Annual Report on the Operation of the Canadian Multiculturalism Act 2024-2025

List of figures

• Figure 1 Annual Celebrations timeline
• Figure 2 Black History Month 2025 poster
• Figure 3 Asian Heritage Month 2024 poster
• Figure 4 Cover page of Changing Systems, Transforming Lives: Canada's Anti-Racism Strategy 2024-2028
• Figure 5 Cover page of Canada's Action Plan on Combatting Hate
• Figure 6 Poster of the Department of Canadian Heritage Reconciliation Action Plan 2024/2025 - 2026/2027
• Figure 7 Deborah Lyons speaking at a solidarity gathering
• Figure 8 Deborah Lyons addressing the National Forum on Combatting Antisemitism
• Figure 9 Amira Elghawaby speaking at the United Nations headquarters
• Figure 10 Mikinàk Ceremonial Lodge centerpiece
• Figure 11 Implementation of Relevant Initiatives
• Figure 12 Priority Consideration
• Figure 13 Sources of Data
• Figure 14 Microsoft Teams background promotes the 2024-2025 self-identification campaign
• Figure 15 Data Collection Groups
• Figure 16 Data Usage
• Figure 17 Data Contribution Areas
• Figure 18 Cover of a report entitled Atāmitowin: Identifying and overcoming challenges facing Indigenous exporters
• Figure 19 A portrait of Nancy Oakley working on a clay piece in her home studio
• Figure 20 Training session held in November 2024, with Rob Everson, Hereditary Chief of the Gigal’ga̱m ‘Walas Kwagu’ł and former Elected Chief for the K’omoks First Nation
• Figure 21 Training Topics
• Figure 22 Eighty Thousand Steps
• Figure 23 Canadian Intellectual Property Office Black History Month event
• Figure 24 Employee Network creative designs to promote the CSIS Black Women’s Network, and the Home of Latin Americans
• Figure 25 Representation in Committees, Groups and Forums
• Figure 26 Interfaith Committee on Chaplaincy Memorandum of Understanding Signing Ceremony
• Figure 27 Input Gathering Mechanisms
• Figure 28 Engagements with Communities
• Figure 29 Canadian Intellectual Property Office event panelists
• Figure 30 Panel discussion at the 2025 National Black Canadians Summit
• Figure 31 Indigenous and non-Indigenous employees worked together to raise a tipi at the Canada Border Services Agency College Main Campus
• Figure 32 Ethnocultural Calendar 2025 “Diversity is Strength”
• Figure 33 2024 $2 Commemorative Circulation Coin; 2024 $20 Nunavut coin; 2025 $20 Commemorative Coin – Gone but not forgotten, Hogan’s Alley
• Figure 34 Hair Art Runway artists and models at Crépu: Our DNA
• Figure 35 Internal Initiatives for Employees
• Figure 36 External Initiatives for the Public
• Figure 37 National Film Board’s Black History Month event
• Figure 38 Altar created in partnership with the Embassy of Mexico for the Nature Nocturne Rebirth event
• Figure 39 2024 Indigenous Recruitment Postcard
• Figure 40 Addressing Systemic Racism or Barriers
• Figure 41 Employment Equity Award Event
• Figure 42 Promotion of Official Language Proficiency
• Figure 43 Reconciliation Framework cover in Innu-aimun
• Figure 44 The publication series “Foreign Interference and You” and “Protecting National Security in Partnership with all Canadians”
• Figure 45 National Anti-Racism Fund initiative
• Figure 46 Social media graphics used for the release of the Implementation Plan for Canada’s Black Justice Strategy and the Indigenous Justice Strategy

Foreword from the Minister of Canadian Identity and Culture and the Minister responsible for Official Languages

We are committed to ensuring that all Canadians can fully participate in the economic, social, cultural and political fabric of Canada.

It is my pleasure to share the 2024-2025 Annual Report, which demonstrates how together our efforts contribute to delivering results and building a stronger and unified Canada.

Marc Miller
Minister of Canadian Identity and Culture and Minister responsible for Official Languages

Introduction

The Annual Report on the Operation of the Canadian Multiculturalism Act highlights the work the Government of Canada has done to combat racism, hate and discrimination, and to communicate its efforts to contribute to a multicultural society.

By implementing measures to tackle systemic racism, hate, and religious discrimination, federal institutions are not only addressing deep-rooted inequities but also laying the groundwork for a society where fairness and inclusion express our core values. These immediate actions help create conditions that improve access to opportunities for marginalized communities by reducing systemic barriers and institutional biases. At the same time, they encourage dialogue and exchanges among diverse groups, thereby supporting the development of representative policies that reflect the realities of the populations concerned. They also serve as an important lever to strengthen mutual understanding of intercultural and interfaith realities, contributing to a climate of respect and recognition of diversity. Ultimately, these advances foster a stronger sense of belonging to Canadian society, where everyone feels accepted, valued, and actively engaged in collective life, a vision promoted by the Canadian Multiculturalism Act.

This report focuses on actions taken to advance multiculturalism and anti-racism between April 1, 2024, and March 31, 2025:

• Part 1: Department of Canadian Heritage
• Part 2: Implementation of the Canadian Multiculturalism Act Across Federal Institutions

Part 1: Department of Canadian Heritage

The Department of Canadian Heritage oversees a broad range of cultural responsibilities in Canada. Its mandate encompasses artistic and cultural expression, language, and sport. These areas collectively cover cultural heritage and creative industries such as performing arts, visual and audio-visual arts, publishing, sound recording, film, video, and literature. The Department also plays a central role in fostering and promoting sport, and supporting Indigenous languages, and Canada’s official languages.

The Department is committed to addressing systemic racism, racial discrimination, and hate in all its forms. This work is delivered through the activities of the Multiculturalism and Anti-Racism Branch whose role is to foster a diverse and inclusive society through various initiatives and programs, including research, policy implementation, and the administration of the Multiculturalism and Anti-Racism Program.

The Multiculturalism and Anti-Racism Branch stewards the Canadian Multiculturalism Act. It is responsible for coordinating reporting on multiculturalism in Canada and provides substantial funding to multiculturalism initiatives across the country. This includes support to communities and organizations through grants and contributions funding.

Multiculturalism and Anti-Racism Grants and Contributions Program

The Multiculturalism and Anti-Racism Program (the Program) is the mechanism through which Canadian Heritage provides support to communities to:

• advance anti-racism, foster ethnocultural diversity and inclusion and promote intercultural and interfaith understanding;
• provide equitable opportunities for racialized 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;
• support research and evidence to build understanding of the disparities and challenges faced by racialized populations.

With this ambitious goal in mind, the Program approved $14.1 million over two years to support 150 projects under Organizational Capacity Building, as well as $10.8 million to support 521 events across Canada to promote intercultural or interfaith understanding, discussions on multiculturalism, diversity, racism and religious discrimination, or to celebrate a community’s history and culture. The Program’s funding for Events also supported community-led efforts to address and prevent hate in Canada.

A total of $5.5 million was approved in 2024-2025 to support 31 Anti-Hate Projects. The National Holocaust Remembrance Program approved $3.5 million for 13 initiatives to be delivered starting in 2024-2025. These initiatives aim to preserve the memory of the Holocaust and deepen Canadians’ understanding of both historical and contemporary antisemitism.

This support contributes to advancing multiculturalism and to strengthening our national unity by showcasing the many facets of people in Canada. More specific examples include:

Building Bridges: Anti-Hate and Conflict De-Escalation in Community, a project developed by Camp Reset. Camp Reset is a not-for-profit organization operating in Toronto. Its mission is to support community collective growth and reduce experiences of disconnection and division. The organization received $48,990 in fiscal year 2024-2025 to host an event at the Nia Centre for the Performing Arts in Toronto, to equip participants with the knowledge and practical tools to address hate and conflict in their communities and thereby foster a safer and more inclusive society. The event attracted a total of two hundred participants representing organizations based in communities throughout the Greater Toronto Area and southern and eastern Ontario and featured a combination of workshops, speeches, panels, and art installations. This activity was an initiative that united communities to take collective action and build capacity to address and prevent hate towards impacted individuals and groups, including in the aftermath of hate incidents.^{Footnote 1}

The Atlantic Filmmakers Co-operative Limited, a not-for-profit resource centre for independent filmmakers based in Halifax, Nova Scotia, received $228,300 to deliver a project entitled “Here/Now: African Nova Scotian Multi-generational Film Project.” This initiative, which took place between October 1, 2023 and March 31, 2025, paired African Nova Scotian youth with elders from predominately Black communities throughout the province including East Preston, North Preston, North Halifax, Lucasville, New Glasgow and Membertou, in order to develop, produce and present documentary or essay-style films exploring their personal histories.

