For the public sector, this was recognized in the Clerk of the Privy Council’s 2021 Call to Action15 for federal employers and leaders across the Public Service to take decisive action for change and set specific requirements for documentation and reporting.16 And – relevant for all sectors – the legislation to ensure equal opportunities for employees from under-represented groups (Employment Equi. [...] ▪ Recognition of Days of Significance (religious holidays, cultural events and celebrations, public holidays) that may be observed by employees32: – For Canadian employers, this includes heeding the Truth and Reconciliation Commission of Canada’s Calls to Action33 and to recognize the First Nations’, Métis’, and Inuit peoples’ right to practice and teach their spiritual traditions and customs. [...] This can be done through performance development and appraisal that provides: ▪ A framework for all staff to understand their roles and responsibilities for implementing the organization’s anti-racism actions; ▪ Support to developing the required competencies, knowledge and skills, to be successful on this; ▪ Support to and understanding of the value of the lived experiences of Indigenous, Black a. [...] For example, after the release of the Truth and Reconciliation Commission’s (TRC) report and after the murder of George Floyd in 2020, many public and private sector organizations put out statements in support of the TRC’s recommendations and of Black Lives Matter’s calls for justice and an end to violence against Black bodies. [...] For any organization who wants to engage in anti-racism work (or advance the work they are already doing), making such a statement in a sincere, sensitive and timely manner and followed by measurable actions sends a strong message to its employees, its service and program users, and the public about the importance of Indigenous, Black and other racialized peoples and the need for justice and secur.
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