OTTAWA – A newly released internal report from the federal public service reveals a distressing pattern of racial stereotyping, microaggressions, and other forms of discrimination experienced by Black and racialized employees within the Privy Council Office (PCO). This report, obtained by the Coalition Against Workplace Discrimination through the Access to Information Act, underscores significant barriers faced by employees of colour in the administrative arm of the government that serves the Prime Minister’s Office and cabinet.
The report is a culmination of group discussions and interviews conducted with employees in 2021 and 2022. It paints a troubling picture of the workplace culture at the PCO, where Black employees and other racialized individuals encounter systemic discrimination that hinders their professional growth and well-being.
Among the most alarming findings are instances of Black employees being overlooked for promotions and opportunities that were instead given to their white colleagues. The report also highlights cases where employees had to confront managers who used the N-word in their presence, reflecting a deep-seated racial insensitivity within the organization.
The report’s findings are not just isolated incidents but point to a broader issue of systemic racism that pervades the federal public service. This systemic racism manifests in various ways, from racial stereotyping and microaggressions to more overt forms of discrimination and exclusion.
The personal stories shared in the report reveal the emotional and psychological toll of working in such an environment. Employees spoke of feeling demoralized and undervalued, with some contemplating leaving the public service altogether. The experience of being consistently passed over for advancement can erode one’s self-esteem and sense of professional worth.
For instance, one employee recounted how they were sidelined for a significant project despite having more experience and qualifications than the selected white colleague. Another described the humiliation of hearing racial slurs from a manager and the internal conflict of deciding whether to report the incident, fearing retaliation or being labeled as a troublemaker.
These experiences highlight the urgent need for a cultural shift within the federal public service to create an inclusive and equitable work environment for all employees.
The Coalition Against Workplace Discrimination, which brought the report to light, acknowledges that the government has made some attempts to address the issues identified. However, they argue that these efforts have not been sufficient to bring about meaningful change.
“The government’s response has been inadequate,” said a coalition spokesperson. “While some recommendations from the report have been implemented, they do not go far enough to tackle the root causes of racial discrimination within the PCO.”
The coalition is calling for a more robust and comprehensive approach to addressing systemic racism in the federal public service. This includes mandatory anti-racism training for all employees, a zero-tolerance policy for discriminatory behavior, and the establishment of an independent body to oversee complaints of racism and discrimination.
The findings of the PCO report are not unique to this department but reflect a broader issue within the federal public service. Multiple studies and reports over the years have highlighted similar challenges faced by racialized employees across various government departments and agencies.
In 2020, the Clerk of the Privy Council released a statement acknowledging the existence of systemic racism within the federal public service and committing to take action. Despite these commitments, progress has been slow, and many employees feel that little has changed in the day-to-day reality of their work environment.
Experts on workplace discrimination and diversity argue that addressing systemic racism requires a multifaceted approach. Dr. Lisa Collins, a professor of sociology specializing in race relations, emphasizes the importance of both policy changes and cultural shifts.
“Policy changes, such as implementing anti-racism training and establishing clear procedures for reporting discrimination, are essential,” said Dr. Collins. “However, these must be accompanied by a broader cultural shift within the organization. Leaders at all levels must be committed to fostering an inclusive environment where diversity is valued and respected.”
Dr. Collins also points to the need for accountability measures to ensure that policies are not just implemented but are effective in bringing about change. “Without accountability, there is a risk that these initiatives will become mere box-ticking exercises,” she warned.
The report’s findings and the coalition’s demands underscore the urgent need for comprehensive and sustained efforts to address systemic racism in the federal public service. This includes not only implementing the report’s recommendations but also fostering a broader cultural shift within the organization.
Creating a truly inclusive workplace requires commitment from the highest levels of government. It involves not only addressing overt acts of discrimination but also tackling the more subtle forms of bias that can be just as damaging.
As the federal public service moves forward, it must prioritize the voices and experiences of its racialized employees. Their insights are invaluable in shaping policies and practices that will lead to a more equitable and inclusive work environment.
The internal report from the PCO provides a stark reminder of the challenges faced by Black and racialized employees within Canada’s federal public service. While some steps have been taken to address these issues, much more needs to be done. The government must commit to comprehensive and sustained efforts to eliminate systemic racism and create a workplace where all employees can thrive.
The experiences and voices of those who have faced discrimination must be at the forefront of these efforts. Only by listening to and acting on their insights can the federal public service hope to achieve the inclusive and equitable environment it aspires to be.
