Annual Report on the Operation of the Canadian Multiculturalism Act 2023-2024

List of figures

• Figure 1: Visits and Views to the 2022-2023 Annual Report
• Figure 2: Cover page of Changing Systems, Transforming Lives: Canada's Anti-Racism Strategy 2024-2028
• Figure 3: Cover page of Canada's Action Plan on Combatting Hate
• Figure 4: Cover page for the article “The Diversity of the Black Populations in Canada, 2021: A Sociodemographic Portrait”
• Figure 5: Celebrate Canada Banner
• Figure 6: Poster for Asian Heritage Month 2023
• Figure 7: Poster for Emancipation Day
• Figure 8: Poster for Black History Month 2024
• Figure 9: Video on the Canada.ca site titled “Tips for completing a funding application”
• Figure 10: Diversity, equity and inclusion banner
• Figure 11: Implementation of Relevant Initiatives
• Figure 12: Initiative Types
• Figure 13: Lockscreen used to promote self-identification
• Figure 14: Sources of Data
• Figure 15: Data Collection
• Figure 16: Data Usage
• Figure 17: Data Contribution Areas
• Figure 18: Black Canadian civil society leaders at the Second Session of the United Nations Permanent Forum on People of African Descent
• Figure 19: Training Topics
• Figure 20: Two orange hearts lit up to mark the National Day for Truth and Reconciliation
• Figure 21: Bessie Omilgoetok smiles while surrounded by Elders and community members participating in Polar Knowledge Canada's Speaker Series
• Figure 22: Representation in Committees, Groups and Forums
• Figure 23: Mural by Indigenous artists Kale Sheppard (Inuk), Misko Twenish (Algonquin), and Candace Lipischak (Red River Métis)
• Figure 24: Input Gathering Mechanisms
• Figure 25: Engagements with Communities
• Figure 26: Patch created for astronaut Colonel Jeremy Hansen by Anishinaabe artist Henry Guimond of the Turtle Lodge
• Figure 27: $100 Gold Year of the Rabbit coin
• Figure 28: Promotion and Celebration Initiatives
• Figure 29: Photo from the A Passage Beyond Fortune in-person event
• Figure 30: Posters for Diwali, Hanukkah, Kwanzaa, and Ramadan
• Figure 31: Priority Consideration
• Figure 32: Addressing Systemic Racism or Barriers
• Figure 33: Promotion of Official Language Proficiency
• Figure 34: Publication entitled "Protecting National Security in Partnership with all Canadians"
• Figure 35: Land Acknowledgment panel created in collaboration with the Kitigan Zibi community
• Figure 36: Transfer Payment Program Areas

Foreword from the Minister

Everyone in Canada has the right to feel safe. We have all been deeply alarmed by the tragic consequences of hate, both at home and abroad. Hate has no place in Canada – whether in person or online, in our schools, or in our places of worship. With the launch of Canada’s first-ever Action Plan on Combatting Hate, we are undertaking an unprecedented, cross-government effort to combat hate while providing more support to victims and at-risk communities. Budget 2024 proposed $273.6 million over six years, starting in 2024-25, with $29.3 million ongoing to support community outreach and law enforcement reform, tackle the rise in hate crimes, enhance community security, counter radicalization, and increase support for victims.

Canada’s Anti-Racism Strategy and Canada’s Action Plan on Combatting Hate work under the umbrella of the Canadian Multiculturalism Act, working to tackle discrimination and ensure Canada, our institutions, and the public service can respond effectively to new forms of discrimination as they evolve. The federal public service plays a crucial role breaking down systemic barriers, fighting all forms of discrimination, and improving programs and services to ensure they reflect the Canada they serve. This year, 58% of federal institutions reported using data to develop or improve policies, programs, practices, and services in the areas of multiculturalism, anti-racism, anti-hate, anti-Islamophobia, and addressing antisemitism.

Together with federal institutions, Canada will continue to work toward a society where all live equitably and peacefully.

I invite you to read the 2023-2024 Annual Report on the Operation of the Canadian Multiculturalism Act to discover the work that has been done to achieve the objectives of the Act over that period.

The Honourable Steven Guilbeault
Minister of Canadian Identity and Culture and Minister responsible for Official Languages

Executive Summary

The Annual Report on the Operation of the Canadian Multiculturalism Act is designed to showcase the efforts of the Government of Canada to combat racism, hate and discrimination, and to promote a multicultural society.

This report provides a snapshot of the actions taken by federal institutions to demonstrate their committed pursuit of policies and programs that reflect the essence of multiculturalism, diversity, and inclusion. Parts One and Two of the report focus on the actions of the Multiculturalism and Anti-Racism Program, highlighting the development and implementation of the first Anti-Racism Strategy 2019-2022 and initial activities under Canada’s Anti-Racism Strategy 2024-2028 and Canada’s Action Plan on Combatting Hate.

Two primary mechanisms for driving multiculturalism and promoting safety and stability among Canada’s diverse communities are Canada’s Anti-Racism Strategy and Canada’s Action Plan on Combatting Hate. These two mechanisms support the Canadian Multiculturalism Act and other initiatives in the areas of multiculturalism, anti-racism, anti-hate, anti-Islamophobia, and addressing antisemitism. This year, through investments at Canadian Heritage, the Government of Canada celebrated new commemorative dates in addition to its major commemorative initiatives like Asian Heritage Month and Black History Month. It also provided $38.7 million in funding to communities in 2023-2024 through the Multiculturalism and Anti-Racism Program.

Part Three of the report provides an overview of the activities of federal institutions in advancing the spirit of the Canadian Multiculturalism Act mandate across four themes: Data and Evidence, Education and Awareness, Promotion and Celebration, and Prevention and Solutions. Results achieved reflect a strong commitment to fostering a more inclusive and understanding society, promoting a sense of belonging and unity among different communities, and to understanding the unique needs and challenges faced by various groups.

Introduction

The Canadian Multiculturalism Act contributes to building social cohesion, facilitating a more inclusive and harmonious society as it aims to foster a sense of belonging and mutual respect among individuals from different cultural, linguistic, religious and ethnic backgrounds. The Annual Report on the Operation of the Canadian Multiculturalism Act is a key avenue through which the Government of Canada can highlight the important work the federal public service is doing to combat racism, hate and discrimination, and its efforts to promote a multicultural society.

Diversity is one of Canada’s greatest strengths. It is a fundamental characteristic of our society and will continue shaping Canada’s identity well into the future. Statistics Canada projects that by 2041, 2 in 5 Canadians will be part of a racialized group.^{Footnote 1} Even as Canada’s population becomes more diverse, racism and discrimination continue to disproportionately affect Indigenous Peoples, Black, other racialized, and religious minority communities. According to Statistics Canada, the number of police-reported hate crimes increased from 3,612 incidents in 2022 to 4,777 in 2023 (+32%). This followed an 8% increase in 2022, and a 72% increase from 2019 to 2021. Overall, the number of police-reported hate crimes (+145%) has more than doubled since 2019.^{Footnote 2} Moreover, Statistics Canada research indicates that racialized communities continue to experience systemic barriers at higher rates compared to non-racialized groups, including higher poverty rates^{Footnote 3} and lower representation in management positions.^{Footnote 4} The Government of Canada must continue to take action to achieve a truly inclusive society free of racism, discrimination, and hate.

The Government’s commitment to multiculturalism and the fight against racism, discrimination and hate is evidenced by the many accomplishments highlighted in this year’s report. From Canada’s Anti-Racism Strategy and the various steps taken toward its renewal, to the launch of Canada’s Action Plan on Combatting Hate, and funding for community projects and domestic and international engagements, the Government of Canada continued to deliver policies, programs, and services to identify and eliminate barriers to the full and equitable participation of individuals and communities of all origins.

