{"id":1264,"date":"2021-06-08T22:41:32","date_gmt":"2021-06-08T22:41:32","guid":{"rendered":"http:\/\/publicservicepride.ca\/?page_id=1264"},"modified":"2026-04-02T13:30:29","modified_gmt":"2026-04-02T17:30:29","slug":"about","status":"publish","type":"page","link":"https:\/\/publicservicepride.ca\/fr\/about\/","title":{"rendered":"\u00c0 propos"},"content":{"rendered":"

\n\t\t\t\u00c0 propos de la Fiert\u00e9 \u00e0 la fonction publique\t<\/h1>\n\t

Un r\u00e9seau de diff\u00e9rentes c<\/span>o<\/span>m<\/span>m<\/span>u<\/span>n<\/span>a<\/span>u<\/span>t<\/span>\u00e9<\/span>s<\/span><\/span><\/h2>\n\t

Vision<\/h1>\n

Le RFFP imagine une fonction publique f\u00e9d\u00e9rale o\u00f9 tous les fonctionnaires 2ELGBTQIA+ se sentent inclus, en s\u00e9curit\u00e9, et ont l\u2019\u00e9galit\u00e9 professionnelle. Nous sommes une force de changement pour b\u00e2tir un milieu de travail \u00e9quitable soutenant activement le bien-\u00eatre et l\u2019avancement du personnel 2ELGBTQIA+ gr\u00e2ce \u00e0 des politiques, des programmes et l\u2019action. Chaque professionnel\u00b7le 2ELGBTQIA+ devrait avoir la possibilit\u00e9 de s\u2019\u00e9panouir, de contribuer et de r\u00e9ussir dans sa carri\u00e8re, dans une culture de respect et d\u2019appartenance.<\/p>\n\t

Mission<\/h1>\n

Notre mission est de b\u00e2tir un milieu de travail o\u00f9 chaque membre du personnel est appr\u00e9ci\u00e9, respect\u00e9 et habilit\u00e9 \u00e0 contribuer pleinement, afin que la fonction publique f\u00e9d\u00e9rale soit chef de file en mati\u00e8re d\u2019inclusion et d\u2019\u00e9quit\u00e9.<\/p>\n\t

De la purge \u00e0 la fiert\u00e9 : l\u2019histoire du R\u00e9seau de la Fiert\u00e9 \u00e0 la fonction publique<\/h1>\n

Les racines du R\u00e9seau de la Fiert\u00e9 \u00e0 la fonction publique (RFFP)<\/a> emontent \u00e0 une p\u00e9riode sombre de l\u2019histoire du service public canadien : la purge LGBT<\/a>. Des ann\u00e9es 1950 jusqu\u2019au milieu des ann\u00e9es 1990, des milliers de personnes employ\u00e9es dans la fonction publique f\u00e9d\u00e9rale, les Forces arm\u00e9es canadiennes et la Gendarmerie royale du Canada (GRC) ont \u00e9t\u00e9 cibl\u00e9es en raison de leur orientation sexuelle ou de leur identit\u00e9 de genre, r\u00e9elles ou per\u00e7ues.<\/p>\n

At the height of the Cold War, many 2SLGBTQIA+ people were falsely labelled as security risks and forced out of their jobs. These individuals were subjected to invasive surveillance, interrogation, and, in many cases, dismissal. Careers were destroyed. Lives were upended. It was a period marked by systemic discrimination and institutional betrayal – one that left lasting scars on individuals and the integrity of the public institutions meant to serve all Canadians.<\/p>\n

Un long silence et une lente \u00e9volution<\/b><\/h3>\n

Although the Purge’s most active years ended by the mid-1990s, the harm endured well into the following decades. In many ways, the period between the 1990s and 2017 was one of quiet resistance, cautious visibility, and the slow rebuilding of trust.<\/p>\n

En 1992, les Forces arm\u00e9es canadiennes ont <\/span>officiellement lev\u00e9 l\u2019interdiction<\/span><\/a>, visant les membres 2ELGBTQIA+, \u00e0 la suite d\u2019une contestation judiciaire. Quatre ans plus tard, <\/span>la Loi canadienne sur les droits de la personne<\/span><\/a> \u00e9t\u00e9 modifi\u00e9e pour inclure l\u2019\u00ab orientation sexuelle \u00bb comme motif de discrimination illicite. Cependant, malgr\u00e9 ces avanc\u00e9es juridiques, de nombreux milieux de travail f\u00e9d\u00e9raux manquaient encore de la culture et du leadership n\u00e9cessaires pour soutenir une inclusion significative.<\/span><\/p>\n

