TREASURY BOARD OF CANADA SECRETARIAT DETAILED

TREASURY BOARD OF CANADA SECRETARIAT DETAILED ACTION PLAN

to the recommendations of the Office of the Auditor General Report on An Inclusive Public Service for Racialized Employees

Report

Ref.

No.

OAG Recommendation

Departmental Response

Description of

Final Expected Outcome/Result

Expected

Final

Completion

Date

Key Interim Milestones

(Description/Dates)

Responsible

Organization/ Point

of Contact

(Name, Position, Tel

Indicator of

Achievement

(For

Committee

Use Only)

The Treasury Board of

Canada Secretariat should

provide guidance and share

best practices that will help

organizations establish

performance indicators to

measure and report on

equity and inclusion

outcomes in the federal

public service. This should

include at minimum

• a common set of

measurable indicators

that use reliable survey,

organizational human

resources, and other

data

• indicators that show

comparative results at

the racialized employee

group and subgroup

levels against results

for non-racialized

employees.

Agree. In support of deputy heads, the

Treasury Board of Canada Secretariat

will provide guidance and share best

practices, based on reliable survey and

organizational human resources data,

that will help organizations establish a

common set of performance indicators

to measure and report on equity and

inclusion outcomes in the federal public

service in 2024.

The Treasury Board of Canada

Secretariat will also support

organizations in their efforts to

compare the experience of racialized

employees with comparative groups,

on the basis of available data through

implementation of a modernized

approach to self-identification in 2024.

In response to the President of the Treasury Board’s

mandate letter commitment on disaggregated data,

Treasury Board of Canada Secretariat (TBS) has

collected, collated and published additional workforce

employment equity data, both quantitative and

qualitative, on Canada.ca via its websites and data

visualization tools.

TBS has provided guidance and best practices to help

organizations establish performance indicators to

measure and report on equity and inclusion outcomes in

the federal public service using existing data sources.

This guidance and best practices would be

communicated through:

• a message from Treasury Board of Canada

Secretariat’s Chief Human Resources Officer

to deputy heads;

• an information session with their Designated

Senior Officials on Employment Equity,

Diversity and Inclusion and/or their heads of

Human Resources.

TBS has added or made reference to existing questions

to measure equity and inclusion in the Public Service

Employee Survey.

TBS has enabled organizations to adopt a new

modernized self-identification questionnaire.

TBS has provided guidance to organizations on how to

compare racialized employees with comparative groups

on the basis of available data through implementation of

a modernized self-identification questionnaire.

TBS has promoted the use of the Maturity Model on

Diversity and Inclusion self-assessment tool, which has

been developed with equity-seeking groups to help

departments identify their level of maturity related to

diversity and inclusion and determine the tangible

actions they can take to improve and monitor progress.

March 2025

Early 2024 – The Chief Human

Resources Officer sends a

letter to inform deputy heads of

TBS’s actions in response to

the OAG’s recommendations.

By May 2024 – TBS sends a

message to organizations with

guidance and best practices

that will help them establish

performance indicators based

on existing data sources.

By October 2024 – TBS

delivers an information session

on data sources to officials

from organizations (for

example, Designated Senior

Officials on Employment

Equity, Diversity and Inclusion

and/or the Heads of Human

Resources).

By December 2024 – launch of

modernized approach to self-

identification which

organizations can adopt.

By March 2025 - TBS sends a

message to organizations with

guidance on how to use self-

identification data to compare

the experience of racialized

employee with that of other

comparative groups.

Natasha Parriag,

Executive Director,

People and Culture

Sector, 613‑618-

0605

Nicolino Frate,

Executive Director,

Strategic Directions

and Digital Solutions

Sector

All 6 organizations,

supported by the Treasury

Board of Canada

Secretariat, should examine

their existing complaint

resolution processes and

ensure that they specifically

address instances of racism

in the workplace and that

complaints are received and

managed by professionals

trained and experienced in

the area of racism.

Agree. The Treasury Board of

Canada Secretariat will support the

6 organizations in examining their

existing complaints resolution

processes and ensure they

specifically address instances of

racism in the workplace, and that

complaints are received and

managed by professionals trained

and experienced in the area of

racism by March 2026.

Additionally, as part the of the

2021-2022 round of collective

agreements signed with the Public

Service Alliance of Canada, the

TBS has provided support by reviewing draft reports of

the 6 organizations that reviewed their employee

complaint resolution processes to ensure that they

address instances of racism.

TBS has shared best practices for employee complaint

resolution processes identified by organizations with

Heads of HR across the federal public service.

March 2026

March 2024 – TBS will provide

support to the 6 organizations

as they initiate their review of

their complaint resolution

processes to ensure they

address instances of racism.

December 2024 – TBS will

provide support to the 6

organizations by reviewing their

draft reports following their

review of their complaint

resolution processes to ensure

they address racism by inviting

them to submit a report and

Natasha Parriag,

Executive Director,

People and Culture

Sector, 613‑618-

0605

Charles Vézina,

Executive Director,

Employee Relations

Total Compensation

Sector, 613-808-

7300

Employer and the bargaining agent

jointly committed to a review of the

employment equity, diversity and

inclusion training courses available

to public service employees with a

view to identify eventual gaps and

improve the promotion of training

opportunities. Once the joint

committee work is completed, the

findings will be leveraged to ensure

Treasury Board policies and

Treasury Board Secretariat

recommendations to the core public

administration support the

prevention and resolution of racism

in the workplace.

