Federal training teaches managers that rejecting “equity” is racist
A federal government training program instructs public service managers to advance the careers of “Black, Indigenous, and other equity-seeking” employees through race-based measures.
Author: Melanie Bennet
A federal government training program instructs public service managers to advance the careers of “Black, Indigenous, and other equity-seeking” employees through race-based measures and that rejecting the concept of equity is racist.
The training also asks participants to “see race,” confront their “unearned privilege” and prepare leaders “through introspection” for conversations about systemic racism.
According to the course materials, managers must be ready to engage with “difficult/uncomfortable issues” and accept that systemic racism in Canada “dates back to 1536, if not earlier.” The training also warns participants about people who “deny racism exists and who actively work against efforts to dismantle racism.”
One example in the course describes racism as someone who “believes in equality but does not equity,” citing opposition to reconciliation policies as evidence.
The training defines equity as workplace equality achieved through “targeted measures” designed to “bring everyone to baseline.”
In practice, the framework encourages leaders to treat employees differently based on race.
Equity is frequently confused with equality. While equality is providing equal opportunities to individuals, equity is managing groups so individuals from certain groups are provided with enhanced privileges so they can achieve equal outcomes. In other words, equity requires providing or denying opportunities to some people based on their race or identity.
To support this approach, the training asks participants whether they agree that “seeing colour is important” and whether they are “prepared to confront resistance.”
Participants are told that racialized employees should be encouraged to “share their story,” while non-racialized employees are expected to listen.
Managers are also instructed to confront their own “unearned privilege,” defined as “benefits accrued” simply through circumstances of birth rather than effort or merit.
The training directs leaders to “enforce a zero-tolerance policy for racism,” which it states includes rejecting the equity model or resisting race-based analysis.
Managers are further instructed to “move from mentorship to sponsorship,” described as providing “proactive and instrumental help to advance career of ‘Black, Indigenous, and other equity-seeking’” employees.
The program also directs leaders to “create internal resources” specifically for “Black, Indigenous, and equity-deserving” employees. At the same time, those employees are not expected to explain their “individual realities” to colleagues, as “this can cause harm.”
Managers are encouraged to provide “equity-seeking” employees with networking opportunities and professional development intended to “advance their careers.”
The course also calls on public service leaders to appoint “Black and other racialized employees” to the “executive group” through targeted career development and leadership preparation.
These actions are “absolutely necessary” for the federal government to “challenge systemic racism” in its workplaces, according to the training materials.
The course concludes that “eradicating systemic racism” requires “the commitment of everyone” and the “action of everyone.”
Juno News reached out to the Public Service for comment but did not receive a response.