Canadian Transportation Agency
Letter on Implementation of the Call to Action on Anti-Racism, Equity and Inclusion

Summer 2021 update

Dear Janice Charette,

This is in response to your message following the release of the Call to Action on Anti-Racism, Equity and Inclusion in the Federal Public Service.

The Canadian Transportation Agency (CTA) and its management team has actively engaged over the past year to address the issue of systemic racism.

A key initiative was the development of the Agency's Management Statement for Equity, Diversity and Inclusion in the Workplace, which was endorsed by our Executive Committee on the International Day for the Elimination of Racial Discrimination. All executives, managers and team leaders were also invited to endorse the statement. 

An Action Plan for Equity, Diversity and Inclusion was also developed as a concrete plan to implement the Management Statement. The Action Plan was developed in collaboration with the Agency's Committee on Diversity and Inclusion. It promotes a culture of diversity and inclusion by committing to several actions that aim to correct and remove the barriers of systemic racism.

As a small organization, we have a single Committee on Diversity and Inclusion to cover all aspects of diversity and inclusion in the Agency. The Champion and the employees that are part of that committee are very active in their role, which has resulted in an increase in activities to promote equity, diversity and inclusion in the workplace and an overall increase in employees' participation to events organized by the committee. Their dedicated efforts have had a major impact on level and quality of our efforts over the last year. 

Our efforts have also focused on learning, performance and talent management, leadership, improved staffing processes and tools, and increasing representation of designated groups. Some actions taken to date are:

In the spring of 2022, the CTA will be moving to a newly constructed building located at 60 Laval in Gatineau. At the onset of this project, it was decided that the Agency would take all necessary steps to make our new worksite a showcase in terms of accessibility. Working hand-in-hand with the Rick Hansen Foundation, Public Service and Procurement Canada, Shared Services Canada's Accessibility, Accommodation and Adaptive Computer Technology program, our new location will meet the Foundation's Gold+ certification. It will include features like contrasted stairs, elevators, objects and markings, tactile walking surface indicators, signage with Braille, 45-degree corners, adult changing tables, universal washrooms, accessible kitchen with knee clearance, a variety of seating options and rounded corners on kitchen tables. It will be one of the most accessible buildings in the National Capital Region. Once we have access to our new building, our intent is to promote accessibility by organizing guided tours.

The Agency is committed to hire a diverse workforce and close current gaps in the representation of aboriginal people, visible minorities and persons with disabilities. Progress in this area is measured through the Agency's results in the annual Public Service Employee Survey. The Agency's results continue to be higher than the Public Service's and on par with small departments. 89% of employees agreed that the Agency implements activities and practices that support a diverse workplace, 84% of employees feel that in their work unit, every individual is accepted as an equal member of the team, 84% of employees think the Agency respects individual differences, and 78% of employees think the Agency works hard to create a workplace that prevents discrimination. 

The CTA also measures progress by monitoring the use of Ombudsman Services, Informal Conflict Management Services and EAP services and the LifeSpeak consultations by employees and managers.  

As a small department, we face specific challenges.  Therefore, we have built on the recruitment approaches of larger organizations by using their inventories, pools and programs.  For example, we leveraged programs or processes from larger departments like PSC, HRSDC, DND to increase our diversity profile and partnered with external stakeholders like Carleton University or Live-Play-Work to hire and integrate individuals.  We have also created a partnership with the Canadian Centre on Diversity and Inclusion.  It is also a challenge to develop our own leadership and career development services targeted to equity-seeking groups; as a mitigation strategy, we are providing greater access to services like coaching or developmental programs to all employees. 

Over the coming year, our focus will be to increase representation in all designated groups, and to continue to sensitize our employees to equity, diversity and inclusion through formal training and informal sessions, move to a fully accessible worksite and integrate flexible practices in our post-pandemic return to the workplace.

Please do not hesitate to contact me should you have any questions related to the Agency's measures outlined above.

Yours truly,

France Pégeot
Chair and CEO

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