Implement the United Nations Declaration on the Rights of Indigenous Peoples Act

Encourage all Sectors to participate in the KAIROS Blanket Exercise (KBE) experience in order to further Truth and Reconciliation learning opportunities.

Program: Internal Services

Performance indicator:

• Percentage of IRCC employees who have experienced the KAIROS Blanket Exercise.

Starting point:

• New initiative started in April 2022. 91 employees have participated in the KBE in 2022.

Target:

5% annual increase of IRCC employees who have experienced the KAIROS Blanket Exercise.

This goal focuses on the importance of bringing awareness, supporting and engaging staff to build reconciliation into their work as a response to the Calls To Action and IRCC’s work to implement the United Nations Declaration on the Rights of Indigenous Peoples Act.

Relevant targets or ambitions:

CIF Ambition/Target 10.2:

Canadians live free of discrimination and inequalities are reduced

CIF Indicator 10.2.1:

Proportion of the population reporting discrimination or unfair treatment

GIF Indicator 10.2:

By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status

Indicator result:

• 1.7% of IRCC employees have participated in the KAIROS Blanket Exercise in the fiscal year 2023 to 2024.

Notes:

This demonstrates a 154.9% increase in participation from 2022.

Participation rates were provided by the departmental Indigenous People’s Circle (IPC) based on the sessions they led. It is important to note that individual or team-led participation was not centrally tracked therefore actual participation rates could be higher than reported

Implement the Disaggregated Data Action Plan to fill data and knowledge gaps on inequalities

Socialize employment equity representation baselines to recruit and retain employment equity groups within IRCC based on disaggregated data which include intersectionality by gender for all Indigenous persons, racialized, Black and persons with disabilities at all career levels (entry, middle-managers and executives)

Program: Internal Services

Performance indicator:

• % of IRCC employment equity representation at all career levels

Starting point:

• IRCC employment equity representation as of October 6, 2021 for all career levels:

Entry Level:

• Racialized Men: 8.8%
• Racialized Women: 16%
• Black Men: 4.1%
• Black Women: 7.0%
• Indigenous Men: 0.9%
• Indigenous Women: 2.1%
• Men with a disability: 1.7%
• Women with a disability: 3.4%

Middle Managers Level:

• Racialized Men: 8.9%
• Racialized Women: 12.9%
• Black Men: 2.5%
• Black Women: 2.7%
• Indigenous Men: 1.2%
• Indigenous Women: 1.70%
• Men with a disability: 1.9%
• Women with a disability: 2.2%

Executive Level:

• Racialized Men: 3.2%
• Racialized Women: 8.6%
• Black Men: n/a*
• Black Women: n/a*
• Indigenous Men: n/a*
• Indigenous Women: n/a*
• Men with a disability: 3.7%
• Women with a disability: 3.2%

Target:

3-year commitment to meet or exceed employment equity representation baselines objectives by December 2026 at all career levels:

Entry Level:

• Racialized Men: 6.8%
• Racialized Women: 14.6%
• Black Men: 1.5%
• Black Women: 3.1%
• Indigenous Men: 1.3%
• Indigenous Women: 2.9%
• Men with a disability: 3.1%
• Women with a disability: 6.4%

Middle Managers Level:

• Racialized Men: 11.1%
• Racialized Women: 16.1%
• Black Men: 2.0%
• Black Women: 3.0%
• Indigenous Men: 1.4%
• Indigenous Women: 2.1%
• Men with a disability: 3.9%
• Women with a disability: 5.6%

Executive Level:

• Racialized Men: 12.0%
• Racialized Women: 16.1%
• Black Men: 0%
• Black Women: 0%
• Indigenous Men: 0%
• Indigenous Women: 0%
• Men with a disability: 4.1%
• Women with a disability: 5.5%

This goal focuses on data collection, analysis and communication of hiring goals to build and maintain a representative workforce to address gender gaps, racism and other systemic barriers. IRCC recognizes that implementing disaggregated data will help us in our commitment to building a representative workforce at all career levels that not only reflect the reality of Canada today but will work toward better reflecting Canada’s future population. Used effectively, this data will help to identify and correct barriers which will have a direct impact on policies, programs and immigration decision-making.

