Employment equity annual report, 2022-2023

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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, 2022, to March 31, 2023. 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, asexual and additional sexually and gender diverse people (2SLGBTQIA+).

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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 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. The field units are responsible for managing and administrating national historic sites, including nine historic canals, national parks, Rouge National Urban Park, and five national marine conservation areas. The National Capital Region includes the national office only.

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Self-identification

Self-identification forms are routinely completed by Parks Canada employees. In 2022-2023, 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 2022-2023

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, 2023, Parks Canada had a total workforce of 5889 indeterminate and determinate employees in 14 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, 2022,¬ to March 31, 2023, Parks Canada hired 1,627 external employees while during the same period, 1,863 employees left the Agency. The employees that left are comprised of indeterminate and term (greater than three months) employees. Clerical personnel are the occupational category with the highest representation of employees identifying themselves as belonging to employment equity groups, with a percentage of 102% (this over-representation is partly explained by intersectionality^Footnote2 within the groups). The representation rate of women and members of visible minorities in this occupational category is higher than the labour market availability. At Parks Canada, Women represent 82% of the Clerical personnel category, where the LMA for women in this category is 72.6%. For members of visible minorities, their representation in the Clerical personnel category is 8.8%, compared with a LMA of 7.5%.

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, 2023, 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 2022-2023

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.

The following are some employment equity and diversity highlights related to Parks Canada’s work for 2022-2023:

A. Governance

I. Co-champions and networks

Parks Canada continues to value the contribution of Co-Champions to advancing Government of Canada and organizational priorities including Equity, Diversity and Inclusion. In 2022, Parks Canada held its inaugural meeting of the Inclusion, Diversity, Equity and Accessibility (IDEA) Council of which the Co-Champions are members. The IDEACouncil meets biannually and is an opportunity for Co-Champions to share best practices.

This year, after two years since the champion structure was implemented, Parks Canada is making changes to include additional roles to support capacity building for the Managers’ Community, implementation of the Agency’s Mental Health strategy and support the integration and wellbeing youth in the workplace. These new champions roles include support and advocacy of employee networks for youth, mental health ambassadors; as well as an agency-wide managers’ community.

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. The Council held its first meeting in October 2022.

III. Values & ethics, equity, diversity, and inclusion directorate

The Values & Ethics, Equity, 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 in the Federal Public Service, and the Minister’s Round Table on Parks Canada 2020. VEDI reflects Parks Canada’s ongoing commitment to become the diverse and inclusive Agency we aspire to be a workplace that actively reflects and acts on our shortcomings and our strengths; attracts and retains talent that reflects the diversity of Canada; innovates, adapts and commits to growth and learning; and a place that we can all take pride in being a part of. In January 2023 it was announced that VEDI would integrate into the Human Resources and Employee Wellness Directorate (HREWD). This natural alignment will allow VEDI to further facilitate Parks Canada’s commitment to a diverse and inclusive workplace that enhances, fosters, and strengthens Inclusion, Diversity, Equity, and Accessibility (IDEA).

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 2SLGBTQIA+ employees. Parks Canada has included these recommendations in its 2022-2025 Accessibility Action Plan and will also include them in its Employment Equity Action Plan which is currently being drafted.

B. Youth employment and skills strategy (YESS) program

The Youth Employment and Skills Strategy (YESS) is a Government of Canada program delivered in collaboration with 11 federal departments and agencies. It helps Canadians aged 15-30, particularly those facing barriers, make a successful transition into the labour market. The Staffing Centre of Expertise manages Parks Canada’s Youth Employment and Skills Strategy Program. In 2022-23 Parks Canada hired 645 youth through the program. 41.6% of these YESS hires self-identified as belonging to one of the employment equity groups (Indigenous 15.2%, Visible Minorities 18.6%, and/or Persons with Disabilities 12.6%) surpassing the performance indicator target of 35%.

Parks Canada participates in the YESS program in over 12 locations across the country making a difference in the lives of youth. The following are some examples.

The Banff Field Unit made extra effort with thoughtful intention to reduce barriers for the youth through the YESS program and to support managers in creating a welcoming and supportive environment by:

• Dedicating the majority of one human resources advisors time to support management in hiring YESS individuals and supporting the employees once they begin work.
• Accepting applications in any way individuals want to apply and advertising directly with Indigenous partners, immigration services.
• Dedicating a housing unit to YESS employees and staggering rent payments so that individuals received their first pay cheque before needing to pay rent.
• Conducting exit interviews so that they can improve the experience for others.
• Having YESS employees participate in hiring fairs to speak to their experiences and participate on hiring boards.
• Providing job shadowing opportunities.

The Prince Edward Island Field Unit made real progress despite the obstacles they faced with hurricane Fiona in 2022.

