Polar Knowledge Canada

Goal setting

Question 1

Has your organization set goals (for fiscal year 2023-2024 or future fiscal years) for recruiting and promoting Indigenous peoples and Black and other racialized people?

• My organization has set recruitment goals for:
  • Indigenous peoples
• My organization has set promotion goals for:
  • Indigenous employees
• Work is underway to set goals.

Please provide details and/or examples, including what your organization is using to set its goals (e.g., operational priorities, labour market availability [LMA], population data, workforce availability [WFA]), and how these goals are communicated to employees, if applicable. What has been the most helpful in advancing towards the goals you have set? What challenges, if any, have you encountered?

Polar Knowledge Canada has set specific goals for the recruitment and promotion of Indigenous peoples, specifically Inuit peoples through our Inuit Employment Plan. These goals were established to align with both government-wide priorities set by Pilimmaksaivik and the Agency’s operational priorities. Various sources of data were leveraged, notably population data, workforce availability data, labour market availability data, hiring trends, turnover rates and employee demographics. In 2019, we approved a 5-year Inuit Employment Plan aimed at increasing Inuit employment for Nunavut-based positions to a representative level (85% Inuit) across all entry, mid, and senior-level positions, in the spirit of Article 23 obligations of the Nunavut Agreement. In June 2024, Polar Knowledge Canada also established new short and medium targets to improve Inuit representation for the upcoming renewed 5-year Inuit Employment Plan.

We are also in the process of setting specific goals for Black, and other racialized people as well as for Persons with Disabilities, through the development of our Employment Equity Plan which is planned to be completed by the end of 2024-2025. Polar Knowledge Canada’s 2022-2023 Employment Equity Annual Report indicated that both Women and Indigenous employees exceeded their Workforce Availability, reflecting our commitment to fostering a diverse workforce. Despite the absence of an overarching Employment Equity Plan, Polar Knowledge Canada remains dedicated to increasing the representation of all equity groups.

Overall, the combination of strong leadership, data-driven decision-making and community engagement has been most helpful in advancing towards our goals. The main challenges encountered include resource constraints, balancing short-term and long-term goals and adapting to external factors.

Question 2

Has your organization set goals to foster greater inclusion (for fiscal year 2023-2024 or future fiscal years)?

• My organization has set goals to foster greater inclusion.

Please provide details and/or examples, including which metrics or data your organization is using, if applicable (e.g., your Public Service Employee Survey results, pulse surveys, exit interviews, human resources administrative data).

Polar Knowledge Canada continues to set goals to foster greater inclusion for the Agency within the Executive Common Commitments and our Accessibility Plan. One of these commitments is to Advance Anti-Racism, Diversity, Equity, Inclusion and Accessibility in the Public Service. This includes two mandatory performance measures: ensuring that diversity and inclusion is part of the decision-making process in the recruitment, selection and promotion of potential candidates who meet the qualifications of positions; and supporting the Agency effort to create a safe workplace by establishing a culture of inclusiveness that values diversity. This involves combating all forms of racism, antisemitism, islamophobia, homophobia, and other forms of discrimination and address systematic barriers to accessibility and inclusion in the workplace.

Polar Knowledge Canada recognizes the critical importance of creating an inclusive work environment and we are committed to making strides to fulfill our goals. Progress on these goals is tracked annually via the results achieved and narratives in performance assessments and a progress report on the Accessibility Plan submitted to the Accessibility Commissioner. Additionally, we utilize both qualitative and quantitative data from employee surveys and internal people management data to inform our efforts.

Additionally, Polar Knowledge Canada will complete an Employment Equity Plan and make progress with regards to the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service in 2025. This commitment reflects our dedication to building a workplace that values diversity and promotes inclusivity.

As well, within Polar Knowledge Canada’s Inuit Employment Plan various action items have been established to create a more inclusive working environment for Inuit employees, with a long-term goal of establishing the Agency as an employer of choice in Nunavut. As of 2023-2024, Inuit representation in Nunavut-based positions is 45%.

Measuring progress

Question 3

Has your organization developed an approach for measuring progress towards your established goals? 

How is the approach being implemented within your organization (e.g., how is it communicated to employees? What are the roles of executive team members including the Chief Data Officer and Head of Audit and Evaluation and regional management if applicable? How are you reporting on results and outcomes both internally and externally?)?

Polar Knowledge Canada currently tracks progress towards established goals related to inclusion and equity in a monthly Dashboard for senior management, and through our Accessibility Plan and our Inuit Employment Plan. Polar Knowledge Canada does not have Chief Data Officer and Head of Audit and Evaluation roles, with these functions being under the Executive Director, Corporate Services within the agency.

Polar Knowledge Canada is in the process of establishing goals to measure the effective implementation of the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service. We will enhance our efforts in this area in the upcoming fiscal year through the development of an Employment Equity Plan.

