Question Period Note: IRCC - Anti-Racism concerns in the media

Progress and ongoing work at IRCC after department-wide Anti-Racism survey in November 2020 revealed that perceptions of the existence and nature of racism in the department varied significantly based on respondents’ racial and ethnic background, and that significant proportions of racialized employees consider racism to be a problem within the Department.

• IRCC is committed to creating a culture of anti-racism, diversity, equity and inclusion.
• As part of the ongoing anti-racism work, an Anti-Racism Task Force was created in 2020, followed by an internal advisory board, the development of anti-racism sector commitments, and programs to support the career development of underrepresented groups.
• Additionally, IRCC continues to examine potential sources of bias in policy, program, service delivery, people management practices, and explores innovative ways to balance risk in an operational context.
• An employment systems review was conducted to address systemic barriers and fulfill obligations under the Employment Equity Act. By 2024, IRCC employees will benefit from a new Equity Branch mandated for:
o safe and independent reporting
o program and service improvements through an anti racism and Gender-Based Analysis Plus (GBA+) lens, and
o increased senior management accountability.

• IRCC’s anti-racism Strategy 2.0 includes performance indicators to better hold the department accountable and track progress on commitments.
If pressed:
• In August 2023, the findings of an independent review on IRCC’s progress on anti-racism initiatives was published. The results were informed by data collected from multiple sources, and guide IRCC in making lasting change.

If pressed on reports of racism in foreign postings:
• Regardless of where an employee is based, they’re held to the same standards with respect to values and ethics, and have access to tools and resources to fight racism. However, IRCC recognizes that there are unique challenges for staff in foreign postings, as they may feel isolated from support structures at national headquarters.

• We recognize the courage of those who participated and shared their personal experiences with us. These lived experiences are not to be trivialized or dismissed, and we will remain steadfast in our commitment to dismantling barriers and rebuilding equity in their place.

• This is why we announced the creation of an Equity Secretariat on August 2, 2023. The Equity Secretariat, which will be available to all IRCC employees, will be a new group at IRCC that will serve as a central point of contact for all equity-related issues.

• Following tragedy of the George Floyd murder in the United States, like many other public and private organizations in Canada, IRCC began taking a deeper look at the department’s internal environment from an anti-racism lens; ultimately creating an Anti-Racism Task Force (ARTF). Initially established with a three-year mandate, the ARTF will become part of the Equity Secretariat to be established by 2024.

• IRCC launched a department wide Anti-Racism employee survey in November 2020 as a proactive measure to analyze the impacts of potential discrimination, bias, and racism on employees. This survey was re-launched in September 2022 to help us track and better understand the progress made over the past two years.

• The Government of Canada’s strong commitment to combat racism and discrimination is seen through Clerk of the Privy Council Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service in January 2021.This has been the subject of multiple follow-ups from the Clerk. Two years on, in May 2023, the Clerk’s Call to Action Forward Direction was sent to all Departments; holding Deputy Heads accountable for setting clear multi-year goals, regularly measure progress, and most crucially ensure accountability mechanisms.

Employee Survey Results
• The 2020 employee survey results revealed that perceptions of the existence and nature of racism in the department varied heavily on respondent racial and ethnic background, and that significant proportions of racialized employees consider racism to be a problem within the department.

• The main findings were on the:
o significant difference in perception between racialized and non-racialized employees with regards to ongoing discrimination at IRCC;
o frequency of micro-aggression occurrence towards racialized employees, and
o lack of trust in senior management.

Consequently, it was determined that focus groups should be held to gain greater insight into the underlying causes of the survey results. Focus groups were held in 2021, and 2023 to track progress made over the past two years.

• Qualitative findings from the 2023 report show numerous signs of progress, including the acknowledgment of racism in the department, opportunities for employees to talk about racism, and nascent increases of racial representation in more senior positions. However, remain important ongoing challenges. That is why IRCC agrees with the recommendations in the report and is working to provide a safe, diverse, inclusive, equitable and anti-racist workplace for all of its employees.

• IRCC is committed to creating a culture of anti-racism, diversity, equity and inclusion. As part of this work, we’ve implemented several initiatives, such as:
1. creating anti-racism sector commitments for all staff, an internal advisory board and programs to support the career development of underrepresented groups;
2. making unconscious bias training mandatory for all employees, managers and executives, and incorporating anti-racist work and training objectives into their performance agreements;
3. examining potential sources of bias in our policy and program delivery, and exploring new ways to balance risk in an operational context;
4. consulting with internal and external stakeholders on how to identify and eliminate systemic barriers;
5. launching an employment systems review to assess and address systemic barriers and fulfill our obligations under the Employment Equity Act.

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