2024 to 2025 Departmental Sustainable Development Strategy Progress Report

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

Starting point:
New initiative started in April 2022. At the end of 2022, 91 employees (0.72% of IRCC population) had participated in the KBE.

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

This goal focuses on the importance of bringing awareness, promoting diversity to create an inclusive community, 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:
By end of 2024 to 2025 fiscal year:

• Increase of 0.83% of IRCC employees had experienced the KAIROS Blanket Exercise from 2023 to 2024.

Notes:
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

Launch of Indigenous Career Navigator Program (ICNP) to support career development of Indigenous Peoples.

Program: Internal and External Services

Performance indicators:
Employment equity representation gap (%) for Indigenous Peoples at IRCC.

Starting Point:
The ICNP was launched in July 2024 as a pilot project for one year with a representation gap of 0.3%.

Target:
Eliminate the employment equity representation gap from 0.3% to 0% for Indigenous peoples at IRCC.

This goal focuses on Supporting Indigenous employees' career development, ensuring equitable access to opportunities, and fostering an inclusive workplace.

Relevant targets or ambitions:
CIF Ambition/Target 10.2:
Ambition - 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,

Indicator result:
By end of 2024 to 2025 fiscal year:

• The employment equity representation gap for Indigenous Peoples at IRCC was of 0.1%.

Notes:
While not included as an indicator in this Report, under the United Nations Declaration on the Rights of Indigenous Peoples Act Action Plan Measure Shared Priorities 52 (APM SP52), Canada will pursue legislative amendments to the Immigration and Refugee Protection Act (IRPA), amendments to relevant regulations and revisions to policies in order to address complex border crossing and migration challenges faced by Indigenous peoples divided by Canada’s international borders, including options to amend Canada’s right of entry provision. To alleviate immediate mobility challenges while seeking the long-term legislative solutions necessary to implement this Action Plan Measure, in 2024 IRCC launched a series of Temporary Measures to facilitate family reunification for Indigenous people separated by Canada's international borders, including those belonging to federally recognized tribes in the U.S. and the Manitoba Métis Federation

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 2027 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:
Ambition: 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:
By end of 2024 to 2025 fiscal year:

IRCC’s employment equity representation for all career levels were:

Entry Level:

• Racialized Men: 9.1%
• Racialized Women: 18.9%
• Black Men:  3.6%
• Black Women: 9.1%
• Indigenous Men: 0.8%
• Indigenous Women: 2.6%
• Men with a disability: 1.9%
• Women with a disability: 5.8%

Middle Managers Level:

• Racialized Men: 8.2%
• Racialized Women: 16.9%
• Black Men: 3.0%
• Black Women: 4.8%
• Indigenous Men: 06%
• Indigenous Women: 0.9%
• Men with a disability: 2.2%
• Women with a disability: 4.5%

Executive Level:

• Racialized Men:  6.0%
• Racialized Women: 18.6%
• Black Men: 2.3%
• Black Women: 3.5%
• Indigenous Men: 1.4%
• Indigenous Women: 0.6%
• Men with a disability: 4.1%
• Women with a  disability: 2.2%

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.

As the Employment Equity Act (EEA) has not yet been modernized, self-identification on 2SLGBTQI+ employees can not be collected and reported on for this time. Once the EEA has been updated, as is anticipated in the coming years, the DSDS targets and indicators will be updated at that point.

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

Implement the following mandatory training for all selection board members: “Inclusive Hiring Practices for a Diverse Workforce”

Program: Internal Services

Performance indicator #1:
Percentage (%) of IRCC employees who have completed the mandatory training.

Starting point:
New initiative started in February 2023

Target #1:
100% completion rate by March 2024 and every fiscal going forward.

Performance indicator #2:
% 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 #2:
70% completion rate by end of fiscal year 2026-2027.

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:
Ambitions: 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 #1:
By end of 2024 to 2025 fiscal year:

• 54.04% of IRCC employees have completed the mandatory training Adopting an Inclusive Mindset at Work.
• 54.84% of IRCC employees have completed the mandatory training Moving from Bias to Inclusion.

Notes:
IRCC is working towards achieving the targets. Increase of it’s workforce, leave, job-specific training or onboarding requirements as well as conflicting departmental priorities due to departmental re-alignment may be contributing factors to preventing IRCC from reaching its target this fiscal year. 