Over the past several years, the Government of Canada has seen increased interest from Canadians in this work. Canadian Heritage continues to make improvements to the report to ensure that information remains relevant and engaging for Canadians seeking out information on how the Government of Canada is implementing its commitments. Since 2021-2022, the Annual Report has seen an increase in interest each year in terms of unique visitors (8.4% from 2022 to 2023 and 13% from 2023 to 2024), visits (3.2% from 2022 to 2023 and 16.3% from 2023 to 2024) and page views (7.6% from 2022 to 2023 and 18.8% from 2023 to 2024).^{Footnote 5}

Figure 1: Visits and Views to the 2022-2023 Annual Report - text version

• 2023-2024 Unique Visitors: 1774
• 2023-2024 Visits: 2571
• 2023-2024 Page Views: 3117

This report focuses on actions taken to advance multiculturalism and anti-racism between April 1, 2023, and March 31, 2024, organized into three major sections:

• Part 1: Canada’s Anti-Racism Strategy and Canada’s Action Plan on Combatting Hate
• Part 2: Multiculturalism and Anti-Racism Branch and Canadian Heritage
• Part 3: Implementation of the Canadian Multiculturalism Act across Federal Institutions

Part 1: Canada’s Anti-Racism Strategy and Canada’s Action Plan on Combatting Hate

Budget 2022 provided the Department of Canadian Heritage with $85 million over four years starting in 2022-2023 for the development of Canada’s new Anti-Racism Strategy and a national action plan to combat hate. Both initiatives provide a community-driven framework and systemic approach to tackling these issues in Canada. They are part of the Government of Canada's commitment to build a more resilient, safer, inclusive, and equitable country for all. Both take a comprehensive and intersectional approach, with the key difference between them being that Canada’s Anti-Racism Strategy is a horizontal approach to address systematic racism and discrimination, while Canada’s Action Plan on Combatting Hate represents a set of targeted initiatives to address hate.

Budget 2023 provided an additional $25.4 million over five years, starting in 2023–2024, and $0.6 million ongoing to continue to support Canada's Anti-Racism Strategy and to combat all forms of hate, including but not limited to anti-Indigenous racism, anti-Black racism, anti-Asian racism, antisemitism and Islamophobia. Over the past few years, Canadian Heritage has been working on renewing Canada’s Anti-Racism Strategy. As part of the renewal process, on July 26, 2023, an Order in Council transferred the control and supervision of the Federal Anti-Racism Secretariat from Canadian Heritage to the Department of Employment and Social Development Canada. The Secretariat was a key aspect of the previous anti-racism strategy, as the Secretariat worked with government departments to drive anti-racism results across a variety of areas (e.g., housing, employment, justice, safety); facilitated intergovernmental collaboration on tackling racism; and built and used international partnerships to improve the government’s capacity to eliminate systemic racism and hate in Canada.

Building upon the foundations laid by Canada’s Anti-Racism Strategy 2019-2022, Changing Systems, Transforming Lives: Canada’s Anti-Racism Strategy 2024-2028 is informed by extensive community engagement across Canada, including:

• 15 town halls,
• 2 national summits on antisemitism and Islamophobia,
• A national youth forum,
• 21 roundtables on combatting hate and racism, and
• Over 500 recommendations and 23,000 responses to an online questionnaire on combatting hate and racism.

Canada’s Action Plan on Combatting Hate is Canada’s first-ever comprehensive cross-government effort to combat hate.^{Footnote 7} This Action Plan shines a light on the Government’s diverse commitments and efforts to ensure that everyone in Canada can live safely and thrive. In addition to complementing Changing Systems, Transforming Lives: Canada's Anti-Racism Strategy 2024-2028, the Action Plan is aligned with other existing federal efforts to address systemic racism, discrimination, violence and extremism, including the Federal Pathway to Address Missing and Murdered Indigenous Women, Girls and 2SLGBTQQIA+ People, the United Nations Declaration on the Rights on Indigenous Peoples Act and the government’s broader reconciliation agenda, the Federal 2SLGBTQI+ Action Plan, the National Action Plan to End Gender-Based Violence and the Federal Gender-Based Violence Strategy, Canada’s Disability Inclusion Action Plan, and the National Strategy on Countering Radicalization to Violence.

Additionally, the Action Plan builds on community engagement conducted by the 2SLGBTQI+ Secretariat for the Federal 2SLGBTQI+ Action Plan, three roundtables led by Public Safety Canada on the Security Infrastructure Program (now known as the Canada Community Security Program), and research and recommendations from the Canadian Race Relations Foundation.

As part of the Department of Canadian Heritage’s leadership in leading Canada’s Anti-Racism Strategy 2024-2028 and Canada’s Action Plan on Combatting Hate, the department coordinates a federal interdepartmental Assistant Deputy Minister table and a working group to enhance leadership and coordination across the Government of Canada.

Memoranda of Understanding under Canada’s Anti-Racism Strategy 2024-2028

Canada’s Anti-Racism Strategy recognizes that race-based disaggregated data and evidence are important tools for identifying and addressing inequities and supporting corrective action to eliminate racism and discrimination. As such, Canadian Heritage has entered into agreements with Statistics Canada and Justice Canada to conduct research on topics that advance Canada’s understanding of discrimination.

Canada’s Anti-Racism Strategy 2024-2028 includes $1.7 million in funding to continue work on various research projects by Statistics Canada and Justice Canada, creating new research and data that sheds light on issues facing racialized and religious minority communities. 2023-2024 was the second year of implementing these agreements.

Statistics Canada advanced work on portrait papers for Black and South Asian Canadians. The portrait papers are analytical products that provide an overview of racialized groups in Canada along demographic, economic and social dimensions using mainly the 2021 census of the population and the General Social Survey. Specifically, Statistics Canada conducted analysis using survey and census data and organized consultation with Black and South Asian community stakeholders. The final reports are set to be released in 2024-2025.

In March 2024, Statistics Canada published a reference guide on the social inclusion indicators for ethnocultural groups in Canada. It presents a list of the social inclusion indicators for ethnocultural groups in Canada as part of the agreement with Canadian Heritage (e.g., participation in the labour market, civic engagement and political participation).

Justice Canada, in collaboration with Statistics Canada, produced and released a Juristat article on discrimination experienced by Chinese people in Canada using data from the Canadian Legal Problems Survey, which was written and published by the Canadian Centre for Justice and Community Safety Statistics.^{Footnote 9} Further, Justice Canada engaged with Black community experts to support Canada’s Black Justice Strategy.

Part 2: Multiculturalism and Anti-Racism Branch and Canadian Heritage

The Multiculturalism and Anti-Racism Branch supports the mandate of the Department of Canadian Heritage by building on Canada's strength as a diverse and inclusive society. This also allows the Canadian government to support the Canadian Charter of Rights and Freedoms, which guarantees protection from discrimination and promotes the equality of individuals; and to implement the Canadian Multiculturalism Act, which emphasizes the importance of supporting cultural communities in their efforts to preserve and enrich their identity.

The Multiculturalism and Anti-Racism Program provides grants and contributions funding for community led initiatives to advance the following objectives:

• advance anti-racism; foster ethnocultural diversity and inclusion; promote intercultural and interfaith understanding;
• provide equitable opportunities for equity-deserving populations and community organizations to participate fully in all aspects of Canadian society;
• promote dialogue on multiculturalism, anti-racism, racial equity, diversity, and inclusion to advance institutional and systemic change so that Canada becomes a more inclusive society, free from racism and hate-motivated actions; and
• support research and evidence to build understanding of the disparities and challenges faced by equity-deserving populations.

To meet its objectives, the Multiculturalism and Anti-Racism Program continues to highlight several activities such as commemorations and celebrations that play an important role in promoting and celebrating a multicultural and inclusive society while encouraging intercultural and interfaith understanding.

Commemorative Events

Canadian Heritage continues to organize commemorative events to foster recognition of the historic roots and important contributions made by Indigenous Peoples, racialized, and ethno-religious communities in Canadian society. In 2023-2024, the department held official celebration events organized for Asian Heritage Month, Emancipation Day and Black History Month. Canadian Heritage also provided funding for community-based organizations to commemorate these occasions, and other commemorative dates.

New Commemorative Dates

2023-2024 saw three new commemorative dates declared in Canada, International Mother Language Day, Lebanese Heritage Month, and Polish Heritage Month which underscores Canada’s unwavering dedication to multiculturalism.

The International Mother Language Day Act, Bill S-214, received royal assent on April 27, 2023. The idea for this observance originates from the 1952 Bengali Language Movement. During this movement, students and activists in what is now Bangladesh protested for the recognition of their mother tongue, Bengali, as one of the national languages.