Relevant targets or ambitions:

CIF Ambition/Target 10.2:

Canadians live free of discrimination and inequalities are reduced

CIF Indicator 10.2.1:

Proportion of the population reporting discrimination or unfair treatment

GIF Indicator 10.2:

By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status

GIF Indicator 10.3:

Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard

Indicator result:

• IRCC employment equity representation as of March 31, 2024 for all career levels:

Entry Level:

• Racialized Men: 9.4%
• Racialized Women: 18.9%
• Black Men: 5.3 %
• Black Women: 9.9%
• Indigenous Men: 1.6%
• Indigenous Women: 2.5%
• Men with a disability: 3.6%
• Women with a disability: 6.6%

Middle Managers Level:

• Racialized Men: 11.0%
• Racialized Women: 14.9%
• Black Men: 2.9%
• Black Women: 4.1%
• Indigenous Men: 1.5%
• Indigenous Women: 1.9%
• Men with a disability: 3.0%
• Women with a disability: 5.1%

Executive Level:

• Racialized Men: 5.6%
• Racialized Women: 13.2%
• Black Men: 1.6%
• Black Women: 2.8%
• Indigenous Men: 2.8%
• Indigenous Women: 1.6%
• Men with a disability: 6.8%
• Women with a disability: 4.4%

Notes:

n/a* is used when the data is supressed due to the fact that the population is less than five employees. In this case, the increase cannot be calculated.

Foster diversity, inclusion and accessibility in the federal public service

Train all IRCC employees to foster a more inclusive workplace culture by offering the following courses:

“Moving from Bias to Inclusion ” and “Adopting an Inclusive Mindset at Work”

Program: Internal Services

Performance indicator:

• % of IRCC employees who have completed the mandatory training

Starting point:

• New initiative started in February 2023

Target:

100% completion rate by March 2024 and every fiscal going forward

This goal focuses on the importance of creating a workplace culture that is respectful, safe and inclusive, where employees feel a sense of belonging. Recognizing and understanding our thoughts and behaviours and becoming more aware of our unconscious biases can help us in creating and maintaining an inclusive work environment, and contributing to the fight against discrimination of all types, including racism in the federal public service.

Relevant targets or ambitions:

CIF Ambition/Target 10.2:

Canadians live free of discrimination and inequalities are reduced

CIF Indicator 10.2.1:

Proportion of the population reporting discrimination or unfair treatment

GIF Indicator 10.2:

By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status

GIF Indicator 10.3:

Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard

Indicator result:

• 77% of IRCC’s employees have completed the mandatory training

Notes:

Adopting an Inclusive Mindset at Work:

Completion Rate Fiscal Year 2023 to 2024: 76.9%

Moving from Bias to Inclusion:

Completion Rate Fiscal Year 2023 to 2024: 77.1%

Given that these courses were modified during the 2023 to 2024 fiscal year, employees who had not completed their training prior to March 31, 2023 were required to re-start it completely. In addition, leave, job-specific training or onboarding requirements may also be contributing factors to preventing IRCC from reaching its target this fiscal year. With the launch of the new Learning Portal, managers will be able to access their employees' training files, and thus follow up with those who have not completed their training. Furthermore, the Apprenticeship Academy is working on the development of a directive on compulsory training, which will address the approach to be taken to promote the completion of courses within prescribed deadlines. These actions should help to increase the completion rates.

Implement the following mandatory training for all selection board members:

“Inclusive Hiring Practices for a Diverse Workforce”

Program: Internal Services

Performance indicator:

• % of selection board members who have completed the mandatory training course

Starting point:

• 100% completion rate has been obtained since the implementation of this initiative on April 1, 2022

Target:

100% completion rate by end of fiscal year 2025-2026

Indicator result:

• 100% completion rate obtained by end of fiscal year 2023 to 2024

Increased Indigenous employment in the federal public service

Actively supporting the recruitment and retention of Indigenous Peoples by:

• Partnering with Indigenous organizations to attract and retain new talent that reflects Canada’s diversity
• Reviewing and ensuring hiring processes are culturally sensitive and driven to remove barriers during the appointment of Indigenous peoples

Program: Internal Services

Performance indicator:

• % of representation of Indigenous peoples in IRCC’s workforce within all career levels of the organization

Starting point:

• IRCC’s workforce representation of Indigenous peoples within all career levels of the organization as of October 6, 2021:
  • 3.0% at the entry level
  • 2.9% at middle manager level
  • 1.6% at executive level

Target:

By end of 2026 meet or exceed the representation of Indigenous Peoples in IRCC workforce:

• 4.2% at the entry level
• 3.6% at middle manager level
• 3.5% at executive level

This goal focuses on taking action on inequality and advancing reconciliation with First Nations, Inuit, and Métis communities and draws inspiration from SDG Global Indicator Framework targets. IRCC is committed to making our department more inclusive for everyone by fostering an equitable workplace culture that values diversity and creating an environment that is welcoming and rewarding for all.