Indicator result #2:
By the end of the 2024 to 2025 fiscal year:

• 100% completion rate of mandatory training for selection board members was reached.

As it relates to GIF Indicator 10.2, on August 2021, it was announced that the Government of Canada is implementing a mandatory requirement for federal departments and agencies to ensure a minimum of 5% of the total value of contracts are held by qualified Indigenous businesses. IRCC continues to take concrete actions to ensure this commitment is met.

As it relates to Indicator 10.3, IRCC’s  policy development and Cabinet proposals follows guidance designed to identify and assess impacts on Indigenous people. The requirement to assess proposals to Cabinet for modern treaty implications was established by the Cabinet Directive on the Federal Approach to Modern Treaty Implementation. The objective of the assessment is to ensure that federal initiatives are developed and implemented in a way that respects and complies with modern treaties and the rights of modern treaty partners. IRCC also adheres to the Cabinet Directive on the Implementation of the Inuit Nunangat Policy which supports the consistent implementation of the Inuit Nunangat Policy across all federal departments and agencies. IRCC also uses the United Nations Declaration on the Rights of Indigenous Peoples Act (UNDA) guidance/assessment tool provided by Justice to identify impacts.

Additionally, over the course of 2024-2025, IRCC and the CBSA continued to engage in discussions about complex border crossing and migration challenges with 17 Indigenous partners. The insights gained from these discussions will be incorporated into policy options, with additional discussions contemplated for next fiscal year.

Implementation of All-Access Washrooms (AAW) in all IRCC offices.

Program: Internal Services

Performance indicator:
Completion rate of AAW in all IRCC workspaces in NCR (%) and the Regions (%).

Starting Point:
This initiative was implemented in 2023 with NCR - 85% complete and Regions - 35% complete.

Target:
100% completion rate in regions and 100% completion rate in the NCR by 2027.

The goal is to foster inclusivity, accessibility, and ensure equity by removing barriers for all employees. through these changes to the built environment.

Relevant targets or ambitions:
CIF Ambition/Target 10.2:
Ambition - 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:
By end of 2024  to 2025 fiscal year:

• The completion rate for the implementation of AAW in the NCR was 85% and 90% in the Regions.

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:
Percentage (%) 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:
Ambition: 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:
By end of 2024 to 2025 fiscal year:

IRCC’s workforce representation of Indigenous peoples within all career levels of the organization:

• 3.4% at the entry level
• 1.4% at middle manager level
• 2.0% at executive level

Notes: IRCC is working towards achieving objectives for all career levels.

Support accessibility and employment opportunities for persons with disabilities

Ensuring the implementation of the Department's Accessibility Strategy

Program: Internal Services

Performance indicator:
Percentage (%) 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 2027 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:
Ambition: 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 Indicator10.3:
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:
By end of 2024 to 2025 fiscal year:

IRCC’s workforce representation of persons with disabilities within all career levels of the organization was:

• 7.7% at the entry level
• 6.7% at middle manager level
• 6.3% at executive level

Notes:
Working towards achieving objectives for career levels.

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.

As per IRCC’s commitment to support local communities and reduce its air-travel GHG emissions, IRCC purchased offset credits from a local vendor in Vancouver. The organization returns forest management to First Nations, creating long-term economic opportunities. The number of credits purchased were determined by ministerial travel data from April 1st, 2022 to March 31st 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 to 24

Target:

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:
Ambition: 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:
By end of 2024 to 2025 fiscal year:

• 50% of IRCC contracts over $25M included a supplier disclosure incentive

Notes:

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 indicators:

• Number of HICATs for which criteria to reduce their environmental impact will be identified.
• Percentage of HICATs for which criteria to reduce their environmental impact will be developed.

Starting point:
New initiative started in 2023 to 2024

Targets:

• By 2026-2027 the Green Procurement Action Plan will demonstrate that HICATs have been identified.
• By 2026-2027 the Green Procurement Action plan will demonstrate the percentage of HICATs for which criteria was developed and available for use (as appropriate) 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: 
Ambition: 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: 

Indicator result:
By end of 2024 to 2025 fiscal year:

• 8 HICATs were identified.
• 100% of HICATs for which criteria to reduce their environmental impact has been developed.

Notes:
An outline of a Green Procurement Action Plan has been created.