While the Canadian Charter of Rights and Freedoms declares that English and French are the official languages of Canada, it is also home to over 70 Indigenous languages. Furthermore, the 2021 Census reported over 200 other languages, many of which are spoken by immigrant communities.^{Footnote 10} As such, International Mother Language Day is observed by Canada and globally, on February 21 to promote multilingualism and linguistic diversity, underscoring the value of honouring and protecting the cultural and social richness of all languages spoken in Canada.

Bill S-246, An Act respecting Lebanese Heritage Month, received royal assent on July 20, 2023. The Act recognizes and celebrates the substantial contributions of Lebanese Canadians to the social, economic, cultural, and political fabric of Canada by designating the month of November as Lebanese Heritage Month.

November is particularly meaningful as it includes Lebanese Independence Day on November 22, commemorating Lebanon’s independence in 1943. The Act highlights the social, economic, and cultural impact of the Lebanese community in Canada, fostering greater appreciation and understanding of their traditions and history, and ultimately helps build a better, more inclusive Canada for everyone.

Motion M-75, Polish Heritage Month, approved by Parliament on February 7, 2024, recognizes the contributions made by Polish Canadians to the country’s society, economy, politics, and culture by designating the month of May as Polish Heritage Month, and May 3 as Polish Constitution Day. People of Polish origins have been a part of Canada’s fabric since the first documented Polish immigrant arrived in 1752. Polish Heritage Month provides an opportunity for all Canadians to learn about and appreciate the cultural heritage and historical contributions of the Polish community.

Asian Heritage Month

Emancipation Day

Black History Month

Support to Initiatives to further Multiculturalism, Anti-Racism and Anti-Hate

Canadian Heritage supports initiatives and organizations that preserve and enhance the multicultural heritage of Canadians at both the domestic and international levels. The Multiculturalism and Anti-Racism Program is one mechanism through which Canadian Heritage injects funding directly into diverse communities across the country. Furthermore, the Government of Canada created the positions of the Special Envoy on Preserving Holocaust Remembrance and Combatting Antisemitism in 2020, and the Special Representative on Combatting Islamophobia in 2023, to ensure that Jewish and Muslim community voices are heard.

Community Investments: The Multiculturalism and Anti-Racism Program

To emphasize the Government of Canada’s plan to build a better, fairer and more inclusive country for every generation, the Program highlighted several new priorities for funding under the Events component: the United Nations International Decade for People of African Descent, combatting anti-Asian racism, Building Community Resilience. The Events component received 628 applications in 2023-2024.

Special Envoy on Preserving Holocaust Remembrance and Combatting Antisemitism

International Holocaust Remembrance Alliance

Canada participated in the biannual Plenary Meetings of the International Holocaust Remembrance Alliance (IHRA) hosted by the Croatian Presidency. The first plenary meeting in Dubrovnik, Croatia, held from July 11 to 15, 2023, marked the retirement of IHRA Honorary Chair, Professor Yehuda Bauer one of the founders of the IHRA and the author of the 2000 Stockholm Declaration, the organization’s founding document. The plenary also established Global Action Against Mass Atrocity Crimes (GAAMAC) as a Permanent International Partner. This strategic alliance reflects a shared commitment between the two organizations to prevent mass atrocity crimes through international cooperation.

Furthermore, the plenary saw the reopening of the IHRA grant program, after a review and revision process, in which an expert member of Canada’s delegation participated in the review committee. As part of marking the retirement of Professor Yehuda Bauer, IHRA members agreed to establish a grant in his name aimed at supporting research on the Holocaust and antisemitism.

The second Plenary Meeting in Zagreb, Croatia, held from November 27 to 30, 2023, was led by Canada’s newly appointed Special Envoy Deborah Lyons. The Zagreb Plenary was held in the wake of the October 7 Hamas terrorist attacks, and experts reported a 350-800% increase in antisemitic incidents across IHRA Member Countries according to the IHRA definition of antisemitism. To commemorate the 10th anniversary of the IHRA working definition of Holocaust denial and distortion, which IHRA adopted under Canada’s 2013 presidency, a roundtable was held where Heads of Delegation had the opportunity to report on their countries' efforts in combatting Holocaust distortion. Other key achievements included the adoption of the IHRA Charter for Safeguarding Sites, and Recommendations on Archival Access.

During this period Canada also submitted its second Country Report to the IHRA. The report provides a broad picture of Canada’s efforts towards Holocaust education, remembrance, and research, and combatting antisemitism, covering a five-year period from 2018 to 2023.

Special Representative on Combatting Islamophobia

The Office of the Special Representative has undertaken the following activities in its first year of operation to support the federal government’s advancement of the following three key outcomes:

• Ensure that Canadian Muslims live with dignity and free from discrimination: The Special Representative participated in 134 policy and program-related meetings with various government departments to provide advice on policies affecting Muslim communities, including those relating to the devastating impacts of the war in Gaza on Canadian Palestinian Muslims and wider communities, public safety, anti-racism, and immigration-related policies. She participated in conferences, events, and training workshops, launched a website to share information with the public, issued several public statements, published recurring editions of a newsletter, and issued the Office’s first Annual Report.^{Footnote 12}
• Tackle hate both online and offline: The Special Representative launched the Organization for Security and Co-operation’s (OSCE) Guide on Anti-Muslim Hate Crimes in Canada, participated in the first-ever international Coordination Meeting on Combating Anti-Muslim Hatred, developed a digital toolbox to highlight Canadian Muslim women during Islamic History Month, engaged with Justice Canada and Canadian Heritage in relation to the development of the Online Harms Act, Canada’s Anti-Racism Strategy, and Canada’s Action Plan on Combatting Hate, attended commemorative events and funding announcement to support victims of hate.
• Eliminate bias within Canada’s public service: The Special Representative delivered training to public servants in collaboration with the Canada School of Public Service, advanced work to deliver training to national security agencies, and engaged with the Privy Council Office and the Treasury Board Secretariat to address challenges faced by Muslim public servants such as employment equity and self-identification of Muslims as religious minorities, as well as other engagements with a variety of federal departments for Canadian Islamic History Month, and other commemorative dates.

Initiatives undertaken by Canadian Heritage

The Department of Canadian Heritage has a broad mandate that includes multiculturalism. Its mandate also includes many areas that support the advancement of multiculturalism through artistic and cultural expression. These areas include “the arts, including cultural aspects of the status of the artist;” “cultural heritage and industries, including performing arts, visual and audio-visual arts, publishing, sound recording, film, video and literature;” and “the encouragement, promotion and development of sport;” among others. Support for these vectors of multiculturalism is accomplished largely through Grants and Contributions, mostly in the form of funding programs for communities and organizations. The following are some examples of funding and internal initiatives that Canadian Heritage is undertaking to advance multiculturalism across its various sectors:

Community and Identity Sector

• The Building Communities through Arts and Heritage (BCAH) program, through its Legacy Fund component, supported the creation of a monument in Inukjuak, Quebec, commemorating the 100th anniversary of Nanook of the North. It was a project proposed by the local Inuit community to reclaim this historical film as part of their local heritage.
• BCAH’s Legacy Fund component also supported the “Centennial Heritage Mural” project in Smoky Lake, Alberta, an agricultural community with a rich Ukrainian and Métis heritage. The mural represents and blends these elements in one artistic piece commemorating the culture that has become the fabric of the town today. The mural is complemented by a plaque in English, French, Michif and Ukrainian that highlights the anniversary.
• Further to its funding initiatives, BCAH initiated an internal program review of inclusion, diversity, equity, and accessibility with a focus on the Local Festivals component.
• The Canada History Fund supported the delivery of Canada History Week with the theme “History of Black Achievement in Canada”, which provided people throughout Canada with opportunities to learn more about the people and events that have shaped the country we know today. The Fund supported the development and distribution of learning materials, in English and French, created in collaboration with organizations in the history community and provided to students, educators and people across Canada.
• The Youth Take Charge Program funded the All My Relations: Meeting Grounds project. From April 1, 2023, to March 31, 2024, the project engaged 673 youth, including many Indigenous Peoples and newcomers from seven different sites in British Columbia, Saskatchewan, Manitoba, Ontario and Nova Scotia. It promoted peer-to-peer opportunities for newcomer youth to identify shared grounds for relating with Indigenous Peoples and to learn about Indigenous traditions and cultures.
• The Indigenous Languages Program funded the Makivvik Corporation (Makivvik) to undertake a five-year plan to support strategies to develop and implement programs and services for Nunavik Inuit, including determining their own partnership and mechanism for funding the preservation, revitalization, promotion and strengthening of Inuktitut. As part of this project, Makivvik will fund the Avataq Cultural Institute to establish and operate an Inuktitut Language Authority, a central institution for implementing Illirijavut's report on the state of Inuktitut in Nunavik. In 2023-2024, Makivvik launched its first call for applications for organizations that support Inuit efforts to reclaim, revitalize, maintain and/or strengthen Inuktitut in Nunavik. The funding will help Aaqsiiq showcase Inuktitut through theatrical creations and performances. This call will also fund several terminology initiatives in various Nunavik communities as well as terminology workshops led by Makivvik and supported by its partners, including Kativik Ilisarniliriniq. Taqramiut Nipingat Incorporated will be able to conduct a feasibility study on how to better broadcast its Inuktitut radio programs in Nunavik.