• Presence of a Youth Ambassador and a Positive Spaces Ambassador
• Sending all job postings, including YESS and student opportunities directly to the Employment Counsellors with MC PEI (Mi’kmaq Confederacy of PEI, Native Council of PEI)
• With the creation of the Bright IDEAs Committee in 2021 they put their focus on the YESS program for the 2022-2023 period. Specifically, they established five pillars to better serve the purpose of YESS. The pillars were: recruitment, orientation, workplace preparedness, onboarding, and training. Amongst the various results accomplished they include:
  • An updated the training manual.
  • The introduction of visuals and products into the workplace to make it more welcoming.
• The incorporation of an exit survey for the student staff in order to get a pulse on the different actions that Bright IDEA Committee was promoting.
• They also offered various training sessions before the operating season on racism, Indigenous culture, and inclusivity.

C. Development programs

I. Mentorship plus/sponsorship program

The Mentorship Plus/ Sponsorship Program is an initiative created by the Office of the Chief Human Resources Officer (OCHRO) at the Treasury Board Secretariat of Canada (TBS). It was co‑developed with members of employment equity (EE) and other equity‑seeking groups to better support leadership development, with specific emphasis on supporting members of underrepresented groups who aspire to leadership and executive positions. The initiative seeks to pair federal public service employees with executive mentors/sponsors to provide access to developmental opportunities to build skills necessary for the executive cadre and facilitate increased visibility in informal networks.

In fall 2022, the Agency launched a six-month pilot of the Sponsorship Program, with 11 protégés and 9 sponsors. At the mid-way point the Human Resources and Employee Wellness Directorate met with both groups to attain feedback on the pilot. Based on recommendations from both protégés and sponsors, improvements to the program will be made, including extending the program from six months to one year.

II. Mosaic leadership development program

The Mosaic Leadership Development program equips equity-seeking employees to enter the executive ranks. It is a 15-month program with the objective of appointing candidates from equity-seeking groups to the PCX-02 level. The primary drivers behind the creation of Mosaic are the Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion and the priorities for action to increase diversity and inclusion in the public service. Since its inception, Parks Canada had one candidate chosen for the 1st cohort in 2022-2023.

D. Accessibility, accommodations and employee wellness

I. Accessibility action plan

In 2022 Parks Canada published its 2022-2025 Accessibility Action Plan. This action plan is the result of extensive consultations and collaborations with the Employees with Disabilities Network and other stakeholders within the Agency. It is a commitment to build on current practices as well as progressively implement actions and initiatives to effect the change in culture required to integrate accessibility with the way Parks Canada delivers its business.

There are seven objectives in the action plan. The objectives focus on employment, the built environment, information and communication technology, communication, procurement of goods, services and facilities, programs and services and transportation.

Parks Canada continues to improve on providing accessible and inclusive environments for visitors to Parks Canada sites and implementing wellness initiatives for employees. For example, in the Mingan Archipelago National Park Reserve following an inundation of water, several upgrades were made which included wheelchair accessible showers and toilets. Additionally, the Gaspésie and Mingan Field Unit purchased a Grit chair that can also be described as a bike chair. It allows visitors who use wheelchairs to experience mountain biking on the rocky trails of Forillon National Park. The National Park also updated a section of its website with a focus on accessibility. Through this website update, visitors with reduced mobility can now find accessibility details of trails and buildings.

In another example, Riding Mountain National Park employees established a RMNP Wellness Committee. They hosted five all staff events from gardening tours, mountain biking, a pride run and more in 2022 bringing together close to 80 staff.

II. Government of Canada (GC) workplace accessibility passport

The GC Workplace Accessibility Passport helps employees identify accessibility needs and fosters positive conversations with managers and corporate services. It is a tool for employees to describe the barriers they may face at work and the adaptive tools and support measures they need to succeed. It also facilitates recruitment, retention, and career advancement for persons with disabilities. The passport, which is voluntary and confidential, does not require employees to self-identify. It enables them to document their accessibility needs and “travels” with employees through their career.

E. Indigenous employee training fund

F. Indigenous employee community network

In 2021-2022 an Indigenous employee community-based network was created following consultations with Indigenous employees. The Indigenous Employee Community Network provides a safe space for First Nations, Inuit and Métis employees to share their views and to provide input on proposed initiatives, network with colleagues, and stay informed about employment opportunities or activities within Parks Canada and across the federal public service. Members of the Indigenous Employee Community Network collectively participate in advancing awareness, recruitment, and retention priorities Agency-wide. Differing from the primarily wellness-focused Indigenous Employee Sharing Circle, the Network draws upon the valued knowledge, experiences, and perspectives of Indigenous colleagues to contribute to the Collaborative Action Plan created by the Co-Champions of Indigenous employees, the Indigenous Workforce Strategies(IWS) team, and the Indigenous Affairs Branch (IAB). The Network aims to review discuss and implement initiatives in the spirit of eliminating barriers to Indigenous recruitment, retention, and well-being. During the reporting period of 2022-23, the Network has been involved in a wide range of initiatives and projects including the creation of an Indigenous Career Navigator position and had discussions on increasing access to Elders and an Indigenous Mentorship program for employees.