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 indicators:

• 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 points:

• In base line year 2022 to 2023, 100% of procurement specialists received training on Green Procurement.
• In base line year 2022 to 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:

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:
Ambition: 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:
By end of 2024 to 2025 fiscal year:

• 100% of IRCC procurement specialists have completed training on Green Procurement.
• 100% of Managers (2/2), who had a performance agreement for fiscal year 2024 to 2025, had support and contribution toward green procurement included in their performance evaluations.

Notes:
Based on substantive positions, there were no Assistant Directors in fiscal year 2024 to 2025. Green Procurement training is part of all employees’ 2025 to 2026 learning plans.

Transition Fleet to 100% ZEV through:

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

Program: Internal Services

Performance indicators: 

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

Starting point:
In baseline year 2018 to 2019 the number of vehicles in IRCC inventory was:

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

Target: 100% ZEV purchased and in use 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: 
Ambition - 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 2024 to 2025 fiscal year:

• 3 new zero electric vehicles (ZEVs) purchased
• 3 and 27.3% of  Electric vehicles in inventory
• 3 and 27.3% of  Conventional vehicles in inventory
• 5 and 45.4% of  Hybrid vehicles in inventory

Notes:
Total number of vehicles in inventory by fiscal year end was 11. Two vehicles in process of disposal will not be replaced:

• 1 hybrid electric vehicle (HEV)
• 1 conventional vehicle (ICEV)

Strengthen green procurement criteria

Reduce Paper Consumption

Program: Internal Services

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

Starting points:

• Number of sheets of paper per employee in FY 2010 to 2011 (base year) = 5,996 sheets/ employee.
• Number of sheets of paper per employee in fiscal year 2022 to 2023 = 257 sheets/ employee, a 95.71% drop compared to base year 2010 to 2011.

Target:
96% reduction by 2027 compared to baseline year 2010 to 2011 with 200 sheets per employee.

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:
Ambition: 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:
By end of 2024 to 2025 fiscal year:

• Number of sheets per employee this fiscal year  is 204 sheets, a 96.6% decrease compared to baseline year 2010-2011

Notes:
IRCC is still working on achieving the 200 sheets per employee by 2027.

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 to 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

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

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:
Ambition: 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.

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

Virtual meetings preferences are promoted through internal SD messages published in IRCC’s internal newsletter. Furthermore, IRCC was able to establish a Sustainify Circle Network with a number of volunteers, to promote green activities at the national level. Green practices, including single-use plastic reduction, are promoted via the Sustainify Circle Newsletter, IRCC internal newsletter and virtual lunch and learn sessions.  

IRCC has also promoted the Canada School of Public Service literacy courses internally to all its staff using multiple communication channels resulting in an increase in the number of employees attending to these courses in the last two years.

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 to 2006

Starting points:

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

Target:
Reduce GHG from fleet by 85% (0.141ktCO₂e) in 2030 relative to 2005 to 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:

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 Target 13.2:

Integrate climate change measures into national policies, strategies and planning

Indicator result:
By end of 2024 to 2025 fiscal year:

• Fleet reduced its GHG emissions to  0.021 ktCO₂e of GHG, representing  a 77.66% decrease from fiscal year 2005 to 2006

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 to 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:
Ambition - 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:
By end of 2024 to 2025 fiscal year:

• 0 out of 7 (0%) fleet managers received training on vehicle fleet best practices during the year

Notes:
 Due to the ongoing suspension of relevant CSPS courses since 2021, none of the seven fleet managers received training on vehicle fleet best practices during the 2024–2025 fiscal year, as no courses were offered during this time.

Reduce printing devices using the Print Services Modernization Program

Program: Print Service Modernization

Performance indicator:
Ratio of employees per printing device

Starting points:

• Ratio of employees to printing devices in fiscal year 2015 to 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:
By end of 2024 to 2025 fiscal year:

• Ratio of employees per printing device in FY2024 to 2025 = 21.54 (21.54:1).

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 to 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:
Ambition: 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:
By end of 2024 to 2025 fiscal year:

• Following the completion of the CRiVA, IRCC has develop its first draft of the Climate Change Adaptation Plan (CCAP) with mitigation strategies to reduce GHGs and adaptation measures to reduce the impact of severe weather events.  Consultations  are still ongoing to finalize this plan.