HRDC Meeting Minutes - March 1, 2024

Present:

Regret:

Stacy McLaren - Board Liaison - Chair
Jennie Esnard - NUREG - Member
Madeeha Choudhry - IT - Member Sophie Laporte - AFS - Member Sabrina Labbé - AFS - Member
Malcolm Lewis-Richmond - PIPSC Staff Resource
 

Virtual:
RJ - AFS - Friend of the Committee
Chinyere Okafor - SH - Member
Niraj Nitheanandan - CP - Member

Coralie Leduc - Administrative Assistant
Farzana Merani - AFS - Friend of the Committee

 

Guests:

No guests.

1. Words of Welcome and adoption of agenda

Chair of the HRDC, Stacy McLaren, provides words of welcome to the new committee members. Those in attendance introduce themselves and their professional background, sharing what motivated them to apply to the committee.

The agenda is adopted with the following changes:

• “Travel and housekeeping” is added under the Committee Orientation agenda item. 

2. Adopting minutes from the previous meeting (Jan 26, 2024-Jan 27, 2024)

The minutes for day 1 of the last meeting, January 26, 2024, are reviewed and approved by consensus. Coralie is to share them with the previous committee members for their input. 

Minutes for day 2, Jan 27, 2024, are not yet finalized. These are to be reviewed and approved once complete. The Minutes for both days are to be translated and posted on the HRDC’s website. 

3. HRDC New Member Orientation

Mission and mandate

The HRDC’s mission and mandate (Bylaw 17.7.1) are consulted as part of the new committee members' orientation. 
 

Equity Caucuses' mission and mandate

The subcommittee proposals for the equity caucuses are read, and the caucus chair names are provided. This year, caucus chairs can verbally report their activities during HRDC meetings or submit a brief written report. The latter will be saved in the committee drive. The HRDC would like to increase their participation in caucus activities and provide support as needed.

The caucus recruitment process is being improved, and a call to members will be sent in the upcoming weeks. In the recruitment email, it could be beneficial to specify the amount of involvement expected of members. 
 

Review summary of last year’s goals and activities

• Launch all equity caucuses on an equal level
• Bring resolutions to the PIPSC convention
  • Stacy is working on submitting a resolution for committee mandates to be extended to 3-year terms.
• Mandate regions to showcase equity caucus issues at their councils and events.
• Motivate members to become mobilized in PIPSC activities
  • The success of National Truth and Reconciliation Day orange sweaters.
     

Discuss possible Committee goals for 2024

1. Develop a centralized reporting structure for members to report human rights and diversity issues they face at the workplace. 
   1. The resolution of human rights complaints are often inconsistent, ambiguous, and does not hold offenders accountable. 
   2. Stewards are not always equipped or trained to handle these complaints or might have unconscious biases that dismiss important cases. 
   3. Different regions handle complaints differently, so the process is not uniform.
   4. Members have expressed distrust in the current process and increasing frustration that no significant action is taken to protect and support victims.
   5. Caucuses could provide their input when relevant.
       
2. Continue to motivate members to be part of PIPSC activities.
    
3. Have a presence at the PIPSC 2024 AGM.
   1. Consider developing a task force for the HRDC to be consulted on human rights and diversity matters at the AGM and to be the ones responsible for addressing complaints.
   2. Committee members and friends should talk with their respective regional directors and executives and lobby for them to be delegates at the AGM.

Travel and Housekeeping

General practices for travel and housekeeping are reviewed. The meetings can be virtual, hybrid, or in person, with the possibility of meeting outside the PIPSC NCR office when justified.

4. Black Class-action Lawsuit Campaign

The preliminary report of the Black class-action lawsuit is the product of feedback and information gathered at the November 2023 Town Hall meeting, with over 200 PIPSC members consulted.
 

There are three main axes to consider in this class-action lawsuit: Recruitment, retention, and advancement of Black workers. 
 

Recruitment: 

Many Black workers report difficulty breaking into their first public service job, reporting that their peers also had the same difficulty at other federal service employers. 

Retention:

The workers emphasize that the retention measures implemented by employers are insufficient. There are reports of frequent gaslighting and a general lack of support. Many Black workers have had to rely on external resources to receive psychological and career support. Anti-Black racism in the workplace takes a significant toll on workers’ well-being, reducing the motivation to go to work.

Advancement:

There are also issues with career advancement, with many Black candidates reporting difficulty moving forward and staying at lower levels of their organizations. Despite meeting the required experience and qualifications criteria, workers would remain in the same position for 10+ years. 

There is evidence that the Black class action lawsuit has since pushed employers to take action and improve on these axes. The Black Caucus is to help determine how the results of this report will be presented. The HRDC should guide where the campaign should go next, for example reaching out to the president and asking whether she would like to act as spokesperson.
 

Unfortunately, some Black Institute members remain unaware of how to register for the lawsuit or fear retribution if they do. An all-member email inviting them to register could be helpful. A court decision will be provided in May. 

To register for the lawsuit, Click here.

For more information, visit The Black Class Action Secretariat’s website. 

5. Anti-Islamophobia Campaign

The committee was previously looking into resources that offer anti-Islamophobia training. Malcolm and Coralie found a 90-minute course entitled “Islamophobia in the Workplace (90 minutes)” under the Canadian Labour Congress’ catalogue of workshops on human rights, equity and inclusion. The HRDC is considering sponsoring this workshop for PIPSC members. To proceed, the following questions must be answered:

• What are the related expenses, and which funds will support this activity?
• What are the potential dates for this workshop?
• Who will moderate the workshop and introduce the presenters?