G. Indigenous career navigator

During the 2022-23 reporting period, the Indigenous Workforce Strategies (IWS) team within the Human Resources and Employee Wellness Directorate (HREWD) announced the creation of a new position, the Indigenous Career Navigator (ICN) at Parks Canada[1]. This impactful role was created in collaboration with the Knowledge Circle for Indigenous Inclusion (KCII), which developed the Indigenous Career Navigators Program (ICNP) to provide support to Indigenous employees working in the public service.

The Indigenous Career Navigator offers support to all Indigenous employees and to managers seeking to hire or support Indigenous employees in their career advancement. By providing advice and guidance on recruitment, retention, and career advancement, the ICN plays a key role in eliminating barriers to recruitment, prioritizing outreach and Indigenous employee engagement with Parks Canada.

H. 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 2022-2023:

• Asian Heritage Month – May 2022
• Mental Health Week – May 2-8, 2022
• Gender-based Analysis Plus (GBA+) Awareness Week – May 09-13, 2022
• International Day Against Homophobia, Transphobia, and Biphobia – May 17, 2022
• Indigenous Awareness Week – May 24-27, 2022
• National AccessAbility Week (NAAW) – May 29-June 04, 2022
• National Indigenous History Month – June 2022
• National Indigenous Peoples Day – June 21, 2022
• Canadian Multiculturalism Day – June 27, 2022
• Public Service Pride Week (PSPW) – August 22-26, 2022
• National Day for Truth and Reconciliation (NDTR) – September 30, 2021
• Orange Shirt Day – September 30, 2021
• Women’s History Month – October 2022
• Mental Illness Awareness Week (MIAW) – October 02-9, 2021
• World Mental Health Day – October 10, 2022
• International Day of Persons with Disabilities (IDPD) – December 3, 2022
• Bell Let’s Talk Day – January 25, 2023
• Black History Month – February 2023
• UN International Day of Women and Girls in Science – February 11, 2023
• International Women’s Day – March 8, 2023
• International Day for Elimination of Racial Discrimination – March 21, 2023

 

In addition to the promotion of national commemorative events related to diversity, equity and inclusion, various Diversity communications were sent by senior management to all Parks Canada’s Workforce. Various communications such as the Spotlight on Podcast Series created at Parks Canada and in which members of the Agency discuss various topics. Some of these episodes were directly linked to employment equity and featured the stories of employees from diverse communities, whether they were women, members of indigenous communities, members of visible minorities, people with disabilities or members of the 2SLGBTQIA+ community. These communications are shared across the Agency to help raise awareness and promote diversity, equity and inclusion.

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Beyond employment equity: Diversity and inclusion

A. Diversity and inclusion awareness sessions

Parks Canada supports its employees no matter their race, culture, religion, and sexual orientation. We value each other and respect our differences, our individual talents, and cultural backgrounds. We respect our diversity, support our colleagues’ dedication to their work, strive to find an appropriate work-life balance and attempt to accommodate each other’s needs.

During the 2022-23 reporting period, the Values & Ethics, Equity, Diversity, and Inclusion (VEDI) Directorate offered 14 Cultural Humility Training sessions to promote an environment of respect, fairness, and integrity as reflected in our vision and values. This training session also helps incorporate cultural humility in our everyday lives and towards a more inclusive workplace.

In addition, VEDI delivered the following workshops throughout the Agency:

• Diversity and Inclusion Employee Circle
• Recruitment and retention of Indigenous employees
• Reconciliation in Action
• Healing through Art Workshop
• National Network for Diversity and Inclusion Meeting

We also delivered 7 Values and Ethics workshops to promote a common understanding and awareness of the core values and expected behaviours within the Agency.

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

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 2SLGBTQIA+ and other diverse communities. The following are some initiatives that Parks Canada took in this regard for 2022-2023:

• Continued promotion of the Positive Space Ambassador program at Parks Canada
• Creation, in multiple Field Units, of Wellness committees, to raise awareness and inclusivity of, amongst others, the 2SLGBTQIA+ community.
• 2SLGBTQIA+ workshops given through the Positive space initiative in various Field Units.
• Highlighting and recognizing certain events and days such as:
  • International Day against Homophobia, Biphobia, and Transphobia
  • Parks Canada Guide to Trans-Inclusive Workplaces
  • Pride Month
  • Being Your Authentic Self at Work & Public Service Pride Week 2022

C. Gender-based analysis plus (GBA Plus)

In order to consistently improve its services to Canadians, Parks Canada aims to employ an inclusive perspective when establishing policies and initiatives. By removing obstacles to the use and enjoyment of national historic sites, national parks, and national marine conservation areas, Parks Canada aims to make inclusion and accessibility important principles in the development and delivery of its visitor services and experiences.

In 2022–2023, Parks Canada continued to carry its Gender-Based Analysis Plus (GBA Plus) commitments forward throughout the Agency.

