In this module, participants examine core concepts and terminology related to race and racism in governance. Participants explore the dimensions of social identity using an intersectional approach to understand how systemic racism is manifested in governance.

Participants deconstruct racism by challenging traditional concepts of race and racism, including the evasion of race. They examine the impact of racism on Indigenous, Black and other racialized individuals and communities, with a focus on racism in governance.

At the end of the module, participants should have a deeper understanding of terminology related to race, and how systemic racism is a barrier to advancing DEI in governance.

In the second module, participants examine an organizational model of change to advance DEI. Through interactive discussions and activities, participants explore strategies to integrate DEI into governance structures, and senior management teams in an effort to advance organizational change.

At the end of the module, participants should have a deeper understanding of DEI in governance and strategies to identify and respond to systemic barriers equality-deserving people face on the board and the organization at large.

In this module, participants discuss strategic approaches to board succession planning. They examine how to develop and refine a meaningful board skills matrix; as well as strategies to recruit and retain equality-deserving candidates for board positions.

Participants begin by exploring what diversity, equality, and inclusion mean in terms of board succession planning. They identify barriers (real and perceived) to succession planning for equality-deserving groups and examine strategies to ensure full participation, inclusion and retention of board members. Participants explore DEI strategies for outreach, nomination committees and interviews. 

At the end of the module, participants should have a deeper understanding of DEI strategies and approaches to board succession planning and how to ensure retention of equality-deserving board members.

While boards and senior management may be committed to DEI, there may be a tendency for them to work in silos. Boards may not have the necessary information about challenges and opportunities to DEI affecting the organization. Consequently, they may not always be aligned with senior management over how to integrate DEI across the organization.

In this module, we explore how to strengthen the relationship between the board and senior management to achieve an organization-wide approach to DEI. We examine strategic planning, board committees and performance evaluation as effective processes and mechanisms to collaborate, communicate expectations, and to establish commitments on DEI. We discuss the Chair’s role in guiding norms and expectations on board operations. As the steward of board culture, the Chair plays an integral role in setting the tone and leading engagement on DEI.

At the end of the session, participants should have an understanding of effective ways to strengthen the relationship between the board and senior management on DEI. They will have tools and strategies to foster collaboration and ongoing communication to advance the organization’s commitment to DEI.

In this module, participants learn strategies to lead meaningful dialogue with board colleagues and senior management about race and racism. Participants explore how avoiding conversations on race and racism can adversely impact Board members, senior management and the organization’s desired outcomes.

Through interactive discussions and activities, participants learn how to develop shared values to engage in courageous conversations, approaches to mindful listening and strategies to respond “in the moment”.

At the end of the session, participants should have an awareness of how to approach and facilitate conversations about race and racism at the board level, identify barriers to holding these conversations as well as opportunities for having these conversations.

In this module, participants will engage in a deeper examination of systemic racism and its socio-historical development in Canada. The session examines how systemic racism is normalized within institutions, with a focus on governance. Participants explore the forms of systemic racism and the impact on Indigenous, Black and other racialized people and communities. Participants will also discuss how systemic racism undermines an organization’s mission, vision and values.

Through interactive activities, participants learn how racism is embedded in organizational culture and policies, the direct and indirect impacts of systemic racism and evidence-based practices for improving organizational culture. Participants examine anti-racism as an intentional and proactive approach to address institutional and structural barriers.

At the end of this module, participants should understand how systemic racism manifests within society, organizations and within governance; and how the board and senior management can advance racial equality across the organization.

When the Clerk’s Call to Action was adopted, many leaders became responsible for implementing a series of actions to advance anti-racism, equity and inclusion in the federal public service. Many leaders feel that they do not have the awareness, tools and support to successfully implement the Call to Action or even know where to begin.

In this interactive session, senior leaders will examine five practical and tangible strategies to meaningfully implement the Clerk’s Call to Action. Using our signature model of organizational change, participants will explore how to use an intersectional, collaborative, accountable and structural approach to advance the Clerk’s Call to Action across the department. As well as strategies to embed anti-racism, equity and inclusion throughout the employee lifecycle, including recruitment, performance and talent management, and how to measure and report on progress to increase representation and retention of Indigenous, Black and other racialized employees.

At the end of the session, participants should have a better understanding of the techniques to leverage your department’s existing anti-racism strategies in order to recruit, advance and retain Indigenous, Black and other racialized employees, strategies to embed anti-racism, equity and inclusion within your team’s day-to-day operations, strategies to track progress and measure the impact of your actions, strategies to use the Clerk’s Call to Action to advance other leadership priorities including public service accessibility, official bilingualism, public service pride and the future of work.

Contact us to purchase the complete DEI Governance Academy:
Phase 1: Learning Modules
Phase 2: Action Planning Sessions
Phase 3: Community of Practice