The Alliance Jeunesse-Famille de l’Alberta Society (AJFAS), an Edmonton-based not-for-profit with a mission to facilitate the personal and socio-professional integration of newcomer Francophone families and youth into Alberta society, received $240,000 to carry out a project entitled “Campagne: Agir Contre le Racisme - ACOR Je M’ENGAGE”. This project was delivered in Edmonton, Calgary, Brooks, Cold Lake, Saint-Paul and Fort McMurray from January 8, 2024, to March 31, 2025. The project provided anti-racism resources, school and community workshops, the dissemination of educational tools. It also offered elementary school students the opportunity to discuss human rights and the Canadian Multiculturalism Act, and to engage actively during the International Day for the Elimination of Racial Discrimination.

In addition to providing grants and contributions funding to communities, the Multiculturalism and Anti-Racism Branch worked to broaden its relationships with the Global Centre for Pluralism, the McGill University Chair in Multiculturalism and the Jean Augustine Chair in Education, Community & Diaspora. These organizations received federal funding through endowments established from previous federal budgets to contribute to data collection, knowledge production and information sharing, which benefits Canadians. Their work enables better, more accurate information about diverse communities in Canada, and enhances the ways we raise awareness and combat misinformation. For instance, in 2024, the Global Centre for Pluralism provided training, developed curricula, and shared insights on pluralism with governments, organizations and institutions. It published and shared analysis, including a series of detailed reports and blogs to support understanding and action for pluralism. The Centre also created spaces for people to share their stories, their needs and their desires for peace and justice. This included discussions with sector leaders and regions on Indigenous reconciliation, and ways to advance pluralism at the local and global levels. The Centre also strengthened its partnerships and networks, notably by amplifying the reach and impact of Global Pluralism Award Laureates.

In 2025, the Jean Augustine Chair in Education, Community & Diaspora launched the inaugural issue of The Pulse, its official newsletter. This marks a key milestone in sharing its work across education, community engagement, and research particularly in the areas of employment, housing, health, and for addressing social inequity.

Commemorative Initiatives Recognizing Canada’s Diversity

The Department of Canadian Heritage is responsible for celebrations and events that highlight and reflect its rich heritage. As part of these celebrations, Canada recognizes heritage months and commemorative dates in the annual celebrations timeline.^{Footnote 2}

Credit: Canadian Heritage

Figure 1 Annual Celebrations timeline showing heritage months and commemorative days recognized in Canada - text version

Chronology	Annual Celebrations
January	Tamil Heritage Month
February	Black History Month International Mother Language Day
March	-
April	Sikh Heritage Month
May	Asian Heritage Month Canadian Jewish Heritage Month Polish Heritage Month Dutch Heritage Day
June	Filipino Heritage Month Italian Heritage Month Portuguese Heritage Month Canadian Multiculturalism Day
July	-
August	-
September	-
October	Canadian Islamic History Month German Heritage Month Latin American Heritage Month Women’s History Month
November	Hindu Heritage Month Lebanese Heritage Month
December	-

Black History Month 2025

In addition to events hosted by the Government of Canada, the Multiculturalism and Anti-Racism Program provided $2.1 million for 80 Black History Month community-based events and activities across Canada in 2025.

As part of activities funded, the Program provided support to PRUDE Inc. to host the “Black History Month Celebrations 2025” from February 1 to 28, 2025 in Saint John, New Brunswick. PRUDE Inc. is a not-for-profit organization, based in Saint John, New Brunswick with a mandate to promote diversity, equality, respect, and inclusiveness.

The event received $76,898 in funding to provide New Brunswickers of African descent the opportunity to showcase their cultures, celebrate their accomplishments with the community and build bridges between minority groups and the public. The month-long activities attracted approximately 4,000 people.

In Nova Scotia, the Africa Festival of Arts and Culture Society (AFACS), a not-for-profit organization located in Dartmouth, received $31,050 in support of hosting the “2025 Black History Month Events and Activities” in Halifax, Truro, and the South Shore of Nova Scotia from February 10 to February 15, 2025. This celebration included activities which highlighted the experiences of Black Canadians regarding equity, diversity, inclusion, and racism, along with a gala celebration to commemorate Black History Month. The event drew close to 6,000 participants and deepened the community's understanding of Black history and reinforced anti-racism efforts through various educational and celebratory activities.

Asian Heritage Month 2024

The Multiculturalism and Anti-racism Program provided over $282,000 for 11 Asian Heritage Month community-based events and activities across Canada. Some activities included support to the Asian Heritage Society of New Brunswick Inc., a non-profit organization located in Fredericton, New Brunswick and with additional chapters in Moncton, Miramichi, Bathurst, and Saint John. The organization received $31,550 in support of hosting Asian Heritage Month from May 8 to June 1, 2024, in Fredericton, New Brunswick. The event included opening ceremonies and a cultural gala; artistic and culinary workshops; as well as film screenings, panel discussions, and programming delivered in middle schools throughout New Brunswick. The activities encompassed a wide representation of Asian cultural groups including the Bangladeshi, Chinese, Filipino, Indian, Lebanese, Nepali, Iranian, Iraqi, Syrian, Indonesian, and Vietnamese communities and attracted a total of 2,500 participants.

Another example of support to community organizations included funding to Asian Canadian Writers' Workshop Society (ACWW), a not-for-profit organization based in Vancouver. The organization presented the “LiterASIAN Festival 2024,” held at various sites in Vancouver’s Chinatown from May 4 to May 26, 2024. With $18,500 in financial support, the event brought together authors, students, writers, and participants to celebrate writers of Asian and racialized backgrounds through a series of activities organized under the theme of “Re-dress 2024: Celebrating Racialized Writers and Anti-Racism.” The event attracted over 2,500 participants.

The Fort Saskatchewan Multicultural Association, an incorporated non-profit organization based in Fort Saskatchewan, Alberta, operates with a mandate to promote awareness and appreciation of the community’s diverse racial and cultural composition. The "Listen, Engage, and learn our Asian Heritage History" event which received $20,000 in financial support through the Events component, was presented from May 9 - May 31, 2024, and facilitated educational workshops on the significance of Asian Heritage Month in 20 schools and daycares throughout the community. These sessions introduced students to the cultures and traditions, language, music, dance, and crafts of Asian cultures and the importance of fostering understanding and diversity within a community. These events attracted over 4,300 direct participants.

Highlights: Implementation of Canada’s Anti-Racism Strategy 2024-2028 and Canada’s Action Plan on Combatting Hate

Multiculturalism interacts heavily with foundational Canadian legislation and policy like the Canadian Charter of Rights and Freedoms and the Canadian Human Rights Act. Together this legislation represents our values as Canadians and our commitments.

Strategic frameworks like Canada's Anti-Racism Strategy 2024–2028 and Canada’s Action Plan on Combatting Hate support these legislative levers to reinforce Canada’s efforts to create an inclusive society. The implementation of these frameworks has allowed Canadian Heritage to build many partnerships across the federal government and with communities, to address different dimensions of racism, racial discrimination, and hate more effectively.

Accordingly, the Annual Report is an opportunity for Canadian Heritage to also share with stakeholders and partners progress and updates on the implementation of the Canada's Anti-Racism Strategy 2024–2028 and Canada’s Action Plan on Combatting Hate.

Also, as part of implementing Canada’s Anti-Racism Strategy 2024-2028, Canadian Heritage signed memoranda of understanding with Statistics Canada ($1.1 million) and Justice Canada ($600,000) that renewed key research initiatives. These partnerships provide strong leadership and expertise in collecting, analyzing, and utilizing data about communities to understand gaps and create equitable solutions.

Improving data collection, enhancing data disaggregation, and generating statistical products supports the goals of Canada’s Anti-Racism Strategy 2024-2028. For example, Statistics Canada’s portraits on racialized groups in Canada provide important focus on demographic, economic and social dimensions. The first item, published in October 2024, was a portrait of Black Canadian populations. It concluded that Black populations in Canada should be disaggregated and considered as multiple communities and cultural groups, each with its diverse and distinct characteristics. This authoritative paper advanced policy and programming discussions, including the Government of Canada’s Black History Month campaign. The research and analysis on additional racialized groups continues through 2024-2025.

