Section 1001: Employment Equity, Diversity, and Inclusion

Date issued: 28/02/1994
Revision date: 27/06/2024

Purpose

This policy ensures the Saskatchewan Public Service is representative of our diverse province and inclusive of Indigenous Peoples, visible minority groups, people with disabilities and women in underrepresented occupations. The policy defines the concepts of equity, diversity and inclusion (EDI). It establishes the fundamental principles, outcomes, roles and responsibilities to build a diverse and inclusive public service where all employees are supported and provided opportunities to reach their full potential.

Policy Statement

Showing Respect and Integrity, Serving Citizens, Acting as One Team and Practicing Excellence and Innovation are core values of the Saskatchewan Public Service. The Saskatchewan Public Service recognizes the importance of serving the diverse citizens of our province and fostering an inclusive environment for employees. We strive to create an equitable, accessible, and inclusive public service where all employees can participate fully. Together, we aim to deliver services that meet the needs and expectations of all people in Saskatchewan. 

We commit to eliminating any potential bias and systemic barriers in human resource management and employment practices and establishing a workplace culture that aspires to equity, diversity, inclusion and belonging.

Objectives

The objectives of this policy are to ensure:

• A diverse workforce that is representative of the people of Saskatchewan;
• A welcoming, supportive, diverse, culturally responsive and inclusive workplace; and,
• A culture of inclusivity and accessibility for all employees so they can fully participate, experience a sense of belonging and feel valued and engaged in the organization.

Principles

This policy is based on the principles of:

• Diversity: acknowledging the range of human differences, including diverse talents, perspectives, backgrounds, worldviews, ways of knowing, lived experiences, skills and abilities;
• Equity: ensuring impartial and just treatment of all employees;
• Inclusion and Belonging: emphasizing an environment where everyone feels welcomed, respected, valued and empowered;
• Reconciliation: committing to actions that promote healing, understanding and respectful relationships, acknowledging historical injustices and working towards resolution; and
• Using an EDI Lens: guiding policies, programs and practices through an EDI perspective.

Application

This policy applies to all employees and all workplaces of Executive Government. These employees include:

• All employees appointed under The Public Service Act 1998;
• Individuals on work-experience placements;
• Volunteers working on behalf of Executive government; and
• Fee-for-service individuals and contractors providing services to the Saskatchewan Public Service.

Policy Terms

1. This policy is a guide for the Saskatchewan Public Service on EDI. It outlines clear definitions and principles for aligning EDI initiatives, strategies and processes across the organization. 
   
   
2. Applying an EDI perspective enhances the effectiveness of policies, initiatives, programs and processes, fostering inclusivity within the organization. The provided definitions aim to guide the utilization of EDI concepts and terms during the creation, modification, implementation or evaluation of these programs, policies, processes and initiatives.

Responsibilities

All employees are responsible, within their level of authority, to create and support a safe, equitable and inclusive work environment free from discrimination and racism.

The Public Service Commission is responsible for:

• The development, maintenance and monitoring of Saskatchewan Public Service EDI strategies, action plans and the policies, initiatives, programs and processes that support them;
• Providing guidance and support to organizational leadership relating to EDI best practices and strategic considerations; and
• Monitoring and reporting on employment equity initiatives.

Permanent Heads are responsible for:

• Championing EDI initiatives within the ministry and across the public service;
• Setting clear expectations regarding EDI behaviours and actions in the workplace;
• Ensuring appropriate actions and effective processes and practices are in place to support safe, diverse and inclusive workplaces;
• Eliminating any intentional or unintentional biases or barriers caused by discrimination or inequity; and
• Ensuring all ministry workplaces are welcoming, supportive and culturally responsive.

Managers/Supervisors are responsible for:

• Ensuring the implementation and support of workplace equity, diversity and inclusion initiatives and programs;
• Ensuring that preventative and responsive practices are in place to support psychologically safe, diverse and inclusive workplaces; and
• Identifying and addressing both intentional and unintentional biases or barriers within current practices and processes to promote a discrimination-free and equitable environment.

Definitions

Barrier means anything—including anything physical, architectural, technological or attitudinal, anything based on information or communications or anything that is the result of a policy or a practice—that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.