An inventory of employment equity, diversity and

inclusion training courses with potential gaps identified

in the inventory with options to address them.

TBS has promoted available employment equity

diversity and inclusion training courses to employees

who are responsible for receiving and managing

complaints.

offering guidance on the

reports.

June 2025 – TBS will distribute

to Heads of HR a best

practices compendium.

Fall 2023 – setting up of the

TBS-Public Service Alliance of

Canada (PSAC) joint review

committee membership and

governance, as part of the

MOU between PSAC and TBS.

December 2023 - first meetings

of the Joint TBS-PSAC Review

on Employment Equity,

Diversity and Inclusion Training

and Informal Conflict

Management Systems.

Fall 2024 – Joint review

committee will complete its

work and share it with

principals of the Joint Review.

December 2024 – TBS will

share relevant findings on

training gaps with Heads of HR.

Spring 2025 - TBS will monitor

existing policies and the

supports for their

implementation (for example

guidance, training) to ensure

that they support the prevention

and resolution of racism in the

workplace.

All 6 organizations,

supported by the Treasury

Board of Canada

Secretariat, should collect

and analyze information

gathered through complaint

resolution processes to

identify root causes of

disadvantage for racialized

employees. Analysis of this

information should

contribute to preventing and

resolving racism in the

workplace.

Agree. The Treasury Board of Canada

Secretariat will support the 6

organizations in collecting and

analyzing information gathered through

complaints resolution processes to

identify root causes of disadvantage for

racialized employee in the workplace

by March 2026. The Treasury Board of

Canada Secretariat will ensure

racialized employee networks are

consulted in the process.

The Treasury Board of Canada

Secretariat will share harassment

prevention best practices with heads of

human resources of the federal public

service on an ongoing basis during the

analysis period.

Pursuant to Budget 2023, the Treasury

Board of Canada Secretariat is

developing a restorative engagement

program to support employees who

have suffered harassment and

discrimination and to drive cultural

change in the public service. In Fall

TBS has provided support by reviewing the

departmental draft reports of the 6 organizations that

reviewed their employee complaint resolution processes

to ensure they address instances of racism.

A compendium of information gathered by TBS from

organizations through complaint resolution processes

identifying root causes of disadvantage for racialized

employees in the workplace.

TBS has shared this information with Heads of HR of

the federal public service to contribute to preventing and

resolving racism in the workplace.

TBS has shared harassment prevention best practices

with Heads of HR of the federal public service.

March 2026

March 2024 – TBS will provide

support to the 6 organizations

as they initiate the collection

and analysis of information

gathered through their

complaint resolution processes

to identify root causes of

disadvantage for racialized

employees in the workplace.

December 2024 – TBS will

support the 6 organizations to

complete their review of the

information gathered through

their complaint resolution

processes to identify root

causes by inviting them to

submit a report and offering

guidance on the reports.

May 2025 – TBS will distribute

to Heads of HR the

compendium of information on

harassment prevention and

resolution as it pertains to root

causes of disadvantage for

racialized employees.

Charles Vézina,

Executive Director,

Employee Relations

Total Compensation

Sector, 613-808-

7300

Thérese Ngo

Executive Director

Employee Relations

and Total

Compensation

613-324-5166

2023, the Treasury Board of Canada

Secretariat intends to engage with key

stakeholders – including employee

organizations representing equity-

seeking communities – on the design

of a public service restorative

engagement program.

Recommendations on program structure and design for

a restorative engagement program (REP) have been

developed following the engagement of a panel of

experts and key stakeholders.

June 2025 – TBS will monitor

existing policies and the

supports for their

implementation (for example

guidance, training) to ensure

that they support the prevention

and resolution of racism in the

workplace.

Major milestones for REP:

October 2023 – Announcement

of Panel members.

Fall 2023 – Stakeholders

submit written submissions.

March 2024 – Analysis and

compilation of input from

stakeholders and publication of

What we Heard report

summarizing written

submissions received.

Recommendations on

continuous engagement plan

and design of implementation

process to be provided by

panel of experts.

Each of the six

organizations and the

Treasury Board of Canada

Secretariat should establish

expected behaviours

needed for an anti-racist

and inclusive work

environment and against

which performance should

be assessed for employees.

These behaviours should be

aligned with specific equity

and inclusion outcome

indicators and the

performance measurement

frameworks.

Agree. The Treasury Board of Canada

Secretariat will coordinate with the 6

organizations to establish, within

existing competency frameworks,

expected behaviours needed for an

anti-racist and inclusive work

environment and against which

performance should be assessed for all

employees. This work is expected to be

completed by March 2026.

TBS has engaged with departments and agencies,

including the six organizations mentioned in the audit,

and helped establish expected behaviours needed to

foster an anti-racist and inclusive work environment.

TBS has integrated within existing enterprise-wide

competency frameworks effective and ineffective

behaviours for an anti-racist and inclusive work

environment. These behaviours will be included in

discussions and assessments of performance in the

annual performance management cycle.

March 2026

By Spring 2024, TBS will share

with organizations guidance on

expectations for inclusive

behaviours within existing

competency frameworks and

within public service values and

ethics.

By March 2025 – TBS will

coordinate with organizations to

assess gaps in current

expected behaviours, and

develop clear expected

behaviours needed for an anti-

racist and inclusive work

environment.

By March 2026 – TBS will help

organizations to reinforce new

expected behaviours within

existing enterprise-wide

competency frameworks and

assessments of performance in

the annual performance cycle.

Natasha Parriag,

Executive Director,

People and Culture

Sector, 613‑618-

0605