Equity-seeking public servants can face barriers to career progression in the Government of Canada, especially when seeking to enter the executive (EX) group. These barriers are reflected by the persistent gaps in the representation of diverse groups in the senior ranks of the federal public service.

Mosaic also fulfills the enabling role that the Treasury Board Secretariat plays by providing support to organizations from recruitment and promotions to retirement.

Mosaic has clear links to other Treasury Board of Canada Secretariat initiatives managed by the Centre on Diversity and Inclusion, such as:

We also worked in close collaboration with functional experts, including the Public Service Commission of Canada, the Canada School of Public Service, and various teams within the Treasury Board Secretariat. We engaged other organizations and committees for feedback, and we are in ongoing communication with the community of practice of Designated Senior Officials for Employment Equity, Diversity and Inclusion.

Research shows that increasing diversity in the executive membership boosts an organization’s overall diversity because leaders have a significant influence on organizational culture. A senior leadership community that is diverse will accelerate the shift toward a better and more inclusive federal public service.

In designing the Mosaic Leadership Development program, we used an inclusive co-development approach. Co-development requires a collaborative learning space where participants apply co-development values, principles and methodologies to make improvements.

We held group discussions with executive employee networks that represent equity-seeking groups to enable them to help shape Mosaic and ensure that the program reflects the perspectives of equity-seeking employees.

In 2021, the Centre on Diversity and Inclusion co-developed with diverse employee networks the Mosaic Leadership Development program. Mosaic is a program for equity-seeking employees at the EX minus 1 level that aims to: