A key aspect of the OPS’ strategy to diversify senior leadership is influencing culture change. By this we mean transforming attitudes and behaviours so that all OPS workplaces will enable underrepresented talent to thrive.

In 2020, we engaged ministries in identifying and dismantling common myths and assumptions that discredit efforts to advance underrepresented talent, such as setting data-driven targets to diversify leadership roles. ‘Myth busting’ sessions and materials were developed and delivered to HR areas and leaders across the OPS to build a common understanding and address perspectives that are not evidence-based and detract from promoting diversity and inclusion.

Some of the myth-busting areas of focus included:

  • Challenging assumptions that setting data-driven targets for diversifying senior leadership is counter to the principles that guide the OPS’ existing hiring process, including merit-based hiring.
    • Data-driven goals allow the public service to develop a system of merit that includes everyone – which is the intent of a merit-based approach. Systemic employment barriers and discrimination have hindered talent from underrepresented groups in the OPS from fairly accessing opportunities to advance.
    • Research shows that data-driven targets are an effective approach to diversify.
  • Pointing out misconceptions that advancing underrepresented talent through data-driven targets lowers the quality of our talent.
    • Existing barriers limit access to leadership opportunities for talented people from underrepresented groups. This limits the overall quality and diversity of the talent pool that the OPS relies on to address the complex problems facing Ontario.
    • Current levels of underrepresentation at senior levels in the OPS are the result of systemic employment barriers and not due to a lack of talent nor capacity to succeed. The perspective that groups have been largely excluded from senior roles due to a lack of ability is based on bias and discriminatory views that must continue to be debunked.

To transform how the OPS supports and advances underrepresented talent, we must actively challenge and address these damaging assumptions, and ensure that decision-makers and HR professionals have the necessary competencies related to equity, accessibility, anti-racism, diversity, and inclusion.