Several Black executives facing racism in government service: report

Black government services workers are subject to racism in the workplace – even if they reach the executive ranks, according to a report.

Black leaders have faced a deeply hostile environment marked by threats, abuse, cruelty, subjugation, insubordination, intimidation, baseless complaints, and relentless harassment.

The report was commissioned by the Black Executive Network – an employee group within the federal government housed at Innovation, Science and Economic Development Canada. It was written by Dr. Rachel Zellars, who interviews 73 executives in total, including 63 current Black executives.

Overall, 62% of Black leaders experienced workplace harassment, intimidation, or the threat of reputational harm from supervisors or senior leaders. Over half (51%) spoke at length about ways they were explicitly denied career-advancing opportunities. Nearly a third described being severely punished for mistakes.

“These accounts are disturbing but not surprising because they echo what we have been hearing from Black public service workers for years,” says Nicholas Marcus Thompson, CEO of the Black Class Action Secretariat. “Even when Black workers make it into executive positions, they are met with unbearably hostile working environments, insubordination from direct reports, and career stagnation.”

More than seven in 10 (72%) of Black employees still experience some form of racism at work, according to a 2023 report from KPMG Canada.

What are the challenges faced by Black executives?

Zellars’s report – titled A Study on the Black Executive Community in the Federal Public Service – notes that Black executives face the following barriers at work:

• Harassment/intimidation and reputational harm.
• Denial of career advancing opportunities.
• Performance review issues.
• Denial of language training.
• Unjust and excessive workloads.

The study recounts a number of shocking incidents, including one executive having police called on her for a “stolen governmental laptop”, when she had merely taken it with her after moving to another division. Another recalled an incident where a white colleague raised a chair at him and threatened to “beat the ni**er out of him” in front of others, without recourse.

Both men and women reported being called the N-word at some point in their career with the public service, according to the report.

Black, Indigenous and other peoples of colour (BIPOC) in Canada see racial discrimination as a barrier to a successful career, according to a previous report.

Supporting Black employees

The report also shared ways that employers can effectively support Black executives. 

One of those things is sponsorship and mentorship. However, while 47% of all current executives stated that they had sponsors during their careers, the number is far higher among white men.

_{Source: A Study on the Black Executive Community in the Federal Public Service}

Also, only 28 executives or 42% stated that they have relied on an executive coach during their careers. Only half of the senior most leaders mentioned executive coaching during interviews.

“We know that this is only the tip of the Iceberg, because this study is just the latest in a long list of federal reports commissioned by the government, confirming systemic discrimination in the public service,” says Alisha Kang, national president for the Union of National Employees. “We heard it in the Senate Report on discrimination in the Canadian Human Rights Commission, and we heard it in the internal audit on discrimination in the Privy Council Office.”

How to address racism in the workplace?

To address the problem, Zellars shared the following recommendations for the federal government:

Immediate:

1. Acknowledgment from the Clerk: Provide a formal statement of acknowledgment of the findings in this Study and a commitment to immediate implementation of the recommendations.
2. Data stewardship for equity: Collect, share, and better employ data regarding Black public servants and executives to drive the call to action, as well as explain and support targeted initiatives for Black executives. 
3. Zero tolerance for anti-Black harassment: Clear messaging about the prevalence of antiblack workplace harassment from the top, led by deputies and the Clerk and based on the study findings and other supportive data, is essential and must be central to the Clerk’s commitment to values and ethics reforms.
4. Employment equity: Implement targeted appointment and retention initiatives for Black executives at all levels of the organization.
5. Addressing and redressing antiblack discrimination: As part of their departmental EDI strategies, deputies and executives must mandate conversations and trainings from qualified external professionals and human rights experts on identified anti-Black workplace behavioural patterns in public service that signal a likelihood of antiblack discrimination.
6. Training with demonstrable learning across all levels: Mandate inclusive leadership, cultural competency, and anti-racism/bias trainings, real-time, for leadership teams and managers. 
7. Address failures of Bill C-65: An urgent and immediate review of all labour relations cases involving Black executives is imperative. A review of Bill C-65 procedures, informal complaint mechanisms, and mandatory training for all managers, supervisors, and ombuds is necessary in light of the high number of reports of the improper, discriminatory use of complaints against Black executives, particularly Black female executives.
8. Accountability for equity, diversity, and inclusion goals that extends to all executives and managers: Hold deputy heads accountable by setting clear equity, diversity, and inclusion (EDI) and anti-racism goals and metrics in performance management agreements for ADMs, DGs, executives, and managers.
9. Corporate culture: Host “Get to know your Black executives” gatherings. Deputies and ADMs host a once-a-year, closed meeting to meet with and receive feedback from Black executives. 
10. Special measures to address inequitable outcomes: In light of the acknowledgement of antiblack and systemic racism in federal institutions, leaders must prioritize and offer professional development, coaching, and training opportunities for Black executives to enhance their skills, capabilities, and leadership competencies.
11. Regular employment systems reviews and audits focused on Black employees: Conduct regular reviews of HR policies, procedures, and practices to identify and address systemic barriers and biases (in recruitment, performance evaluation, and promotion processes) that may impede the advancement of Black executives. 

Medium - long term:

12. Accountability for prevention of antiblack workplace harassment and violence: Create greater accountability regarding widespread antiblack workplace harassment and violence for senior leadership through the Performance Management Program for Deputy Ministers and Associate Deputy Ministers. 
13. Black Equity Commissioner: The creation of a Black Equity Commissioner is necessary in light of the persistence of antiblack racism since the Call to Action, including for the senior-most Black executives, and the widespread lack of expertise regarding antiblack racism across FPS.
14. Psychological health, safety, and well-being: Build an online portal focused on “Thriving as an Executive in Public Service” that shares resources focused on wellness, embodied leadership, wellbeing, peer-to-peer best practices, knowledge-building resources, and mental health supports for Black executives based on Study findings and other relevant data. A Black-centered understanding of trauma, trauma responses, and healing from racial trauma must be integral to this support.
15. Leadership competency: Create a Key Leadership Competency (KLC) focused on racial and cultural competencies, specifically anti-racism and reconciliation. Pilot its use as soon as possible in advance of formal changes to the KLCs.