Equity, Diversity, Inclusion, and Accessibility - Action Plan 2021-2024

Important to Note:While we have considered the current rules surrounding inclusive writing, we want to acknowledge at the outset that this version is not entirely perfect. The PPSC is a member of the Interdepartmental Terminology Committee on Equity, Diversity, and Inclusion (EDI), whose mandate is to co-develop and publish a terminology guide on EDI terms and concepts. Inclusive writing is constantly evolving, and we are committed to reviewing the PPSC EDIA action plan to incorporate recommended practices proposed in the guide.

The Public Prosecution Service of Canada (PPSC) is a key participant in the Canadian criminal justice system. As such, an important aspect of its mission is to contribute to making Canada a safe and just society. Every employee plays a unique role in PPSC's mission. This places them in a very important and privileged position of trust. It requires high standards of ethical behaviour and an emphasis on a collective responsibility in developing and maintaining an organisational culture where all employees are treated equitably with respect, dignity, and fairness.

When PPSC employees are able to bring their whole selves to work, feel valued, and offer their best potential, they will have a positive impact and be able to contribute in a concrete way. This will enable them to make the necessary changes to contribute in a meaningful way towards a criminal justice system that is more equitable and fair to all Canadians.

The PPSC is committed to an organizational culture change. To achieve this, we must work on a better understanding of each other, be intentional by striving to not create harm, to take anti-racism actions, and to be supportive of one another. Deepening our connections will allow us to co-create a workforce that is strongly anchored in the principles of equity, diversity, inclusion and accessibility. As we evolve, we will naturally build more courage to serve the Canadian society differently – more justly – through our daily prosecutorial work, and all decision-making.

To do this, we must all work together and advance on the following three (3) commitments:

  Deepen authentic, respectful, transparent, and accountable relationships

  Intentionally promote, recruit and retain employees to reflect diverse perspectives

  Integrate an intersectional lens in our prosecutorial work

The implementation of this Action Plan is an ongoing engagement that will require continuous dedication, action, and decision making on the part of the leadership team and all employees. It will take time, resources and perseverance. Our goal is for the PPSC to advance in a way that ensures everyone in the organization experiences a work culture that is more equitable, diverse, inclusive and accessible. To achieve this, certain activities are focused on particular equity groups.

The work of the PPSC's Co-Champions for a Bias-Free Workplace has helped inform this Action Plan and key recommendations outlined in their final Report have been incorporated into the Action Plan's commitments, initiatives and focused activities. Together it reflects the organization's priority and commitment to justice.

The PPSC's Equity, Diversity, Inclusion, and Accessibility Action Plan is an evergreen document. Stakeholders will be engaged regularly to ensure commitments and focused activities are meeting our unique goals. Although this plan refers to accessibility, the PPSC is working on a comprehensive and complete accessibility plan driven by the Accessible Canada Act.

Much care was given to consulting broadly on this Action Plan. All staff were provided with an opportunity to comment on the draft. The following specific groups were provided with an additional opportunity to provide feedback and much richness was added as a result:

This Action Plan also meets the PPSC's Employer Obligations, of Part I, outlined in the Employment Equity Act (EEA). In fact, our plan surpasses our legislative requirements by:

The commitments and focused activities of this Action Plan also clearly support the following PPSC's organizational priorities:

  Deepen authentic, respectful, transparent, and accountable relationships

These initiatives and the focused activities are at the heart of our commitment to inclusion. They bring about cultural change at the PPSC and help establish a strong foundation from which we can grow and uphold the integrity of a diverse people-centered workplace. Consequently, we envision that this commitment will create a stronger sense of community and belonging amongst all employees. This means that every employee feels comfortable, accepted, and supported by the organization when it comes to being their authentic selves.

[For the full Glossary definitions of acronyms click here.]

  Intentionally promote, recruit, and retain employees to reflect diverse perspectives

These initiatives and focused activities aim at ensuring that PPSC processes and programs are impartial, fair and provide equitable outcomes for every individual. They also support our engagement in actively ensuring our workforce is diverse at every level, by tapping into a much wider talent pool both internally and externally. By ensuring that equity, diversity, inclusion, and accessibility are integrated into our actions, we will retain our employees and are more likely to attract diverse talents. We believe that people from different backgrounds with varying life experiences will be able to provide new perspectives that will help improve and enhance our service to the evolving Canadian society.

[For the full Glossary definitions of acronyms click here.]