Funds transferred to Justice Canada as part of Canada’s Anti-Racism Strategy 2024-2028 have helped to advance engagements with Black community experts as part of the development and delivery of Canada’s Black Justice Strategy. Justice Canada is also undertaking qualitative studies of legal problems experienced by Canadians of Chinese ancestry, as well as Canadians of Muslim and Jewish faiths in select locations. The results of this work are anticipated in 2025-2026.

In 2024, two prime examples of outreach and stakeholder engagement led by the Federal Anti-Racism Secretariat included an event on the United Nations International Decade for People of African Descent, and its engagement on supporting Chinatowns across Canada.

On June 8, 2024, the Federal Anti-Racism Secretariat, along with the Global Coalition Against Systemic Racism and for Reparations and the Foundation for Black Communities (FFBC), co-hosted the event “Canada's Journey: Advancing UNDPAD’s Goal” in Toronto, Ontario. The event was an opportunity to discuss Canada’s role and achievements in relation to its commitments to the United Nations International Decade for People of African Descent.

Between June and July 2024, the Federal Secretariat engaged with approximately 40 stakeholders from Chinatown communities across Canada. These sessions, convened at the request of Asian-led organizations, provided a platform to discuss challenges and priorities in six key areas: social development; safety and wellbeing; arts, culture and heritage preservation; economic vitality; infrastructure; and building bridges to combat racism and protect rights. Information gathered through the engagement was shared with relevant federal partners to enhance their understanding of the realities and challenges facing Chinatown districts across Canada.

Initiatives Undertaken across Canadian Heritage Sectors

The Multiculturalism and Anti-Racism Branch collaborates with Canadian Heritage sectors to strengthen its support of the Canadian Multiculturalism Act. This includes partnerships with Community and Identity; Sport, Major Events and Commemorations; Cultural Affairs; and Corporate Services to deliver its mandate and support departmental objectives. Below are some examples of initiatives led by the department:

Community and Identity Sector

Canadian Film in the Schools’ RCtv Livestreams and Gala Festivals (April 1 to March 31, 2025). Through interactive livestreams and peer-to-peer discussions, the project used Canadian films as a catalyst to spark national conversations around diversity, inclusion, and reconciliation, and to ignite meaningful cross-cultural exchanges. This project engaged youth from across Canada, including youth from racialized communities, Indigenous youth, as well as 2SLGBTQIA+, gender non-conforming, and youth with disabilities. Participants explored the role individuals can play in fostering social cohesion and strengthening community ties by engaging in dialogue about their lived experiences and finding common ground in both shared and differing perspectives. The experience helped participants deepen their awareness of Canada’s diverse realities and forge stronger connections with peers across the country.

In 2024-2025, the Changing Narratives Fund ($2.45 million), a new funding stream within the Canada Media Fund, was launched to support professional development and capacity building for racialized groups in the television, digital media, and screen industries. The largest portion of funding ($1.9 million) was approved for Indigenous, Black, and racialized communities.

The Canada Arts Training Fund, which supports organizations offering professional arts training, provided $255,000 in funding to the Black Theatre Workshop in Montreal, Quebec. The Black Theatre Workshop is an official language minority community theatre company that offers an Artist Mentorship Program in English and/or French and helps ensure Canada’s bilingual theatre landscape. Twenty emerging Black theatre artists are currently participating in a variety of workshops, one-on-one coaching, and networking opportunities in both official languages.

In 2024-2025, the Canada Cultural Spaces Fund invested $10.9 million in not-for-profit equity arts and heritage organizations. The Canada Cultural Spaces Fund’s updated application process highlighted the program’s priority to fund organizations in rural or remote areas, Indigenous, underrepresented or equity communities and groups, such as Black or racialized communities, 2SLGBTQIA+, persons with disabilities, or official language minority communities.

Strategic Policy, Planning and Corporate Affairs Sector

Through the Corporate Secretariat, the Strategic Policy, Planning and Corporate Affairs Sector provides leadership within Canadian Heritage on accessibility and inclusion. In collaboration with the Corporate Secretariat and Employment Equity and Diversity Networks at Canadian Heritage, the Inclusion, Diversity, Equity and Accessibility Office (IDEA Office) promoted inclusive workplace practices through the respectful planning of meetings and events around key cultural, religious, and commemorative observances.

Equity and Diversity Networks at Canadian Heritage include:

• the Advisory Committee on (Dis)Ability;
• the Black Employee Network;
• the Committee on Employment Equity, Diversity and Inclusion;
• the Committee for Racialized Communities;
• the Indigenous Employees Community;
• the Jewish Employees’ Committee;
• the Muslim Employees Network;
• the Pride Committee;
• the Reconciliation Community.

Sport, Major Events and Commemorations Sector

The Sport, Major Events and Commemorations sector promotes participation and engagement in national and international events, activities, celebrations, and commemorations. It houses Sport Canada, and the Major Events, Commemorations and State Ceremonial unit. The activities of the sector through its mandate contribute to advancing multiculturalism by bringing people together who may bond over a shared love of a particular sport or a mutual connection to a commemorated event. The Canadian Multiculturalism Act seeks to help people connect through and around barriers, and sport is a major point of connection for millions all over the world.

Special Envoy on Holocaust Remembrance and Combatting Antisemitism

The position of Special Envoy was established in 2020 as a special advisor to the Government of Canada. The Special Envoy serves as a champion to support and enhance the federal government’s efforts to combat antisemitism here in Canada and internationally and to preserve Holocaust remembrance.

Canadian Handbook on the IHRA Working Definition of Antisemitism

In October 2024, the Special Envoy announced the release of the Canadian Handbook on the IHRA Working Definition of Antisemitism. The Canadian Handbook aims to familiarize the public with this definition, assisting educators, legislators, policymakers, and Canadian society at large. By offering insight into the IHRA's definition and contextualizing it with real-world examples from Canada, the handbook clarifies the diverse and often complex expressions of antisemitism in contemporary society.

Special Representative on Combatting Islamophobia

The position of Special Representative was created in 2023, in response to the July 2021 National Summit on Islamophobia, where the Government of Canada committed to appointing a federal lead and interlocutor on combatting Islamophobia. The Special Representative serves as an expert advisor and champion (of Canadian Muslim communities) to inform the federal government’s efforts in the fight against Islamophobia, systemic bias against Muslims, racial discrimination and religious intolerance. Since her appointment, the Special Representative has provided advice to the Government of Canada to address Islamophobia, worked with diverse stakeholders to develop community informed solutions and launched the first ever Canadian Guide to Understanding and Combatting Islamophobia in 2025. Together, these efforts help to foster organizations that value multiculturalism, diversity, equity, and social cohesion, working towards a future where all Canadians can participate fully.

The Canadian Guide to Understanding and Combatting Islamophobia

In March 2025, the Special Representative released the Canadian Guide to Understanding and Combatting Islamophobia, which was developed in partnership with experts, members of Canadian Muslim communities, civil society organizations, and government partners. The Guide presents a detailed definition of Islamophobia, its drivers, and examples of its manifestations, while examining its impacts on communities, and offering practical tools and resources to recognize and address Islamophobia.

Part 2: 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 Multiculturalism and Anti-Racism Branch leads the implementation of Canada’s multiculturalism policy, including promoting a coordinated approach across the public service. The Act instructs federal institutions 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;
• carry on their activities to respond to Canada’s multicultural reality.

Federal institutions continue to demonstrate their ability to evolve by making significant strides in responding to the Canadian Multiculturalism Act. This is demonstrated through the wide range of activities highlighted through this year’s Annual Report submissions. Important work has been undertaken in the areas of:

• improving disaggregated data collection and using it to advance 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 when contributing to policies, programs, and practices;
• gathering input directly from communities to gain feedback on initiatives.

As a result, federal institutions made notable progress in ensuring that policies, programs, and practices are focused and efficient, to best serve Canadians. This involved: identifying and addressing barriers to hiring and retention and promoting career development; promoting official language proficiency; providing translation, interpretation, and leveraging the multilingual and cultural expertise of staff to increase access to programming; and implementing transfer payment programs to directly address systemic racism or systemic barriers in marginalized communities. Highlights of these activities are further described below.

Methodology and Approach to Analysis

To gather information for the Annual Report, the Department of Canadian Heritage invited federal institutions of all sizes and mandates to complete a questionnaire on actions taken to implement the Canadian Multiculturalism Act, from April 1, 2024, to March 31, 2025. The Multiculturalism and Anti-Racism Branch made improvements to the questionnaire aimed at strengthening disaggregated data, supporting progress monitoring, informing decision-making, and promoting accountability, to ensure policies, programs, and services meet the needs of Canadians.^{Footnote 3} In response to feedback from federal institutions, the Program also introduced significant changes to its survey approach, including expanding outreach to small departments and agencies, and piloting a simplified questionnaire.

