IRCC Deputy Minister Transition Binder 2022: Towards an Inclusive Canada – July 2022

What does it mean for us?

• IRCC recognizes the importance of inclusion, diversity, equity and accessibility. Tragedies, locally and globally, have highlighted inequities and the need for systemic change.
• Historically speaking, nation building has often come at a high cost to many Indigenous, Black, racialized peoples, newcomers, women, persons with disabilities, LGBTQ2, and religious minorities.
• The importance of inclusion, diversity, equity and accessibility in Canada’s institutions, organizational culture and the leadership of the public service, has been flagged by the Clerk of the Privy Council as a priority.
• IRCC has dedicated time and space to listening to and amplifying the voices of Black people, Indigenous Peoples and other people of colour as a preliminary step in understanding their lived experiences and the means by which they have been excluded. This work has built upon earlier efforts to address systemic discrimination and barriers faced by LGBTQ2 and persons with disabilities.
• IRCC is also committed to ensuring linguistic duality across Canada. It is part of our core values, enriches our culture and workplaces in immeasurable ways, and is symbolic of our commitment to diversity and inclusion.
• IRCC is working to ensure the Department is more inclusive for everyone, and to foster a workplace culture that values diversity and creates an environment that is welcoming and rewarding for all.
• The Department is equally committed to administering public-facing policies, programs and services that achieve these goals.

IRCC employees are driving change

• Department employees are working to reduce inequality and eliminate the barriers faced by vulnerable Canadians, newcomers and Indigenous Peoples. They bring lived experience to the work and help address barriers in IRCC programs, policies and services.
  • Persons with Disabilities Employee Network and Committee
  • Indigenous People’s Circle
  • Women’s Network
  • Black Employee Network
  • Racialized Employee & Allies Network
  • Pride at IRCC

Areas of Focus

• Beyond the work being driven by IRCC employee networks and Departmental Champions dedicated to advancing inclusion, diversity and accessibility efforts, the Department is focused on four key areas.
  • The Anti-Racism Taskforce (ARTF) leads Department-wide efforts to address systemic racism in people management and IRCC policy and programs and service delivery.
  • Gender-Based Analysis Plus (GBA Plus) is an intersectional methodology that informs the design and implementation of policies, programs and other initiatives so that they are inclusive and accessible by considering the impact of different identities, backgrounds and experiences of individuals who interact with or are impacted by IRCC.
  • Reconciliation calls on public servants to better integrate Indigenous history and cultural knowledge into our core business, and build stronger relationships with Indigenous Peoples and organizations.
  • The Accessible Canada Act requires departments to increase the inclusion and participation of Canadians with disabilities or functional limitations, including when designing and delivering programs and services.

Anti-Racism (1 of 2)

• The Anti-Racism Taskforce (ARTF) was created in July 2020, with a mandate to combat systemic racism and harmful impacts on Indigenous, Black and Racialized People within the workplace, as well as IRCC’s public-facing policies, programs, and service delivery.
• Anti-racism and equity issues have grown in public awareness in recent years, particularly in the context of COVID-19, which has exacerbated existing inequities.
• This work is core to the organization as IRCC works towards contributing to a strong Canada that is economically, socially, and culturally prosperous.
• The Department’s work, by definition, involves interacting with people from diverse cultures and its policies and programs have a profound impact on their lives. Treating people equitably and with respect, dignity, and fairness is fundamental to this relationship.
• This work supports the Clerk’s Call to Action on Anti-Racism, Equity and Inclusion in the Federal Public Service issued to all deputy heads in January 2021.

Anti-Racism (2 of 2)

• The Anti-Racism Taskforce’s work is focused on three areas: people management; IRCC policy and programs; and IRCC service delivery.

Anti-Racism Strategy 1.0

Anti-Racism Strategy at a Glance (2021-2023)

A Shared Responsibility

• We need diverse perspectives to create a strategy and action plan that is responsive to our deficiencies, embraced by our employees & leads to sustainable change & results.

Objective 1

Equitable Work Culture

Outcomes

• Anti-Racism Awareness & Cultural Understanding
• Healthy and Supportive Workplace

Objective 2

Workforce Reflecting Canada

Outcomes

• Increased Representation at Intermediate & Senior Levels
• Elimination of Barriers in Staffing

Objective 3

Equitable Policy & Operations Practices

Outcome

• Reduced Racialized Disparities in Client Experience & Outcomes

Objective 4

Leadership Accountability at all levels

Outcomes

• Clear Expectations that Drive Change & Results
• Model Equitable Leadership

Anti-Racism Strategy 2.0 (1 of 3)

Summary

• IRCC is currently in the process of refreshing its anti-racism strategy. This initiative is part of our commitment to refine our approach to building an equitable and inclusive organization to benefit all  people in Canada.
• It brings into focus the anti-racism actions spearheaded by senior management and employees at all levels since our initial strategy 1.0
• This iteration of the Strategy builds on extensive consultations with a broad spectrum of policy-makers, employees and allies across the Department and Government of Canada.
• This product will be shared in summer 2022 and posted online on both connexion and our IRCC external website.
• The minister has expressed an interest to be engaged with the progress and dissemination of this strategy on a quarterly basis.
• The anti-racism Deputy Minister huddle is a recurring quarterly meeting where our DM meets with their counterparts from the Department of National Defence, Global Affairs Canada, Department of Justice, Employment Social Development Canada, and Statistics Canada. The purpose of this forum is to help influence direction of anti-racism work across the public service.