I. Training

In 2021–2022, Parks Canada made the course Introduction to GBA Plus mandatory for its executives and managers. In 2022–2023, Parks Canada continued to encourage all staff members across the Agency to complete the course.

II. Evaluation

In 2021–2022, Parks Canada used a GBA Plus lens to assess the effectiveness of its General Class Contribution Program (GCCP). This study aimed to investigate the effects of the program’s procedures on various beneficiary groups, such as Indigenous governments and organizations. In 2022–2023, the final report, which include conclusions and suggestions, was released, and will aid Parks Canada recognize GBA Plus data gaps and advance the development of inclusive and equitable GCCP processes across the entire organization.

III. Capacity building

For the implementation of Parks Canada’s GBA Plus to be successful, raising awareness of its best practices is essential. The GBA Plus team at Parks Canada organized events in 2022–2023 to raise awareness of GBA Plus best practices. For example, as part of the GBA Plus Awareness Week, organized by the Department of Women and Gender Equality (WAGE) and the Canada School of Public Service (CSPS), the GBA Plus team hosted a panel entitled The Importance of GBA Plus, featuring panelists Prince Edward Island (PEI) Field Unit Superintendent Karen Jans and Riding Mountain Field Unit Superintendent Leanne Cooper, in which they discussed the application of GBA Plus on their respective projects: at the Province House National Historic Site, and at the Riding Mountain National Park.

IV. Case study update

In 2022–2023, Parks Canada released the observations of three GBA Plus case studies:

1. Gender-based Analysis Plus (GBA Plus) Case Study: A Proposed National Park Reserve
   
   In this case study, both the pre-exercise required for data gathering, and the process to evaluate the Five Steps of GBA Plus was demonstrated with respect to a new National Parks Establishment proposal in a rural Southern Canada location (“Maple River”). Parks Canada is looking to establish a new national park reserve (NPR) in cooperation with local Indigenous communities. Many consultations and negotiations with local partners and stakeholders have already been conducted. This case study demonstrates how the first four steps of a Gender-based Analysis Plus can be used to understand how the creation of a National Park Reserve may impact people differently. The next stage of the GBA Plus for this project would be the last step: implementation, monitoring, and evaluation. This stage is ongoing and would continue throughout the lifetime of the project.
2. Parks Canada’s General Class Contribution Program Gender-Based Analysis Plus Case Study
   
   In this case study, a GBA Plus lens was applied by Parks Canada’s Office of Internal Audit and Evaluation (OIAE) during their evaluation of the General Class Contribution Program (GCCP) to identify how different groups of recipients were being affected by the program’s requirements. The GCCP is a funding mechanism for program managers at the Agency to provide funding to a range of recipient organizations that help promote or fulfill goals listed in Parks Canada’s mandate. Eligible recipients include Indigenous governments and organizations, non-profit groups, universities and research-based organizations, international organizations, and for-profit organizations. This case study is different from typical applications of GBA Plus as it is not based on individuals but rather on types of organizations. This case study shows that one does not need to strictly follow all the steps of GBA Plus to have a successful outcome. The GBA Plus process is meant to be adapted to the needs and processes of the user. In the end, the steps the evaluators used in this case study follow the general process of a GBA Plus and show how the GBA Plus method can be used as a tool to help solve complex problems in a logical way.
3. Case Study on the Gender-Based Analysis Plus of the Parks Canada’s National Uniform Program
   
   In 2021–2022, Parks Canada undertook a major GBA Plus pilot project: the Gender and intersectional consideration analysis of Parks Canada’s National Uniform Program. Following the pilot project, a case study was developed in 2022–2023. In this case study GBA Plus is used to improve the Parks Canada National Uniform Program (NUP). The NUP’s goal is to achieve a highly functional uniform, with comfort and safety as a priority, and a look that is consistent, contemporary, and in tune with Parks Canada brand. The GBA Plus process was applied to understand who is impacted by the NUP; identify how the NUP could be updated to meet diverse needs of the people most impacted; and anticipate and mitigate any barriers to accessing or benefitting from the NUP. This analysis focused on four key priority areas of the NUP: the general offer; processes for procurement; the wearing of pins; and governance and decision-making.

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Conclusions

In 2022-2023, 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, Parks Canada shows an increase in the representation of these communities compared to last year, however they remain below the Labour Market Availability. Finally, regarding the recruitment versus separation differential, 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, agency-wide approach ensures that concrete steps are taken so that Parks Canada continues to remain an employer of choice which is inclusive, and representative of the Canadian population.

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Appendix A: Spotlight on regional accomplishments and best practices

In addition to effectively actioning Employment Equity related policy and programs, Parks Canada encourages business units to share their initiatives and best practices to be more inclusive and reduce barriers for equity seeking groups through community outreach and staffing.

Below is a spotlight on some of the dynamic approaches which have been taken by Parks Canada regions during this reporting period.

