PIPSC is your ally for building a welcoming and inclusive workplace for LGBTQ2S+ workers

Our LGBTQ2S+ community has overcome incredible obstacles. While we can be happy that we legalized same-sex marriage in 2005, and that we’re making it easier to express gender identity on official documents, there’s still a lot of hatred and discrimination throughout Canada that we must eliminate. LGBTQ2S+ individuals still fear violence following a gruesome homophobic attack in Toronto, Pride flags being burned, and daily microaggressions.

Canada has failed the LGBTQ2S+ community many times

When queer bars and bathhouses, regarded as LGBTQ2S+ safe spaces, were raided in Montreal, Toronto and Vancouver by local police, LGBTQ2S+ Canadians knew their rights were under attack. How can the community feel safe when being queer is criminalized by the people tasked with protecting us?

LGBTQ2S+ Canadians working in the public service are still healing from the public service purges that went on from the 1950s to the 1990s. A special department was created in the federal government to root out homosexuals from the public service, forcing LGBTQ2S+ workers to live in fear. The government finally apologized for this purge, which still haunts past and present public servants and community members.

And today, men who have sex with men are still barred from donating blood. Although all blood is rigorously tested for any diseases after it’s collected, blood collection policies are still rooted in the 1980s. A straight man can have sex with as many partners as they want, and still donate blood without question. This is nothing short of discrimination.

The Canadian labour movement has a key role in supporting LGBTQ2S+ communities

The Canadian labour movement is supporting a massive reinvestment LGBTQ2+ communities. LGBTQ2S+ community initiatives are hugely important in building a network of solidarity for individuals who come out of the closet, who need access to services, and who want to build a culture of resistance against homophobia, transphobia and biphobia.

We’ve also called to eliminate Canada’s discriminatory blood donation policies that force gay men to be abstinent before donating blood while heterosexual men can have as many sexual partners as they like.

Normalizing diversity of gender identity and sexual orientation in the world of work

It’s hard for LGBTQ2S+ Canadians to be comfortable in a heteronormative workplace. Questioning individuals fear their attire under a new gender identity will be considered unprofessional. LGBTQ2S+ people want their colleagues to see them as more than just sexual orientation or gender identity.

We’re proud to support normalizing diversity of sexual orientation and gender identity at work, marking an important departure from heteronormative culture. The “Free to be me” campaign at the Government of Canada is a great initiative, just like Instagram displaying personal pronouns next to user names.

How can I take action?

• Use our Pride Zoom background for your video calls
• Add your pronouns to your screen name in your email signature and social media profiles
• Add your personal pronouns to your work email signature
• Donate to a local LGBTQ2S+ organization in your community

Significant progress has been made, yet the struggle continues. Within our union, the public service and across the country, we have work to do to fight stigma, stop harassment and build the welcoming and inclusive environments everyone deserves.

Trivia contest winners

Congratulations to Larisa and Michael for winning our Pride Trivia contest!

After leaving a series of hints and clues on our Facebook page, PIPSC members joined a virtual trivia contest on July 27 and 28, 2021. Canadian Labour Congress Vice-President Larry Rousseau was our featured guest host.

Shop from Canadian LGBTQ2S+ merchants

Contest winners took home $250 Etsy gift cards, and are encouraged to support Canadian LGBTQ2S+ merchants in the Etsy virtual marketplace.

1. GRRRL Spells (Toronto, ON) – A queer non-binary & POC owned shop that specializes in queer art and accessories
2. little rainbow paper co (Calgary, AB) – Hand-drawn original digital and watercolour art produced on LGBT cards and prints
3. Yas Petit Poulet (Montreal, QC) – LGBT+ owned small business with the slogan “where pride meets art meets science,” with products focused on exploring queer identities through the lens of science
4. L’Amour Propre (Toronto, ON) – Queer and sex-positive accessories, including key tags, pins, pet tags and other custom and engraved products
5. NeebingAndMary (Canada) – Queer flags, pop culture, and protest swag
6. YasakwDesigns (Haida Gwaii) – LGBTQ2S+ Indigenous owned clothing and accessories
7. Lovestruckprints (Montreal, QC) – Clothing, accessories, illustration and cute stuff screen printed in Montreal
8. WerksByAshley (Windsor, ON) – Pop culture-inspired illustrations and products
9. ShatteringTheCeiling (Montreal, QC) – Shattering the norms by making fun, sassy and inclusive art
10. HandandThistleShop (Toronto, ON) – Beautiful boho-chic crafts to make your space cozy

