Enabling New And Existing Public Servants To Be In The Right Place, At The Right Time, Doing The Right Things
In order to deliver on CSE’s unique mandate, we require highly-skilled and innovative employees. We face rapidly evolving technology in an increasingly interconnected global environment. Demands for our intelligence products and our cyber security expertise are on the rise, and more creative solutions are required to enable operations. We recognize the value that diverse cultural, social and technical perspectives bring to our success. Fostering an inclusive work environment to attract, develop and leverage the talents of Canada’s brightest individuals, in a highly competitive race for top technical skills, is essential.
Building a Public Service that is more diverse and inclusive
In 2016, CSE launched the Diversity tile under our MOSAiC initiative and assigned an executive champion to promote diversity and inclusion in our workplace. Since then, we’ve been busy! Within Government, CSE has led a Security and Intelligence (S&I) community Tiger Team to increase collaboration on diversity and inclusion activities across partner departments. Within CSE, our Diversity Champions stood up the Advisory Committee on Diversity, Inclusion and Employment Equity (ACDEE), developed a three-year Action Plan (2017-2020) and launched new sub-communities including Diversity & Recruitment, STEM, Women in Cyber and Intelligence (WICI), and the Inclusion Working Group, all made up of passionate volunteers. While there’s certainly more work to do, thanks to these volunteers we’ve made some great progress towards creating a more diverse and inclusive workplace. Here are some of the highlights:
To ensure that CSE is inclusive, diverse and has measures and policies to remove barriers that could negatively impact employees.
Diversity Tile Champion + Employment Equity And Diversity Office + Volunteers = ACDEE
Annual series of events that highlight diversity in our organization:
Diversity Action Plan (2017-2020)
Women in Cyber and Intelligence
Age – Exploring generations
International Women’s Day
Aboriginal Awareness Week
World Religion Day
International Day for Persons with Disabilities
Day of Pink
World Health Day
Diverse Recruitment Pilot
Diversity Tiger Team
#GC2020 Story : Enhanced LGBTQ2 engagement
Issue or Driver:
The Government of Canada has recognized its systemic oppression of the LGBTQ2 community and collectively S&I members are working to demonstrate organizational support for LGBTQ2 inclusiveness in the community and internally. At CSE it is important that all employees feel like valued contributors and feel safe in their workplace. Through our Diversity tile, CSE recognizes the need to open the lines of communication and continue working towards a more inclusive future.
This year, the newly formed Inclusion Working Group at CSE formally engaged the LGBTQ2 community in an enhanced awareness campaign to promote an inclusive culture at CSE. Together, the groups are leveraging social media, have held information sessions on transgender and non-binary gender identities, and have developed new employee orientation materials including a focus on transgender employees for co-op participants and new hires to ensure a warm welcome to the organization.
CSE also participated in Pride Week, which included an antibullying campaign, to help reduce and eliminate systemic barriers. During this event, CSE painted a permanent walkway with Pride colours as a way of highlighting support for LGBTQ2 employees. Employees were also offered rainbow pins they could wear as a means of showing individual support for the community.
Results or Impact:
More and more employees from the LGBTQ2 community have begun openly sharing their personal stories on the CSE intranet and through the Humans of CSE stories. Employees across the organization can be seen proudly wearing their rainbow pins.
Supporting training and development objectives
Working with employees from all levels, tenures, ages and roles to increase employee engagement:
- To support and promote inspiring leaders
- To foster a thriving environment
- To understand our contributions to Canada
- To develop and empower our people
- To attract and retain the best talent
Learning And Development Tile
The Learning and Development (L&D) aims to provide our organization with a strong learning and development program that will enable us to become a high-impact learning organization. The L&D vision is to develop an engaged workforce of trusted and competent professionals who have the unique skills and capabilities needed to carry out CSE’s mission.
L&D is embedded in all aspects of the organization and the team is actively engaged in the following activities:
- Developing leadership skills
- Learning from Others
- Cyber security for external clients
- Learning calendar
- Learning catalogue and registration
- Required training
- Learning exchange
- Learning help
Ensuring high-quality orientation so employees can contribute from the start
The Neighbour Network was created to help new and recently relocated employees feel welcome as soon as they arrive at CSE. We aim to provide a “neighbour” to each new hire, someone outside their team who can answer questions about life in Ottawa and at CSE, be there to chat or grab a coffee with, or even socialize outside of work to help familiarize new staff with their new city.
Foundational Leadership Program (FLP)
New recruits participate as a cohort in the Foundational Learning Program, designed to ensure that new employees feel welcomed, valued and prepared to make strong contributions immediately from the point of their arrival in the organization and throughout their career.
Orientation Partner (OP)
An OP is assigned to each new employee. The OP helps make the new employee comfortable by being a source of information and helping to guide new employees through their first months at CSE.
CSE’s mentorship program connects protégés and mentors in different areas of interest:
- Re-inventing Feedback
- Social Media
- Flex Teaming
- Creating Conditions for Innovative
- New Employees / Co-ops
Making staffing processes more transparent and efficient
- Partnered with 7 GC partners for the Federal Safety, Security, and Intelligence Career Fair
- Implemented automated testing and end-to-end process tracking for efficient hiring
- Eliminated all travel related to testing phase of hiring process
- Applying lean methodology to streamline our onboarding process
- Leveraging social media for recrutiment