Consequential accountability

Question 4

How is your organization using performance management and/or talent management processes to establish accountability for results?

• Qualitative objectives are in performance management agreements.

Please provide details about how performance management and/or talent management processes are being used to establish accountability for results.

Polar Knowledge Canada continues to incorporate a performance objective aimed at advancing Anti-Racism, Diversity, Equity, Inclusion, and Accessibility within the Public Service into the Common Commitments for Executives. To ensure that diversity and inclusion are integral to the decision-making process, especially in the recruitment, selection, and promotion of candidates who meet position qualifications, two mandatory performance measures have been established. These measures also support the department's efforts to create a safe workplace by fostering a culture of inclusiveness that values diversity, combats all forms of racism, antisemitism, Islamophobia, homophobia, and other forms of discrimination, and addresses systemic barriers to accessibility and inclusion in the workplace.

Specific, tangible actions outlined in the forward direction of the Call to Action

Question 5

Have you, as head of your organization, and/or your executive teams sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles?

• I have sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles.
• My executive team has sponsored at least two Indigenous employees and Black and other racialized employees to prepare them for leadership roles.

Please provide details about the nature of sponsorship that you and/or your executive team have provided, along with other programs, such as mentorship or leadership development, if applicable.  

Polar Knowledge Canada and the executive team has sponsored Indigenous employees to prepare for leadership roles. We are currently leveraging the Sivuliqtiurnimut Illinniarniq: Leadership Training for Nunavut Inuit training was created in partnership with the Canada School of Public Service, which aims to increase Inuit representation in supervisory and leadership roles with the Government of Canada. Polar Knowledge Canada sponsored two Inuit employees for the 2023-2024 cohort and three Inuit employees in the 2024-2025 cohort.

In partnership with Pilimmaksaivik, the Federal Centre of Excellence for Inuit Employment in Nunavut, Polar Knowledge Canada is also sponsoring Education leave for Inuit employees who are looking to gain skills and training relevant to their field of work, to support them to grown into more senior roles in the organization. In 2023-2024, two employees were approved to go on educational leave. 

Question 6

Have you, as head of your organization, personally endorsed at least one recruitment campaign for Indigenous employees and Black and other racialized employees?

• I have personally endorsed at least one recruitment campaign for:
  • Indigenous employees

Please provide details.

Polar Knowledge Canada has been sponsoring the Kitikmeot Trade Show for the past 6 years. Held annually in Cambridge Bay, Nunavut, this event allows us to promote the diverse opportunities available within our agency. We highlight various Government of Canada initiatives, including the Inuksugait Inventory, the National Indigenous Student Circle, the information technology (IT) Apprenticeship Program for Indigenous Peoples, and the Federal Student Work Experience Program.

Additionally, we are an active member of the steering committee to support the Public Service Commission’s Inuksugait Inventory through Pilimmaksaivik (Federal Centre of Excellence for Inuit Employment in Nunavut) and continue to leverage this pool for employment at Polar Knowledge Canada.

The Agency is also closely involved with the community of Cambridge Bay where the Agency is headquartered, partnering with local schools to offer learning opportunities to local students and works with the Actua organization to host an annual Science Technology Engineering and Mathmatics camp for Inuit youth.

Through the development of its Employment Equity Plan, Polar Knowledge Canada will continue to support and participate in recruitment campaigns aimed at increasing the representation of Indigenous, Black, and other racialized employees as well as Persons with Disabilities, in order to address the gaps identified in our Employment Equity Annual Report.

Question 7

Has your organization prioritized official language training for Indigenous employees and Black and other racialized employees who are ready for advancement?

• Work is underway to develop an approach to prioritizing official language training for Indigenous employees and Black and other racialized employees who are ready for advancement.

How is your organization prioritizing official language training?

Polar Knowledge Canada has not yet implemented specific actions to prioritize official language training for Indigenous employees and Black and other racialized employees who are ready for advancement. This is an area identified in the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service that we recognize as crucial for fostering an inclusive and equitable work environment.

In the upcoming fiscal year we will develop an Employment Equity Plan which will include a strategy for prioritizing official language training for underrepresented groups. This strategy will aim to identify and remove barriers that may hinder career progression and ensure necessary skills to compete for leadership roles within the organization.

Does your organization offer access to Indigenous language training or have plans to offer access? Please provide details. 

Inuktut language training is currently provided by Pilimmaksaivik (Federal Centre of Excellence for Inuit Employment in Nunavut) in Iqaluit. To align with the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service, Polar Knowledge Canada will be adding access to Inuktut language training in our updated Inuit Employment Plan. This initiative aims to support the linguistic and cultural heritage of Inuit employees and enhance their professional development within the organization.

Within the development of our Employment Equity Plan we will also explore opportunities to offer training in other Indigenous languages relevant to our workforce.

Question 8

Has your organization provided support and/or invested resources for organizational employee networks and communities?

