Diversity and Inclusion (Horizontal Priority)


  • The Clerk of the Privy Council has established three government-wide priorities for 2019–20, including one to continue efforts to increase social and cultural diversity in the workforce and encourage the incorporation of a wide variety of voices and points of view in governance and decision making.
  • Library and Archives Canada’s (LAC) 2019–2022 Diversity and Employment Equity Action Plan was approved on June 10, 2019. The plan sets out the organization’s program of activities intended to create and support a diverse and competent workforce based on excellence in a healthy, safe and inclusive workplace.
  • LAC is subject to the Employment Equity Act, which stipulates that all federally regulated employers must implement an employment equity plan.
  • LAC’s action plan meets the Canadian Human Rights Commission’s nine legislative requirements related to the four designated groups.
  • The deputy head is responsible for the organization’s compliance with the provisions of the Act as well as the implementation of the action plan.
  • LAC produces a progress report and monitors the implementation of the action plan annually.
  • LAC has a Diversity, Employment Equity and Multiculturalism Champion (Nancy Taillon, Director General, Human Resources and Security) and a committee for diversity and inclusion that represents all sectors of the organization and supports the champion in carrying out her mandate.
  • The objectives and strategies in the Diversity and Employment Equity Action Plan stem from LAC’s 2019–2022 Strategic Plan for People Management.
  • The activities in the plan were developed while taking into account the recommendations in the Joint Union/Management Task Force on Diversity and Inclusion’s final report, Building a Diverse and Inclusive Public Service, published in December 2017.
  • Treasury Board of Canada Secretariat’s Office of the Chief Human Resources Officer carries out an annual data reconciliation exercise on employment equity, to collect all data on the representation of designated groups and use the information in the annual report to Parliament on employment equity in Canada’s public service and in the annual report to the Public Service Commission.
  • The organization has overall representation of the designated groups; however, there are gaps in the representation of visible minorities.


  • LAC is currently taking into account the new Accessible Canada Act and the Accessibility Strategy for the Public Service of Canada, to determine which measures the organization must take.
  • The strategy has five objectives:
    • Improving recruitment, retention and promotion of persons with disabilities
    • Enhancing the accessibility of the built environment
    • Making information and communications technology usable by all
    • Equipping public servants to design and deliver accessible programs and services
    • Building an accessible public service
  • The deputy heads must ensure that their organizations meet or exceed legislative requirements and fully participate in the implementation of the Accessibility Strategy for the Public Service of Canada.
  • Human Resources and Security Branch is currently reviewing the ramifications of the new Act and the strategy related to the 2019–2022 Diversity and Employment Equity Action Plan.

Key messages

  • LAC must pursue the plan’s objectives and incorporate them into its operational activities while focusing on achieving results.
  • LAC will continue to raise awareness among employees about diversity, inclusion and employment equity, and, through communications, training sessions, activities and events, to promote a healthy, respectful, inclusive, safe and modern work environment.


Nathalie Des Rosiers, Director, HR Programs and Policies
Email: nathalie.desrosiers@canada.ca
Tel.: 613-818-1265

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