Belonging is when people are supported, respected and valued for their identity and unique traits. Feeling secure, supported, accepted and included.

Culturally Responsive means the ability of individuals and processes to respond respectfully and effectively to people of all cultures, classes, races, ethnic backgrounds, sexual orientations and faiths or religions in a manner that recognizes, affirms and values the worth of individuals, families, tribes and communities and protects and preserves the dignity of each.

Diversity is the range of human differences, including diverse talents, perspectives, backgrounds, worldviews, ways of knowing, lived experiences, skills and abilities. Diversity can have many dimensions, including sex, gender, race, cultural background, abilities, sexual orientation, religion, age and other factors impacting a person's life and perspective. Diversity can be intersectional and may be invisible or not easily seen.

Equity involves ensuring fair treatment, opportunities and advancement for all individuals and acknowledging that each person may require different resources or support to achieve parity. Unlike equality, which focuses on treating everyone the same, equity recognizes and addresses the diverse needs of individuals to achieve fairness and impartiality in outcomes.

Employment Equity: The use of workforce practices that seek to rectify the historic marginalization of certain demographic groups by reducing barriers to employment for these groups. The Saskatchewan Public Service and Saskatchewan Human Rights Commission recognize the following groups for employment equity initiatives:

• Indigenous Peoples;
• Persons with disabilities;
• Visible minority persons; and,
• Women in underrepresented occupations.

Inclusion is creating a work environment and organizational culture that seeks, accepts and values diversity. It is a mindful and equitable effort to meet individual needs so everyone feels valued and can contribute to their fullest potential.

Racism is prejudice, discrimination, or antagonism by an individual, community or institution against a person or people based on their membership in a particular racial or ethnic group, typically a minority or marginalized.

Representative workforce is a workforce that reflects the diversity of the population it serves.

Systemic barriers are attitudes, policies, practices or systems resulting in individuals from certain population groups receiving unequal access to or being excluded from employment, services or programs.

Designated Equity Groups:
Note: These following definitions are provided for high-level understanding and are as inclusive as possible.
Specific programs and policies may have variant operational and narrower definitions.

Indigenous Peoples is a collective term encompassing First Nations, Inuit, and Métis Peoples in Canada. This comprises individuals who identify as First Nations (North American Indian), Métis, or Inuk (Inuit), including those recognized under the Indian Act of Canada or holding membership in a First Nation or Indian band. Per the Constitution Act, 1982, Section 35 (2), Indigenous Peoples of Canada comprise the 'Indian, Inuit, and Métis Peoples of Canada.' This term embraces these communities' diverse lived experiences and cultural heritage, which extends across North America.

Persons with disabilities refers to individuals facing limitations or impairments (including physical, cognitive, sensory, learning or emotional) that, in interaction with a barrier, hinder their full participation in various facets of society. Disabilities encompass a broad spectrum of conditions, whether present from birth, acquired due to an accident or developed over time. These limitations may require accommodations, assistive devices or support services to enable individuals to engage fully in activities and work. Persons with disabilities may seek or benefit from various forms of support, ranging from assistive technology to adjustments in work environments, schedules or responsibilities.

Visible Minority Persons are non-white individuals, excluding Indigenous people, regardless of birthplace. This includes individuals of Black, Chinese, Filipino, Japanese, Korean, South Asian, Southeast Asian, non-white West Asian, North African or Arab descent, non-white Latin American origin, mixed-origin individuals with one parent from a visible minority group and others within non-white visible minority groups.

Women in Underrepresented Occupations are occupations within an employer's labour force if women occupy less than 45 per cent of positions in those occupations.

Authority

• The Public Service Act, 1998
• The Public Service Regulations, 1999

Related Policies

• Section-705 Employment Accommodation
• Section-807 Anti-Harassment Policy
• Section-819 Health Safety and Wellness Policy

Resources and Tools

• Inclusion Strategy
• Inclusion Action Plan
• Inclusion Toolkit
• Commitment to Excellence
• Workplace Diversity Staffing
• Self-declaration Option in PSC Client
• Self-Declaration Definitions
• Employee Networks
• Glossary from the Canadian Centre for Diversity and Inclusion

Policy Inquiries

If you have any questions or require more information, please contact the Public Service Commission, Human Resource Service Centre.