Employment Equity, Diversity and Inclusion Strategy

Moving forward together: Culture of inclusivity

FINTRAC's Strategy for Employment Equity, Diversity and Inclusion Strategy (EEDI) 2023–26

We believe that together we can take deliberate actions and engage in meaningful dialogue to foster an inclusive culture in line with our core values that improves the status quo. Building a diverse, equitable and inclusive FINTRAC is an opportunity we all share!

Pillar 1: Talent acquisition and retention

Increase representation of equity-seeking individuals by leveraging Public Service-wide inventories and career fairs, mindful planning, building upon existing third-party partnerships, and candidate feedback about accessibility and inclusion.

New commitments

• An equity-seeking employees' Onboarding Buddy model (Implementation: Fiscal year 2023–25)
• Equip leadership – providing the talent committees with resources (Implementation: Fiscal year 2022–25)
• Journey-mapping equity-seeking groups' experiences (Implementation: Fiscal year 2025–26)
• The GC Workplace Accessibility Passport (Implementation: Fiscal year 2023–24)

Pillar 2: Professional growth

Empowering employees of equity-seeking groups to tap into their full potential by offering access to language assessment and development opportunities, fixing gaps in representation, continuing the 50-30 Challenge, and nominating a minimum of 30% equity-seeking employees to leadership development programs.

New commitments

• Implement a mentorship program to support equity-seeking employees (Implementation: Fiscal year 2022–23)
• Equity-seeking employees' developmental and learning needs survey (Implementation: Fiscal year 2024–25)

Pillar 3: Leadership and accountability

Increase leadership EEDI acumen and enable strategic decision-making related to EEDI through legislated reports, performance management commitments, sharing demographic data and key metrics, inclusive communication skills, and supporting grassroots and GOC-wide initiatives.

New commitments

• An Executive Pledge (Implementation: Fiscal year 2022–23)
• Modernizing the Self-Identification process (Implementation: Fiscal year 2023–24)
• Self-assessment on EEDI Maturity (Implementation: Fiscal year 2025–26)

Pillar 4: Employee engagement

Nurture a culture of inclusion by hosting annual events to educate about diversity and equity-seeking groups, engaging with employees through monthly communiqués and drop-in consultations, promoting interdepartmental networks and groups to build a sense of community as well as the Positive Space Initiative while collaborating with various committees and team leads.

New commitments

• Communications strategy for equity-seeking group campaigns (Implementation: Fiscal year 2023–24)
• Mandatory learning path around EEDI for all employees (Implementation: Fiscal year 2022–23)