Of the 161 institutions surveyed for 2024-2025, 119 provided submissions for a 74% response rate. This year’s respondents included 70 small institutions, 40 large institutions, and 9 other entities such as Agents of Parliament and Crown Corporations.^{Footnote 4} Canadian Heritage will continue refining its processes to ensure federal institutions can contribute meaningfully and practically. A list of participating institutions is provided in Annex A.

Survey input received was categorized under four primary 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 contributions and heritage of communities of all origins to Canadian society.
• Prevention and Solutions: Efforts to ensure the full and equitable access of individuals and communities of all origins.

Overarching Initiatives

As an overarching question, federal institutions were asked whether they had projects or initiatives primarily devoted to specific themes relevant to the Canadian Multiculturalism Act, Canada’s Anti-Racism Strategy 2024-2028, 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 full and equitable participation in Canadian society.

Most federal institutions indicated having dedicated anti-racism, anti-discrimination, and multiculturalism initiatives, and a smaller proportion indicated having dedicated anti-hate, combatting antisemitism and combatting Islamophobia initiatives. In comparison to the previous year, there was a noted decrease in relevant initiatives dedicated to most themes. The largest decrease was in terms of multiculturalism initiatives (84% to 68%).

Credit: Canadian Heritage

Figure 11: Implementation of Relevant Initiatives – text version

• 2023-2024
  • Anti-Racism: 77%
  • Anti-discrimination: 75%
  • Multiculturalism: 84%
  • Anti-hate: 40%
  • Combatting antisemitism: 28%
  • Combatting Islamophobia: 29%
  • No initiatives: 8%
• 2024-2025
  • Anti-Racism: 71%
  • Anti-discrimination: 70%
  • Multiculturalism: 71%
  • Anti-hate: 42%
  • Combatting antisemitism: 30%
  • Combatting Islamophobia: 28%
  • No initiatives: 17%

Federal institutions were also asked if they offered priority consideration for specific groups to address systemic barriers, promote equity, and ensure that underrepresented or marginalized communities benefit from initiatives. This ensures that groups facing historical or structural disadvantages receive targeted support. This includes, but is not limited to funding programs, social and community services, employment and training, and policy and program design. The general pattern indicates that Indigenous, Black, and racialized people were the most common focus for priority consideration, ranging from 64% to 47% for Indigenous, Black and other racialized communities, whereas religious minorities were a lesser focus, between 14% and 21%, albeit increasing slightly from the previous year, by an average of 4%.

Credit: Canadian Heritage

Figure 12: Priority Consideration – text version

• 2023-2024
  • First Nations persons: 84%
  • Inuit: 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%
• 2024-2025
  • First Nations persons: 64%
  • Inuit: 60%
  • Métis persons: 61%
  • Black persons: 55%
  • Asian persons: 45%
  • Latin American persons: 41%
  • Middle Eastern persons: 40%
  • Other racialized groups: 47%
  • Muslim persons: 21%
  • Jewish persons: 22%
  • Hindu persons: 16%
  • Sikh persons: 16%
  • Other religious minority groups: 14%
  • Not applicable: 27%

When comparing 2023-2024 to 2024-2025, these patterns reflect the capacity constraints among smaller institutions, given that a larger proportion of respondents were small institutions compared to the previous year.

Data and Evidence

The Canadian Multiculturalism Act requires federal institutions to collect statistical data to enable the development of policies, programs and practices that are sensitive and responsive to the multicultural reality of Canada. Good data provides a strong foundation for designing better policies, programs, and practices, and overall strengthens evidence-based decision-making across the federal government. Breaking down individuals’ attributes, such as gender, language, ethnicity, age, and other identity factors, enables a more comprehensive understanding of the experiences and outcomes of specific population groups. This approach is essential for identifying systemic barriers, addressing inequities, and ensuring that federal initiatives are inclusive and responsive to Canada’s diverse society.

Disaggregated data plays a critical role in uncovering disparities that might otherwise remain hidden. It supports a distinctions-based approach, recognizing that different communities experience unique challenges and opportunities.^{Footnote 5} By understanding these differences, federal institutions can tailor their programs and services to better meet the needs of all Canadians, ensuring fairness and equity in access and outcomes.

Beyond program design, disaggregated data allows institutions to track progress over time, measure the impact of interventions, and refine strategies to improve effectiveness. This iterative process strengthens accountability and ensures that government actions remain aligned with evolving demographic realities and community priorities. Under this theme, federal institutions were asked about their collection and use of disaggregated statistical data, including data sources, target groups, and the subject matter areas to which the data has contributed.

Sources of Data

In 2024-2025, more than half of federal institutions reported collecting disaggregated statistical data on racialized communities, religious minority communities, and/or Indigenous Peoples (other than mandatory employment equity data) to design evidence-based policies, programs and/or practices that are sensitive and responsive to the multicultural reality of Canada.

When asked about the method of collection, federal institutions who completed the full questionnaire indicated they most frequently collected data directly, whether by paper, by telephone, in-person or online (81%), followed by use of their administrative data (67%), and the use of publicly available information (63%), such as Statistics Canada data. Lastly, some federal institutions indicated undertaking data linkage (42%) to create more comprehensive datasets, and other sources of data collection (30%).

Credit: Canadian Heritage

Figure 13: Sources of Data – text version

• 2023-2024
  • Direct data collection: 81%
  • Administrative data: 61%
  • Publicly available data: 46%
  • Data linkage: 29%
  • Other sources: 20%
• 2024-2025
  • Direct data collection: 81%
  • Administrative data: 67%
  • Publicly available data: 63%
  • Data linkage: 42%
  • Other sources: 30%

Many federal institutions expanded upon their responses, indicating efforts to supplement standard data sources; for example, often leveraging internal administrative systems, program applications, and human resources records; conducting self-identification surveys and targeted departmental studies; and linking datasets with Statistics Canada data. Several institutions also mentioned custom research projects with third-party organizations to collect data. Compared to 2023-2024, the results for this year indicate stronger data collection efforts to obtain more granular, disaggregated data through a mix of internal reporting, specialized surveys, and collaborative approaches beyond the usual public or administrative sources. These results indicate that large federal institutions continually endeavour to improve their data collection efforts.

Credit: Canadian Heritage

Figure 15: Data Collection Groups – text version

• 2023-2024
  • First Nations persons: 99%
  • Inuit: 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%
• 2024-2025
  • First Nations persons: 97%
  • Inuit: 91%
  • Métis persons: 91%
  • Black persons: 93%
  • Asian persons: 78%
  • Latin American persons: 78%
  • Middle Eastern persons: 77%
  • Other racialized groups: 87%
  • Muslim persons: 25%
  • Jewish persons: 25%
  • Hindu persons: 25%
  • Sikh persons: 25%
  • Other religious minority groups: 23%

Data Usage and Data Contribution Areas

In terms of the purpose of their data collection, federal institutions who completed the full questionnaire used their data to inform, develop or improve their policies (93%), practices (84%), programs (84%), services (67%), which were at a mostly higher rate in 2024-2025 compared to 2023-2024, and research (58%).^{Footnote 6}

Credit: Canadian Heritage

Figure 16: Data Usage – text version

• 2023-2024:
  • Policies: 84%
  • Programs: 78%
  • Practices: 70%
  • Services: 70%
• 2024-2025:
  • Policies: 93%
  • Programs: 84%
  • Practices: 84%
  • Services: 67%
  • Research: 58%

When asked what subject areas these efforts addressed, federal institutions who completed the full questionnaire indicated areas with a similar pattern to 2023-2024, but at a higher rate for all areas: multiculturalism (86%), anti-discrimination (74%), anti-racism (72%), anti-hate (51%), combatting antisemitism (19%), and combatting Islamophobia (19%).^{Footnote 7} Only 7% did not use their data to contribute to any of these areas.

Credit: Canadian Heritage

Figure 17: Data Contribution Areas – text version

• 2023–2024:
  • Multiculturalism: 81%
  • Anti-discrimination: 74%
  • Anti-racism: 64%
  • Anti-hate: 35%
  • Combatting antisemitism: 19%
  • Combatting Islamophobia: 19%
  • Did not contribute to relevant areas: 13%
• 2024–2025:
  • Multiculturalism: 86%
  • Anti-discrimination: 86%
  • Anti-racism: 72%
  • Anti-hate: 51%
  • Combatting antisemitism: 19%
  • Combatting Islamophobia: 19%
  • Did not contribute to relevant areas: 7%

The results are reflective of the efforts of large institutions to make use of their data as a strategic tool for continuous improvement, leveraging evidence to shape policy frameworks, refine operational practices, enhance program design, and adapt services to meet diverse needs.

