Equity, Diversity, Inclusion and Accessibility

Meet Chad – APEX’s Chief Equity, Diversity & Inclusion Officer

Chad Sheehy joined APEX on interchange in September 2023 from Health Canada. He is part of the Leadership Centre of Excellence and is excited for the opportunity to develop APEX’s Equity, Diversity, Inclusion (EDI) and Accessibility strategies. His work will include a big focus on working with public service executives, diversity networks and government departments to advocate for, and with executives from communities that are facing barriers. Additionally, Chad will lead the work within APEX as an organization to advance EDI and accessibility in our policies and programming.

Chad has nearly 20 years of public sector experience, mainly in regulatory compliance and enforcement, until he shifted his career in early 2023 to align with his passion and values and pursue advancing DEI in the public service. In his diverse educational background, Chad trained as a Naturopathic Doctor and holds Executive Certificates in DEI Strategies for Business Impact from Cambridge Judge Business School and in Public Policy from Harvard Kennedy School.  Chad is a father of two, and along with partner and kids, he enjoys exploring and embracing the beauty of the Rockies and prairies.

Network of Asian Federal Employees (NAFE)

Guided by the Employment Equity Act, the Network of Asian Federal Employees (NAFE) supports the public service to cultivate an inclusive workforce – one that is fully representative of Canada’s Asian population, embraces a culture where diversity is valued, and actively supports Asian and other visible minority employees in their contributions to the federal public service throughout their careers.

Public Service Pride Network (PSPN)

The 2SLGBTQIA+ Executive Network, established in 2022, is dedicated to fostering the professional growth and visibility of 2SLGBTQIA+ executives through peer support, mentoring, and coaching. It serves as a platform for aspiring 2SLGBTQIA+ leaders and ensures a safe workplace for all employees. This network represents a diverse group of 2SLGBTQIA+ executives and acts as a consultative body for the Public Service Pride Network (PSPN), significantly contributing to the development of the PSPN’s first Strategic Plan (2023-2025).

To fulfill our mission, we focus on various goals, including raising awareness of PSPN and Organizational Pride Networks among senior management, encouraging self-identification, sharing resources, and promoting representation of 2SLGBTQIA+ employees in career development. We value collaboration with other employee led networks and offer recommendations for meaningful interventions.

We extend a warm welcome to executives of all backgrounds, including allies, to join us in enhancing diversity in leadership. If you’re an EX-level executive (acting or substantive) interested in joining the 2SLGBTQIA+ Executive Network, please contact PSPN-RFFP@csps-efpc.gc.ca to be added to our distribution list.

The Black Executives Network (BEN)

BEN/REN was established in July 2020 to support Black executives in the federal public service to work with the Government of Canada to address issues of systemic and anti-Black racism, with a view to making the Canadian public service an institution that is representative at all levels and recognizes talent to leverage it to better serve all Canadians. The network exists to ensure that the voices of Black executives and employees are heard and to be an active partner and agent of change in addressing issues of anti-Black racism and systemic discrimination in the federal public service.

BEN/REN’s Mission is to:

– Build and sustain a strong, inclusive and influential network of Black executives who are committed to public service excellence, sound stewardship and positive outcomes for all Canadians;

– Promote talent management by supporting, mentoring, and sponsoring Black executives and aspiring executives;

– Exemplify the changes we want to affect in the federal public service; and

– Support the mental health and well-being of Black executives in the federal public service.

Muslim Federal Employees Network

In response to the continued presence of Islamophobia, the Muslim Federal Employees Network (MFEN) was created in June 2021 and plays a key leadership role in supporting the Government of Canada to become a model of inclusion of Muslim public servants. Recent events in our society have highlighted that Canada and our federal departments are not immune to acts of discrimination and intolerance. Membership is open to Muslim federal employees and non-Muslim allies. This network provides a forum for Muslim employees and their non-Muslim allies to connect and discuss issues related to the promotion of a healthy and inclusive work environment for Muslim federal employees, where Muslim employees and their cultures are acknowledged and valued. It is a safe space for employees to discuss challenges affecting Muslim federal public servants and to mobilize collective action to advance equity in the public service and deconstruct systemic barriers. It supports our public institutions that we work in to be fully representative and inclusive of our diversity and that is free of racism in all of its forms by engaging in various outreach and engagement activities. MFEN launched an executive network in October 2023 to support Muslim executives in the public service. If you’re a substantive EX-level executive interested in joining the MFEN Executive Network, please contact MFEN’s GCconnex group owner to be added to our E-MFEN GCconnex group.

Should you be interested in learning more about the Muslim Federal Employees Network or become a member, we welcome you to join the GCconnex page.

Indigenous Executives Network  (IEXN)

The Indigenous Executive Network (IEXN) was launched in April 2018 as an early outcome of one the Many Voices One Mind: A Pathway to Reconciliation Action Plan (MVOM) recommendations.

