Custom designing equity-based programs to combat racism
Advancing Diverse Talent in the Federal Public Service
A one-of-a-kind Sponsorship Program for historically marginalized employees within Natural Resources Canada
2024-2026
Context
Natural Resources Canada
Natural Resources Canada, like all other organizations within the federal public service, was tasked with making meaningful and measurable steps to tackle racism and to advance reconciliation, equity, diversity, and inclusion internally. One of these steps was a sponsorship program that could ready Indigenous, Black, and other racialized employees for leadership roles.
On its surface, this seems like a simple design that required matching sponsors with employees from equity-impacted groups. But without more thought or consideration of the needs of the target demographic, we would recreate the same harms and barriers that this program was intended to address.
My team and I wanted a sponsorship program that would meet the immediate need of increasing diversity up the ranks, but also spark deep cultural change to ensure the long term support for these groups once they moved closer to the top.
DONT NEED
Highlights
DONT NEED
Challenge
How to
Approach
Research the pain-points of program designers and policy analysts at the start of a new design cycle and offer a
Outcome
A program that builds in accountability for participants and sponsors, provides opportunity for community building and support amongst both groups, and most importantly helps surface the barriers and challenges racialized employees face.
Impact
Receiving feedback from participants that they have never felt such support at any point in their career
A Core Belief
Lasting change happens when we look beyond symptoms and work together to transform the systems and relationships shaping our lives.