In the late 1990s and early 2000s, employee networks began to take shape. Representatives of Canadian Heritage (PCH), Energy, Mines and Resources Canada (EMRC), and Public Works and Government Services Canada (PWGSC) collaborated to create what was first called “Pride at Work.” During this period, same-sex marriage was legalized in Canada.\u00a0<\/p>\n

Still, many 2SLGBTQIA+ public servants remained hesitant to be open about their identities. The shadow of the Purge lingered – trust had been broken, and it would take more than new laws to repair it.<\/p>\n

It wasn’t until 2016 that a true reckoning began. Led by three representative plaintiffs – Todd Ross, Martine Roy, and Alida Satalic – survivors of the Purge stepped forward to share their stories and pursue justice par le biais d\u2019un recours collectif<\/a> contre le gouvernement du Canada. Leur courage a suscit\u00e9 une attention nationale, une couverture m\u00e9diatique et une pression publique croissante pour le changement.<\/p>\n

Des excuses historiques<\/b><\/h3>\n

En 2017, cet appel \u00e0 la justice a \u00e9t\u00e9 entendu. Le 28 novembre, le premier ministre Justin Trudeau a pr\u00e9sent\u00e9 des excuses officielles<\/a> \u00e0 la Chambre des communes aux personnes l\u00e9s\u00e9es par les politiques et pratiques f\u00e9d\u00e9rales. Ces excuses reconnaissaient des d\u00e9cennies de discrimination et offraient un engagement envers la r\u00e9conciliation. Un r\u00e8glement historique a suivi, incluant une compensation financi\u00e8re, la cr\u00e9ation du Fonds Purge LGBT<\/a>, et des plans pour un m\u00e9morial national.<\/a>.<\/p>\n

Ces excuses ont marqu\u00e9 un tournant \u2014 \u00e0 la fois une reconnaissance des torts pass\u00e9s et un catalyseur pour un changement durable.<\/p>\n

Le parcours du R\u00e9seau de la Fiert\u00e9 \u00e0 la fonction publique<\/b><\/h3>\n

From this moment of reckoning emerged a renewed call to action: a vision of a public service where 2SLGBTQIA+ employees – in all their intersectional identities and regardless of their geographic location – feel valued, respected, and empowered to contribute fully. In 2018, the Public Service Pride Network (PSPN) as it’s known today was born out of this vision, led by Jason Bett, a senior public servant whose leadership and advocacy helped shape the network’s bold and inclusive foundation.<\/p>\n

What began as a grassroots, employee-led movement quickly became a driving force for inclusion, advocacy, and visibility in the federal public service. Today, the PSPN unites thousands of 2SLGBTQIA+ employees and allies across over 95 federal organizations and Canadian missions abroad. The PSPN’s work has inspired collaboration with provincial and territorial public services and has caught the attention of international counterparts striving to build more inclusive institutions.\u00a0<\/p>\n

Employee networks in nearly all departments and agencies have continued to grow and evolve as well. They’ve steadfastly worked in parallel to support 2SLGBTQIA+ inclusion, education, and visibility within their unique organizational contexts, playing a critical role in fostering safe, welcoming workplaces and often serving as the first point of connection and support for employees navigating their identities at work. Increasingly, these departmental networks have partnered with the PSPN to amplify their impact through joint initiatives, intersectional training sessions, and inclusive events. The strength of these partnerships lies in their shared commitment to real change – they form an ecosystem of support that extends from individual teams to the highest levels of leadership. By working in tandem across departments, across regions, and across identities these networks ensure that inclusion is embedded not just in policies, but in everyday culture.<\/p>\n