Sport, Major Events and Commemorations Sector

• In 2023-2024, the Gender Equity, Equity, Diversity, Inclusion component of the Sport Support Program approved program funding of over $14 million over two years. This funding supported approximately 200 initiatives and 71 organizations to advance efforts to create a more equitable and welcoming Canadian sport system.

Cultural Affairs Sector

• The Canada Periodical Fund (CPF) initiated a review on equity, diversity and inclusion, and created a summary report of findings and recommendations. As part of this initial review, the program has been working on advancing an outreach strategy to publishers and organizations of equity-deserving groups. With input provided by the National Ethnic Press and Media Council of Canada (NEPMCC), the program explored best ways to support ethnocultural publications, and the NEPMCC. The CPF is also reviewing its guidelines and eligibility criteria to develop options to increase access for periodicals from and for equity-deserving groups.
• The Canada Arts Training Fund developed specific application forms and guidelines for Indigenous Peoples and equity-deserving applicants, using culturally appropriate language and concepts of teaching and learning to improve the application experience and promote inclusion, diversity, equity, and accessibility by removing barriers for Indigenous Peoples and other equity-deserving arts training organizations.

Corporate Secretariat

• Canadian Heritage established a permanent inclusion, diversity, equity and accessibility (IDEA) Office to ensure that IDEA principles are integrated into organizational practices and to support equity-deserving employee networks. The seven-employment equity and diversity networks and communities each have an allocated budget for their respective activities.

Part 3: Implementation of the Canadian Multiculturalism Act Across Federal Institutions

The Canadian Multiculturalism Act recognizes the crucial role that federal institutions play in preserving and enhancing multiculturalism in Canada. The Act instructs federal organizations to work towards equal opportunity and advancement in their institutions, promote capacity building to enable all individuals and communities to contribute to the continuing evolution of Canada, enhance the understanding of and respect for diversity, collect research and data to support the development of relevant policies, programs, and practices, make appropriate use of the language skills and cultural knowledge of individuals of all origins, and in general, carry on their activities to respond to Canada’s multicultural reality.

Federal institutions continue to make significant strides in responding to the Canadian Multiculturalism Act by promoting multiculturalism, strengthening diversity, and combatting racism and discrimination in their institutions and across Canada. This is demonstrated through the wide range of activities highlighted through this year’s Annual Report submissions. Significant work has been undertaken in the areas of: improving disaggregated data collection and using it to improve their initiatives; offering anti-racism, equity, diversity, and inclusion training in the workplace; educating and raising awareness on ethnocultural and racial diversity and the challenges faced by diverse groups; encouraging employee groups to share ideas and represent concerns in contributing to policies, programs, and practices; gathering input directly from communities to gain feedback on initiatives; engaging with expert bodies on important issues; and celebrating the rich history and contributions of diverse groups to Canadian society.

Federal institutions also made important progress in ensuring that internal and external policies, programs, and practices are inclusive to all. This included: identifying and addressing barriers to hiring and retention, and promoting career development; translation, interpretation, and leveraging the multilingual and cultural expertise of staff to increase access to programming; and operating transfer payment programs that directly address systemic racism or systemic barriers. Highlights of these activities are further described below.

Methodology and Approach to Analysis

To gather information for the Annual Report from federal institutions, Canadian Heritage encouraged federal institutions of all sizes and mandates to provide input by completing a questionnaire based on the longstanding objectives of the Canadian Multiculturalism Act and the emerging priorities of the Government of Canada for social justice. Improvements to the questionnaire each year provide opportunities for improved demographic and distinction-based disaggregated data to help monitor progress, inform decision-making, and demonstrate accountability to ensure that policies, programs, practices, and services meet the needs of Canadians.

Of the 140 institutions that received the questionnaire, 120 of them provided a submission (86% response rate), which was similar compared to the previous years (86% in 2022-2023 and 87% in 2021-2022). This included 42 small organizations, 69 large organizations, and 9 other organizations, such as Agents of Parliament and Crown Corporations.^{Footnote 13} Note that the response rate may differ from year-to-year as participation is strongly encouraged, but not mandatory. The list of federal institutions who contributed to this year’s report can be referenced in Annex A.

The input received was reviewed, tabulated, and analyzed based on the following four themes:

• Data and Evidence: Efforts to collect and use data to design evidence-based policies, programs and practices that are sensitive and responsive to the multicultural reality of Canada;
• Education and Awareness: Efforts to educate and raise awareness on cultural and racial diversity and the challenges diverse groups face, and efforts to promote social inclusion and cohesion;
• Promotion and Celebration: Efforts to promote and celebrate the historical contribution and heritage of communities of all origins to Canadian society; and
• Prevention and Solutions: Efforts to ensure the full and equitable access of individuals and communities of all origins.

The following sections provide insight into how federal institutions who participated in the 2023-2024 survey have met the requirements of each theme.^{Footnote 14} The analysis presented in this report may not be entirely comparable on a year-to-year basis due to several factors, including, but not limited to differences in methodology, variations in the respondent pool, changes in data collection techniques, and potential shifts in the external environment that could influence the results. We encourage readers to consider these factors when interpreting the findings.

Overarching Initiatives

As an overarching question, federal institutions were asked whether they had initiatives devoted to specific themes relevant to the Canadian Multiculturalism Act, Canada’s Anti-Racism Strategy, and Canada’s Action Plan on Combatting Hate. All three aim to preserve, enhance and empower the multicultural heritage of Canadians, and eliminate barriers to their full and equitable participation in Canadian society.

Figure 11: Implementation of Relevant Initiatives - text version

• Multiculturalism: 84%
• Anti-racism: 77%
• Anti-discrimination: 75%
• Anti-hate: 40%
• Anti-Islamophobia: 29%
• Antisemitism: 28%
• No relevant initiatives: 8%

At the highest rate, federal institutions indicated that they had initiatives in place primarily devoted to multiculturalism (84%), followed by anti-racism (77%) and anti-discrimination (75%). To a lesser extent, federal institutions had initiatives devoted to anti-hate (40%), combatting Islamophobia (29%), and combatting antisemitism (28%). Only 8% of federal institutions reported not having initiatives primarily devoted to any of these themes.

Additionally, in terms of the types of initiatives undertaken, federal institutions were asked whether they participated in initiatives to advance multiculturalism and the objectives of Canada’s Anti-Racism Strategy. Federal institutions indicated a strong focus on building awareness and changing attitudes (88%), commemorative and celebratory events (83%), and engaging with communities (74%). These results reflect a strong commitment to fostering a more inclusive and understanding society, promoting a sense of belonging and unity among different communities, and to understanding the unique needs and challenges faced by various groups. Federal institutions participated in activities dedicated to demonstrating federal leadership (50%) and supporting community investments (37%) at a lower rate, likely due to a combination of factors not limited to the complexity of these issues, resource allocation, and limitations of their mandates.