Relevant targets or ambitions:

CIF Indicator 10.2:

Canadians live free of discrimination and inequalities are reduced

CIF 10.2.1:

Proportion of the population reporting discrimination or unfair treatment

GIF Indicator 10.2:

By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status

GIF Indicator 10.3:

Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard

Indicator result:

• IRCC’s workforce representation of Indigenous peoples within all career levels of the organization as of March 31, 2024:
• 4.0% at the entry level
• 3.4% at middle manager level
• 4.4% at executive level

Notes:

Working towards achieving the entry and middle level targets as well

Support accessibility and employment opportunities for persons with disabilities

Ensuring the implementation of the Department's Accessibility Strategy

Program: Internal Services

Performance indicator:

• % of representation of persons with disabilities in IRCC’s workforce within all career levels of the organization

Starting point:

• IRCC’s workforce representation of persons with disabilities within all career levels of the organization as of October 6, 2021:
  • 7.0% at the entry level
  • 4.1% at middle manager level
  • 5.1% at executive level

Target:

By end of 2026 meet or exceed the representation of persons with disabilities in IRCC workforce:

• 9.5% at the entry level
• 9.5% at middle managers level
• 9.5% at executives level

This goal focuses on taking action on inequality and advancing inclusion for people with disabilities. IRCC is committed to making our department an inclusive environment for persons with disabilities and recognizes the importance of accessibility in the workplace by creating communities, services and programs that allow everyone to participate fully without barriers.

Relevant targets or ambitions:

CIF Ambition/Target 10.2:

Canadians live free of discrimination and inequalities are reduced

CIF Indicator 10.2.1:

Proportion of the population reporting discrimination or unfair treatment

GIF Indicator 10.2:

By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status

GIF Indicator 10.3:

Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard

Indicator result:

• IRCC’s workforce representation of persons with disabilities within all career levels of the organization as of March 31, 2024:
• 10.2% at the entry level
• 8.1% at middle manager level
• 11.2% at executive level

Notes:

Working towards achieving the middle level targets as well

Purchase Offset Credits from Indigenous National Communities in support of local communities and to help reduce IRCC’s GHG emissions

In support of local indigenous communities, IRCC engages with relevant vendors at the national level to purchase Offset credits that will help reduce its “hard-to-reduce” GHG emissions

CIF Ambition 12.2

Canadians consume in a sustainable manner

CIF Indicator 12.2.1

Proportion of businesses that adopted selected environmental protection activities and management practices

IRCC has already added Offsets purchases to its agenda to help reduce its footprint.

The first purchase happened in FY2021 to 2022 for the 3 fiscal years: FY2018 to 2019, FY2019 to 2020 and FY2020 to 2021

Going forward, IRCC will purchase local Offsets from local indigenous Communities, first as a support to these Communities and second as an additional tool to help improve its foot print.

IRCC’s next purchase will occur in 2026 for the 3year period: 2022 to 2025

Incentivize supplier disclosure

Integrate a green disclosure incentive in all IRCC requirements over 25M.

Program: Internal Services

Performance indicator:

• Percentage of IRCC contracts over $25M where a supplier disclosure incentive is included via the evaluation criteria or the Statement of Work as part of the deliverables.

Starting point:

• New Initiative for the FY 2023-24

Target:

100% of requirements over 25M to include a green disclosure consideration.

In support of the Greening Government Strategy and the Net-Zero Carbon target by 2050, IRCC will request its vendors to disclose their Green Initiatives data and info to help Canada achieve the set target

Relevant targets or ambitions:

CIF Ambition/Target 12.2:

Canadians consume in a sustainable manner

CIF Indicator 12.2.1:

Proportion of businesses that adopted selected environmental protection activities and management practices

GIF Target 12.7

Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Indicator result:

• 100% of the contracts  awarded over $25M included a supplier’s disclosure incentive (1 contract out of 1).

Strengthen green procurement criteria

Develop a Green Procurement Action Plan that will include:

• identifying categories of procurement with highest environmental impact (HICATs) and establishing criteria to reduce their impact; and
• implementing criteria to reduce environmental impact of its HICATs.

Program: Internal Services

Performance indicator:

• Number of categories of procurement with HICATs for which criteria to reduce their environmental impact have been identified
• Percentage of HICATs for which criteria to reduce their environmental impact have been implemented.

