Mr. Speaker, I am very pleased to announce that the Government of the Northwest Territories has been chosen as one of Canada’s Best Diversity Employers for 2013. This recognition, by the Globe and Mail and Mediacorp Canada Incorporated, follows our recent recognition as one of Canada’s Top 100 Employers for 2013.
Each year the editorial team at Canada's Top 100 Employers identifies organizations that exemplify exceptional inclusiveness and diversity practices. The editors highlighted a number of features of our working environment. We have a wide variety of inclusiveness training on topics like Aboriginal cultural awareness, disability awareness and gender-based analysis. We use a consultative approach for recruitment and staffing initiatives, working with the Government Advisory Group on Employability and the Aboriginal Employees Advisory Committee. We have also committed resources to assist with inclusion and workplace accommodation, such as the diversity officer and duty to accommodate advisor positions.
The Government of the Northwest Territories has long been committed to building a representative public service. During the development of 20/20, the NWT Public Service Strategic Plan, we recognized that diversity and inclusion are crucial aspects of a strong and stable public service, one staffed by innovative and engaged employees delivering relevant programs and services to the people of the North. In addition to traditional staffing measures such as the Affirmative Action Policy, over the past several years we have undertaken
many new initiatives to develop a diverse workforce. Some of these initiatives include:
•
a soon-to-be launched Aboriginal cultural
awareness training program aimed at enhancing and promoting Aboriginal cultural understanding;
•
the
Associate
Director/Superintendent Program,
which provides senior developmental positions to increase the number of Aboriginal employees in senior management;
•
the Aboriginal Employee Advisory Committee,
which recommends strategies and tools to enhance recruitment, retention and advancement of Aboriginal employees;
•
the GNWT Advisory Committee on Employability, consisting of government, non-government and union representatives, which examines ways to increase the representation of persons with disabilities in the GNWT workforce;
•
the creation of a diversity officer position
responsible for developing a diversity and inclusion framework;
•
the establishment of a Duty to Accommodate
Injury and Disability Policy and the hiring of a duty to accommodate advisor to assist in workplace accommodation;
•
a very successful disability awareness
campaign that highlighted physical, social and invisible disabilities; and
•
opportunities for employee feedback through
the Inclusive Public Service Survey.
These initiatives are resulting in real progress. For example, during the lifetime of the 17
th Legislative
Assembly up to December 31, 2012, 10 new managers joined the ranks of GNWT senior management. Of these 10, five are indigenous Aboriginal persons. This is an indication of the significant progress that is being made in expanding the representation of Aboriginal persons in the public sector and, specifically, within senior management.
Being chosen as one of Canada’s Best Diversity Employers is a testament to the importance the GNWT places on a public service that reflects the diverse makeup of the North. I recognize that there
is still more work to do and we must remain committed to a diverse and representative workforce, but this award is a wonderful confirmation that our steps so far have been in the right direction and that we are a national leader and role model in advancing diversity in our workplace. Thank you, Mr. Speaker.