Figure 12: Initiative Types - text version

• Building Awareness and Changing Attitudes: 88%
• Commemorative and Celebratory Events: 83%
• Engaging with Communities: 74%
• Demonstrating Federal Leadership: 50%
• Supporting Community Investments: 37%

Data and Evidence

Figure 14: Sources of Data - text version

• Direct data collection: 81%
• Administrative data: 61%
• Publicly available data: 46%
• Data linkage: 29%
• Other sources: 20%

In 2023-24, federal institutions reported a higher rate of disaggregated data collection (58%), compared to 2021-2022 and 2022-2023, 52% and 50% respectively, which helps inform policy and program decisions and strengthen government efforts to implement the Canadian Multiculturalism Act, and address systemic racism. When asked for more details on the type of data federal institutions collected, 81% of federal institutions indicated that they collected data directly from communities, such as through in-person or online surveys. 61% indicated that they utilize their administrative data, which is information collected as part of daily operations. The use of administrative data can be valuable on its own, or to supplement survey data, and can be helpful to obtain data pertaining to populations or topics that are normally difficult to reach by survey.^{Footnote 15} Forty-six percent indicated that they use publicly available data, which is cost-efficient and promotes transparency. Furthermore, 29% indicated that they conduct data linkage, a technique which helps to fill data gaps, reduce the burden for data collection, and create more fulsome datasets for analysis.^{Footnote 16} Twenty percent indicated other sources of data, for example, research projects, voluntary self-declaration, and referencing academic papers.

As for the groups which federal institutions collected data on, the trend remained similar to previous years. Data tended to be collected most on Indigenous Peoples, Black and other racialized communities; however, there is a significant fall off in data collection related to religious minority groups. Federal institutions indicated that they collect data on individuals who self-identify as: First Nations (99%), Inuit (96%) and Métis (96%) which had the highest rates, followed by Black (91%), Asian (78%), Latin American (74%), Middle Eastern (74%), other racialized groups (84%), and significantly lower rates for Muslim (22%), Jewish (23%), Hindu (20%), Sikh (20%), and other religious minority groups (16%). The reasons for this trend may be due to historical context, for example, many organizations collect employment equity data, as mandated through legislation, which would capture self-identified Indigenous and racialized individuals, but not religious identity. While issues relating to religious identity are not new, global and domestic events in recent years have amplified the recognition that more comprehensive data collection is needed to address them.

Figure 15: Data Collection - text version

2022-2023

• First Nations persons: 95%
• Inuit persons: 95%
• Métis persons: 93%
• Black persons: 92%
• Asian persons: 78%
• Latin American persons: 76%
• Middle Eastern Persons: 75%
• Other racialized groups: 86%
• Muslim persons: 24%
• Jewish persons: 25%
• Hindu persons: 24%
• Sikh persons: 25%
• Other religious minority groups: 24%

2023-2024

• First Nations persons: 99%
• Inuit persons: 96%
• Métis persons: 96%
• Black persons: 91%
• Asian persons: 78%
• Latin American persons: 74%
• Middle Eastern Persons: 74%
• Other racialized groups: 84%
• Muslim persons: 22%
• Jewish persons: 23%
• Hindu persons: 20%
• Sikh persons: 20%
• Other religious minority groups: 16%

As noted in Canada’s Anti-Racism Strategy 2024-2028, the Government of Canada aims to tackle systemic racism by removing barriers and making systems more inclusive – especially for marginalized communities. Federal institutions used their data to develop or improve policies (84%), programs (78%), practices (70%), and services (70%) in the areas of multiculturalism (81%), anti-racism (64%), anti-hate (35%), anti-Islamophobia (19%), and combatting antisemitism (19%). Thirteen percent indicated their data was not related to any of these areas. The areas of focus are consistent with trends in federal priorities. In terms of a government-wide focus, multiculturalism has been an official policy since 1971, embedded in the Canadian Charter of Rights and Freedoms in 1982, and enshrined in the Canadian Multiculturalism Act in 1988. Anti-racism and anti-hate are relatively more recent priorities, as seen in Canada’s Anti-Racism Strategy 2019-2022, Canada’s Anti-Racism Strategy 2024-2028, and Canada’s Action Plan on Combatting Hate. Furthermore, combatting antisemitism and Islamophobia are more specific issues noted by the establishment of the offices of the Special Envoy and Special Representative in 2021 and 2023 respectively. As such, data collection efforts will take time to catch up.

As a further note, the most common analytical tool used was Gender-Based Analysis Plus (GBA Plus). This tool was used by 84% of federal institutions to consider various intersecting identity factors such as age, disability, ethnicity, economic status, in identifying how different groups of people may experience policies and programs, ensuring that diverse needs are considered, and barriers are mitigated.^{Footnote 17} Forty-eight percent noted a number of other tools they used, for example, workforce analysis tools, Black-centric lens, equity, diversity and inclusion assessment tools, and reviewing employment equity data.

Figure 16: Data Usage - text version

2022-2023

• Policies: 85%
• Programs: 78%
• Practices: 66%
• Services: 64%

2023-2024

• Policies: 84%
• Programs: 78%
• Practices: 70%
• Services: 70%

Figure 17: Data Contribution Areas - text version

2022-2023

• Multiculturalism: 73%
• Anti-Racism: 64%
• Anti-Hate: 36%
• Anti-Islamophobia: 17%
• Antisemitism: 15%
• Did not contribute to relevant areas: 17%

2023-2024

• Multiculturalism: 81%
• Anti-Racism: 64%
• Anti-Hate: 35%
• Anti-Islamophobia: 19%
• Antisemitism: 19%
• Did not contribute to relevant areas: 13%

Education and Awareness

A major aspect of the Canadian Multiculturalism Act is to promote dialogue on multiculturalism, anti-racism, racial equity, diversity and inclusion. Education and awareness are essential in increasing understanding of diverse cultures and issues affecting equity-deserving groups and to provide tools and resources to the public and federal institutions on how to act. For example, Canadian Heritage supports longstanding commemorative dates by hosting events and creating educational material for Asian Heritage Month and Black History Month, and the commemoration of new commemorative dates such as International Mother Language Day, Lebanese Heritage Month, and Polish Heritage Month.

These efforts ensure that everyone, from policymakers to everyday citizens, is equipped with the knowledge and skills needed to support equity-deserving groups more effectively. Ultimately, we can create a more informed and proactive society that actively works towards eliminating racism and discrimination and promoting equity and inclusivity. Under this theme, federal institutions were asked about their participation in training; initiatives to raise awareness; committees, groups or forums to represent employees; mechanisms to gather input from communities; engagements with communities, and interactions with expert bodies.

Training

As part of these efforts, federal institutions continued to place a significant focus on providing relevant training to employees on important topics such as racism and discrimination (88%), albeit at a lower rate than in previous years, which was 92% in 2021-2022 and 94% in 2022-2023. Such training most often covered anti-Indigenous racism (81%) and anti-Black racism (64%), followed by anti-Asian racism (35%), antisemitism (31%), and Islamophobia (29%). Forty percent of federal institutions provided other examples of relevant training, such as unconscious bias, discrimination, harassment, equity, diversity and inclusion.

Figure 19: Training Topics - text version

• Anti-Indigenous racism: 81%
• Anti-Black racism: 64%
• Anti-Asian racism: 35%
• Antisemitism: 31%
• Anti-Islamophobia: 29%
• Training content covered other topics: 40%

When asked to self-assess, 84% of federal institutions indicated that the attendance rate met or exceeded expectations, while 16% indicated that the training did not meet their expectations.

Events and Communication Products

Committees, Groups and Forums

Figure 22: Representation in Committees, Groups and Forums - text version

2022-2023

• First Nations persons: 87%
• Inuit persons: 82%
• Métis persons: 85%
• Black persons: 88%
• Asian persons: 76%
• Latin American persons: 63%
• Middle Eastern Persons: 69%
• Other racialized groups: 79%
• Muslim persons: 33%
• Jewish persons: 34%
• Hindu persons: 24%
• Sikh persons: 25%
• Other religious minority groups: 27%

2023-2024

• First Nations persons: 90%
• Inuit persons: 86%
• Métis persons: 86%
• Black persons: 88%
• Asian persons: 80%
• Latin American persons: 69%
• Middle Eastern Persons: 73%
• Other racialized groups: 80%
• Muslim persons: 48%
• Jewish persons: 43%
• Hindu persons: 33%
• Sikh persons: 33%
• Other religious minority groups: 27%

When further asked whether federal institutions provided financial support to their committees, groups, and forums to support their activities, 69% indicated that they did, an increase compared to the previous year (60%). Eighty-three percent also indicated that their committees, groups, and forums were chaired or led by a senior executive. These factors may influence the resources allocated to committees, groups or forums, their visibility and accountability. It can also impact the power dynamics and expectations positively or negatively.