Anti-Racism Strategy 2.0 (2 of 3)

Our pillars

Leadership Accountability

Change Management Activity

• Ensuring formal accountability mechanisms for advancing AR in the Department

Immediate Outcomes

• Clear and effective structures and processes are in place for the integration of AR functions within IRCC.
• EX performance pay and promotional opportunities are directly linked to the achievement of PMA AR objectives

Equitable Workplace

Change Management Activity

• Working on key aspects of people management to create an effective workplace where all feel welcome and respected

Immediate Outcomes

• Equitable and inclusive workforce at all levels
• IRCC employees have the tools and mechanisms available to prevent, respond to, and address incidences of racism and discrimination

Policy And Program Design

Change Management Activity

• Addressing systemic racism and bias  in IRCC’s policies and program design

Immediate Outcome

• A baseline understanding of bias within program and policy development, risk management and program guidance of service delivery is established

Service Delivery

Change Management Activity

• Addressing systemic racism and bias in IRCC’s implementation of policies and programs

Immediate Outcome

• A baseline understanding of systemic racism and bias within program delivery operations and operational decision-making of officers is established

Data And Research

Change Management Activity

• Building a strong evidence base for decision-making that supports AR work

Immediate Outcome

• Program, policy and operational disaggregated data is available and accessible for AR analysis

Vision

• Program, policy and operational disaggregated data is available and accessible for AR analysis

Anti-Racism Strategy 2.0 (3 of 3)

Key components of the strategy

• IRCC has focused on developing various frameworks and action plans that drive our anti-racism work. These include:
  • Anti-Racism Strategy Action Plan
  • Accountability and Transparency Framework
  • Systems Change Framework 
• These deliverables include key elements that  will clearly identify measurable  goals, timeframes for results,  key responsible departmental stakeholders,  accountability mechanisms, change agents and processes to implement the Strategy.  Our objective in sharing this iteration is to invite broader circles of other government departments, and external partners into the conversation on our shared anti-racism journey.

Gender-Based Analysis Plus

• Gender-Based Analysis Plus (GBA Plus) considers the different needs and experiences of people that are impacted by intersecting parts of their identity and their lived experiences.
• The Department uses GBA Plus as an evidence-based analytical tool to ensure that federal government policies, programs and other initiatives are responsive and inclusive of people’s diverse experiences and do not create barriers or further inequalities.
• IRCC is required under the Immigration Refugee Protection Act (IRPA) to include a GBA Plus assessment of the impact of the Act in its Annual Report to Parliament.

GBA Plus and COVID-19:

• GBA Plus has been an indispensable tool during the pandemic. It helped IRCC identify the barriers faced by the most vulnerable clients and develop strategies to mitigate some of the negative impacts they faced as a result of service disruptions. 

GBA Plus Highlights at IRCC

• Improving outcomes for LGBTQ2 populations
• Creating initiatives to support survivors and those at risk of gender-based violence
• Facilitating resettlement and economic mobility in Canada
• Support racialized newcomers
• Advocating for gender and diversity on the international stage

Gender-Based Analysis Plus (2 de 2)

Our Work Plan:

• Update the Gender Based Analysis Plus (GBA Plus) policy for the department, with a focus on anti-racism, intersectionality and digital transformation.
• Promote equity-by-design policy development, through the use of intersectional analysis.
• Enhance awareness of and alignment with government-wide equity focused action plans and policies through outreach and capacity building.
• Re-establish the GBA Plus working group to create an equity policy community of practice.
• Position GBA Plus as a key part of the assessment for automated decision support tools.

GBA Plus Milestones in 2021-2022:

• A new Equity Policy and GBA Plus unit was established in early 2022, with 3.5 FTEs; 2 more FTEs will join in June/July 2022.
• The team delivered 12 GBA Plus engagement sessions across the department in 2021-22.
• The team is actively engaged in government-wide equity work, including the Disability Inclusion Action Plan, Canada’s first-ever 2SLGBTQI+ Action Plan, and Canada’s National Action Plan on Women, Peace and Security.
• The first GBA Plus Working Group meeting is planned for Summer 2022.