Un h\u00e9ritage de r\u00e9silience et de changement<\/b><\/h3>\n

Since its inception, the PSPN has contributed to a safer and more welcoming federal public service for members of 2SLGBTQIA+ communities and has made a lasting impact. The network has launched major initiatives – launching the annual Semaine de la Fiert\u00e9 \u00e0 la fonction publique<\/a>, un programme de mentorat unique en son genre, et des conseils aux organisations f\u00e9d\u00e9rales sur les politiques inclusives et les pratiques en milieu de travail. Gr\u00e2ce \u00e0 son plaidoyer constant, le RFFP est devenu une pierre angulaire des efforts en mati\u00e8re d\u2019\u00e9quit\u00e9 au sein de la fonction publique.<\/p>\n

Le RFFP a \u00e9galement jou\u00e9 un r\u00f4le d\u00e9terminant en faisant entendre les voix des personnes fonctionnaires 2ELGBTQIA+ jusqu\u2019aux plus hauts niveaux de leadership. \u00c0 deux reprises, le r\u00e9seau a pr\u00e9sent\u00e9 des recommandations directement aux sous-ministres, suivies de lettres ouvertes percutantes qui ont permis de maintenir la conversation et la pression. Ces moments ont marqu\u00e9 un tournant en mati\u00e8re de visibilit\u00e9 et d\u2019influence, \u00e9tablissant un pr\u00e9c\u00e9dent quant \u00e0 la mani\u00e8re dont les r\u00e9seaux d\u2019employ\u00e9\u00b7e\u00b7s peuvent fa\u00e7onner directement les priorit\u00e9s institutionnelles.<\/p>\n

The PSPN’s success is a testament to what’s possible when all public servants come together to create change from within. It’s a living example of resilience: a direct response to past exclusion, and a bold commitment to building a public service where everyone, regardless of sexual orientation, gender identity, or gender expression, can thrive.<\/p>\n

As we continue this journey, it’s essential to remember where it began. The story of the PSPN is inseparable from the story of the Purge. It reminds us that inclusion is not inevitable – it is something we must build, protect, and grow together. The work of the PSPN honours those who were silenced and dismissed by making space for every voice to be heard today.<\/p>\n

Ensemble, nous cr\u00e9ons le changement et veillons \u00e0 ce que le pass\u00e9 \u00e9claire un avenir plus juste et \u00e9quitable pour tou\u00b7te\u00b7s.<\/b><\/p>\n

\n\t\t\tPublications\t<\/h1>\n

\n\t\t\tRapport annuel 2025 | R\u00e9seau de la Fiert\u00e9 \u00e0 la fonction publique\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>
\n\n

\n\t\t\tRapport annuel 2024 | R\u00e9seau de la Fiert\u00e9 \u00e0 la fonction publique\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>
\n\n

\n\t\t\tMise \u00e0 jour sur la lettre ouverte aux sous-ministres | Mai 2024\t<\/h3>\n\tLire la lettre ><\/strong><\/a>
\n\n

\n\t\t\tLettre ouverte aux sous-ministres | Mai 2023\t<\/h3>\n\tLire la lettre ><\/strong><\/a>
\n\n

\n\t\t\tRapport annuel 2023 | RFFP\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>
\n\n

\n\t\t\tPlan strat\u00e9gique 2023-2025 | R\u00e9seau de la Fiert\u00e9 \u00e0 la fonction publique\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>
\n\n

\n\t\t\tRapport annuel 2022 | RFFP\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>
\nVoir la version texte en clair ><\/a>\n

\n\t\t\tRapport annuel 2021 | RFFP\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0
\n<\/strong>Voir la version texte en clair ><\/a>\n

\n\t\t\tRapport annuel 2020 | RFFP\t<\/h3>\n\tVoir le rapport ><\/strong><\/a>
\n\n

\n\t\t\tAdh\u00e9sion\t<\/h2>\n\tJoin the Public Service Pride Network and stay up to date
\non all the latest information about our events and activities.\n\t\t\t\n\t\t\t\t\t\t\tS'inscrire\n\t\t\t<\/a>\n

\n\t\t\tSuivez-nous\t<\/h2>\n\t

\"\"<\/a>\u00a0 \u00a0 \"\"<\/a><\/p>","protected":false},"excerpt":{"rendered":"

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\nAbout Public Service Pride A network of communities Vision The PSPN envisions a federal public service where all 2SLGBTQIA+ employees are included, safe, and have equal opportunities. We are a force for change to bring about an equitable workplace that…\n<\/div>\n
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