Finally, several federal institutions are strengthening methodological rigour by linking administrative records to Statistics Canada datasets, including the Census. These efforts create opportunities for clients and employees and enable intersectional analysis across race, Indigenous identity, gender, disability, language, and region. In practice, this has helped refine recruitment strategies, target development investments, and design more accessible services.

However, challenges persist. Most often mentioned was that smaller federal institutions face limitations in publishing disaggregated data due to privacy risks and small sample sizes. Some departments also reported outdated self-identification forms and systems that do not capture the full spectrum of identity dimensions, such as 2SLGBTQIA+ status or religious affiliation. These gaps limit their ability to use data to inform responsive programming. Moreover, while data is increasingly available, its integration into operational decision-making is uneven across the federal government. This creates disparities in how effectively institutions can tailor their services to Canada’s multicultural reality.

Education and Awareness

Under this theme, federal institutions were asked about their participation in training; initiatives to raise awareness; committees, groups or forums to represent employees; and engagements to gather input from communities. Canada’s Anti-Racism Strategy underpins the importance of the Government of Canada’s work toward eliminating racism in Canada while also improving its own systems. Therefore, capturing data to understand and improve education and awareness in the public service is key.

This variety of education and awareness efforts collectively strengthen federal institutions’ ability to identify and address systemic barriers, combat racism and discrimination, in support of the Canadian Multiculturalism Act’s objectives to encourage and assist the social, cultural, economic and political institutions of Canada to be both respectful and inclusive of Canada’s multicultural character, and to promote policies, programs and practices that enhance the understanding of and respect for the diversity of the members of Canadian society.

Training

Federal institutions continued to place a significant focus on providing relevant training to employees on addressing racism and discrimination at a higher rate in 2024-2025 (up 4% to 92%). In terms of specific topics covered, which was asked of federal institutions of all sizes, following the trend of the previous year, the most common topics covered were anti-Indigenous racism and anti-Black racism, alongside some coverage of anti-Asian racism, antisemitism, Islamophobia, and hate.^{Footnote 8} Of particular note, while training covering anti-Indigenous racism and anti-Black racism increased slightly, training covering Anti-Asian racism, antisemitism, and Islamophobia increased significantly, by over 15% each.

Furthermore, more than half of federal institutions surveyed indicated their training covered other topics, often using this option to expand upon their response. They most often pointed to general anti‑racism and anti-discrimination modules, unconscious‑bias, bias‑to‑inclusion training, and countering microaggressions training, with frequent reference to Canada School of Public Service, and other partner‑delivered courses. Some institutions also emphasized Indigenous learning and reconciliation, and intersectionality and Gender-based Analysis Plus (GBA Plus) framing to situate learning across identities. Many also cited respectful‑workplace, harassment and violence prevention, psychological safety training, cultural humility, and cultural competency, which are relevant in a broader context. These responses indicate how federal institutions chose to tailor core anti‑racism and bias curricula with identity‑specific and context‑specific modules, while leveraging standard offerings and in‑house materials to deepen cultural competence and apply intersectional analysis in daily practice.

Credit: Canadian Heritage

Figure 21: Training Topics – text version

• 2023–2024:
  • Anti-Indigenous Racism: 81%
  • Anti-Black Racism: 64%
  • Anti-Asian Racism: 35%
  • Antisemitism: 31%
  • Islamophobia: 29%
  • Other Issues: 40%
• 2024–2025:
  • Anti-Indigenous Racism: 84%
  • Anti-Black Racism: 69%
  • Anti-Asian Racism: 51%
  • Antisemitism: 48%
  • Islamophobia: 45%
  • Anti-hate: 42%
  • Other Issues: 55%

Federal institutions who completed the full questionnaire largely indicated the content of their training met expectations (79%), while a small percentage said that the content exceeded expectations (6%), and the rest indicated not applicable – did not track (15%). No federal institutions indicated that the content did not meet expectations.

Credit: Canadian Heritage

Figure 25: Representation in Committees, Groups and Forums – text version

• 2023–2024:
  • First Nations persons: 90%
  • Inuit: 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%
• 2024–2025:
  • First Nations persons: 92%
  • Inuit: 92%
  • Métis persons: 94%
  • Black persons: 96%
  • Asian persons: 94%
  • Latin American persons: 90%
  • Middle Eastern persons: 88%
  • Other racialized groups: 88%
  • Muslim persons: 50%
  • Jewish persons: 52%
  • Hindu persons: 40%
  • Sikh persons: 38%
  • Other religious minority groups: 24%

These mechanisms demonstrate a strong willingness across large federal institutions to engage meaningfully with racialized employees and create spaces where diverse perspectives can influence organizational culture and decision-making. They are a strategic necessity for fostering inclusion, improving workplace well-being, and informing policies and programs with lived experience. They are also platforms for dialogue, cultural learning, and collaborative problem-solving, reinforcing the Government’s commitment to building workplaces that reflect and respect Canada’s multicultural reality.

External Mechanisms to Gather Input and Engagements with Communities

When asked about their external mechanisms for gathering feedback on their initiatives, nearly all federal institutions who completed the full questionnaire had at least one mechanism to gather input. Federal institutions most often used consultations (94%), networks (92%), advisory councils (78%), partnerships (78%), and other outreach mechanisms (55%). Other outreach mechanisms most frequently included surveys, focus groups, interviews, employee networks, employee resource groups, advisory bodies, roundtables, and communities of practice. Several federal institutions also used this occasion to cite dedicated feedback channels (engagement mailboxes, inboxes, questionnaires), emphasized community‑led conversations (sharing or conversation circles, community engagement coordinators), and interdepartmental or bilateral mechanisms. Again, it is important to note that these results for 2024-2025 primarily reflect how large federal institutions often have greater capacity and resources to establish and sustain such mechanisms compared to small federal institutions.

Credit: Canadian Heritage

Figure 27: Input Gathering Mechanisms – text version

• 2023–2024:
  • Consultations: 79%
  • Networks: 76%
  • Advisory councils: 55%
  • Partnerships: 65%
  • Other outreach mechanisms: 55%
  • No mechanisms: 8%
• 2024–2025:
  • Consultations: 94%
  • Networks: 92%
  • Advisory councils: 78%
  • Partnerships: 78%
  • Other outreach mechanisms: 55%
  • No mechanisms: 2%

Federal institutions of all sizes were specifically asked whether they engaged in 2024-2025 with Indigenous Peoples, Black, racialized communities, or religious minority communities to receive feedback. Federal institutions engaged most frequently to improve internal practices, and the design, development and/or delivery of policies, programs, practices and services, and to a slightly lesser extent, to reduce systemic barriers for communities, all at relatively similar rates compared to 2023-2024.^{Footnote 9} Notably, the percentage of federal institutions that reported not engaging with these communities was lower in 2024-2025 (13%) indicating that federal institutions are demonstrating a need to engage directly with communities to inform their work.

Credit: Canadian Heritage

Figure 28: Engagements with Communities – text version

• 2023–2024:
  • To improve internal practices: 73%
  • To improve the design, development, and/or delivery of policies, programs, practices and/or services: 74%
  • To reduce systemic barriers for communities: 65%
  • Did not engage with Indigenous Peoples, Black, racialized communities or religious minorities: 19%
• 2024–2025:
  • To improve internal practices: 79%
  • To improve the design, development, and/or delivery of policies, programs, practices and/or services: 78%
  • To reduce systemic barriers for communities: 64%
  • Did not engage with Indigenous Peoples, Black, racialized communities or religious minorities: 13%

Furthermore, when asked about the extent to which their engagements influenced their institutions’ work to better reflect the needs of these communities, 39% indicated a great extent, and 45% indicated a moderate extent. These findings indicate a growing trend toward a more collaborative and inclusive policy and program development, where input from racialized communities plays a vital role in dismantling systemic barriers and enhancing outcomes.

Successes and Challenges

Education and awareness remain a foundation for culture change. The most common approach is mandatory training on unconscious bias, anti‑racism, and cultural competency, often delivered by the Canada School of Public Service alongside organization-specific learning paths. Making participation mandatory ensures broad coverage and helps embed equity principles into organizational norms.

