Canadian Space Agency
Letter on Implementation of the Call to Action on Anti-Racism, Equity and Inclusion

Summer 2021 update

Madam,

We are pleased to present an overview of The Canadian Space Agency’s (CSA) Actions in relation to the implementation of the Call to Action on Anti-Racism, Equity and Inclusion in the Federal Public Service

Space captures hearts and minds, and provides opportunities for youth to acquire the skills to pursue studies and careers in Science, Technology, Engineering and Mathematics (‘STEM’). As an innovative, science-based organization, the Canadian Space Agency needs a diverse, inclusive team to accomplish our mission.

Actions

In February 2021, the CSA established a dedicated Human Resources Committee to promote transparent and equitable hiring, learning and mentoring, and career progression. Comprised of senior management, human resources specialists, and regular participation by the Employment Equity, Diversity and Inclusion networks, the Committee created the CSA’s Strategic Workforce Management Plan, as well as the Employment Equity, Diversity and Inclusion Action Plan. Based on the CSA’s Public Service Survey Results for members of equity groups, staffing and succession plans have been aligned to meet diversity and inclusion goals.

At the CSA, Champions are working to attract, develop and promote employment equity members, as well as hold integrated activities. Refreshed Champion roles highlight areas of focus, including the Visible Minorities Network, the Committee for Women in Science and Technology, and the newly appointed Champion for Indigenous Peoples and Communities.

The CSA recognizes the different ways of knowing and acknowledges the many contributions of Indigenous peoples and communities to STEM and to the studies of the stars. Exploring the universe with feet firmly on the land, the CSA’s headquarters are on the traditional and unceded territory of the Kanien’kehà:ka (people of the flint)(Mohawk Nation), part of the Haudenosaunee (people of the longhouse) Confederacy. The CSA, with its staff and under the leadership of the Champion of Indigenous Peoples and Communities, will continue to highlight the importance of Indigenous knowledge and traditions in its programs and activities.

The 2021-2022 performance agreements for staffing managers incorporate objectives to “Take action to close gaps in EE representativeness at the time of hiring.” Results will be measured by assuring that gaps in representation are closed for each of the next three years. A new Guideline on Appointment Processes, established in June 2021, provides support for employment equity (EE) and diversity by facilitating selection and appointment of designated group members in advertised and non-advertised processes.

As part of its mandate, the CSA maintains relationships with organizations outside the public service. Grants and contributions awarded by the CSA are subject to GBA+ analysis and competitive bidding processes reflect these factors. The CSA is actively working with Indigenous communities in a range of areas. The Naurvik project is a community-led hydroponic food production system in Gjoa Haven, Nunavut, a small community about 250km north of the Arctic Circle. Innovations to grow fresh, high-quality and affordable food will support many northern communities as well as astronauts in deep space. The CSA contracted with two companies to develop a training program for Naurvik’s local technicians; Arctic Fresh Inc., an Inuit-owned social enterprise, and The Growcer, which has expertise in northern agriculture.

The CSA is developing STEM programs for Indigenous communities and youth, and has established collaborations with Indigenous communities and other partners including Black Girls Magazine.

The CSA is providing funding to support the Young Federal Public Servants Network, the Knowledge Circle for Indigenous Inclusion, and the Department of Indigenous Services Canada (ISC) for the Ownership, Control, Access, and Possession project (OCAP®). The OCAP project will enable knowledge sharing between federal scientists and the First Nations Information Governance Centre staff to inform the development of a unique hybrid education program in the natural and environmental sciences fields, including space sector and remote-sensing.

Employee response, measurements and results

Created in 2015, the CSA’s Visible Minority Network (VMN) is actively engaged in a range of initiatives, including raising awareness and helping develop our 2021-2024 Employment Equity, Diversity and Inclusion Action Plan published in August 2021. The CSA Advisory Committee on Employment Equity and Diversity contributes to all human resources activities and includes representatives from the following groups: Indigenous, visible minorities, LGBTQ2, women, human resources and senior management. 

The CSA’s most recent Public Service Employee Survey (PSES) positive indicators are generally higher than the average for the public service, however more work is needed in key areas. The CSA has somewhat higher results for Diversity and Inclusion compared to the public service (88% vs. 81%), for Anti-Racism (65% vs. 61%) and for having a psychologically healthy workplace (81% vs. 74%). Although these results are encouraging, more work is needed, in particular, for members of visible minorities groups and persons with disabilities. Our visible minority community reports a difference in Anti-Racism (-29%), with 59% reporting a positive result compared to 88% for the rest of the CSA population. The CSA is taking action to close these gaps through dialogue, training, and deliberate staffing actions.

