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Employment Equity, Diversity and Inclusion Strategy

Moving forward together: Culture of inclusivity

FINTRAC's Strategy for Employment Equity, Diversity and Inclusion Strategy (EEDI) 2023–26

We believe that together we can take deliberate actions and engage in meaningful dialogue to foster an inclusive culture in line with our core values that improves the status quo. Building a diverse, equitable and inclusive FINTRAC is an opportunity we all share!

Pillar 1: Talent acquisition and retention

Increase representation of equity-seeking individuals by leveraging Public Service-wide inventories and career fairs, mindful planning, building upon existing third-party partnerships, and candidate feedback about accessibility and inclusion.

New commitments

Pillar 2: Professional growth

Empowering employees of equity-seeking groups to tap into their full potential by offering access to language assessment and development opportunities, fixing gaps in representation, continuing the 50-30 Challenge, and nominating a minimum of 30% equity-seeking employees to leadership development programs.

New commitments

Pillar 3: Leadership and accountability

Increase leadership EEDI acumen and enable strategic decision-making related to EEDI through legislated reports, performance management commitments, sharing demographic data and key metrics, inclusive communication skills, and supporting grassroots and GOC-wide initiatives.

New commitments

Pillar 4: Employee engagement

Nurture a culture of inclusion by hosting annual events to educate about diversity and equity-seeking groups, engaging with employees through monthly communiqués and drop-in consultations, promoting interdepartmental networks and groups to build a sense of community as well as the Positive Space Initiative while collaborating with various committees and team leads.

New commitments

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