Executive Cadre Pledge on Diversity and Inclusion at FINTRAC

Acknowledgement

As members of the executive cadre of the Financial Transactions and Reports Analysis Centre of Canada (FINTRAC), we are expected to be accountable for our decisions and actions, to lead by example, and to influence positive change. We recognize that systemic racism and discrimination are embedded in our society and in institutional systems, policies, processes and organizational practices. To achieve equity and dignity for all, we must examine individual behaviours and systemic practices to identify potential discriminatory bias against equity-seeking groups.

While representation levels in the Public Service have risen over the past few decades as a result of the meaningful efforts made in the pursuit of an equitable, fair, diverse and representative workforce, there is still evidence that racism, discrimination and harassment, of equity-seeking group members, including Black, Indigenous and Persons of Colour (BIPOC) remain important issues. We need to reflect on how we can address the gaps that currently exist in our workplace, as highlighted in the Employment Equity, Diversity and Inclusion Placemat, and shift our diversity and inclusion strategies to improve upon the historical approaches that have not yet achieved the desired results.

Following the Clerk’s Call to Action on Anti-Racism, Equity and Inclusion, the expectation is clear that our personal behaviours and decisions must set the tone for employees and demonstrate how we, as leaders, can foster greater diversity, inclusion and equity in the workplace. Our FINTRAC Values Statement, recently updated in consultation with employees, states our commitment to fostering a respectful, caring, inclusive, and diverse environment.

Our Actions

I make the following personal commitments to:

• be self-aware of my biases, privilege and how it influences my decisions and the advice I give.
• educate myself, and unlearn racist and discriminatory behaviours.
• listen, support and take action when employees say they have experienced racism, discrimination, harassment or micro-aggressions in the workplace.
• enhance the feeling of belonging for members of equity-seeking groups by actively demonstrating and promoting respect for diversity, inclusive practices, and dignity for all.

Our Beliefs

We know that addressing racism and discrimination is challenging and will require deliberate, sustained and focussed effort. We also know that respect, care, trust, inclusion and diversity are foundational to an organisation’s culture of safety, and are essential to each employee’s mental health and the organisations’ ability to retain its talent.

We are fully committed and we will take action.

Because we believe we can do better and be better, together.

Our Commitment

Members of the FINTRAC executive cadre are committed to addressing issues of racism, discrimination, and to create inclusive workplaces both at the Centre and across the Government of Canada.

We embrace and encourage our employees’ differences in age, colour, physical and mental ability, family or marital status, gender identity or expression, language, national or ethnic origin, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics such as personality and personal interests that make our employees unique.

We will dedicate our efforts and resources towards long-lasting changes and hold ourselves accountable to this commitment.

To address issues of systemic racism and discrimination, we are committed to ensuring that as an organization we:

• provide all employees with the time, tools, training and resources needed to address issues of racism and discrimination and build a culturally safe workplace.
• establish safe spaces to openly discuss racism, discrimination, privilege, and how they contribute to an inequitable society and workplace.
• encourage employees to speak up when they see or hear racist, discriminatory or harassing behaviour.
• challenge systemic racism and discrimination by removing barriers in recruitment, hiring and talent management at all levels.
• set impactful targets for hiring, promoting and training of all employment equity groups.
• make these commitments and actions part of all performance management agreements.