Banff Field Unit

• The Cave and Basin Mural Boxes Project honours the rich Indigenous history and contemporary significance of this unique place, through an Indigenous-led public art initiative that shares visual stories from a diversity of Indigenous community perspectives, making these stories visible to all site visitors in the form of colorful murals created by emerging Indigenous artists. These colorful mural boxes are designed to provide artists from Indigenous partner groups with a safe space to connect with their community stories, and to express their perspectives on the history of the Cave and Basin and larger Banff/Bow Valley region. This is also an opportunity for Indigenous Parks Canada staff, to come together, connect with the site, and share perspectives with one another through art, storytelling, and knowledge exchange. The relationships and perspectives built and renewed through this process will be invaluable in years to come, as the process of decolonizing Banff historic sites, increasing Indigenous participation and engagement, and pursuing the goals of Truth and Reconciliation, proceed. These large-scale murals were on public display June – Oct 2022.
• Over the past 18 months, staff from the Field Unit have participated in The Bow Valley Inclusion in the Outdoors Collaboration Group (IOCG). This group brings together representatives from local immigration partnerships (Calgary and surrounding area), conservation organizations, outdoor organizations, Alberta Parks, and Parks Canada. This group aims to nurture accessible, safe, inclusive and welcoming lands in Banff National Park, Kananaskis-area provincial parks and protected area, and works to share information about barriers, opportunities, and best practices related to access, use, safety, and sense of belonging, in parks and public spaces by members of immigrant and ethnocultural groups, and coordinates actions as required.
• During The University of Calgary’s Global Development Studies Program capstone course, students completed a literature review and provided recommendations to how to engage with diverse youth on the topics of climate change and conservation to support ongoing outreach, interpretation and education program development work identified in the Banff National Park Management Plan (2022). The Banff Field Unit volunteer program has engaged with students from this program on research on diversity, equity and inclusion over the past few years; 2022/23 focused on learning resources, best practices, key messages and recommendations for volunteers to improve understanding about Indigenous history and culture.
• Field Unit tours were provided which included an overview of the exciting employment opportunities available at Parks Canada and how to apply for positions. This program was conducted amongst 8 Indigenous partners and diversity groups.

Cape Breton Field Unit

• The Diversity, Equity, and Inclusion (DEI) Committee within the Field Unit implemented a Resource Sharing Strategy which utilizes a Google Drive for stored guiding documents, meeting notes and the tools created by the Diversity Ambassador and Committee members.
• The Field Unit Superintendent approved the wearing of Pride pins on uniforms all year round in March 2023. The Field Unit had received the same permission in 2021 and 2022.

Gwaii Haanas Field Unit

• As part of the Field Unit’s unique co-management agreement, the Field Unit continues to post job opportunities within the local Indigenous (Haida) communities prior to advertising externally. The local band offices of Skidegate, Masset and the Council of the Haida Nation share these opportunities within their communities.
• The Field Unit attended 3 job fairs, two of which took place within Indigenous communities, and they have reviewed and modified their application package to reduce barriers and make it easier for candidates to navigate thus improving the success rates of applicants. In addition, the Field Unit always includes at least one Indigenous board member on their selection panel.
• One of the Indigenous managers at the Field Unit participated in the Canadian Parks Collective for Innovation and Leadership (CPCIL): Leadership Development Program with the theme “Partnerships: increasing equity and building resilience through collaboration.” This was a developmental opportunity for this manager which relates to increasing equity with a capstone project on inclusion and diversity.

Jasper Field Unit

• The Wellness Committee at the Field Unit, which is made up of management and employee representatives, has taken a key role in raising awareness and encouraging inclusivity. They also distribute an employee driven monthly newsletter to the Field Unit which has brought awareness to several important Diversity, Equity and Inclusion (DEI) initiatives and events including: World Autism Day, National Day of Awareness for Missing and Murdered Indigenous Women, Girls and Two Spirit People (Red Dress Day), Jasper Pride Week, the use of language to create inclusion, International Day of Persons with Disabilities, International Day of La Francophonie, International Women’s Day.
• During the External Relations Campaign Women in Science, the Field Unit highlighted various female team members. The Facebook feature, Celebrating Women in STEM at Parks Canada, was shared on the International Day of Women and Girls in Science on February, 11th, 2022. In addition, the Field Unit is featured on the Women in Science of Jasper National Park page on the Parks Canada external website.

Lake Louise, Yoho & Kootenay Field Unit

• The Field Unit increased its attendance at career fairs, including those centred around inclusivity and diversity. In particular, the Field Unit attended the Treaty 7 Indigenous Student Career Fair from February 22-23, resulting in multiple offers being accepted. Direct advertising of all external job openings with local Indigenous groups as new opportunities come available; approximately once/week. The Field Unit ensures Job posters and advertisements are reviewed by an Employment Equity group member to identify potential barriers. A Recruitment Communications Strategy has been developed by the Field Unit to increase outreach to target audiences, including employment equity groups and youth.
• During this reporting period many Field Unit employees participated in K’tunaxa Cultural Awareness Training and residential school tour at St. Eugene’s Mission.
• Accessibility improvements have been made during the reporting period, including the Field Administration office including (ramp to the front door, push button for entry and lowered counter level at one end to facilitate accessibility).