Public Service Pride 

Members of the federal public service are encouraged to join Public Service Pride, happening from August 23 to August 27, 2021. Learn more.

We are heartbroken by the discovery of the remains of 215 children in a mass grave at a former residential school in British Columbia. It is an unthinkable number, and represents the unmitigated and profound injustice inflicted upon Indigenous families in this country, which remains unresolved.

Children often faced physical, sexual and emotional abuse in these residential schools. Thousands died of disease and severe neglect.

These children never made it home to their families. They were often buried in unmarked graves like the ones found in Kamloops, and their parents were never told what happened. While the Truth and Reconciliation Commission (TRC) estimates that over 4,000 children died in these schools, we don’t know the actual number because deaths went undocumented. We also don’t know where other burial sites might be because so few are officially documented and even fewer maintained. 

This is why we support the calls from Indigenous leaders and the TRC report for the federal government to create an online registry of residential school burials, and to work with impacted groups to develop a plan for the ongoing identification, documentation, maintenance and commemoration of burial sites. The TRC requested $1.5 million in funding to search for unmarked graves in 2009, but that funding was denied by the federal government. It’s time for this funding to come through.

A national Indian Residential School Crisis Line has been set up to provide support for former students and anyone affected. People can access emotional and crisis referral services by calling the 24-hour national crisis line: 1-866-925-4419.

June is National Indigenous History Month in Canada, and this year, PIPSC members across the country are mobilized for change.

As Canadian public service professionals, it’s important to recognize that Canada has been inhabited by Indigenous peoples for thousands of years. We’re actively engaging in reconciliation with First Nations, Inuit and Métis communities. And we’ll explore the issues that Indigenous peoples face in the workplace with an eye-opening webinar.

This year, we’re being mindful of the land we’re on, in respect of Indigenous peoples. We’re going to learn about Indigenous traditions, languages and art.

5 reasons that motivate us to take action for reconciliation

1. According to the language vitality criteria set by the United Nations Educational, Scientific and Cultural Organization (UNESCO), at least 87 Indigenous languages in Canada are at risk of disappearing. The government must step up to support Indigenous language revitalization projects.
2. Although the federal government committed to end drinking-water advisories in First Nations reserves by 2021, the timeline has now been postponed until 2026. Considering the essential nature of clean drinking water, this delay is unacceptable to both Parliamentarians and Indigenous leaders.
3. Inuit across Nunavut are suffering from a severely underfunded Nunavut Housing Corporation. Housing is a human right and the government must intervene to resolve this health and housing crisis.
4. Systemic discrimination is still rampant in our country’s police system, with Indigenous people being 10 times more likely to be shot and killed by a police officer than a white person. We all have a role to play to end systemic racism.
5. Truth and Reconciliation Report recommendations are still not fully implemented.

5 reasons we’re inspired by the activism of Indigenous community leaders

1. The National Association of Friendship Centres is expanding their service offering, creating community hubs for Indigenous people everywhere.
2. Indigenous Health Centres are offering traditional healing services throughout the country.
3. Territorial acknowledgements are becoming more commonplace. It’s important to remember that settlers displaced Indigenous communities to build our cities and towns, and that we can work to make amends.
4. Canada has finally apologized to Inuit communities for forced relocations, family separation and sled dog killings imposed on Inuit from 1950 to 1975.
5. Arctic fashion is hitting the international stage at New York and Paris runways, bringing attention to northern Indigenous communities.

Take action

• Make a donation to the Legacy of Hope Foundation that has stepped up to provide services where governments continue to fail.
• Read President Debi Daviau’s statement on the discovery of the bodies of 215 Indigenous children at the site of the former Kamloops Residential School.

