Talk
35 mins
In the Government of Canada, the Self-Identification Questionnaire allows employees to declare as a member of an employment equity group so that it can determine how representative the workforce is of the Canadian public. But the current form and supporting legislation is 26 years old--saying it's outdated is an understatement. Here's how we approached the research to achieve co-design at scale.
Thursday, 9 November - 16:00-16:35 GMT, 11:00-11:35 EST, 8:00-8:35 PST
Registration opens: 9 October
RegisterInclusive research in government can be challenging because of the scale and diversity of stakeholders. The Treasury Board of Canada Secretariat knew it needed to take a specialized approach to modernizing its 26-year-old Self-Identification Questionnaire. This form collects employment equity information, such as if an employee identifies as having a disability or belongs to a “visible minority”. This allows all federally regulated entities to measure the representation of employment equity groups in their workforce.
In this case study, Andee Pittman covers how their research approach hit a depth and breadth of insights by using multiple qualitative and quantitative methods to get the evidence needed to be equitable and inclusive. The balanced approach allowed Andee to convene a 3-week full-time co-design engagement that led to key design changes in the questionnaire—a first of its kind in the Government of Canada.
This study proved to yield other benefits, such as system-level insights and a career change for one participant. The biggest win of all? Attend this talk to find out.
Andee Pittman (they/them)
Human-centred designer
Left
Andee Pittman (they/them)
Human-centred designer
Right
Left
Andee Pittman (they/them)
Human-centred designer
Middle
Right
1h 38m | 2022
Inclusive research in government can be challenging because of the scale and diversity of stakeholders. The Treasury Board of Canada Secretariat knew it needed to take a specialized approach to modernizing its 26-year-old Self-Identification Questionnaire. This form collects employment equity information, such as if an employee identifies as having a disability or belongs to a “visible minority”. This allows all federally regulated entities to measure the representation of employment equity groups in their workforce.
In this case study, Andee Pittman covers how their research approach hit a depth and breadth of insights by using multiple qualitative and quantitative methods to get the evidence needed to be equitable and inclusive. The balanced approach allowed Andee to convene a 3-week full-time co-design engagement that led to key design changes in the questionnaire—a first of its kind in the Government of Canada.
This study proved to yield other benefits, such as system-level insights and a career change for one participant. The biggest win of all? Attend this talk to find out.
Andee Pittman is a human-centred designer with a focus on building capacity and co-designing solutions. Sustainability, decolonization and social justice are lenses they include when designing solutions for today and the future. Andee is currently working in the Centre for Diversity and Inclusion at the Treasury Board of Canada Secretariat.
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