Mainland Nova Scotia Field Unit

• The Field Unit has created standard wording to include on all posters to make them more inclusive 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.
  • Reliability Status security clearance - A security status screening is undertaken by Parks Canada for candidates who are successful in the competition. Our Human Resource team is available to answer any questions applicants may have on this process and are able to make accommodations during this process if requested.
• Over the last few years, the Field Unit has worked towards building the most diverse interview panels possible and have brough in panel members from other departments and agencies when necessary to create an inclusive interview environment.

Manitoba Field Unit

• The Field Unit continued the best practice of sharing all job posters and promotional materials with a list of university groups, organizations, and community leaders who work closely with designated group members.
• Two in-person job fairs were hosted by the Field Unit in Churchill, Manitoba where candidates could directly apply for multiple positions through a verbal job application or by filling out a simple questionnaire in-person.
• The Field Unit directly marketed job opportunities in the community of Churchill to persons eligible for employment under the Wapusk Park Establishment Agreement. This included building a direct-referral system with the local employment centre.
• In addition, members of the Wapusk Management Board are involved in any hiring related to positions in Wapusk National Park, ensuring community support for staffing positions.

Highway Operations Field Unit (Mount Revelstoke & Glacier National Parks)

• The Highway Operations Field Unit works with the Revelstoke employment centre to hire individuals in the community from underrepresented groups. The employment centre actively refers participants to Parks Canada from this established relationship.
• During Spring 2022 training sessions were provided to Field Unit employees on the use of pronouns and micro aggressions. Employees of all levels were in attendance. The intent of this training was to raise awareness around the correct use of pronouns and to reduce / prevent and education employees on how to manage micro aggressions.
• The Field Unit provided staffing training for managers and supervisors, to facilitate their understanding of their responsibility under the policy and to act without bias and how to remove barriers within their selection processes.
• Field Unit staff attended an Inclusive Career and Hiring Event in Revelstoke. This recruitment event was focused on the hiring of underrepresented groups. The intent of this process was to market PCA as a viable employer and network with individuals within the community that self identify in employment equity groups.

Newfoundland East Field Unit

• The Field Unit continues to diversify its workforce through engagement under YESS with several organizations including Autism Society of Newfoundland and Labrador, Stella’s Circle, Guidance Counsellors with the Newfoundland and Labrador School District and Qalipu First Nation to recruit people of colour, neuro-diverse individuals as well as individuals from underrepresented socio-economic groups.
• During this reporting period, a Hippocampe trail wheelchair was purchased for visitor usage at Signal Hill National Historic Site and Terra Nova National Park. In addition, Cape Spear National Historic Site worked in consultation with Inclusion NL to create an accessibility access plan for visitors to visit the Cape Spear Café.
• The Field Unit has two trained Positive Space Ambassadors
• As part of the Orientation process for new employees they complete Understanding Unconscious Biases and Understanding Anti-Black Racism and How to be an Ally

Northern Ontario Field Unit

• The Field Unit has put in place several initiatives to reduce barriers and improve success rates for Indigenous applicants. This includes sending all employment opportunities to local stakeholders, and opportunities at Pukaskwa National Park are promoted and staffed with preference to 13 local Indigenous communities before posting externally. Hiring boards include members of local Indigenous communities when possible.
• There are several local training initiatives in place at the Field Unit; to raise awareness on the Positive Space Initiative. Also highlighting issues faced by LGBTQ2+ Public Servants, the LGBTQ2+ Network and how to join, how to access GBA + Resources, and how to become a Positive Space Ambassador as part of the Positive Space Initiative. The Field Unit has a dedicated contact and 2 Positive Space Ambassadors available to provide additional training to the Field Unit and answer any questions staff may have.
• A Park within the Field Unit provides an employment introduction to local band students in various areas including asset management, visitor experience and resource conservation. This band student program is an excellent opportunity to provide connection between local band members and an introduction to various careers within Parks Canada. Outreach is conducted to gain interest from the local students. Students rotate between areas and get to trial different functions and roles. The program runs 6-8 weeks beginning July.
• A facilitated discussion on stereotypes was provided to Field Unit staff on August 3rd, 2022. Learning included what stereotypes are, implicit and explicit stereotypes, historical examples, and how biases affect us. Following this discussion, on September 14th, 2022, a guest speaker was invited to provide a forum for staff to learn about antisemitism and increase their knowledge of inclusivity towards Jewish Public Servants. Another guest speaker topic brought into the Field Unit was Becoming Aware of Behavioral Biases and Personality Styles in The Workplace held February 23rd 2023. Guest speaker topics were decided based on a survey among staff of what areas of Diversity were important to them for additional learning.