REGISTER FOR THE WEBINAR                                     TERRITORIAL ACKNOWLEDGEMENT

Register for the June 29 webinar with                                           Local love
Senator Kim Pate and Mocassin Joe                                            CAUT                                    
                                                                                                      

INDIGENOUS COMMUNITY EVENTS                             FRIENDSHIP CENTRES

Quebec: Kahnawake Pow Wow                                                   National Association of Friendship Centres

              Gesgapegiag Pow Wow                                                 Wabano Centre

Ontario: Wikwemikong Pow Wow                                                Native Montreal

Nunavut: Rankin Inlet Square Dance competition

National: Indigenous Day Live                

On May 13, 2021, PIPSC President Debi Daviau appeared before the Senate Committee on Social Affairs (SOCI) to provide our feedback on how changes to certain provisions of Bill C-30, the Budget Implementation Act, 2021, may help eliminate the barriers that affect equity-seeking groups in the federal public service.

Our overall position is that the proposed changes represent an improvement on the existing Public Service Employment Act (PSEA) by recognizing the impact of biases and barriers on the selection and promotion of candidates from equity-seeking groups.

In late January, we participated in a National Joint Council Employment Equity Committee consultation on this issue, where we outlined a number of our concerns:

• we don’t have a lot of confidence in federal staffing processes
• the delegation of staffing authority to local managers has played a key role in creating the barriers to equity, diversity and inclusion our members encounter today
• the system pits employees against employees
• our members are frustrated about how positions are staffed and how promotions are handed out
• the “right fit” is often used to exclude better qualified candidates
• acting appointments are made and extended without any rationale through non-advertised processes

Decisive and immediate action must be taken to finally create a federal workplace that reflects the people of Canada and their values. The representation of equity-seeking groups in the federal workplace can’t improve in the current context. It’s time to stop putting in band-aid solutions to this critical problem.

When the Treasury Board created new discriminatory guidelines around the use of “Other leave without pay” code 699, we pushed back. You shouldn’t be forced to choose between work or caring for your children and loved ones. In exceptional circumstances, you may be unable to work due to school or daycare closures, equipment failure, or family obligations.

Although use of the special leave code has drastically declined since the beginning of the pandemic, the members who need code 699 the most were left out with the new guidelines. Our research demonstrates that women are disproportionately impacted, and we’ve filed a grievance on their behalf.

President Debi Daviau hosted this interactive webinar for International Women’s Day to discuss the impacts of code 699, how we can take action, and the ongoing struggle for adequate care leave for women public service professionals.

If you need assistance with your code 699 request, use our COVID-19 help form.

The government is planning legislation to ensure greater diversity and inclusion in the federal public service, including at the highest administrative levels.

Racism, discrimination and lack of action are nothing new to many federal public service employees. A long-standing history of alienation among BIPOC (Black, Indigenous, People of Colour) public servants needs to be recognized and addressed.

The Public Service Commission of Canada (PSC) has just published its audit report on employment equity representation in recruitment. The report reviewed the representation of employment equity groups at 5 key stages of the recruitment process: job application, automated screening, organizational screening, assessment and appointment. 

Its key findings are:

• The representation rate of Indigenous candidates decreased at the assessment stage

• The representation rate of persons with disabilities decreased at the assessment and appointment stages

• The representation rate of visible minority groups declined at the organizational screening and assessment stages

• Of the visible minority sub-groups examined in the audit, Black candidates experienced a greater drop in representation than members of other visible minority groups, both at the organizational screening stage and at the assessment stage

The audit provides 3 recommendations: 

• Deputy Heads should review their staffing framework and practices to ensure barrier-free appointment processes for all employment equity groups, including visible minority sub-groups

• The PSC should work with other central agencies and employment equity groups to identify specific factors that impact the success of employment equity groups and visible minority sub-groups within the hiring process, and to implement solutions

• The PSC should increase its efforts in developing and promoting systems, tools and guidance that support inclusive external recruitment processes, with a focus on the development of barrier-free assessment approaches

We have written to Clerk of the Privy Council Ian Shugart – the Head of Canada’s public service – on how to advance Diversity and Inclusion in the federal public service. He had recently sent an important memo to senior public service leaders directing them to take action on this issue.