Starting point:

• New initiative started in 2023-2024

Target:

By 2026-2027: 100% of HICATs have criteria developed and implemented to reduce their environmental impact

IRCC will embrace sustainable consumption and production patterns through developing a Green Procurement plans and Policies in support to FSDS goals and targets and to contribute to improving IRCC’s footprint

Relevant targets or ambitions:

CIF Ambition/Target 12.2:

Canadians consume in a sustainable manner

CIF Indicator 12.2.1:

Proportion of businesses that adopted selected environmental protection activities and management practices

GIF Target 12.7:

Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Indicator result:

• 10 procurement categories with the highest value or highest number of contracts over the last five years were identified following an initial analysis performed by IRCC

• 0% of HICATS for which criteria to reduce their environmental impact have been implemented.

Notes:

Being a new initiative, IRCC has   performed an initial analysis of  its HICATs and submitted a proposal to the Treasury Board of Canada Secretariat’s Micro-Greening Government Fund (GGF) to Reduce GHG emissions in Federal Procurement.

This proposal : “Identifying and Reducing the Environmental Impacts of IRCC’s HICATs to Reduce Scope 3 GHG Emissions Associated with the Procurement of Services” was successfully awarded the funds.

IRCC is now in the process of procuring the services of a greening expert (consultant)  to help confirm and/or amend these results along with the required criteria to reduce the environmental impact of IRCC’s HICATS

Strengthen green procurement criteria

1. Ensure all procurement officers and decision-makers have the necessary training and awareness to support green procurement
2. Ensure key officials include contribution to and support for the Government of Canada Policy on Green Procurement objectives in their Performance Management Agreements (PMA)

Program: Internal Services

Performance indicator:

• Percentage of procurement specialists who have completed training on Green Procurement
• Number and percentage of managers and functional heads of procurement whose performance evaluation includes support and contribution toward green procurement in the current fiscal year.

Starting point:

• In base line year 2022-2023, 100% of procurement specialists received training on Green Procurement
• In base line year 2022-2023, 8 out of 8 (100%) managers and functional heads of procurement whose performance evaluation includes support and contribution toward green procurement included contribution to and support for the Government of Canada Policy on Green Procurement objectives in their PMA. This includes:
  • 1 Director General
  • 1 Director
  • 3 Assistant Directors
  • 3 Managers

Target:

By end of each fiscal year, 100% of procurement specialists received training on Green Procurement, and 100% have included contribution to and support for the Government of Canada Policy on Green Procurement to the objectives in their PMA.

Departments will use environmental criteria to reduce environmental impacts and ensure best value in government procurement decisions by providing the necessary training and skills to procurement officers

Relevant targets or ambitions:

CIF Ambition/Target 12.2:

Canadians consume in a sustainable manner

CIF Indicator 12.2.1:

Proportion of businesses that adopted selected environmental protection activities and management practices

GIF Target 12.7:

Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Indicator result:

• 69% of IRCC’s procurement specialists have completed training on Green Procurement.
• 100% of Assistant Directors (1/1) and Managers (3/3), who had a performance agreement for FY 2023 to 2024, had support and contribution toward green procurement included in their performance evaluations.

Notes:

Due to a high employee turnover and many departmental urgencies in FY2023 to 2024, IRCC was not able to achieve the 100% set targets

Reduce Paper Consumption

Program: Internal Services

Performance indicator:

• Reduction in paper consumption: change in percentage (%) and number

Starting point:

• Number of sheets of paper per employee in FY 2010–2011 (base year) = 5,996 sheets/ employee.
• Number of sheets of paper per employee in fiscal year 2022-2023 = 262 sheets/ employee, a 95.71% drop compared to base year 2010-2011

Target:

60% reduction by 2025 compared to baseline year 2010-2011

IRCC will aim to continue reducing its paper consumption which will lead to the reduction of GHG emissions produced during manufacturing and transportation of paper

Relevant targets or ambitions:

CIF Ambition/Target 12.2:

Canadians consume in a sustainable manner

CIF indicator 12.2.1:

Proportion of businesses that adopted selected environmental protection activities and management practices

GIF indicator 12.7:

Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Indicator result:

Number of sheets per employee in fiscal year 2023 to 2024 = 126 sheets , a 97.9% decrease compared to baseline year 2010-2011

Purchase of copy paper that contains a minimum of 30% recycled content

Program: Internal Services

Performance indicator:

• Percentage of copy paper purchases that contain a minimum of 30% recycled content and are certified to a recognized environmental standard.

