2020 Gender and Harassment Advisory Committee Annual Report - M Division

Background

2018 06 25
Reconciliation recommendations re: training online (e.g., courses, videos and information sessions) through Canada School of Public Service - carried forward.
2019 03 13
Recommendations re: Mental Wellness, submission with examples, Divisional approach.
2019 03 20
Follow up re: Mental Wellness recommendations (2019 03 13).
2019 03 25
Recommendations re: Diversity Week (2019) support sought from Senior Management - successful.
2019 04 11
Recommendations: Engagement with, partnership sought, lesbian, gay, bisexual, transgender, queer (LGBTQ) community (Yukon Division).
2019 04 24/25
Recommendations: Professional Administrators ' Appreciation day 2019.
2019 05 24
Recommendations: attendance Harassment/Conduct sessions being held in M Division presented by E Division representatives.
2019 05 28
Recommendations: workplace accommodation(s).
2019 06 12
Recommendation: follow up Public Service Week 2019.
2019 10 18
Gender and Harassment Advisory Committee (GHAC) submission, with Employee Equity information, under the Vision 150 umbrella, submitted to M Division 's Planning Analyst, recommendation to be integrated in reporting to Service Level partner.
2019 10 29
Recommendation: request for input/feedback Innovation Network - all information available at that time.
2019 11 21
Recommendations: Positive Space/Safe Workplace - information and presentation recommended.
2019 12 09
Mental Wellness recommendations, re-submitted with possible solutions for after the fact presentations.

Objective

Awareness and integration of all areas (or majority of) related to Employee Equity, varying committees goal and objectives overlap - this is to address as many individuals as possible.

Current status

  • Most recommended actions have been accepted, implemented and some currently being pursued
  • This past reporting year has witnessed a drastic drop in committee membership and participation, including but not limited to ambassador(s) stepping down

Next steps

  • GHAC will be looking towards the further integration of the objectives of Positive Space/Safe Workplace as this will address as many employees and employee work areas as possible
  • M Division will be centralizing representation, utilizing senior management and will continue to request volunteer participation and encourage self-identification (in a safe work place)
  • Internal communications: this area is being utilized in a pilot messaging using the Performance Management venue, measurement and evaluation being used to address effectiveness - more data incoming
  • Recommendation for centralized input: this is a re-visited area for our division, further development required

Recommendation

For the national GHAC: our recommendation is that consideration and commitment be made for additional resources (employee and monetary) for this centralized/hub approach. Our division has a limited number of employees who are able to provide that time and attention required to move all initiatives, information, administration, communication and associated duties forward.

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