The IEXN supports enterprise-wide initiatives and efforts to implement the five strategic objectives of the MVOM by:

– working collaboratively with central agencies, departments and others with common interests, to strengthen networking opportunities for Indigenous executives, and provide safe spaces for conversations and a supportive and more inclusive work environment for Indigenous employees at all levels;

– promoting opportunities for Indigenous voices at the executive levels to raise awareness and influence decisions, and encourage collaboration and foster coherence on workplace wellbeing and talent management for Indigenous employees;

– engaging in providing culturally competent advice and guidance to support the modernization of employment equity, official languages, diversity, and other relevant policies, as well as management and leadership practices to help transform the public service into a more inclusive, welcoming and respectful workplace for Indigenous employees.

Infinity – The Network for Neurodivergent Public Servants

Infinity – The Network for Neurodivergent Public Servants is the Government of Canada’s first interdepartmental network dedicated to connecting, empowering, and advancing neurodivergent employees throughout Canada’s federal public service.  Infinity seeks to celebrate the extraordinary talents and contributions of neurodivergent employees, while recognizing the ongoing challenges and barriers that many face in the workplace.    Founded in February 2023, Infinity has grown to over 750 members across 68 federal institutions, making it one of the largest government-wide neurodiversity networks globally.

Infinity supports and offers community to people with conditions such as, but not limited to: Autism spectrum disorder, Attention deficit-hyperactivity disorder (ADHD), Dyscalculia, Dyslexia, Dyspraxia, Epilepsy, Obsessive-compulsive disorder (OCD), Tourette’s syndrome

Infinity organizes a broad range of activities to support neurodivergent public servants across Canada, including:

– Virtual and in-person events for socializing and networking

– Online communities (GCcollab, GCxchange, and Discord)

– Professional development and training events on neurodiversity

– Learning resources on neurodiversity

– Collaboration with other GC-wide networks

– Advocacy on behalf of neurodivergent public servants to senior management

Jewish Public Servants’ Network (JPSN)

Established in Spring, 2021, the Jewish Public Servants’ Network is a rapidly growing network representing over 220 Jewish public servants from across the Federal Public Service. We are committed to working to make the federal public service a truly inclusive work environment.

Our mandate is to connect Jewish public servants across the Government of Canada, to offer a forum to discuss issues impacting Jewish public servants including addressing and educating on antisemitism, and to collaborate with other groups to realize a shared goal of a truly inclusive federal public service. To achieve our mandate, we:

Advocate: Be spokespeople for Jewish specific issues within the public service in order to promote education and understanding amongst Jews and non-Jews alike

Network: Use the network, which exists within the Jewish public servant community to reach out to decision-makers within the Government of Canada to advocate on issues of concern.

Collaborate: Understand that objectives can be achieved through a partnership approach with other public service professional networks, and symmetries identified and utilized to attain these goals

Understand: Realize that Jews and non-Jews come from a variety of cultural and socio-economic backgrounds that shape opinions and positions on issues impacting Jewish public servants.

Empathy: Recognize that arguments are not won through force but through understanding and an awareness of facts and lived experiences

The Anti-Racism Ambassadors Network (ARAN)

The Anti-Racism Ambassadors Network (the Network) was established to support existing efforts in the public service to dismantle systemic racism with an intersectional lens. The Network aims to create a space for public servants in Canada at the municipal, provincial, territorial and federal level, to share knowledge, spread information and take action.

ARAN is different in that it is a grass-roots group of public servants volunteering from across Canada and not tied to any Government organization. Currently the Network acts as a community mobilizer and connector to collect, amplify, house and disseminate information and resources on Anti-Racism activity for all to use. In doing so, it will also amplify the work being done by BIPOC colleagues and connect all people working in this space.

It will also serve as a network to encourage and support members in taking practical action to dismantle systemic racism. We recognize that this is a community effort, and it will take collective partnerships and action to affect change. This includes but is not limited to the work of existing networks like the Black Employees Network(s), Indigenous Employee Network(s), Visible Minorities Network(s), Federal Black Employees Caucus (FBEC), 2SLGBTQIA+/Pride networks and other similar communities as well as resources from organizations and departments standing up their own Anti-Racism units.

As this Network grows, it aims to help bridge and identify gaps in the area of Anti-Racism across public service organizations in Canada where feasible.

Supporting Accessibility

As Executives, you are leaders in your organizations and you play a critical role in advancing accessibility.   

The first step is to be informed. There are numerous resources on the Accessibility Hub that can help you incorporate accessibility at the outset in all aspects of your work, whether you are responsible for internal functions or for designing and delivering policies, programs and services for Canadians. The Hub has information about workplace accommodations and tools, such as the Government of Canada Workplace Accessibility Passport, which can assist public service employees (and applicants) to document the support measures they need to succeed in the workplace.  You are encouraged to read your organization’s accessibility plan and progress report and support your departmental persons with disabilities network.  The Accessibility Learning Series has videos on disability inclusion in the public service that take an intersectional approach.  Share these resources with your teams and open up a dialogue about how you can work together to be more inclusive.    

If you are an Executive with a disability, you are encouraged to self-identify and seek out any accommodations you need.  It is so important for all of us to have the supports we require to fully realize our potential.  You are also encouraged to consider sharing your lived experience with others, if you feel comfortable doing that.  Hearing about others’ experiences can go a long way towards breaking down stigma and stereotypes.  

As Executives with or without disabilities, we all play a critical role in changing our workplace culture!