Starting point:

• In FY2021-2022, 100% of IRCC’s paper purchases has a minimum of 30% recycled content

Target:

100% of the annual paper purchases contain at least 30% recycled content

IRCC will meet its greening goal by ensuring greening practices are in place to procure green items which will be achieved by integrating environmental considerations in procurement practices, development of policies and training of procurement specialists. These actions will support the reduction of IRCC’s footprint.

Relevant targets or ambitions:

CIF Ambition/Target 12.2:

Canadians consume in a sustainable manner

CIF indicator 12.2.1:

Proportion of businesses that adopted selected environmental protection activities and management practices

GIF indicator 12.7:

Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Indicator result:

• 100% of paper purchases had 30% or more recycled content via National Master Standing Offers and were certified to a recognized environmental standard

Transform the federal light-duty fleet

Transition Fleet to 100% ZEV through:

1. 100% of new executive vehicle purchases and 100% of new light-duty unmodified administrative fleet vehicle purchases, will be ZEVs

Program: Internal Services

Performance indicator:

• # of New ZEV purchased
• # and % of Electric vehicles;
• # and % of Conventional vehicles;
• # and % of Hybrid vehicles

Starting point:

In baseline year 2018–2019 the number of vehicles in IRCC inventory was:

• 0 Electric vehicles;
• 12 Conventional internal combustion vehicles (57%);
• 9 Hybrid vehicles (43%)

Target:

100% ZEV by 2030

Purchasing of hybrid vehicles will contribute to reducing GHG emissions.

In addition, all electric vehicles (ZEV) will be considered where appropriate or available to help reach Net-Zero target by 2050

Relevant targets or ambitions:

CIF Ambition/Target 12.1:

Canadians consume in a sustainable manner

Target - Zero-emission vehicles represent 10% of new light duty vehicle sales by 2025, 30% by 2030 and 100% by 2040

CIF Indicator 12.1.1:

Proportion of new light duty vehicle registrations that are zero-emission vehicles

GIF Target 12.7:

Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Indicator result:

By end of 2023 to 2024:

• 0 New ZEV purchased
• 0 and 0% of Electric vehicles;
• 3 and 37.5% of Conventional vehicles;
• 5 and 62.5% of Hybrid vehicles

Notes:

Total # of Vehicles = 8

Following a cabinet shuffle,  2 new executives’ vehicles were added to IRCC’s inventory. Executive Vehicles were not equipped with telematics for security reasons. Total # of vehicles with telematics is 6/8 (75%)

IRCC will promote virtual meeting approaches and technologies, and will actively promote and communicate best practices to employees. In addition, it will reduce the unnecessary use of single-use plastics in government operations and meetings.

SDG 12:

Responsible Consumption and Production

Ambition 12.3:

Canadians consume in a sustainable manner

An internal Communication “Sustainify” Campaign was launched in October 2023 promoting 6 green activities with a call to action for employees to embrace at Office and at home. Campaign Topics communicated multiple green messages using an engaging approach to some of them.

Implement the Greening Government Strategy through measures that reduce greenhouse gas emissions, improve climate resilience, and green the government’s overall operations

Reduce GHG fleet emissions by:

1. Collecting and analyzing vehicle usage data through the telematics installed on all vehicles;
2. Reducing the number of vehicles through recycling within or eliminating old or underutilized (needless) vehicles;
3. Replacing current inefficient fuel consuming vehicles with more fuel efficient ones including use of Hybrid and/or ZEV models

Program: Internal Services

Performance indicator:

• Number and percentage change of GHG emission from fleet in FY 2005-2006

Starting point:

• GHG emissions from fleet in FY2005-2006 (Base year): 0.094 ktCO2e
• GHG emissions from fleet in FY2021-2022 = 0.021 ktCO2e

Target:

Reduce GHG from fleet by 85% in 2030 relative to 2005-2006 and to net-zero emissions by 2050

IRCC’s annual fleet plan identified how to manage inventory including the installation of telematics devices in vehicles. This is providing analysis for guidance on fleet optimization. This analysis and findings are directing actions for fleet right-sizing, decommissioning of under-utilized vehicles and flagging needs to green vehicles where operationally suitable

Relevant targets or ambitions:

CIF Ambition/Target 13.1:

Canadians reduce their greenhouse gas emissions

Target - By 2030, reduce Canada's total greenhouse gas emissions by 40 to 45%, relative to 2005 emission levels. By 2050, achieve economy-wide net-zero greenhouse gas emissions.

