Leading a Culture of Belonging Program
Advancing the Clerk’s Call to Action
Strategies, competencies and confidence to move your team from performative to transformational change.
Join the thousands of professionals who have worked with us and enroll your leadership team in Advancing the Clerk’s Call to Action now.
Since the Clerk’s Call to Action in 2021, leaders across the federal government have undertaken a series of measures to address the systemic barriers many Indigenous, Black and other racialized employees face within their departments. Subsequent Mandate Letters as well as other key statements (e.g., the Speech from the Throne and Budget 2022) have reiterated the importance of public service leaders in shaping a more inclusive and representative public service.
Despite these efforts, progress has been slow. Employees and grassroots networks have raised concerns about the lack of progress to increase representation and targeted recruitment and promotion of Indigenous, Black and other racialized employees. There are also concerns that without performance indicators and clear targets, leaders will be unable to monitor and report on progress.
Some leaders across the public service feel they lack the awareness, competencies and confidence to address anti-racism, equity and inclusion.
We’ve heard from many leaders about what is holding them back from making meaningful and measurable change.
Can you relate to any of the following?
“I feel I don’t have the lived experience to support anti-racism, equity and inclusion.”
“I believe that I’ve taken steps to implement the Call to Action, but staff feel these initiatives are not enough.”
“I am very uncomfortable talking to my staff/colleagues about race and racism, and often don’t know what to say. I’m afraid I may say something wrong or inappropriate.”
“I don’t know how to respond to resistance from some of my staff.”
“I need more effective ways to monitor progress of our initiatives.”
“I need more guidance on how to work effectively with grassroots networks.”
When the Clerk’s Call to Action was adopted, many leaders became responsible for implementing a series of actions to advance anti-racism, equity and inclusion. Without the awareness, tools and support, many leaders did not know where to begin. Advancing the Clerk’s Call to Action was designed to fill this void and to provide leaders with the strategies, competencies and confidence to identify and address systemic racism and the related barriers that prevent Indigenous, Black and other racialized public servants from fully contributing their knowledge, expertise and talents to solving the policy and legal challenges affecting Canadians.
Not only will you have the leadership strategies, competencies and confidence to apply an anti-racism, equity and inclusion approach, you will have tangible strategies and tools to:
Advance the recruitment, promotion and retention of Indigenous, Black and other racialized employees.
Meaningfully engage with Indigenous, Black and other racialized employees, networks and communities to implement the Calls to Action.
Hold yourself and staff accountable to increase representation and improve the employee workplace experience.
Lead courageous conversations about race and racism without feeling like it is impossible.
Monitor and evaluate progress and lead improvements in the employee workplace experience.
Advancing the Clerk’s Call to Action is designed for the over-scheduled but committed leader who envisions a public service where all employees experience full participation and belonging, with a view to ensuring service excellence to the Canadian public.
The program consists of four half-day sessions (3.5 hours each) over four months, with the flexibility to join multiple sessions that suit your busy schedule.
We offer bilingual, small group sessions of up to ten participants in-person, virtually, or in a hybrid environment.
This program is for leaders at the Deputy Director level and above.
ACTION PLANNING SESSIONS
Advance anti-racism, equity and inclusion across the employee life cycle
The Clerk’s Call to Action includes four actions to advance representation and employee experience of Indigenous, Black and other racialized employees. In this session leaders will explore: How to use an intersectional, data-driven, accountable and systems-wide approach to advance the Clerk’s Call to Action. Strategies to embed anti-racism, equity and inclusion throughout the employee lifecycle, including recruitment, performance and talent management. How to measure and report on progress to increase representation and retention of Indigenous, Black and other racialized employees. Results you can expect: Techniques to leverage your organization’s existing anti-racism strategies in order to recruit, advance and retain Indigenous, Black and other racialized employees. Strategies to embed anti-racism, equity and inclusion within your team’s day-to-day operations. Strategies to use the Clerk’s Call to Action to advance other organizational priorities. Strategies to track progress and measure the impact of your actions. Strategies to use the Clerk’s Call to Action to advance other leadership priorities including public service accessibility, official bilingualism, public service pride and the future of work.
Strengthening Engagement with Employees, Networks and Communities
In this session leaders will explore: How to improve communication and engagement with Indigenous, Black and other racialized employees, grassroots networks and communities at large. How to build and foster trust with all employee communities. How to collaborate with Indigenous, Black and other racialized employees to co-develop strategies and initiatives to support their needs and to advance organizational priorities. Results you can expect: Strategies to engage with Indigenous, Black and other racialized networks. Techniques to receive and implement feedback from Indigenous, Black and other racialized employees, grassroots networks and communities. Strategies to better support employee-driven anti-racism, equity, and inclusion initiatives.