Northern Prairies Field Unit

• The Prince Albert National Park Fire Program continued to work with Indigenous Partners by presenting at local community schools on the employment opportunities available. Through this initiative the Park ssuccessfully hired multiple Type II Fire Crew members who will receive all fire training and be available for export across the Agency in the event of a call for resources.
• The External Relations team updated the hiring process with the aim to change the weighting of certain student experiences in regard to others. In the past, students with outdoor sports, camping, outreach and teaching experience were favoured. This tended to favour economically privileged students who were not necessarily representative of the focus audiences of the Learn-to Camp program (new Canadians, racialized Canadians, Canadians with disabilities). A scoring rubric was developed for the initial application screening process which would give equal value to experiences with outdoor sports, camping, outreach and teaching as well as relevant life experiences, i.e. experience as or with New Canadians or English Language learners, knowledge of multiple languages aside from English and French, experience traveling or living in another country, for example. This has helped with creating a more equitable student hiring system, screening through a diverse pool of qualified candidates.
• For the summer of 2022, Learn-to Camp (LTC) & External Relations attempted to recruit summer students with marginalized identities by promoting the job poster with collaborating organizations of the LTC program (as was done pre-2022). Additionally, the Field Unit promoted opportunities through university student organizations having a cultural, language or advocacy focus (i.e. Indian students association, Japanese language club, students with disabilities networks). An email list of some 150-200 organizations in Alberta and Saskatchewan was created by searching student organization registries on post-secondary institution websites. The Field Unit had many applicants indicating that they found our poster through this method, so it seems to have been very successful.
• An education session on Autism in the workplace was provided to the Field Unit’s External Relations team.
• Cross-functional opportunities took place with the purpose of sharing and increasing the knowledge of Field Unit staff. This includes:
  • staff members facilitating a beading workshop, discussions on diversity as a part of seasonal staff training
  • participating in an Indigenous oral history meeting which involved a pipe ceremony and a sharing of Visitor Experience employment opportunities with the Chief of Montreal Lake
  • participating in Cree language training and shared Cree language with visitors through chalk plant identification program
  • participating in a tipi raising activity which included learning traditional tipi teachings with an Indigenous Elder
  • The Field Unit’s Canada Day parade included a Metis and Treaty Six flag.

Nunavut Field Unit

• The Field Unit created a Nunavut Inuit Recruitment Inventory and continues to Involve Nunavut Inuit in all aspects of the selection process.
• Parks Canada approved and sponsored two Field Unit Inuit employees to attend fulltime Inuktitut language training.
• Dedicated positions have been created and staffed within the Field Unit to support Nunavut Agreement Implementation requirements (Inuit Languages Officer, Inuit Employment Officer, Implementation Coordinator, etc.).
• Parks Canada continues to work with Pilimmaksaivik and the federal family in Nunavut to jointly implement the Whole-of-Government Inuit Employment Plan.

Riding Mountain Field Unit

• Riding Mountain National Park (RMNP) strives to create an inclusive environment through three employee working groups which operated in the 2022- 2023 year;
  • The 2SLGBTQIA+ Employee Group welcomes members of Riding Mountain Field Unit’s 2SLGBTQIA+ 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 2SLGBTQIA+ 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). They operate in tandem with the wellness committee and this past fiscal organised a run as part of Pride month.
  • The Riding Mountain Wellness Committee consists of 7 staff volunteer members. They hosted 5 all staff events from gardening tours, mountain biking, a pride run and more in 2022. Bringing together close to 80 staff. The events bring employees from different departments together to support causes, learn about different areas in the park and have fun!
  • The Indigenous Employee Circle welcomes all Indigenous employees at Riding Mountain Field Unit. The Employee Circle and provides a safe space for sharing and support, access to resources regarding their rights in the workplace, advocates for a culturally appropriate work environment and hosts events and provides resources for staff that raise awareness about Indigenous culture and promote allyship. The Indigenous Employee Circle hosts its meetings in Lake Katherine, a space designated for use by Rolling River First Nation. Indigenous employees use the traditional territory for staff wellness, education, and team building. In the 2022 operating season there were eleven active members in the Indigenous Employee Circle, who were all members of the Park Staff Circle, which is open to all employees to join.

New Brunswick South Field Unit

• The Field Unit is represented on a local working group for Accessibility. This continues to provide the Field Unit with insight on how to remove challenges and barriers to those with disablements or impairments. During this reporting period, the Field Unit created a 2022 Accessibility report/presentation with the goal of making information, activities, and/or environments sensible, meaningful, and usable for as many people as possible. Research and consultations took place with the Ability NB 2022 Report (Fundy National Park), the Atlantic Accessibility Consulting 2022 Accessibility Report (Kejimkujik National Park and Historic Site).
• The Field Unit continues its collaboration and discussions with Indigenous communities. This includes attendance at various groups/associations to promote employment, a Contribution Agreement with Fort Folly First Nation for the Medicine Trail Indigenous Culture & Language project.

