Diversity and Inclusion

The Manitoba government recognizes that a diverse Public Service allows us to better represent and serve the citizens of our province.  Diversity is an important component of our Public Service renewal efforts.

Diversity... encourages each individual to embrace an inclusive approach to the way we carry out the business of government... refers to recognizing and respecting individuals’ characteristics, and what makes them distinct from others, including age, language, culture, ethnicity, skills, gender, sexual orientation, religion, family status, abilities, personal abilities and perspectives... enriches the environment by facilitating the exchange of different perspectives and ideas from a variety of people with different backgrounds and perspectives.

Employment equity

Employment equity refers to positive steps taken to attain a representative Public Service and continue progress towards increasing the representation and retention of four designated groups at all levels of the organization. 

The four employment equity groups are:


Applicants for positions are encouraged to self-declare as a part of their application.  Current employees can self declare by completing an Employment Equity Declaration Form and submitting it to their department human resource services office.   

See Employment equity in the competition process for more information on how employment equity is applied in our recruitment practices.

Provincial Public Service Diversity Strategy

In December 2007 with the introduction of the Provincial Public Service Diversity Strategy the government recommitted to the principle of employment equity, and broadened the scope to include the need to embrace diversity in all aspects of our work.  

Three key components on this strategy are:

  1. Requiring all departments to have diversity and employment equity plans for increasing and retaining a diverse work force.

    plans are developed using corporate goals and actions as a starting point and adapting them to fit the department's specific needs and challenges

    progress is monitored by a committee of deputy ministers on a regular basis

  2. Eliminating bias and being culturally sensitive in all human resource practices. 

    currently the primary focus is on improving the awareness of managers, supervisors, human resource practitioners and employees of diversity issues through open workshops and customized presentations and sessions.   

  3. Establishing partnerships with internal and external resources to enhance efforts in the area of diversity and employment equity. 

    this involves government departments working together to share resources and ideas, as well as working with agencies that support and represent diversity and employment equity group members.  

Senior leaders in government are committed to these goals and are working within their departments to achieve the goals of diversity and employment equity.

In addition to the work being carried out in departments as part of the strategy, we also offer a number of Internship, recruitment and development programs that provide members of employment equity groups access to employment opportunities in the Public Service, and learning and development programs to help current employees succeed in their career in the Manitoba Public Service.

Why diversity is important to us

  • A diverse group of employees that represents the public often leads to understanding the issues and concerns of the citizens we serve in a more complete way.

  • A diverse group of employees can enable a workplace to come up with a variety of unique ideas and approaches to an issue, and it can often lead to creative, innovative solutions.

  • By providing a safe working environment and a manager who demonstrates the importance of diversity, employees with varied backgrounds can become more comfortable within the workplace. 

  • This encourages employees to be actively involved in the workplace, as well as share and discuss work issues and ideas with each other, leading to increased satisfaction levels of employees, as well as higher productivity and quality results.

  • A workplace that promotes diversity also promotes itself as a place of employment, which can be effective both at retaining employees and hiring new employees.