  Integrate an intersectional lens in our prosecutorial work

To achieve its mandate while ensuring the relevance of the service it provides to the Canadian public, the PPSC must enhance its understanding of the realities faced by individuals subjected to systemic discrimination and the significant overrepresentation of racialized persons in the criminal justice system. These initiatives and focused activities will support PPSC's engagement to raise awareness among its employees; revise its practice guidelines to incorporate the lived experiences of these individuals going through the criminal justice system; and be equipped to identify and address biases that exist. This will help us bring different and more inclusive perspectives to our decision-making. We believe that in doing so, the PPSC will contribute in a concrete way to the necessary change towards a criminal justice system that is more equitable and fair to all Canadians.

[For the full Glossary definitions of acronyms click here.]

Glossary of Terms

ACEDIA Advancement Centre for Equity, Diversity, Inclusion, and Accessibility

Equity Groups A group of people facing barriers to equal access and opportunities due to discrimination, which keeps them in a disadvantaged position, and who actively seek social justice and reparation.

EDIA Equity, Diversity, Inclusion, and Accessibility

EC The Executive Council is chaired by the DPP and comprised of the senior leadership team of the PPSC (LC and EX) that report directly to the DPP and DDPPs. The Council's main mandate is to set the strategic direction and orientation of the organization on legal, policy, corporate management and law practice management issues. The council is also responsible for establishing and monitoring key departmental priorities and commitments.

Employees Includes everyone working at the PPSC including managers at all levels.

GBA Plus Responsibility Centre (RC) The GBA Plus Responsibility Center, within the Strategic Planning and Performance Measurement Team, is the departmental policy lead for GBA Plus at the PPSC. As the primary point of contact for GBA they provide advice and guidance in the promotion, implementation and monitoring of GBA Plus in the organization.

IJRC Indigenous Justice Reconciliation Committee

Intersectionality Interconnected nature of social categorizations such as race, class, and gender, regarded as creating overlapping and interdependent systems of discrimination or disadvantage.

MMIWG Missing & Murdered Indigenous Women and Girls

NCE National Council for Employees

NCE ELD National Council for Employees Living with a Disability

NCE IE National Council for Indigenous Employees

NPPC National Prosecution Policy Committee

OLC Official Languages Committee

REDIC Regional Equity, Diversity, and Inclusion Committee

Senior Management Senior management is composed of the DPP, both DDPP, all the chief federal prosecutors, deputy chief federal prosecutors (legal managers - LC) and all directors - executives (EX) across the department. In this plan, when this group is mentioned as lead or collaborator – it means that the managers regionally, in their division or in their team, will be responsible of engaging in the action described.

TRCC Truth and Reconciliation Commission of Canada

2SLGBTQIA+ Two Spirit, Lesbian, Gay, Bisexual, Transgender, Queer, Questioning, Intersex, Androgynous and Asexual. Plus sign (+) indicates the countless affirmative ways in which people choose to self-identify.

Annex A: Detailed Focused Activities

  Deepen authentic, respectful, transparent, and accountable relationships

Initiatives Focused Activities

Lead

Collaborators Link to Bias-Free Workplace Report Fiscal Year
 

Strengthen PPSC's equity, diversity, inclusion, and accessibility (EDIA) governance.
Establish a new PPSC Advancement Centre for EDIA DPP
DDPPs
Senior Management Recommendation #3 2021-2022
Establish National Councils for Employees (e.g., Indigenous, Black, Racialized, Employees Living with a Disability, 2SLGBTQIA+ and women) and support their work ACEDIA Senior Management Recommendation #3 Ongoing
Establish regional or divisional Equity, Diversity, and Inclusion committees (REDICs) and support their work Senior Management ACEDIA Recommendation #3 Ongoing
Finalize and communicate PPSC's new EDIA governance structure ACEDIA EC
GBA Plus RC
Communications
Recommendation #3 2021-2023
 

Promote EDIA learning initiatives.

Review and strengthen PPSC's EDIA learning curriculum including mandatory and optional training for all employees ACEDIA HR
NCE
Recommendation #2 2022-2023
Require EDIA training for all new employees to be completed in the first year of employment Senior Management HR
ACEDIA
Recommendation #2 Ongoing
Promote religious, secular, and spiritual inclusivity and provide training to Senior Management ACEDIA Senior Management   2022-2023
Promote the use of Canadian Centre for Diversity and Inclusion (CCDI) partnership ACEDIA Senior Management
HR
NCE
REDIC
  Ongoing
 

Strengthen resources for an inclusive workplace.