To deepen this foundation, many institutions complement core training with culturally specific learning opportunities, most often Indigenous-focused learning, from Kairos Blanket Exercises and reconciliation workshops to protocols on land acknowledgements and sessions led by Elders and Knowledge Keepers. They include immersive experiences that provide historical context and foster cultural understanding, deepening commitments to reconciliation in everyday work.

Commemorative dates (e.g., National Indigenous Peoples Day, Black History Month, Asian Heritage Month) are commonly amplified via internal communications, intranet features, and leadership messages. These campaigns consistently channel staff into learning opportunities and frame social cohesion as an ongoing organizational priority. Finally, committees, groups and forums increasingly co-design content, keeping programming grounded in lived experience and building trust among racialized communities.

Despite these successes, challenges remain. Identity-specific training often sees lower uptake than general modules, suggesting a need for stronger incentives or integration into mandatory learning pathways. Additionally, some federal institutions rely on employee groups to deliver education and awareness programming. Without dedicated funding and staffing, this reliance can lead to burnout and consultation fatigue, undermining the sustainability of these efforts. Education must continue to move beyond awareness to changing behaviours and influencing institutional culture. This requires ongoing investments, integration of learning into core processes, and evaluation of these efforts.

Promotion and Celebration

Celebrating and promoting the heritage and contributions of communities from all backgrounds is essential to deepening mutual understanding and embracing Canada’s diversity. Under this theme, federal institutions were asked about initiatives to promote and celebrate the historical contributions and heritage of communities. Such celebrations enrich collective knowledge, inspire future generations, and reinforce core Canadian values of multiculturalism and equity.

In 2024-2025, federal institutions of all sizes indicated a high rate of promotion and celebration of the historical contributions and heritage of communities of all origins. One of the core aspects of the Canadian Multiculturalism Act emphasizes recognition and appreciation of the contributions of all communities to Canadian society and demonstrates that institutions continue to prioritize cultural awareness and inclusion within their workplaces. Over 90% implemented celebratory initiatives within their organizations, while more than half implemented external initiatives to foster intercultural understanding among the broader public.

The focus of promotion and celebration initiatives for federal institutions remained similar to the previous year. While rates held strong or increased across nearly every group, these results primarily reflect the actions of large federal institutions, who were more likely to have capacity, and to have public-facing policies, programs, and services. While progress is being made, there is still room to broaden the scope of multiculturalism initiatives to fully reflect Canada’s pluralistic reality. These initiatives not only celebrate heritage but also serve as practical tools to strengthen social cohesion, reduce prejudice, and advance the principles of equity and inclusion embedded in the Act.

Credit: Canadian Heritage

Figure 35: Internal Initiatives for Employees – text version

• 2023–2024:
  • First Nations persons: 99%
  • Inuit: 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%
• 2024–2025:
  • First Nations persons: 98%
  • Inuit: 96%
  • Métis persons: 96%
  • Black persons: 100%
  • Asian persons: 92%
  • Latin American persons: 75%
  • Middle Eastern persons: 67%
  • Other racialized groups: 73%
  • Muslim persons: 69%
  • Jewish persons: 65%
  • Hindu persons: 41%
  • Sikh persons: 45%
  • Other religious minority groups: 24%

Credit: Canadian Heritage

Figure 36: External Initiatives for the Public – text version

• 2023–2024:
  • First Nations persons: 93%
  • Inuit: 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%
• 2024–2025:
  • First Nations persons: 100%
  • Inuit: 97%
  • Métis persons: 93%
  • Black persons: 77%
  • Asian persons: 60%
  • Latin American persons: 37%
  • Middle Eastern persons: 30%
  • Other racialized groups: 27%
  • Muslim persons: 23%
  • Jewish persons: 23%
  • Hindu persons: 17%
  • Sikh persons: 17%
  • Other religious minority groups: 13%

Successes and Challenges

Promotion and celebration initiatives often combined internal engagement with public-facing outreach. The most frequent practices are commemorative observances and cultural celebrations, often employee-led and participatory (e.g., storytelling sessions, cultural showcases, potlucks), which create low-barrier spaces for dialogue and connection. At the same time, there is widespread adoption of formal programming for commemorations such as Canadian Multiculturalism Day, Black History Month, and the National Day for Truth and Reconciliation. These efforts are often co-designed with Indigenous and ethnocultural partners to ensure cultural authenticity and sensitivity.

Cultural institutions and communications teams extend this work into the public sphere through exhibitions, podcasts, and digital storytelling that surface diverse histories and contributions. Many federal institutions are embedding multilingual elements and culturally adapted content into their outreach, demonstrating that recognition is integral to their service and public engagement.

However, an ongoing challenge is the need to develop metrics to effectively measure the impact of these activities, such as changes in employee engagement, sense of belonging, and public perception. Smaller federal institutions also often face resource constraints that require them to host or sustain such programming at a smaller scale. Federal institutions should continue to find opportunities to collaborate and share resources, to efficiently foster the recognition and appreciation of the diverse cultures of Canadian society and measure its results.

Prevention and Solutions

In alignment with the Canadian Multiculturalism Act, federal institutions continued to implement a broad range of initiatives aimed at ensuring individuals and communities of all origins can participate equitably in Canadian society, including ensuring that they have an equal opportunity to obtain employment and advancement within these institutions. This part is largely focused on initiatives that enable federal institutions to improve their own ways of working, so that Canadians have better access to programs and services and are better served.

To capture these efforts, federal institutions were asked about establishing processes to identify and remove systemic racism and barriers in recruitment and career development; promoting official language proficiency; translating materials into languages other than English and French; leveraging cultural competency and expertise; and administering transfer payment programs. These measures address immediate gaps in access and representation while laying the groundwork to achieve the long-term goals of social cohesion, fairness, and equity. Actions taken under this theme reflect a commitment to embedding the Canadian Multiculturalism Act into service delivery and operations, to promote the full and equitable participation of individuals and communities of all origins in the continuing evolution and shaping of all aspects of Canadian society and assist them in the elimination of barriers to that participation.

Credit: Correctional Service of Canada

Figure 39 2024 Indigenous Recruitment Postcard – text version

• Make a Difference
  • Join us at the Correctional Service of Canada and contribute to changing lives and protecting Canadians.
• We’re Recruiting:
  • Correctional Officers
  • Correctional Officers II (Healing Lodges)
  • Indigenous Liaison Officers
  • Indigenous Community Liaison Officers
  • Indigenous Community Development Officers
  • Indigenous Correctional Program Officers
  • Primary Workers/Kimisinaw and more!
• We Offer:
  • Competitive salaries
  • Excellent benefits, including medical and dental insurance, and a pension plan
• For more information:
• For more information: QR code
• To apply: jobs.gc.ca
• Correctional Service Canada | Canada

Recruitment and Career Development

Federal institutions continued to promote equitable participation and address systemic barriers in employment. These efforts ensure that institutions are evolving alongside Canadian society and remain representative of its multicultural diversity. Efforts focused on eliminating racism and barriers in recruitment, retention, and career progression faced by Indigenous Peoples, Black and other racialized communities, as well as religious minority groups. Federal institutions of all sizes indicated slightly higher or the same rates of action in all areas: recruitment (88%), retention (63%), and promotion (68%), compared to 2023-2024. Federal institutions that completed the full questionnaire were further asked to specify, out of the designated groups, which ones they saw an increase in representation in their organization.^{Footnote 10} Through their efforts, federal institutions saw an increase in all four employment equity categories: racialized persons (94%), persons with disabilities (84%), Indigenous Peoples (68%), and women (68%). These trends suggest a growing institutional commitment to dismantling barriers by ensuring Canadians of all origins, including those from racialized communities, have an equal opportunity to obtain employment and advancement in federal institutions.

Credit: Canadian Heritage

Figure 40: Addressing Systemic Racism or Barriers – text version

• 2023–2024:
  • Recruitment: 87%
  • Retention: 61%
  • Promotion: 68%
  • No process in place: 12%
• 2024–2025:
  • Recruitment: 88%
  • Retention: 63%
  • Promotion: 68%
  • No process in place: 10%

Promoting Languages and Culture

The Canadian Multiculturalism Act actively balances the objective of preserving and promoting the use of languages other than English and French, while reinforcing the status of Canada’s official languages, and in doing so, advancing multiculturalism in harmony with this national commitment. Promoting the use of official languages guarantees that citizens can interact with the Government’s policies, programs, and services in the language of their choice, reducing barriers and fostering equitable participation, while strengthening social cohesion by increasing the trust of Canadians in federal institutions. Furthermore, promoting bilingualism within federal institutions supports employee development and mobility across regions, ensuring a workforce that can serve Canadians effectively in both languages.