Challenges and barriers

Headquartered in St-Hubert, Québec, with offices in Gatineau, Washington, Paris and Houston, the CSA team of 700 people includes astronauts, scientists, engineers, mathematicians, and experts in finance, policy, communications, project management, regulation and procurement. Like space agencies around the world, the CSA aims for a diverse and inclusive workforce in order to accomplish our mission. The first permanent female president was appointed last year, and concrete actions are underway to increase diversity and inclusion at all levels of our organization.

The majority of employees working in STEM fields are men, making them more likely to directly benefit from the positive impact of the CSA's investments. To further diversity and inclusion, CSA contracts and/or contribution agreements include specific provisions to encourage hiring of women and other underrepresented groups in STEM.

Momentum

We are committed to diversity and inclusion throughout the CSA. Recent appointments have helped close gaps at management levels, but more needs to be done. Initiatives are underway to better integrate diversity into talent management processes. We will actively sponsor and support the participation of Indigenous, Black and other racialized employees and persons with disabilities in leadership development or employment integration programs.

Designated group hiring goals are included in staffing plans and designated group membership has priority where gaps exist, including for management positions as per our new Guidelines on Appointment Processes. Selection boards will be diverse and representative.

Anti-Racism and Unconscious Bias training will be mandatory for all CSA’s managers and directors, and strongly recommended for all employees.

With the brilliant CSA team, we will continue to welcome a diversity of perspectives, experiences and culture to spur innovation and maintain a healthy and respectful organization.

Sincerely,

Annex A: Data on Hires, Departures and Promotions – Indigenous, Black and Other racialized employees at the Canadian Space Agency (CSA)

Number and proportion of Indigenous employees and Black and other racialized employees that:

• joined the CSA in 2020/2021 compared to the total number of employees who joined in 2020/2021;

  In 2020-2021, the Canadian Space Agency (CSA) hired 62 new employees. Among the 62 new employees, 11 are Members of visible minorities (MVM) (17.7%) and 2 are Indigenous people (3.2%) for a total of 13 employees (21.0%). No Black employees were hired that year. In addition, 1 person with disabilities (1.6%) was hired in 2020-2021 at the CSA.

  In comparison, in 2019-2020, the CSA hired 65 new employees including 10 Members of visible minorities (15.4%) with 2 Black employees, 2 Indigenous people (3.1%) and 4 persons with disabilities (6.2%).

• left the CSA in 2020/2021 compared to the total number of employees who left in 2020/2021;

  In 2020-2021, 44 employees left the CSA mostly for another organization. Of this number,10 (22.7%) were Members of visible minorities including one Black employee and 2 were Indigenous people (4.5%) for a total of 27% (12 employees). No person with disabilities left the CSA in 2020-2021.

  In 2019-2020, there were 63 departures at the CSA. Of this number, 9 were Members of visible minorities (14.3%) including 2 Black employees, 1 Indigenous person (1.6%) and 1 person with disabilities (1.6%).

• were appointed to Executive positions in 2020/2021 compared to the total number of employees appointed to Executive positions in 2020/2021;

  There was only one appointment for an EX position at the CSA in 2020-2021 and the appointed employee is a Member of visible minorities. No EX position was appointed in 2019-2020.

• were promoted compared to the total number of employees promoted in the organization in 2020/2021;

  In 2020-2021, a total of 41 employees were promoted for another position at the CSA. Among the 41 employees, 12 were Members of visible minorities (29.3%) including 2 Black employees, 1 Indigenous person (2.4%) and 1 person with disabilities (2.4%).

  The number of promotions in 2020-2021 is lower than it was in 2019-2020 when CSA promoted 58 employees including 17 Members of visible minorities (29.3%) with 4 Black employees, 1 Indigenous person (1.7%) and 4 persons with disabilities (6.9%).

Additional information – Tables of hires and departures for all equity groups at the CSA

Table 1 – Proportion of Hires and Departures by Equity Groups, 2019-2020 and 2020-2021

The Workforce availability rate (WFA) for Indigenous people is 1.1%, 19.8% for Members of visible minorities and 8.5% for persons with disabilities.

Over the past two years, the CSA has not been able to hire the number of employees from the designated groups that match their availability rate except for the Indigenous people.

Table 2 – Number of Hires and Departures by Equity Groups, 2019-2020 and 2020-2021