Reconciliation (1 of 3)

Truth and Reconciliation Commission of Canada

• IRCC has a distinct role to play in Reconciliation given its historical role in settlement and assimilation. IRCC is working to improve understanding, build relationships and expand expectations on Reconciliation.

Calls to Action Implicating IRCC:

• 17. We call upon all levels of government to enable residential school Survivors and their families to reclaim names changed by the residential school system by waiving administrative costs for a period of five years for the name-change process and the revision of official identity documents, such as birth certificates, passports, driver’s licenses, health cards, status cards, and social insurance numbers.
• 57. We call upon federal, provincial, territorial, and municipal governments to provide education to public servants on the history of Indigenous peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Indigenous rights, Indigenous law, and Indigenous–Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights, and Anti-Racism.
• 93. We call upon the federal government, in collaboration with the national indigenous organizations, to revise the information kit for newcomers to Canada and its citizenship test to reflect a more inclusive history of the diverse indigenous peoples of Canada, including information about the Treaties and the history of residential schools.
• 94. We call upon the Government of Canada to replace the Oath of Citizenship with the following: I swear (or affirm) that I will be faithful and bear true allegiance to Her Majesty Queen Elizabeth II, Queen of Canada, Her Heirs and Successors, and that I will faithfully observe the laws of Canada including Treaties with Indigenous Peoples, and fulfill my duties as a Canadian citizen.

Reconciliation (2 of 3)

What actions has IRCC taken?

#17 Ongoing:

• On June 14, 2021 the Department implemented a process that allows Indigenous People, residential school survivors and their families to reclaim their Indigenous names on travel documents, citizenship certificates and permanent resident cards, free of charge. The Department is exploring how to reflect Indigenous names as written on Department-issued documents.

#57 Ongoing:

• The Department is working to ensure IRCC employees have access to information, learning opportunities, and training so that employees are presented with an accurate and more comprehensive history of Indigenous Peoples.

#93 Ongoing:

• IRCC is responsible for the inclusion of Indigenous content and perspectives into materials for newcomers, including in the citizenship study guide and test. A draft guide and corresponding test questions have been completed, and a release date is to be determined.

#94 Delivered:

• Amendments to the Oath of Citizenship were made to include reference to Indigenous and Treaty rights. Bill C-8, An Act to amend the Citizenship Act received Royal Assent on June 21, 2021.

Reconciliation (3 of 3)

• IRCC is working to better integrate Indigenous Peoples and knowledge into core business lines, and build stronger relationships with Indigenous Peoples and organizations.

What more can the Department do?

• There are opportunities to broaden and expand on engagement, partnerships and cross-cultural relations between IRCC and Indigenous Peoples. For example:
  • IRCC is working with government partners on Indigenous mobility and border crossing issues (e.g. options to facilitate entry and advice on international and self-government agreement negotiations on border matters).
  • IRCC has consulted various Indigenous organizations in drafting a new citizenship guide and increasing their presence in citizenship ceremonies
  • IRCC is working to build a more diverse and inclusive workforce by increasing the representation of Indigenous employees and providing them coaching and support to succeed and advance.
  • IRCC is continuing to ensure that indigenous led organizations are awarded procurement contracts.

Accessibility

• Digital accessibility is not enough, IRCC is working to make services  more inclusive for our clients and our employees.

What has IRCC been doing?

• Director General Steering Committee on Accessibility to focus on developing the first IRCC Accessibility Plan, as required under the new legislation (touching everything from physical space, services, procurement, etc.)
• IRCC held an Accessibility Challenge to improve the design of our programs and how the Department serves clients and will work towards implementing outcomes.
• Efforts to reduce barriers to clients with higher health needs: IRCC has targeted excessive demand by pre-publishing regulations, which propose to increase the threshold of excessive demand to three times the Canadian average cost per person.
• IRCC has established an Employee Support Office to focus on timely accommodation of employees.

Key Takeaways

• Anti-racism, equity, inclusion, reconciliation and accessibility are foundational issues that impact IRCC employees and the clients the Department serves.
• Ensuring that IRCC is more inclusive for everyone, and fostering a workplace culture that values diversity is critical to ensuring that the Department can administer policies, programs and services that reflect Canada’s diversity.

Anti-Racism:

• Achieving progress will require sustained focus, cultural change and appropriate supports across the Department.

GBA Plus:

• Embedding the GBA Plus methodology more systematically throughout the program and policy life cycle at IRCC is key to enriching the Department’s understanding of systemic bias and mitigating its impacts.

Reconciliation:

• Parliamentarians have expressed a desire to see changes made to the Citizenship Guide and Test as expressed in Call to Action #93.
• Indigenous partners continue to raise longstanding mobility and border crossing issues. As many issues overlap with the mandates of other departments, interdepartmental collaboration is essential to resolving their concerns on clients and employees alike.

Accessibility:

• Work has begun towards removing barriers for both clients and staff. However support and collaboration across the Department will be required to ensure momentum.