In terms of ensuring that people have access to career opportunities, federal institutions of all sizes continued to provide opportunities for people from Indigenous, Black, and racialized communities to learn and maintain official language proficiency, through a combination of methods, such as bilingual non-imperative staffing, self-directed language learning, and language training. Federal institutions also used unilingual positions as appropriate and periodically reviewed language profiles of positions to ensure they were appropriate for the work. To a lesser extent, federal institutions provided language coaches for employees alongside other methods. When given the opportunity to elaborate on other methods, federal institutions indicated deploying self-directed learning tools, offering targeted language programs for Indigenous and racialized employees to reduce systemic barriers, and embedding language learning into leadership development initiatives. Overall, these measures reflect a commitment to personalized, inclusive, and technology-enabled solutions that complement traditional language training and promote more equitable access to bilingual positions, as well as the review and use of unilingual positions when needed.

Credit: Canadian Heritage

Figure 42: Promotion of Official Language Proficiency – text version

• 2023–2024:
  • Bilingual non-imperative staffing: 76%
  • Language training: 61%
  • Linguistic profile reviews: 70%
  • Self-directed learning: 82%
  • Unilingual positions: 81%
  • Language coach access: 31%
  • Other methods: 28%
• 2024–2025:
  • Bilingual non-imperative staffing: 82%
  • Language training: 73%
  • Linguistic profile reviews: 69%
  • Self-directed learning: 80%
  • Unilingual positions: 77%
  • Language coach access: 45%
  • Other methods: 39%

On the other hand, an important part of increasing access to policies, programs, practices, and services for Canadians is to promote the use of languages other than English and French, as Canada becomes increasingly diverse. This reduces language barriers that may prevent individuals from understanding their rights, accessing benefits, or participating fully in civic life, and is especially critical for those with lower proficiency in one of the official languages. To this end, federal institutions of all sizes were asked if they translated their material into other languages. Inuktitut emerged as the most frequently mentioned language, followed by Punjabi, Spanish, and Arabic. Korean, Tagalog, Hindi, Cantonese, Mandarin, Farsi, Italian, Vietnamese, and Portuguese were also commonly cited. Other commonly mentioned Indigenous languages include Ojibwe, Plains Cree, Mi’kmaq, Oji-Cree, and Inuinnaqtun. Accessibility considerations were reflected through American Sign Language (ASL) and Quebec Sign Language (LSQ). Overall, the pattern underscores sustained attention to Indigenous language inclusion, high-demand languages for racialized communities, and sign languages.

Federal institutions of all sizes also indicated leveraging the multilingual capacity, cultural competency, and cultural expertise of employees to inform and improve policies, programs, practices, and services, at a slightly higher rate in 2024–2025 (79%) compared to 2023–2024 (76%). This was most commonly through cultural competency, the ability to understand, respect, and effectively interact with people from different cultural backgrounds (70%), followed by cultural expertise, which involves deep knowledge of specific cultural practices, histories, and social contexts (59%), and multilingual capacity, or the ability to communicate in multiple languages beyond English and French to enhance accessibility and engagement (51%).

When asked to elaborate, in terms of leveraging multilingual capacity, across organizations, multilingual capacity is often utilized by front-line staff, during day-to-day public interactions. Many responses also describe formal translation/interpretation supports (including ASL/LSQ and captioning) and encouraging employees to use their language skills in correspondence and outreach. Several institutions mention recruitment tactics aimed at reflecting local community languages, and a few responses reference multilingual web and print materials. By recognizing the value of individuals who speak the languages commonly used in the communities they serve, institutions can reduce communication barriers and make services more inclusive, strengthening trust in and engagement with federal institutions, particularly among newcomers and minority language groups, as part of tailoring policies, programs, practices and services to meet diverse needs.

Federal institutions increasingly leverage cultural competency and cultural expertise by embedding them into the design, delivery, and improvement of policies, programs, and services. This includes structured learning and co-design with communities, supported by culturally responsive practices and partnerships with Elders, Knowledge Keepers, and community organizations to ensure decisions reflect lived experience. Employee networks, resource groups, and advisory bodies play a critical role by reviewing content, advising leadership, and shaping outreach, program criteria, and assessment processes. Institutions also use feedback loops such as surveys and evaluations, along with intersectional analysis like GBA Plus, to keep initiatives relevant and inclusive. Cultural expertise is further applied through multilingual capacity, expert-led training, and knowledge-sharing sessions that provide ongoing, context-specific guidance. Together, these approaches advance the objectives of the Canadian Multiculturalism Act by promoting equal opportunity, fostering participation of all Canadians, and ensuring federal institutions reflect and respect Canada’s linguistic and cultural diversity.

Transfer Payment Programs

Transfer payment programs across the federal landscape, are key instruments through which the Government of Canada advances the objectives of the Canadian Multiculturalism Act, including fostering equality of opportunity, promoting the full and equitable participation of all Canadians in society, and eliminating barriers to their participation. By providing direct support to Canadians and community organizations, these programs help address systemic racism and discrimination, improve access to federal policies and services, and create conditions for Canadians of all origins to thrive. This work also closely aligns with the objectives of Canada’s Anti-Racism Strategy 2024-2028 and Canada’s Action Plan on Combatting Hate. The Strategy focuses on promoting economic, social and cultural empowerment; advancing racial equity in immigration, health and housing systems; driving justice, law enforcement, intelligence and public safety systems reform; and using international engagement to inform advancement on racial equity and inclusion at home. The Action Plan focuses on empowering communities to identify and prevent hate; supporting victims and survivors and protecting communities; and building community trust, partnerships and institutional readiness.

Among federal institutions who reported in 2024-2025, nearly half reported administering transfer payment programs designed to address systemic racism or barriers faced by Indigenous Peoples, Black and other racialized communities, and religious minorities. Federal institutions indicated a broad portfolio of transfer payment programs that tackle systemic barriers across areas such as reconciliation and community safety, newcomer settlement and social inclusion, health systems and anti-racism, housing and community infrastructure, science/innovation and skills, and arts/culture. These were delivered through both community-based grants and large federal infrastructure/sector programs with inclusive design and measurement requirements.

In terms of areas of focus for the programs, they were commonly in social participation, followed by employment, and justice. Notably, a large majority (72%) indicated having focuses across other areas. Specifically, federal institutions are largely financing societal enablers which cut across silos and strengthen equitable participation for communities that face persistent barriers. Several federal institutions also used the opportunity to emphasize consultation and co-development with Indigenous partners, equity-based funding, inclusive investments, and program design that integrates GBA Plus and anti-racism lenses.

Transfer payment programs are a critical mechanism for advancing the objectives of the Canadian Multiculturalism Act. By funding initiatives that address systemic racism, remove barriers, and promote equitable participation, these programs put the Act’s commitments into practice, fostering equality of opportunity and building an inclusive society. Furthermore, the breadth of areas supported demonstrates how federal institutions are embedding multiculturalism principles into diverse sectors of Canadian society. Lastly, efforts such as consultation, co-development, and equity-based program design, strengthen Canada’s multicultural fabric and ensure that policies, programs, and services reflect and respect the country’s linguistic and cultural diversity. Ultimately, transfer payment programs serve as strategic levers that contribute towards a society where all Canadians can participate fully and equitably.

Successes and Challenges

Among the most decisive successes in terms of changing systems within federal institutions are employment systems reviews and bias mitigation tools that strengthen fairness in staffing and assessment. These findings drive targeted interventions – revising job descriptions, simplifying screening steps, standardizing barrier-reduced assessments, and clarifying selection criteria, to ensure a system built on merit and resilience. Federal institutions are also deploying inclusive recruitment measures, such as non-imperative bilingual staffing where feasible and targeted inventories for Indigenous and racialized groups, to widen access to employment opportunities. Mentorship and leadership sponsorship for underrepresented groups are emerging as bold advancement models, pairing senior executives with high potential talent to open pathways that other processes have missed.

In terms of transfer payment programs specifically, the Government of Canada is delivering tangible benefits to Canadians by embedding multicultural values into programs and partnerships that strengthen communities. For example, investments in inclusive economic initiatives empower entrepreneurs from diverse backgrounds, while culturally sensitive health and wellness strategies improve outcomes for Indigenous and racialized populations. Outreach projects and museum programs preserve and celebrate Canada’s rich cultural heritage, fostering understanding and social cohesion. Targeted funding for local food systems and inclusive tourism enhances sustainability and economic resilience, while research on bias in digital technologies ensures fairness in emerging tools. These efforts collectively advance equity, create opportunities, and reinforce Canada’s identity as a nation united by diversity.