Explore an in-house Ombuds service ACEDIA Mental Health and Wellness Steering Committee
HR
Recommendation #1 2021-2023
Promote Healthy Workplace Services HR Mental Health and Wellness Steering Committee
Senior Management
Recommendation #1 Ongoing
Promote and provide training on vicarious trauma HR Senior Management
Mental Health and Wellness Steering Committee
  Ongoing
Provide tools to support the application of GBA Plus Analysis in decision-making GBA Plus RC ACEDIA   Ongoing
Explore stay interviews

A "stay interview" is a conversation meant to identify the factors that drive an individual employee's retention and engagement.
ACEDIA Senior Management
HR
  2022-2023
Provide disability/accessibility awareness etiquette information to all employees ACEDIA HR
NCE ELD
  2022-2023
Develop an Accessibility Plan as required by the Accessible Canada Act by December 31, 2022 ACEDIA HR
NCE ELD
Corporate Services
  2022-2023
Consult and involve a focus group of employees from across the country, as well as the established NCEs, in the creation of a new set of core values for the PPSC Values Working Group Focus group of employees, ACEDIA, NCEs, SPPM, Communications   2021-2022
 

Strengthen EDIA communications.
Create an EDIA communications plan Communications

ACEDIA
GBA Plus RC   2021-2023
Continue to commemorate important events, dates, and persons nationally and support regional communiques ACEDIA Communications
NCE
REDIC
Senior Management
  Ongoing
Support the implementation of inclusive language guidelines GBA Plus Responsibility Centre ACEDIA
Communications
Senior Management
  2022-2023
Continue to embed EDIA vision and tone into organizational messages ACEDIA HR
GBA Plus RC
Communications
  Ongoing
 
Hold leaders accountable for
implementing the organization's EDIA
vision and being role models.
Integrate stronger EDIA commitments in managers and supervisors' performance agreements HR ACEDIA
EC
  2022-2023
Implement and promote a safe process by which employees can provide feedback to their managers and supervisors during yearly performance reviews  HR Senior Management
ACEDIA
NCE
EC
Supervisors' Network
  2023-2024
Develop regional/divisional strategies, in collaboration with REDICs, that support the PPSC EDIA Action Plan Senior Management REDIC
ACEDIA
  Ongoing

  Intentionally promote, recruit, and retain employees to reflect diverse perspectives

Initiatives Focused Activities Lead Collaborators Link to Bias-Free Workplace Report Fiscal Year
 
Integrate EDIA into talent
development, performance management,
advancement, retention, and recruitment strategies.
Develop national guidelines to support fair and equitable work assignments and career development opportunities ACEDIA NCE
Internal audit and evaluation
HR
GBA Plus RC
Recommendation #11 2022-2023
Review practices and processes related to development, performance management, advancement, retention, and recruitment to remove systemic barriers. Conduct an Employment Systems Review (ESR) ACEDIA HR
NCE
GBA plus RC
2022-2023
Require assessment boards to be diverse beyond gender binary representation and include at least two members from an equity groups HR ACEDIA
NCE
REDIC
Senior Management
Recommendation #9 Ongoing
Require mandatory unconscious bias training (e.g., CSPS W006, CSPS H205) for all sub-delegated managers and assessment board members HR ACEDIA
NCE
Senior Management
Recommendation #2 Ongoing
Host Learning Labs (LL) for sub-delegated managers to discuss inclusive hiring requirements and build confidence HR
ACEDIA
Senior Management
Supervisors
Recommendation #5 Ongoing
Communicate and support the use of flexible staffing mechanisms to maximize access to employment opportunities for equity groups HR ACEDIA
NCE
Senior Management
Recommendation #5 Ongoing
Evaluate and promote priority access to second official language training for members of equity groups at all classification levels HR ACEDIA
Senior Management
Ongoing
Invest more in language training to ensure that OL requirements are not a barrier to equity group members and their promotional and hiring opportunities EC HR
ACEDIA
OLC
Senior Management
Ongoing
Contribute to the work surrounding the Indigenous Languages Act and initiatives that support the recognition of the use of these languages by our employees in the work they perform ACEDIA IJRC
OLC
NCE IE
HR
Ongoing
 
