing representation, and supporting employment equity, especially for members of the Coalition of First Nations with Interests in Riding Mountain, as well as other equity-seeking groups such as Indigenous peoples, people of colour, members of the disability community, the Riding Mountain Field Unit 2SLGBTQI+ community, and women in non-traditional fields.

Riding Mountain Field Unit 2SLGBTQI+ Employee Group welcomes members of Riding Mountain Field Unit’s 2SLGBTQI+ community and their allies to provide a supportive environment for discussing topics of interest to the community; hosts awareness activities for staff on topics related to celebrating the Riding Mountain Field Unit 2SLGBTQI+ community and what they bring to the workplace; and, promotes the Positive Space Ambassador program (currently there are 2 Ambassadors at Riding Mountain National Park).

Saskatchewan South Field Unit and Northern Prairies Field Unit

The Saskatchewan South Field Unit and Northern Prairies Field Unit created diversity and inclusion plans. A diversity and inclusion focused email has been created and both Field Units received regular (monthly) communications from it. Resources were (and continue to be) shared with all staff with encouragement and reminders for participation in upcoming training and events, including topics such as Pride Month and National Indigenous History Month, etc. The “Building an Inclusive Workforce Resourcing Guide” was shared with both Field Units’ management teams through a presentation that included recommendations on establishing inclusive qualifications, advertising for diversity, inclusive candidate assessment, preferential staffing options, and ensuring the onboarding process is welcoming.

Waterton Lakes Field Unit

The Field Unit participated in the Treaty 7 Hiring Symposium (February 22-23, 2022). Employees conducted interviews and hired two Indigenous university graduates for Wildlife Guardians positions.

In addition, the Field Unit conducted local targeted hiring from local Indigenous communities for many different positions, including Wildlife Guardian, Visitor Services Attendant, Public Outreach Education Officer, and Aquatic positions.

Lake Louise, Yoho & Kootenay Field Unit

The Field Unit undertook numerous recruitment measures to recruit members of Employment Equity groups. Some of these measures included:

• Attendance at virtual job fairs: East Kootenay Career & Job Fair – recruitment video also submitted & Columbia Valley Job Fair & Career Expo;
• Targeted applications from those with lived experience for an accessibility facilities auditor position;
• Direct advertising of all external job openings with local Indigenous groups each time new openings become available;
• Numerous virtual meetings were held with local Indigenous groups to find ways to better reach their community members. Included working with their employment officers to determine the skills set and interests of their interested community members to better match available jobs to skills and abilities;
• Worked directly with “Aboriginal Education Liaison” position at local high school to recruit interested students;
• External recruitment posters and job advertisements routinely brand Parks Canada as an inclusive employer that encourages candidates from employment equity groups to apply.

British Columbia Yukon Region-Executive Director's Office (Operations Directorate)

Three regional Indigenous Relations Learning Discussions were held for Superintendents and Managers in BCY Region with panel presenters who shared and discussed their successes and learning moments in working with Indigenous partners. Topics included: cultural and natural inter-connectedness and recommendations for decolonizing heritage; words matter and the power of language, including how language holds onto colonization; and working with Chiefs and Councils, Heredity/Traditional Chiefs, and Elders.

Gwaii Haanas Field Unit

The Gwaii Haanas Field Unit put in place several initiatives to reduce barriers and improve success rates for Indigenous applicants. The Field Unit committed to posting their job opportunities within the local Indigenous (Haida) communities before posting the opportunities externally. The local band offices (Skidegate and Masset), and the Council of the Haida Nation, share job opportunities within the local Indigenous community. The Field Unit intends to increase the numbers of Indigenous applicants through job fairs and online virtual Question and Answer events where participants can ask questions about the available positions and the application process. Regarding training, the Field Unit has put in place several training initiatives, especially with the YESS Diversity and Inclusion Youth Ambassador, who has been working on increasing awareness of diversity and inclusion topics within the Field Unit via emails, newsletter submissions, and training sessions for staff. He has prepared and presented a training session on gender-neutral pronouns, as well as micro-aggression training, which aims to increase awareness and reduce discrimination or bias.

Western Arctic Field Unit

In Western Arctic Field Unit, Parks Canada attracted new and previous employees, including Inuvialuit and Gwechin students, through different advertising and engaging activities. The Field Unit is working with the Inuvialuit Regional Council to come up with specific advertisement strategies targeting beneficiaries in the territory. Further, it is supporting the skills development of beneficiaries’ staff with training and mentoring to give them the tools they need to advance in their career.

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Appendix B: Data tables

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

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

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

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

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

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

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

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

Table F: Salary ranges of designated group members