Examples of specific funding programs include:

• Indigenous Reconciliation Fund – Funding for the installation of a memorial dedicated to survivors of residential and boarding schools, supporting reconciliation and healing.
• Local Food Infrastructure Fund – Investments to help Indigenous communities like Woodstock First Nation improve food production through greenhouses, irrigation systems, and cold storage facilities.
• Welcoming Communities Initiative – Funded through the Sustainable Canadian Agricultural Partnership, this program helps international agri-food workers integrate into Canadian communities by supporting translation services, transportation, and cultural activities.
• Community Action Program for Children – Delivers stigma-free, culturally safe services for families, focusing on Indigenous Peoples, newcomers, racialized communities, and 2SLGBTQIA+ families to promote healthy early development.
• Canada Prenatal Nutrition Program – Provides targeted support for pregnant individuals and caregivers in vulnerable communities, ensuring access to nutrition and culturally appropriate health services.
• Healthy Early Years Program – Funds community-based projects that offer inclusive, culturally sensitive early childhood programs to strengthen family well-being.
• Framework for Diabetes in Canada Initiative – Funds Indigenous-led engagement processes to develop culturally grounded strategies for diabetes prevention and care.
• Emergency Treatment Fund – Supporting municipalities and Indigenous communities to respond to the overdose crisis with trauma-informed, culturally appropriate interventions.
• Northern Indigenous Economic Opportunities Program – Entrepreneurship and Business Development Program supporting Indigenous businesses and economic sustainability.
• Mental Health of Black Canadians Fund – Investments in Black-led projects addressing mental health and anti-Black racism impacts.
• Black Entrepreneurship Program – Delivered nationally and regionally to support Black-owned businesses and strengthen entrepreneurship ecosystems.
• Women Entrepreneurship Strategy – Targeted funding to support women entrepreneurs, including racialized and Indigenous women.
• Strategic Innovation Fund Cultivate Grant – Supporting projects like Akpik Theatre’s Northern Adaptable Performing Arts Prototype to expand access to live performance in remote communities.

However, several constraints persist. Language requirements, strict security clearance processes, and specialized labour markets limit timely access for certain groups, particularly newcomers and Indigenous candidates. Representation at senior levels remains uneven, with notable gaps for Indigenous and Black executives and racialized professionals, especially in scientific and technical roles. Additionally, fragmented accountability structures where multiple units manage complaints, accommodations, and wellness create unnecessary complexity for employees seeking support.

Communities across Canada also face barriers to equitable access to programs and services. Administrative complexity in funding and reporting can strain local capacity, especially for smaller organizations and Indigenous communities. Language requirements and cultural gaps sometimes limit access for newcomers and Indigenous peoples, while resource constraints in remote areas make it harder to deliver programs consistently. Data limitations also challenge efforts to design solutions that reflect diverse realities, and repeated consultations without clear outcomes can erode trust.

To deliver better results and uphold the Act’s intent, federal institutions must streamline processes and remove duplication while continuing to embed equity measures directly into workplace systems; deliver policies, programs, and services; improve cultural responsiveness, and build partnerships with communities. Doing so will strengthen Canada’s institutions, uphold the values that unite us, and ensure Canadians of all origins can share in Canada’s growth and resilience.

Conclusion

This report provides a snapshot of actions taken by federal institutions to demonstrate their commitment to policies and programs that reflect the principles of multiculturalism, diversity, and inclusion. Part 1 of the report describes the actions taken by Canadian Heritage, with a focus on the Multiculturalism and Anti-Racism Branch, including funding for communities, campaigns to commemorate and celebrate diverse communities, as well as providing an update on the implementation of Canada’s Anti-Racism Strategy 2024-2028 and Canada’s Action Plan on Combatting Hate to support Indigenous, racialized and religious minority communities in accessing funding opportunities and federal support. Part 1 also describes the important work done by the Special Envoy on Preserving Holocaust Remembrance and Combatting Antisemitism and the Special Representative on Combatting Islamophobia.

Part 2 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; 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.

The work of federal institutions is broad and interconnected, reaching across sectors and engaging diverse partners. This report highlights steady progress in advancing multiculturalism and strengthening equity, diversity, and inclusion, while addressing systemic racism and hate. These are complex challenges that call for sustained collaboration and disciplined action to deliver lasting results for Canadians. The Government of Canada remains committed to this effort towards building a fair, inclusive country that reflects the richness of its diversity and ensures opportunity for all.

Annex A: List of Participating Federal Institutions

• Agriculture and Agri-Food Canada
• Atlantic Canada Opportunities Agency
• Atomic Energy of Canada Limited
• Atlantic Pilotage Authority
• Bank of Canada
• Business Development Bank of Canada
• Canada Border Services Agency
• Canada Council for the Arts
• Canada Development Investment Corporation
• Canada Energy Regulator
• Canada Mortgage and Housing Corporation
• Canada-Newfoundland and Labrador Offshore Petroleum Board
• Canada Post Corporation
• Canada Revenue Agency
• Canada School of Public Service
• Canada Water Agency
• Canadian Air Transport Security Authority
• Canadian Centre for Occupational Health and Safety
• Canadian Centre on Substance Use and Addiction
• Canadian Dairy Commission
• Canadian Food Inspection Agency
• Canadian Grain Commission
• Canadian Heritage
• Canadian Human Rights Commission
• Canadian Institutes of Health Research
• Canadian Intellectual Property Office
• Canadian Intergovernmental Conference Secretariat
• Canadian Museum for Human Rights
• Canadian Museum of History
• Canadian Museum of Immigration at Pier 21
• Canadian Museum of Nature
• Canadian Northern Economic Development Agency
• Canadian Race Relations Foundation
• Canadian Radio-Television and Telecommunications Commission
• Canadian Security Intelligence Service
• Canadian Space Agency
• Canadian Transportation Agency
• Canadian Broadcasting Corporation/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 (Defence Construction Canada)
• Defence Research and Development Canada
• Department of Finance Canada
• Department of Housing, Infrastructure and Communities Canada
• Department of Justice Canada
• Department of National Defence and the Canadian Armed Forces
• Elections Canada
• Employment and Social Development Canada
• Employment and Social Development Canada (Labour Program)
• Environment and Climate Change Canada
• Export Development Canada
• Federal Economic Development Agency for Northern Ontario
• Federal Economic Development Agency for Southern Ontario
• Financial Consumer Agency of Canada
• Fisheries and Oceans Canada and the Canadian Coast Guard
• Global Affairs Canada
• Health Canada
• Immigration, Refugees and Citizenship Canada
• Impact Assessment Agency of Canada
• Indigenous Services Canada
• Ingenium – Canada's Museums of Science and Innovation
• Innovation, Science and Economic Development Canada
• International Development Research Centre
• Jacques Cartier and Champlain Bridges Incorporated
• Library and Archives Canada
• Marine Atlantic Inc.
• Military Grievances External Review Committee
• Military Police Complaints Commission of Canada
• Montréal Port Authority
• National Battlefields Commission
• National Capital Commission
• National Film Board of Canada
• National Gallery of Canada
• National Research Council Canada
• National Security and Intelligence Committee of Parliamentarians
• National Security and Intelligence Review Agency
• Natural Resources Canada
• Natural Sciences and Engineering Research Council of Canada
• Northern Pipeline Agency
• Office of the Auditor General of Canada
• Office of the Commissioner of Official Languages of Canada
• 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 Secretary to the Governor General
• Office of the Superintendent of Financial Institutions Canada
• Pacific Economic Development Canada (PacifiCan)
• Pacific Pilotage Authority
• Parks Canada
• Patented Medicine Prices Review Board
• Prairies Economic Development Canada
• Privy Council Office
• Public Health Agency of Canada
• Public Prosecution Service of Canada
• Public Safety Canada
• Public Sector Pension Investment Board (PSP Investments)
• Public Service Commission of Canada
• Public Services and Procurement Canada
• Royal Canadian Mint
• Royal Canadian Mounted Police
• Royal Canadian Mounted Police External Review Committee
• Shared Services Canada
• Social Sciences and Humanities Research Council of Canada
• Standards Council of Canada
• Statistics Canada
• Telefilm Canada
• The Federal Bridge Corporation Limited
• The Seaway International Bridge Corporation Limited
• Transport Canada
• Transportation Safety Board of Canada
• Treasury Board of Canada Secretariat
• Veterans Affairs Canada
• Veterans Review and Appeal Board
• VIA Rail Canada Inc.