Question Period Note: IRCC OFFICES CLAIMS

A CBC article was released on March 9 and highlighted concerns about racism in two IRCC offices, including the Client Support Centre. While the article focused primarily on the results of IRCC’s department-wide anti-racism focus groups conducted in 2021, which has drawn media interest previously, it also incorrectly stated that IRCC was investigating claims of systemic racism at these two IRCC offices. The work referenced in the article relates to an independent workplace assessment currently being conducted with Charron HR to support a healthy workplace at IRCC, not an audit, investigation or anti-racism probe.

• IRCC has zero tolerance for racism or discrimination of any kind. Yet that’s not enough. Our organization actively fights against racism and continues to work tirelessly to foster a culture of inclusion, openness and respect.
• In July 2020, IRCC created an Anti-Racism Task Force aimed at guiding the department to rebuild trust, especially with Black, Indigenous and racialized employees and applicants to our immigration and refugee systems who are being harmed by racism.
• Employees also have access to a variety of official legislative recourse mechanisms which they may use at any time.
• In addition, IRCC has several confidential tools and support mechanisms available to employees who have witnessed or have been a victim of racism, harassment, discrimination or other misconduct or wrongdoing.
If pressed:
• These include the Office of Conflict Resolution, the Employee Support Office, the Employee Assistance Program, and various mental health and wellness supports.
• IRCC is also hiring an independent firm to conduct an Employment System Review (ESR) in the Spring 2022. The ESR will help determine whether existing employment systems, policies, and practices are an employment barrier against persons in designated groups.
• IRCC has taken additional measures to ensure all existing managers must complete the mandatory courses on unconscious bias, as a pre-requisite for obtaining their delegated authority to sign financial and HR staffing decisions.
• Disclosures made to the Senior Officer for Internal Disclosure under the Public Servants Disclosure Protection Act (PSDPA) are fully confidential and are protected from disclosure so employees can come forward without fear of reprisal.

BACKGROUND:
• On March 9, 2022, the CBC posted an article regarding racism at Immigration, Refugees and Citizenship Canada (IRCC).
• The CBC article referenced an external third party, Charron Human Resouces, that was hired to conduct a workplace assessment of two IRCC offices which (includes assessing existing systems, policies, procedures and interpersonal dynamics. The objective of these assessments are to identify opportunities for improvement, to foster a workplace that is free of harassment, discrimination and racism. These assessments were not investigations or audits.
Disclosure of Wrongdoing
• Disclosures of potential wrongdoing as defined under the Public Servants’ Disclosure Protection Act (PSDPA) are made to and, if appropriate, assessed by the Senior Officer for Internal Disclosure (SOID) at IRCC.
• If an allegation of wrongdoing is confirmed to be founded after a full assessment is completed, the information is reported to the Office of the Public Sector Integrity Commissioner of Canada and is included in the “Annual Report on the Public Servants Disclosure Protection Act.” This report is tabled in Parliament each year and is published on the PSIC website.
• Disclosures made to the SOID are protected under the PSDPA. As such, IRCC is unable to acknowledge the existence of an allegation unless it is confirmed to be founded and, further, the PSDPA prohibits IRCC from releasing information except under specific, limited circumstances as identified in the Act. Information received by the SOID related to potential wrongdoing is also prohibited from disclosure in response to requests under the Access to Information Act and the Privacy Act.

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