• Material supports are provided for employee networks and communities (e.g., dedicated funding, FTE support, allowing time to engage in activities).

Please provide additional detail about how your organization engages with and supports employee networks and communities.

Polar Knowledge Canada’s Inuit Advisory Committee was established in July 2021 to consult Inuit employees on the development and implementation of the Inuit Employment Plan. This committee plays a crucial role in ensuring that the voices and perspectives of Inuit employees are considered in our decision-making processes. Additionally, the Inuit Advisory Committee will be actively involved in the development of the forthcoming Inuit Employment Plan as well as the Employment Equity Plan, ensuring they both align with the needs and aspirations of our Inuit workforce.

Moving forward, Polar Knowledge Canada will explore how to develop and support employee consultations with other employee networks as part of the Employment Equity Plan.

Question 9

Has anti-racism, equity and inclusion work been embedded in your organization’s integrated business plan and/or mental health plan?

• Work is underway on our integrated business plan and/or mental health plan to embed anti-racism, equity and inclusion work.

Question 10

Does your organization have a calendar to avoid holding major meetings and events during significant religious, spiritual, and cultural periods?

• Work is underway to develop this calendar at my organization.

If the calendar already exists, please provide additional details on how this calendar is communicated or promoted within your organization.  

Polar Knowledge Canada does have an established calendar for all events related to Employment Equity and Mental Health for communication purposes, however at this time it is not available Agency wide and is primarily used by the Human Resources and the Communications Branches. Moving forward, as part of the Employment Equity Plan, we will determine the best way to make this available for all staff so that it may be used more widely to avoid any conflicts with holidays.

In addition, Polar Knowledge Canada is headquartered in Cambridge Bay, Nunavut, and employees there are encouraged to participate in Nunavut celebrations. This practice reflects our commitment to recognizing and honoring local cultural events and will serve as a model for how we approach broader inclusivity efforts across the organization.

Additional information about your organization’s ongoing initiatives 

Question 11

What are two or three specific barriers that you have faced in advancing work on the Call to Action?

Please provide two or three examples.

In our efforts to advance the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service, Polar Knowledge Canada has encountered several specific barriers that have impeded our progress. Despite our commitment to these important initiatives, the following challenges have been particularly significant.

As a small organization, we have a limited number of resources and staff dedicated to implementing employment equity, diversity, and inclusion initiatives. This limitation has impacted our ability to develop and sustain comprehensive programs and initiatives that align with the Call to Action.

Competing priorities within the organization have also been a significant barrier. As we strive to meet our core objectives of fulfilling our scientific mandate and legislative requirements, it is challenging to focus all our attention on the Call to Action on Anti-Racism, Equity, and Inclusion. This challenge is compounded by the urgent and immediate needs that often arise in our work.

We are dedicated to overcoming these barriers and will continue to explore strategies to enhance our capacity, stabilize our workforce, and balance our priorities to better support the Call to Action on Anti-Racism, Equity, and Inclusion priorities.

Question 12

Recognizing that employees often have multiple identities, what actions is your organization undertaking to support Indigenous employees and Black and other racialized employees who are also members of other communities, such as persons with disabilities, 2SLGBTQIA+ communities and religious minorities who face compounding barriers of discrimination?

Please provide details.

Polar Knowledge Canada recognizes that employees often have multiple intersecting identities and that Indigenous employees, Black and other racialized employees who are also members of other communities such as persons with disabilities, 2SLGBTQIA+ communities, and religious minorities face compounded barriers of discrimination. In our commitment to implementing the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service, we are actively working to address these intersectional challenges.

Polar Knowledge Canada will be exploring opportunities to build on existing initiatives that support these communities. For instance, we have promoted 2SLGBTQIA+ events in Polar Knowledge Canada’s newsletter, fostering an inclusive environment and raising awareness among our staff. Additionally, the development and implementation of the Agency’s Inuit Employment Plan reflects our ongoing efforts to support Inuit employees by providing targeted employment and development opportunities.

Furthermore, we will look to leverage employee resource groups from other similar government departments for various communities, including those with intersecting identities, to provide a platform for support, advocacy, and community building.

To ensure our initiatives are effective, we will actively seek feedback from employees through surveys, focus groups, and direct engagement. This feedback will inform us of our ongoing efforts and help us to continually improve our support for all employees.

Question 13

In your first year of implementing the forward direction of the Call to Action, what impact has this work had on the culture of your organization?

Please provide the two or three most important impacts. 

In the first year of implementing the forward direction of the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service, Polar Knowledge Canada has seen some impacts. Notably, we have seen a more inclusive culture emerge, where diverse perspectives are respected and leveraged. This has enriched our workplace environment and contributed to better decision-making and problem-solving. Furthermore, Inuit employees are taking advantage of these opportunities to upskill and advance their careers, which has boosted both individual and organizational growth. This is fostering a sense of commitment across the organization, setting the stage for more substantial changes in the near future.