While we welcome this long-overdue initiative, this is not the first time senior public service leaders have introduced similar projects. These have had little or no impact on public service demographics, which still do not reflect those of Canada.

Past initiatives such as the Task Force on Diversity and Inclusion, spearheaded by the Treasury Board, have included significant contributions from PIPSC and other union representatives. Unfortunately, these have made only limited progress since they were first introduced.

Going forward, we would like to ensure the timely introduction and implementation of Diversity and Inclusion recommendations, including the allocation of sufficient resources.

It is critical to institutionalize such work and ensure its continuation after the individuals involved have moved on. We welcome the opportunity to work with the Treasury Board and individual government departments to develop a framework that will once and for all address the structural problems that contribute to D & I problems in the recruitment and overall staffing of Canada’s public service.

Black History Month is a time to celebrate the historical achievements of Black Canadians while acknowledging the many inequalities they face.

As labour leaders, we must take action to combat anti-Black racism. We must foster environments where Black Canadian workers can thrive in their workplaces and in everyday life.

This Black History Month, join PIPSC for a look into the realities faced by Black Canadians.

Watch the Black Canadians in leadership roles: challenges, opportunities and successes webinar that aired February 18.

A number of present and former Black federal public servants have filed a class-action lawsuit against the Treasury Board for anti-Black discrimination.

We stand in solidarity with these Black workers and all Black public servants. 

“We know that Black public service professionals experience discrimination at work and that’s why we support the objectives of this lawsuit and any other action that seeks justice and equity for Black federal public servants” said PIPSC President Debi Daviau. “I have instructed our legal counsel to reach out to the counsel for this lawsuit and explore how our union may be able to support this effort to end systemic anti-Black discrimination in the Federal public service.”

The class-action lawsuit argues that Black federal public servants experience systemic discrimination and specifically are excluded from career advancement and promotions. 

The lawsuit seeks damages, the implementation of a Diversity and Promotional Plan for Black Public Service Employees related to the hiring and promotion of Black employees within the public service and new policy that would require the number of Black employees to reflect the percentage of Black people in the population, at a minimum. The lawsuit also asks for a compensation fund to address the psychological suffering and financial losses of past and present Black employees.

In 2017, the federal government released “Building a Diverse and Inclusive Public Service,” the final report of the Joint Union/Management Task Force on Diversity and Inclusion. PIPSC actively participated in the Joint Union/Management Task Force on Diversity and Inclusion, which consulted with over 12,000 public servants and invested over a year in drafting its report. The government has yet to implement the recommendations of the task force. 

“The federal government has acknowledged that systemic racism is prevalent in Canadian society and within government institutions, but it has yet to take action on the recommendations of the Joint Union/Management Task Force on Diversity and Inclusion,” said Daviau. “It’s time to end anti-Black discrimination in the government’s own hiring and promoting practices.”

The PIPSC Human Rights and Diversity Committee held an anti-Black racism webinar on September 30, 2020. The event was opened by Jennie Esnard, PIPSC NCR Regional Director and Chair of the Human Rights and Diversity Committee, and moderated by the PIPSC Education staff.

The panelists were:

• Emilie Nicolas, award-winning Human Rights advocate and anthropologist
• Larry Rousseau, Vice-President of the Canadian Labour Congress

Participants got a sense of how anti-Black racism impacts Black families throughout Canada. We were reminded of the importance of listening to Black voices who speak up about injustice, and combating systemic racism in our institutions by standing up and demanding change. 

A rich question and answer period ensued. 

Watch the video recording of the session below. 

You may need to disconnect from the employer’s VPN to view the video, or try accessing the page from a personal device. 

Have questions about how to combat anti-Black racism in your workplace? Contact the PIPSC Black caucus.