External Mechanisms to Gather Input

When asked about their external mechanisms for gathering feedback on their initiatives, a slightly higher number of federal institutions had at least one mechanism compared to the previous year, 92% in 2023-2024 compared to 90% in 2022-2023. These mechanisms included: consultations (79%), networks (76%), partnerships (65%), advisory councils (55%), and other outreach mechanisms (55%). In terms of other mechanisms, common examples included surveys, committees, working groups, forums, evaluations, and audits. The targeted stakeholders included federal partners, other levels of government, community groups, and individual clients.

Figure 24: Input Gathering Mechanisms - text version

2021-2022

• Consultations: 69%
• Networks: 65%
• Partnerships: 60%
• Advisory councils: 52%
• Other outreach mechanisms: 44%
• Did not have mechanisms to gather input from communities: 14%

2022-2023

• Consultations: 74%
• Networks: 72%
• Partnerships: 64%
• Advisory councils: 56%
• Other outreach mechanisms: 38%
• Did not have mechanisms to gather input from communities: 10%

2023-2024

• Consultations: 79%
• Networks: 76%
• Partnerships: 65%
• Advisory councils: 55%
• Other outreach mechanisms: 55%
• Did not have mechanisms to gather input from communities: 8%

Furthermore, in terms of utilizing their external consultation mechanisms, a consistent percentage of federal institutions in 2023-2024 (81%) reported engaging with Indigenous, Black, other racialized and religious minorities, compared to 2022-2023 (82%).

Of those who did engage in 2023-2024, they did so to improve the design, development and/or delivery of their policies, programs, practices and/or services (92%), to improve internal practices (91%), and to reduce systemic barriers for communities (80%).

Figure 25: Engagements with Communities - text version

2022-2023

• To improve the design, development and/or delivery of policies, programs and/or services: 77%
• To improve internal practices: 70%
• To reduce systemic barriers for communities: 64%
• Did not engage with Indigenous, Black, racialized or religious minorities: 18%

2023-2024

• To improve the design, development and/or delivery of policies, programs and/or services: 92%
• To improve internal practices: 91%
• To improve systemic barriers for communities: 80%
• Did not engage with Indigenous, Black, racialized or religious minorities: 19%

Engaging Expert Bodies

With the increasing importance of addressing rising racism and hate, Canadian Heritage continues to support the offices of the Special Envoy on Preserving Holocaust Remembrance and Combatting Antisemitism and the Special Representative on Combatting Islamophobia, who perform an important role within the federal government by helping to ensure that government policies and actions are inclusive and respectful of all communities, promoting education and awareness about antisemitism and Islamophobia, representing Canada in various forums to foster cooperation to combat hate and promote human rights, and ensuring that the needs and voices of victims are heard and addressed.

While an increasing percentage of federal institutions were familiar with the role of the Special Envoy on Preserving Holocaust Remembrance and Combatting Antisemitism, 61% in 2023-2024 compared to 41% in 2022-2023, a smaller percentage chose to engage (15%) or consult or use their recommendations for policy and program development or decision-making purposes (14%). A similar result was seen with the Special Representative on Combatting Islamophobia, with an increasing percentage of federal institutions being aware of the role, 64% in 2023-2024 compared to 41% in 2022-2023, a smaller percentage chose to engage (26%) or consult or use their recommendations for policy and program development or decision-making purposes (18%).

Promotion and Celebration

Figure 28: Promotion and Celebration Initiatives - text version

Internal

• First Nations persons: 99%
• Inuit persons: 89%
• Métis persons: 91%
• Black persons: 92%
• Asian persons: 78%
• Latin American persons: 48%
• Middle Eastern Persons: 53%
• Other racialized groups: 61%
• Muslim persons: 56%
• Jewish persons: 55%
• Hindu persons: 32%
• Sikh persons: 32%
• Other religious minority groups: 22%

External

• First Nations persons: 93%
• Inuit persons: 82%
• Métis persons: 81%
• Black persons: 72%
• Asian persons: 49%
• Latin American persons: 23%
• Middle Eastern Persons: 18%
• Other racialized groups: 28%
• Muslim persons: 21%
• Jewish persons: 21%
• Hindu persons: 12%
• Sikh persons: 12%
• Other religious minority groups: 12%

Prevention and Solutions

Federal departments and agencies continue to take concrete action across a wide range of initiatives along these lines, to ensure that individuals and communities of all origins can equitably participate in Canadian society, including within federal institutions. To identify these activities, institutions were asked about offering priority consideration for programs and services; processes to identify and address systemic racism or barriers in recruitment and career development; promoting official language proficiency, translation, leveraging cultural competency and expertise, and transfer payment programs. These actions seek to address immediate needs while fostering long-term social cohesion, justice, and equality.

Priority Consideration

In the context of using the disaggregated data they collected, federal institutions were asked about whether they provided priority consideration to specific groups for their access to programs and services. Priority consideration means that some groups are given attention and resources to address the unique challenges they face, to help address inequities. This is one means to ensure that programs and services are effectively tailored to meet the needs of marginalized communities. By prioritizing these groups, federal institutions are taking concrete actions to prevent further marginalization and provide solutions that are inclusive and equitable. This approach not only addresses immediate needs but also fosters long-term justice.

Federal institutions who collected disaggregated data were able to specify which groups they offered priority consideration to, in their programs and services. First Nations (84%), Inuit (84%), Métis (83%) were groups most commonly offered priority consideration, followed by Black (71%), Asian (54%), Latin American (52%), Middle Eastern (51%), and other racialized groups (61%). Finally, it was significantly less common for priority consideration to be offered to Muslim (14%), Jewish (16%), Hindu (14%), Sikh (14%), and other religious minority groups (10%).

Figure 31: Priority Consideration - text version

• First Nations persons: 84%
• Inuit persons: 84%
• Métis persons: 83%
• Black persons: 71%
• Asian persons: 54%
• Latin American persons: 52%
• Middle Eastern persons: 51%
• Other racialized groups: 61%
• Muslim persons: 14%
• Jewish persons: 16%
• Hindu persons: 14%
• Sikh persons: 14%
• Other religious minority groups: 10%

Recruitment and Career Development

According to the Treasury Board of Canada Secretariat, the Core Public Administration (which covers most of the public service) continues to meet the labour market availability targets for Indigenous Peoples and racialized peoples.^{Footnote 18Footnote 19} However, there continue to be gaps in terms of representation at higher-paying positions, which requires further analysis.^{Footnote 20}

Federal institutions continued to place importance on eliminating systemic racism and barriers in recruitment, retention, and promotion experienced by Indigenous Peoples, Black, other racialized communities, and religious minority communities in employment. By identifying and addressing these issues, federal institutions can ensure that all individuals have fair access to opportunities and resources. In 2023-2024, 88% of federal institutions had a process in place to address systemic racism or barriers in recruitment (87%), retention (61%), and promotion (68%). This is an improvement over previous years, 79% in 2022-2023 and 78% in 2021-2022, although this indicates that 12% of federal institutions do not have a process in place to address systemic racism and barriers related to employment internally.

Figure 32: Addressing Systemic Racism or Barriers - text version

• Recruitment: 87%
• Retention: 61%
• Promotion: 68%
• No process in place: 12%

Another important aspect to consider is the promotion of official language proficiency across federal institutions. According to the 2021 Census, 23.2% of the population, or over 9 million people, indicated a mother tongue other than English or French. The Canadian Multiculturalism Act aims to support the preservation and enhancement of languages other than English and French while also strengthening the status and use of Canada’s official languages. This also helps federal institutions meet the requirements of the Official Languages Act by ensuring that both English and French are respected and promoted throughout Canada, reflecting our country’s commitment to linguistic duality. While 98.1% of Canadians can speak one official language, 18% are bilingual in both official languages, the highest proportion recorded in Canada’s history.^{Footnote 21}

The Act seeks to encourage more equitable institutions that can better serve the needs of the population. In 2023-2024, 90% of federal institutions indicated that they provide opportunities for people from Indigenous, Black, other racialized, religious minority, or official language minority communities, to learn and maintain official language proficiency, an increase compared to rates in previous years, 84% in 2022-2023 and 88% in 2021-2022.