Responding to Resistance
In this session leaders will explore: A proven change management model to cultivate a culture of belonging for employees to experience full participation and inclusion. How to respond to potential resistance with an aim to encourage awareness and understanding amongst staff and other leaders. How to hold courageous conversations about race and to challenge racism without feeling like it is impossible. How to support managers and staff to advance anti-racism, equity and inclusion priorities. Results you can expect: Strategies to implement effective change management plans in consultation with Indigenous, Black and other racialized employees. Techniques to respond in the moment to resistance and to feel more confident leading conversations about race and racism.
Community of Practice
The Community of Practice consists of like-minded leaders who are committed to learning, strategizing, and collaborating on issues related to anti-racism, equity and inclusion in the federal public service. Leaders bring their perspectives and experience to inform emerging and ongoing issues within their branch/directorate and across the federal government. They exchange ideas, experiences and share practical and conceptual approaches to identify and address systemic barriers for Indigenous, Black and other racialized employees. As part of the Community of Practice, leaders will have the opportunity to participate in “Ask Me Anything” sessions. These sessions address issues leaders may not feel comfortable raising within their departments. Many leaders often feel as though they work in silos and lack sufficient resources to deliver on priorities. The Community of Practice represents a peer support system where leaders can engage in honest and meaningful conversations to advance anti-racism, equity and inclusion. Results you can expect: Learn how other leaders are successfully advancing anti-racism, equity and inclusion. Strategies to collaboratively work with your peers towards a common goal.
Advancing the Clerk’s Call to Action consists of four half-day sessions (3.5 hours each) over four months, with the flexibility to join multiple sessions that suit your busy schedule. We offer bilingual, small group sessions of up to ten participants in-person, virtually, or in a hybrid environment.
There are two ways to register for this program:
Open enrollment in which you can register as an individual or as a group within your branch/directorate or department. There will be specific dates for each session.
Enroll your management or executive team.
A Word From Our Clients
Mante Molepo is an exceptional leader, deeply and personally committed to the practice of equity and anti-racism. She is bold, solution-driven and holds in-depth understanding of how oppression and racism manifest in organizational settings. She leads with integrity and care, always centering perspectives at the margins and leaves no-one behind in her pursuit of equitable work spaces.
Ketty Nivyabandi, Secretary General, Amnesty International Canada
Mante Molepo skilfully delivered the Anti-Racism Training Program to the Canada Border Services Agency (CBSA) executives. She is engaging and very knowledgeable of all aspects of Equity, Diversity and Inclusion (EDI). Feedback received from participants is very positive. This training was instrumental in our journey to eliminate systemic racism in our workplace. I highly recommend Mante.
Natacha Prudent, Director General,
Canada Border Services Agency
When I was planning a Women in Leadership conference and wanted to profile a woman whose leadership has been particularly impactful I chose Mante. Her perspective and passion for leadership in areas of diversity and inclusion are authentic and informative in ways that so many others could never advance. Her professional and articulate manner of addressing important sensitive issues add to the relevance and sincerity of her message.
Katherine Cooligan, Partner
Borden Ladner Gervais
Diversity equates to the highest performing and most sought after employers and I strongly recommend Mante Molepo to any public and private sector organization.
Russell Newbury, Director, Canada Border Services Agency
Mante brings a vast experience and deep insights into guiding a delicate and important conversation on inclusiveness and anti-racism. Her sessions opened our eyes, provoked introspection, and challenged us to commit to building a better workplace – for ourselves and for our organization.
Marine Policy, Transport Canada
A WORD ABOUT ME
I began my career in the federal public service where I worked in several government departments. As one of the few Black female lawyers in the positions I occupied, I understand the unique barriers that Indigenous, Black and other racialized employees experience. I have faced many of them myself. Today, I work with leaders across the federal government, academic institutions, companies and non-profit organizations to advance anti-racism, equity and inclusion and to foster a culture of belonging for all. My lived experience, my federal public service experience, and my background in law have equipped me with personal and professional insight to address unique problems, and to offer practical advice and strategies to leaders like you. As a change management practitioner, I use The Prosci ADKAR® Model to support clients to cultivate a culture of belonging.