6. Feminuity Survey Data

The committee reviews the report submitted by Feminuity to PIPSC. Feminuity was mandated by the Institute to develop a course that trains its staff on equity and diversity issues and to conduct an internal staff survey to evaluate how the latter perceive PIPSC’s performance on EDIA as an organization. More specifically, leaders of constituent bodies were trained and polled. The report was initially presented by Richard Gaboton and Sarah Delaney, with the survey’s data intended to help construct evidence-based actions.

Although the data presented included various equity groups, it would benefit from further intersectional analysis. It could also benefit from a clearer explanation of the categorization of the groups, for example, why the Asian continent was broken down into three parts, why it was split along those lines, and why other groups were not similarly distinguished. The report highlights that greater representation is needed within the Institute, and the committee hopes that the various equity caucuses can help achieve this goal. 

The committee would like to invite Richard and Sarah, or someone from the Feminuity staff, to give the presentation formally. Ideally, the Institute could find ways to communicate and incorporate intersectionality throughout its activities and initiatives.

7. Know History Campaign Updates

The Know History Campaign is a research project delegated by PIPSC to the company Know History commissioned to illuminate the Institute’s role in upholding residential schools. The campaign published its findings at the 2023 national AGM, and the President’s office will determine the next steps. The indigenous caucus has since gotten involved and is working in tandem to run a campaign for the National Day for Truth and Reconciliation 2024. 

8. Book Reading Sessions with MPs

Jennie recently attended an event on youth literacy and engagement, which explored how student governments and class presidents help young people understand government structures and how to advocate for others in their class and community. Having MPs offer book reading sessions to students could help get them involved in labour movements and increase literacy. This is an initiative supported by PSAC and CAPE, although PIPSC could lead the project by having institute members offer book reading sessions, along with prominent MPs across regions. 
 

The committee must first determine whether this initiative should be led by the HRDC or the education department. A task force led by Education is likely preferable, with the committee providing an equity lens on the books selected. This project would ideally occur in September.

9. Protect trans kids campaign

This campaign is a follow-up to the previous HRDC meeting. The 2SLGBTQ+ Caucus has not yet met this year as it was still looking for co-chairs. However, the caucus will meet on March 20th and will be able to provide an update on activities afterward. 

PIPSC was solicited by Fondation Émergence about sponsoring their campaign. Suppose the committee is willing to champion this campaign. In that case, Stacy McLaren can bring this to the board and see if the Institute is willing to provide funds to sponsor the non-profit’s campaign against homophobia and transphobia in Quebec, Canada, and globally. The committee moves to do so before May 17, the international day against homophobia and transphobia. 

The committee also recommends the following: 

• Releasing a statement that recognizes individuals who confront homophobia and transphobia and are part of more than one equity group. It is important to approach the issue with an awareness of intersectional identities.
• PIPSC could increase its range of pride promotional items, especially with pride month coming up in June.

The committee would also like to ensure sponsorships of this kind are spread across the country and equity causes. Ideally, a budget would be provided at the beginning of each year to the HRDC to help determine which cause to support during the year, ensuring no accidental consecutive sponsorships.

Stacy is to write a briefing note to the board, and include Fondation Émergence’s request.

10. Muslim Federal Employee’s Network Response

During the HRDC’s meeting on January 26th, representatives of the Muslim Federal Employee’s Network (MFEN) shared with the committee and the President concerns their members had about their workplaces. The committee requested that MFEN meet with Madeeha Choudhry and Farzana Merani to discuss what support the network was looking to receive. A verbatim list of requests was dressed and shared with the committee via email. While the HRDC and PIPSC do not have the mandate to help with all items, they could help with the following: 

• Publicize how to reach MFEN.
• Send a letter to the bargaining teams with recommendations from MFEN.
• Speak with the advisory Council and add a consultation with the various departments to their agenda.
• Use the meetings between employers’ human resources management and labour leaders. The bargaining teams could talk with the heads of negotiations. 
• Promote the use of the processes offered by the union and see how to make them more usable, accessible and reliable for our members. See how to address the fear of reprisal.
• Train stewards on the matter and see if the consultation teams could have certain of MFEN’s recommendations added to the collective agreements (e.g., access to prayer rooms at the workplace).

The Jewish Public Servants Network (JPSN) will join the HRDC and the President at a future meeting and share their concerns as well.

11. Planning the Next Meeting

Malcolm and Stacy have met to suggest potential meeting dates that wouldn’t coincide with other PIPSC meetings. The suggested dates are as follows:

• April 5-6 (Toronto or virtual) 
• May 31-June 1 (Montréal) 
• September 6-7 (Ottawa) 
• November 7 or 10 (Toronto or virtual) 
• December (virtual)

Although in-person meetings usually occur at PIPSC’s office in the NCR, the committee will consider meeting in Montreal and Toronto if necessary or advantageous.

12. Criteria for sending HRDC members to conventions

This item is postponed to the following day’s agenda. 

13. HRDC Logo Review

The committee discusses the design of a potential HRDC logo. The logo initially suggested was a circle containing the PIPSC logo, a dove, and two hands shaking. However, the following is proposed instead: a logo displaying “HRDC” with each letter adapted to represent an equity group with PIPSC and rainbow colours. 

To facilitate the logo design and adoption process, the committee is to reach out to PIPSC’s graphic designers, provide their input, and vote on the final logo secretarially. 

14. Roundtable and Closing Remarks

The committee looks forward to meeting with caucus chairs the following day and expresses motivation for the year.