Federal institutions used a variety of methods to ensure greater equity in their organizations while respecting the Official Languages Act, including offering self-directed learning resources or self-directed online learning (82%), providing unilingual English or French positions (81%), using non-imperative staffing for bilingual positions (76%), conducting periodic reviews of the linguistic profile of positions (70%), providing language training to employees from racialized communities, religious minority communities, and/or who are Indigenous (61%), and to a lesser extent, providing language coaches to employees from racialized communities, religious minority communities, and/or who are Indigenous (31%), and other methods (28%). Although data indicates strong support for language training for employees, federal institutions often indicated that their language training and funding was available to all employees, determined based on individual needs.

Figure 33: Promotion of Official Language Proficiency - text version

2022-2023

• Self-directed learning: 69%
• Unilingual English or French positions: 80%
• Non-imperative bilingual staffing: 81%
• Periodic reviews of the linguistic profile of positions: 70%
• Language training for Indigenous, Black, racialized or religious minority employees: 77%
• Language coaches for Indigenous, Black, racialized or religious minority employees: 30%
• Other methods: 21%

2023-2024

• Self-directed learning: 82%
• Unilingual English or French positions: 81%
• Non-imperative bilingual staffing: 76%
• Periodic reviews of the linguistic profile of positions: 70%
• Language training for Indigenous, Black, racialized or religious minority employees: 61%
• Language coaches for Indigenous, Black, racialized or religious minority employees: 31%
• Other methods: 28%

Leveraging Language Skills and Cultural Knowledge

Federal institutions were asked if they offered policies, programs, practices and/or services translated into languages other than English and/or French, this work complements internal efforts for providing equitable services to all. For federal institutions that have public-facing initiatives, it has become increasingly important as Canada becomes more diverse, to ensure that all Canadians, regardless of their linguistic background, have access to important information and services. Providing information in multiple languages can enhance engagement with communities who are not predominately English- or French-speaking and contributes to social cohesion through the creation of opportunities to participate in economic, social, and political activities.

In 2023-2024, federal institutions had a slightly higher rate of translating material, into languages other than English and/or French (54%), compared to previous years, 53% in both 2022-2023 and 2021-2022. Federal institutions provided dozens of languages as examples. The most frequently translated languages mentioned by federal institutions in 2023-2024 included: Spanish, Inuktitut, Cree, Arabic, Chinese, Punjabi, Korean, Tagalog, Hindi, Portuguese, Ojibway, Japanese, Urdu, Italian, German, Farsi, Vietnamese, Persian, and Michif. Some institutions also mentioned offering material in ASL, QSL, and braille.

Figure 34: Publication entitled “Protecting National Security in Partnership with all Canadians” - text version

Protecting National Security in Partnership with All Canadians

Also available in:

• Korean (한글) [PDF - 6.11 MB]
• Farsi / Persian (فارسی) [PDF - 4.47 MB]
• Traditional Chinese (正體中文) [PDF - 5.09 MB]
• Spanish (Español) [PDF - 5.73 MB]
• Punjabi (ਪੰਜਾਬੀ) [PDF - 4.61 MB]
• Simplified Chinese (简体中文) [PDF - 5.03 MB]
• Hindi (हिन्दी) [PDF - 6.56 MB]
• Pilipino [PDF - 3.97 MB]
• Arabic (العربية) [PDF - 4.37 MB]

Federal institutions were also asked if they leveraged the multilingual capacity, cultural competency, and if cultural expertise of employees is crucial for organizations. In their response they indicated that leveraging these skills can improve communication with diverse clients and stakeholders, and help tailor programs, policies, and practices to meet different culturally appropriate needs. The rates in 2023-2024 were higher at 72%, compared to previous years, 68% in 2022-2023, and 56% in 2021-2022.

Federal institutions who indicated that they leveraged the multilingual capacity, cultural competency, and cultural expertise of employees were also asked if they specifically leveraged the capacity to speak Indigenous languages, the Indigenous cultural competency, and/or cultural expertise of its employees, which has the previously mentioned benefits while supporting the Government of Canada’s broader goals of fostering inclusion, respect, and reconciliation. Federal institutions indicated this at a lower rate, compared to the previous year, 76% in 2023-2024 and 80% in 2022-2023. Some examples of how this capacity was leveraged includes incorporating Indigenous languages into communications material, providing services to clients in their preferred languages, consultations with those with cultural knowledge and lived experience to improve policies and programs, and the recognition and celebration of history and culture through events and dedicated programs.

Figure 35: Indigenous Land Acknowledgment - text version

Indigenous Land Acknowledgment

You are here: The Library and Archives Canada Preservation Campus is located on unceded territory of the Anishinaabe Algonquin Nation. For millennia, the Algonquin peoples have lived on this land and used nearby waters. The word “Outaouais” used in French for the Ottawa River and this region of Quebec, comes from the Algonquin word “Odawa” and means “to trade,” a reminder of a time when trading flourished along the river.

Gatineau Park, Quebec

Importance of the Canoe. For the Algonquin peoples, the canoe symbolizes the relationship with our mother the Earth and the waterways that are her lifeblood.

Artist: Dean Ottawa (an artist from Kitigan Zibi). Artwork is property of the Kitigan Zibi Education Sector.

Indigenous Language Families

Number of people speaking Indigenous languages at home:
https://canadiangeographic.ca/articles/mapping-indigenous-languages-in-canada

• Algonquian
• Athabaskan
• Salish
• Tsimshian
• Mishif
• Tlingit
• Inuit
• Siouan
• Iroquoian
• Wakashan
• Haida
• Kutenai

Did you know? “Anishinàbe” means “the real people” in Anishinabemowin.

Anishinàbe Akì Kikenindamojiwewin

Kidataniz Oma: Iyo Kichi Mazinahiganiwogamig kaye Kete Mazinahiganan eji kanawendàgwakin ate iyo ombàkonigan Anishinàbe Algonquin akìng ega wìkàd kà mìgiwewàdj odakìwà. Eko weyeskat, kì abig ondaje akìng kaye kakina wàkàhì sìbìn kaye sàgahiganan ogì àbadjitònàwàn. Iye ikidowin “Outaouais”, mitigòjìmonàniwang ondje Ottawa Zìbì ondaje kakina enigokwàg Webitigweyàng, Anishinàbe ikidowin “Odawa” ekidomagak kìbi àdàwewàdj sìbìng.

Tenàgàdino Wayàbandjigàdeg, Kebàk

Chìmàn wendji apìtenindàgwak: Ondje wìnawà Anishinàbeg, chìmàn chìnawendìmagad màmawe iyo akì kaye kakina pemidjiwang nibì tànàsag omiskwìwàbòm ninga akìkwe

Kamazinibìhigedj: Dean Ottawa (Kitigàn Zìbìng ondjibì). Ono mazinibìgenan otibenindàn Kitigàn Zìbì Kikinàmadinàn Nàgànìdj

Anishinàbeg Odinwewoniwàn

• Anishinàbemowin
• Kìwedinòg Inwewin
• Athabaskan Inwewin
• Asinìbwàn Inwewin
• Salish Inwewin
• Nàdaweg Inwewinowàn
• Tsimshian Inwewin
• Wakashan Inwewin
• Àbitawizì Inwewin
• Inwewin
• Tlingit Inwewin

Kigikenindàn na? “Anishinàbe” ekidomagak iyo ikidowin “wendjida pemàdizidjig”.

Transfer Payment Programs

Transfer payment programs such as Canadian Heritage’s Multiculturalism and Anti-Racism Program are important means by which the Government of Canada seeks to improve opportunities and outcomes for marginalized groups by addressing systemic racism and barriers through direct support to Canadians, to create a more inclusive and socially cohesive society.

Federal institutions were asked if they had transfer payment programs that directly address systemic racism or systemic barriers and indicated a slightly lower result in 2023-2024. 34% indicated having such programs, compared to 36% in 2022-2023 and 35% in 2021-2022. For the most part, these transfer payment programs were focused on promoting economic, social, and cultural empowerment (78%), and to a lesser extent, advancing racial equity in immigration, health, and housing systems (27%), advancing racial equity and inclusion internationally and multilaterally (27%), driving justice, law enforcement, intelligence, and public safety systems reform (17%), and other relevant areas (34%). Examples of other categories for addressing systemic racism or system barriers included research, reconciliation, cultural preservation, and workplace safety.

