Holmes Weier, Jennifer2022-08-212022-08-212022-07http://hdl.handle.net/10315/39681Major Research Paper/Topics course MPPAL.The Canadian Public Service envisions a future where they are an inclusive institution where all can belong, powered by a diverse workforce that is representative and reflective of Canada. I was curious about how this commitment to reflect and represent Canada could be achieved when much of the policy workforce is assigned to the National Capital Region (HR Datahub, 2021). Could greater government dispersal and localization foster a more diverse policy workforce? To explore this question, a research project was designed that would a) review and synthesize the relevant literature, b) conduct background research on relevant legislation, policy, and data, and c) conduct a micro case study of the knowledge, attitudes, beliefs, and lived experiences of Employment and Social Development Canada (ESDC) policy leaders on both diversity and the role of geography in diversity. The review of the evidence suggests that greater dispersal of federal policy jobs to communities across Canada could foster a more representative workforce. This finding comes with a caution that equity-conscious hiring and workplace locational flexibility alone does not create an inclusive work environment. Leaders must also be ready to centre diversity and inclusion in their approach to leadership and have the personal and professional tools to do so. Interviews with ESDC leaders, as a window into the leadership of Canada’s public service, reveals more support and intentionality is needed in this regard. To remove geographic restrictions for diversity purposes with a meaningful inclusion strategy behind it could act as a catalyst for transformation toward the diversity and inclusion vision.enCC0 1.0 Universaldiversity; inclusion; lived experience; geography; place; government localization; government dispersal; leadership; strategy; transformation; change; organizational culture; policy; employment; workforce.Other