Establish promotion, recruitment, and retention targets for equity groups at all classification levels.
Continue to diversify PPSC's leadership, beyond gender parity, ensuring multiple identity factors are considered EC ACEDIA
HR
Recommendation #5, #6 and #8 Ongoing
Promote diversity targeted staffing processes to meet core business goals and legal obligations HR ACEDIA
Senior Management
Supervisors
Recommendation #5, #6 and #8 Ongoing
Raise awareness and promote the use of PPSC's Workforce Analysis, all Calls to Action around EDIA and other data sources ACEDIA
HR
Senior Management
Supervisors
NCE
REDIC
Recommendation #5 Ongoing
Explore implementation of national equity, diversity, and inclusion mentorship/sponsorship/leadership development initiatives (e.g, Mentorship Plus, Mosaic, etc.) ACEDIA HR
NCE
REDIC
GBA Plus RC
  2022-2023
Develop and implement tools to support national and regional outreach to colleges, schools, professional associations, community-based associations HR NCEs
REDIC
ACEDIA
Communications
Recommendation #9 2022-2023
Establish a pilot project in at least two regions to explore a departmental articling program CFP
DCFP
HR
ACEDIA
Recommendation #7 2023-2024
Explore and share best practices to recruit and retain Persons with Disabilities ACEDIA HR
NCE ELD
Recommendation #5 2022-2023
 
Build trust and strengthen self-identification.
Integrate employee-centric self-identification messages throughout organizational communications HR Communications
ACEDIA
  Ongoing
Continue to follow and contribute to TBS's initiative to modernize the self-identification process and ideology ACEDIA HR   Ongoing
Launch a self-identification campaign DPP
ACEDIA
Communications
Senior Management
Managers
NCE
REDIC
  2022-2023

  Integrate an intersectional lens in our prosecutorial work

Initiative Focused Activities Lead Collaborators Link to Bias-Free Workplace Report Fiscal Year
 
Review PPSC's prosecutorial policies and practices.
Ensure that all identified employees have completed the mandatory training: Expanding our Mindsets – Applying an Intersectional Lens to Prosecutorial Work (A GBA Plus Approach) EC GBA Plus RC
ACEDIA
HR 
Recommendation #2 Ongoing
Engage in the first phase of the PPSC Deskbook review through an intersectionality lens NPPC EC
GBA Plus RC
ACEDIA 
Recommendation #4 2021-2022
Implement the revised PPSC Deskbook chapters through the Truth and Reconciliation Commission of Canada (TRCC) and the Missing and Murdered Indigenous Women and Girls (MMIWG) lenses
(TRC Calls to Action # 57)
EC IJRC   2021-2022
Ensure that PPSC' policies and prosecution guidelines are reviewed to reflect concrete measures in addressing the overrepresentation of racialized persons and systemic discrimination in the criminal justice system EC NPPC
ACEDIA 
NCE
IJRC
GBA Plus RC
  2022-2023
Engage in the first phase of the review our Report to Crown Counsel Guidelines using an intersectionality lens ACEDIA NCE
IJRC
NPPC
GBA Plus RC
  2022-2023
Complete a scan of national and provincial justice sector report recommendations that focus on systemic discrimination and anti-racism to identify recommendations for action that are linked to the PPSC mandate ACEDIA NCE   2022-2023
 
Integrate EDIA principles to training and curriculum at the PPSC's School for Prosecutors.
Co-develop equity, diversity, and inclusion training at both levels of the PPSC's School for Prosecutors School for Prosecutors Principal ACEDIA
HR
NCE
IJRC
GBA Plus RC
Recommendation #2 2022-2024
Develop transparent criteria on recruitment of faculty members and instructors for the School for Prosecutors to ensure diverse perspectives School for Prosecutors Principal Senior Management
ACEDIA
HR
NCE
Recommendation #11 2022-2023
 
Support PPSC's response to the calls to action from the TRC and the National Inquiry into MMIWG.
Create a customized TRCC and MMIWG training curriculum focusing on Indigenous, First nations, Inuit and Métis realities (TRC Calls to Action # 57) ACEDIA HR   2022-2023
Support the development of PPSC's engagement strategies plan focusing on the Northern Indigenous communities ACEDIA Northern SM
External consultant
IJRC
NCE IE
  2022-2023

Engage and collaborate with investigative agencies and other stakeholders to address systemic discrimination of equity groups and the overrepresentation of racialized persons in the criminal justice system.

Promote intersectionality lenses to prosecutorial training outside the PPSC and influence a larger cultural change in the criminal justice system
 
DPP
DDPPs
CFPDCFP
ACEDIA
NCE
REDIC
IJRC
   
2022-2023

Annex B: Reporting and Performance Indicators

BEING DEVELOPPED

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