Figure 36: Transfer Payment Program Areas - text version

2022-2023

• Driving justice, law enforcement, intelligence, and public safety systems reform: 23%
• Advancing racial equity in immigration, health, and housing systems: 28%
• Promoting economic, social, and cultural empowerment: 84%
• Advancing racial equity and inclusion internationally and multilaterally: 30%
• Transfer payment programs correspond to other areas: 40%

2023-2024

• Driving justice, law enforcement, intelligence, and public safety systems reform: 17%
• Advancing racial equity in immigration, health, and housing systems: 27%
• Promoting economic, social, and cultural empowerment: 78%
• Advancing racial equity and inclusion internationally and multilaterally: 27%
• Transfer payment programs correspond to other areas: 34%

Conclusion

This report provides a snapshot into the actions federal institutions took to demonstrate their commitment to the pursuit of policies and programs that reflect the essence of multiculturalism, diversity, and inclusion. Part 1 and 2 of the report focused on the actions of the core Multiculturalism and Anti-Racism Program, mainly highlighting the development and initial activities under Canada’s Anti-Racism Strategy 2024-2028 and Canada’s Action Plan on Combatting Hate. Further highlights emphasize the importance of supporting cultural communities in their efforts to preserve and enrich their identity, including through implementing commemorative events, community investments, and supporting important organizations that further the mandate of the Program. This year also saw important highlights of activities showcasing coordination across Canadian Heritage to implement the Act through support to artistic and cultural expression.

Part 3 of the report provides an overview of the activities of federal institutions in enhancing the Government of Canada’s multiculturalism, anti-racism, and anti-hate mandate across four themes: Data and Evidence, Education and Awareness, Promotion and Celebration, and Prevention and Solutions. Federal institutions collected and used data to improve policies, programs, practices, and services for Indigenous Peoples, Black, racialized, and religious minority communities; implemented initiatives that raised awareness of issues faced by diverse communities to better serve Canadians, and provided tools for learning; sought feedback on initiatives from the inside and outside of their organizations; engaged with experts on important issues; and celebrated Canada’s vibrant communities with optimism to create a better future. Federal institutions also worked to directly make their organizations more equitable by prioritizing marginalized communities, eliminating internal barriers to employment, encouraging official language proficiency, ensuring the knowledge and skills of staff were effectively used, and directly funding communities.

While significant progress continues to be made, federal institutions must continue to be flexible to respond to emerging issues while continuing to meet the needs of the people they serve. The progress made thus far is accompanied by challenges. Federal institutions indicated challenges that cut across all themes, including but not limited to: difficulties in collecting detailed, disaggregated data and privacy concerns; complexity of attracting and retaining a diverse workforce, particularly in specialized or rural areas; lacking a systematic approach to addressing systemic barriers; resource constraints in implementing effective multiculturalism, anti-racism and anti-hate initiatives; ensuring inclusive engagement strategies to reach all segments of the population; and the need for continuous education and awareness programs to foster an inclusive environment.

The work being done by Canadian Heritage and many other federal institutions is complex, involving different stakeholders and impacting numerous sectors, both domestically and internationally. While this report highlights meaningful progress seen across federal institutions in strengthening multiculturalism, promoting equity, diversity, and inclusion, and addressing systemic racism and hate, these issues are difficult and require constant effort to lead to meaningful, positive results for all Canadians in the long-term. The Government of Canada will continue to work towards making a better, fairer, more inclusive Canada where everyone can fully participate and thrive.

Annex A: List of Participating Federal Institutions

• Administrative Tribunals Support Service of Canada
• Agriculture and Agri-Food Canada
• Atlantic Canada Opportunities Agency
• Atomic Energy of Canada Limited
• Bank of Canada
• Business Development Bank of Canada
• Canada Border Services Agency
• Canada Council for the Arts
• Canada Development Investment Corporation
• Canada Economic Development for Quebec Regions
• Canada Energy Regulator
• Canada Mortgage and Housing Corporation
• Canada Post Corporation
• Canada Revenue Agency
• Canada School of Public Service
• Canada-Newfoundland and Labrador Offshore Petroleum Board
• Canadian Air Transport Security Authority
• Canadian Centre for Occupational Health and Safety
• Canadian Centre on Substance Use & Addiction
• Canadian Commercial Corporation
• Canadian Dairy Commission
• Canadian Food Inspection Agency
• Canadian Grain Commission
• Canadian Heritage
• Canadian Human Rights Commission
• Canadian Institutes of Health Research
• Canadian Intergovernmental Conference Secretariat
• Canadian Museum of History
• Canadian Museum of Immigration at Pier 21
• Canadian Museum of Nature
• Canadian Northern Economic Development Agency
• Canadian Radio-television and Telecommunications Commission
• Canadian Security Intelligence Service
• Canadian Space Agency
• Canadian Transportation Agency
• CBC/Radio-Canada
• Civilian Review and Complaints Commission for the RCMP
• Communications Security Establishment
• Copyright Board of Canada
• Correctional Service of Canada
• Courts Administration Service
• Crown-Indigenous Relations and Northern Affairs Canada
• Defence Construction (1951) Limited (operating as Defence Construction Canada)
• Department of Finance Canada
• Department of Justice Canada
• Employment and Social Development Canada
• Employment and Social Development Canada – Labour Program
• Environment and Climate Change Canada
• Export Development Canada
• Farm Products Council of Canada
• Federal Economic Development Agency for Northern Ontario
• Federal Economic Development Agency for Southern Ontario
• Financial Consumer Agency of Canada
• Financial Transactions and Reports Analysis Centre of Canada
• Fisheries and Oceans Canada and the Canadian Coast Guard
• Global Affairs Canada
• Great Lakes Pilotage Authority
• Health Canada
• Housing, Infrastructure and Communities Canada
• Immigration and Refugee Board of Canada
• Immigration, Refugees and Citizenship Canada
• Impact Assessment Agency of Canada
• Ingenium – Canada's Museums of Science and Innovation
• Innovation, Science and Economic Development Canada
• International Development Research Centre
• Library and Archives Canada
• Marine Atlantic
• Military Grievances External Review Committee
• Military Police Complaints Commission of Canada
• National Battlefields Commission
• National Capital Commission
• National Film Board of Canada
• National Gallery of Canada
• National Research Council of Canada
• Natural Resources Canada
• Natural Sciences and Engineering Research Council of Canada
• Northern Pipeline Agency
• Office of the Auditor General of Canada
• Office of the Chief Electoral Officer
• Office of the Commissioner for Federal Judicial Affairs Canada
• Office of the Commissioner of Lobbying of Canada
• Office of the Federal Ombudsperson for Victims of Crime
• Office of the Information Commissioner of Canada
• Office of the Intelligence Commissioner
• Office of the Privacy Commissioner of Canada
• Office of the Public Sector Integrity Commissioner of Canada
• Office of the Superintendent of Financial Institutions
• Pacific Economic Development Canada
• Pacific Pilotage Authority
• Parks Canada
• Parole Board of Canada
• Patented Medicine Prices Review Board
• Polar Knowledge Canada / Canadian High Arctic Research Station
• Prairies Economic Development Canada
• Privy Council Office
• Public Health Agency of Canada
• Public Prosecution Service of Canada
• Public Safety Canada
• Public Sector Pension Investments Board (PSP Investments)
• Public Service Commission of Canada
• Public Services and Procurement Canada
• RCMP External Review Committee
• Royal Canadian Mint
• Royal Canadian Mounted Police
• Shared Services Canada
• Social Sciences and Humanities Research Council of Canada
• Standards Council of Canada
• Statistics Canada
• Supreme Court of Canada
• Telefilm Canada
• The Canadian Race Relations Foundation
• The Department of National Defence and the Canadian Armed Forces
• The Federal Bridge Corporation Limited
• The Jacques Cartier and Champlain Bridges Incorporated
• Transport Canada
• Transportation Safety Board of Canada
• Treasury Board of Canada Secretariat
• Veterans Affairs Canada
• Via Rail Canada Inc
• Women and Gender Equality Canada