An internal report reveals that Black, Indigenous, and racialized employees at the Privy Council Office (PCO) face frequent “racial stereotyping, microaggressions, and verbal violence.” Obtained by the Coalition Against Workplace Discrimination via the Access to Information Act and released Monday, the report criticizes the office for its inadequate understanding of the discrimination experienced by these employees.

The 61-page report, authored by Rachel Zellars, an associate professor at St. Mary’s University, outlines significant barriers to representation and inclusion within the PCO, which supports the Prime Minister and Cabinet. Black employees reported that managers used racial slurs, including the N-word, and made Islamophobic remarks. Some managers also “feigned innocence” about unfair career advancements at Black employees’ expense.

Zellars found a culture that “discourages reporting,” noting the lack of effective accountability mechanisms. She based her findings on interviews with 58 employees conducted from November 2021 to May 2022.

Nicholas Marcus Thompson, president and CEO of the Black Class Action Secretariat, expressed shock at the findings. “This is the head of the public service. The Privy Council Office directed the entire federal public service to address racism,” Thompson said. “While it is shocking, it reflects what we’ve seen across the public service.”

The report is part of a broader 2021 initiative by then-Clerk of the Privy Council Ian Shugart, who called for stronger anti-racism efforts across the federal public service. Thompson accused Shugart’s call to action of being ignored.

The coalition is demanding the resignation of two PCO leaders, including the deputy clerk responsible for discrimination issues, and calling for the government to settle the Black employees’ class action lawsuit.

The report also highlighted “double standards” in career advancement, such as access to French-language training, which is crucial for promotions. Black employees reported being “discouraged” from participating in diversity, equity, and inclusion (DEI) work due to perceived conflicts with their non-partisan roles.

Indigenous employees have called for clear definitions of reconciliation and tangible initiatives for the department. The report recommends improving hiring and promotion practices, including “name-blind screening,” and emphasizes building trust in DEI efforts.

In response, deputy clerk Christiane Fox committed to change, including quarterly “employment equity dashboards” and appointing a chief diversity officer. Privy Council Clerk John Hannaford echoed this commitment, stressing the need for employees to feel “heard, valued, respected, and included.”

Despite these assurances, Thompson remains skeptical about the PCO’s ability to drive meaningful change. “The public service has historically proven incapable of policing itself on systemic discrimination,” said Thompson.