Waterton Lakes Field Unit

• Waterton Lakes Field Unit undertook a concentrated effort to increase the diversity of their workforce, with a focus on providing meaningful work to our Indigenous partners. Through various forms of outreach, members of the Field Unit attended 8 hiring and career events targeted to Indigenous students and youth in Alberta. Resulting from the attendance of these events, the Field Unit was able to hire employees from surrounding Indigenous communities.
• Additional supports and training were put in place to make improvements and reduce barriers of the application process, in addition to the onboarding process and completion of hiring documents.

Saskatchewan South Field Unit

• On May 11, 2022, The Field Unit drafted an all-staff message for Asian Heritage Month, which was co-signed by our PCEO. There were resources and events across the Public Service for members of the Agency to participate in and celebrate Asian-Canadian culture and heritage. On May 3, 2023, we drafted another all-staff message for Asian Heritage Month, sharing more resources and events to staff.
• One of the co-chairs of the People of Colour Network was interviewed for the ParksNet feature Spotlight On… to celebrate Asian Heritage Month. A Field Unit team member is featured in the episode, speaking about their heritage and the Network as well.
• The Field Unit identifies potential barriers and bias in the staffing process and highlights strategies to eliminate them including reviewing the statement of qualifications to find ways to simplify wording and only include the essential criteria needed for the position to allow more people to apply. Other examples include, lowering the education requirement to not exclude potential applicants, accepting hard copy resumes, further analysis at how the Field Unit assesses candidates, considering how questions are asked and if all candidates who apply would know how to respond or if we need to be broader in scope.
• The Field Unit provided training sessions for managers on the New Staffing Policy providing information about flexibilities and employment equity recruitment.
• Batoche National Historic Site works closely with Indigenous Elders and local community and partners including the Gabriel Dumont Institute, the Metis Nation of Saskatchewan and Saskatchewan Urban Native Teacher Education Program, for targeted Indigenous recruitment.

Prince Edward Island Field Unit

• During the 2022-23 reporting period the Field Unit had the presence of a Youth Ambassador and a Positive Spaces Ambassador
• During this reporting period the Field Unit’s Bright IDEAs Committee put their focus on the five pillars that allowed to better serve the Canadian population. The pillars were: recruitment, orientation, workplace preparedness, onboarding, and training. Amongst the various results accomplished, the Field Unit highlights:
  • Updating the training manual
  • Introducing visuals and products into the workplace to make it more welcoming
  • Incorporating an exit survey for the student staff in order to get a pulse on the different actions that Bright IDEAs Committee was promoting.
  • They also offered various training sessions before the operating season on Racism, Indigenous Culture, and Inclusivity.
• The Indigenous Relations team provides its contribution under the lens of Reconciliation. It is important to understand when engaging in conversations related to Indigenous peoples’ employment within the federal public services that equity, diversity, and inclusion differs from reconciliation. For this reason, the socio-economic realities of the local Indigenous community are of specific focus when addressing Indigenous recruitment and retention activities. As a result, the Field Unit has partnered with local Indigenous Service Providers to assist in the pre-identification, recruitment, onboarding, and mentoring/support of Indigenous candidates. This model of “wrap-around” support has proven to be the most effective in both recruiting and retaining Indigenous employees within the Field Unit. Specific activities used include:
  • Developing Partnerships that focus on Indigenous Recruitment and Retention. Partnering with the Mi’kmaq Confederacy of PEI (Employment Services) as well and the Native Council of PEI (Employment Services) to identify Indigenous community members that may be interested in working for PCA. The Individuals are then supported (led by Employment Services (ES) staff/programs) in their journey to be matched with available opportunities within the Field Unit. The Indigenous Relations (IR) team then works with the ES staff to identify skills and abilities that are required for the potential positions; so that if a placement occurs, the individual is prepared for the workplace expectations. When onboarded by the Field Unit, the individuals continue to be supported by ES staff/programming (if needed) to address non-work related challenges. During the employment, activities such as enhanced mentoring and support plans are developed to address specific needs of the individual. Learning Plans (outside of workplace requirements) are also developed (by ES, IR and the individuals) for individuals to increase their personal formal educational accreditations, to mitigate barriers for promotion and advancement. IR and ES staff are also working with local post-secondary institutions to address barriers Indigenous Peoples are experiencing accessing accredited programs that are used as screening tools for employment processes.
  • Cross-culture Awareness Training made available to all Field Unit staff. Activities include schedule Indigenous Awareness talking circles (facilitated by local Mi’kmaq Knowledge Keepers), Hosting Indigenous ceremonies (Blessings, Prayers) to honor FU activities and events, and hosting exercises/workshops (KAIROS Blanket exercise) that that explore the nation-to-nation relationship between Indigenous and non-Indigenous peoples in Canada.
  • The Field Unit teams are actively engaged in partnering with local Mi’kmaq community-based programs and activities that have shared priorities. This involves supporting initiatives both within and outside of the National Park boundaries. The support is in an effort to develop meaningful relationships as well as develop the capacity of individuals to better prepare them for future opportunities in the fields of natural resource management, tourism and economic development.

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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