CIF Indicator 13.1.1:

Greenhouse gas emissions

GIF Target 13.2:

Integrate climate change measures into national policies, strategies and planning

Indicator result:

• 0.024 ktCo2e of GHG emissions from fleet in 2023-2024 representing 74.46% decrease of GHG emissions from FY 2005-2006

Notes:

Two Electric Charging stations are  installed in NCR at 300 Slater and at 365 Laurier

Train fleet managers on vehicle fleet best practices to reduce GHG emissions.

Program: Internal Services

Performance indicator:

• Number and percentage of fleet managers who receive training on vehicle fleet best practices

Starting point:

• In the baseline year 2020-2021, 2 out of 6 (33%) fleet managers received training on vehicle fleet best practices

Target:

100% of fleet managers will receive fleet training by end of each fiscal year

Additional to fleet training courses on fleet best practices, communication plan will include anti-idling messages to fleet managers and drivers of light duty and executive vehicles to encourage reduction in GHG emissions.

Relevant targets or ambitions:

CIF Ambition/Target 13.3:

Canadians are well-equipped and resilient to face the effects of Climate change

CIF Indicator 13.3.1:

Proportion of municipal organization who factored climate change adaptation into their decision-making process

GIF Target 13.3:

Improve education, awareness-raising and human and institutional capacity on climate change mitigation, adaptation, impact reduction and early warning.

Indicator result:

• 0 out of 7(0%) fleet managers received training on vehicle fleet best practices during the year; (CSPS course Introduction to Fleet Management C281 was suspended in Jan. 2021)

Reduce printing devices using the Print Services Modernization Program

Program: Print Service Modernization

Performance indicator:

• Ratio of employees per printing device

Starting point:

• Ratio of employees to printing devices in fiscal year 2015-2016 (base year) = 3.86 employees to 1 printing device (3.86:1)
• Ratio of employees per printing device in fiscal year 2021–22 = 16.56

Target:

25 employees per printing device by March 31st, 2027

Continuing to reduce printing devices via projects such as Print Services Modernization will help reduce IRCC’s GHG emissions generated from unnecessary printing devices

Relevant targets or ambitions:

CIF Ambition/Target 13.1:

Ambition: Canadians reduce their greenhouse gas emissions

Target - By 2030, reduce Canada's total greenhouse gas emissions by 40 to 45%, relative to 2005 emission levels. By 2050, achieve economy-wide net-zero greenhouse gas emissions.

CIF Indicator 13.1.1:

Greenhouse gas emissions

GIF Indicator 13.2:

Integrate climate change measures into national policies, strategies and planning

Indicator result:

• Ratio of employees per printing device in FY2023 to 2024 = 22.85 (22.85:1)

Reduce risks posed by climate change to federal assets, services and operations

1. Finalize the Climate Risk and Vulnerability Assessment (CRiVA) IRCC is currently working on with a team of Adaptation Consultants contracted via PSPC, and with the support of multiple internal stakeholders
2. Include an action plan in the CRiVA with mitigation strategies and measures to help reduce the anticipated impacts on local operations and critical programs.

Program: Internal Services

Performance indicator:

• Completion of climate risk assessment and action plan with measures to reduce climate change risks mainly to critical services, programs and local operations,

Starting point:

• New mandate started in 2022

Target:

By 2025-2026, start implementing CRiVA mitigation strategies and measures to help reduce impact of severe weather events on critical programs and local operations

Introducing climate variability and change into policy, programs, and operations is important to adjust to a changing climate and is consistent with the government’s risk management approach of enhancing the protection of assets and resources and strengthening planning and decision-making.

Relevant targets or ambitions:

CIF Ambition/Target 13.2:

Canadians are well-equipped and resilient to face the effects of Climate change

GIF Target 13.2:

Climate Action. Integrate climate change measures into national policies, strategies and planning

Indicator result:

• Following was completed in 2023 to 2024:

IRCC completed its Climate Change Risk Assessment speaking to its  9 Critical services at 31 offices at the national level.

This study offered a better understanding of the risks posed by climate change to its services and activities to all the stakeholders involved.

IRCC  has commenced collaborating with CGG/TBS and OGD’s on developing a common template for the adaptation plan, subsequently, once ready, IRCC will draft its plan accordingly

Further, IRCC is also requesting  stakeholders to  follow Climate Literacy Courses to  better understand  this mandate and report on it.