Statistics Canada

Part I. Values and ethics training plans

Question 1

Has your organization developed department-specific values and ethics training plans down to the divisional level?

• Yes

If not, to what level have department-specific values and ethics training plans been developed and what is your target time frame for completing this work?

Statistics Canada (or the Agency) has developed a comprehensive values and ethics training strategy and has concurrently devised a multi-year action plan for the Integrity and Respect initiative. The progress of this plan is meticulously monitored, resulting in a notable high completion rate for numerous obligatory courses, including the Values and Ethics Foundations, Who We Work For, Moving from Bias to Inclusion, among others.

The multi-year action plan was conceived with the aim of fortifying, expanding upon, and introducing novel initiatives to bolster our organizational values and ethics. This strategic plan has been intricately linked with the Statistics Canada Integrated Business and Human Resources Plan to ensure that endeavors promoting ethical conduct are integrated seamlessly into our day-to-day business operations, strategic priorities, and Statistics Canada scientific methodologies.

Question 2

Has your organization fully implemented department-specific training plans?

• No

If not, what is your target time frame for completing this work?

Statistics Canada has implemented a comprehensive multi-year action and training plan to integrate values and ethics into the organization's culture and climate. Leveraging past experiences, practical objectives with specific milestones and deadlines have been established. Some of these tasks are nearing completion (e.g., comprehensive Code of Conduct review by December 2024), while others are part of a long-term strategic vision. The approach involves continuous evaluation and refinement of these tools, acknowledging the inherent tension between innovation and the dynamic nature of policies and professional standards.

A meticulous learning and development (L&D) logic model is currently in progress, expected to be completed by late June 2024. This model encompasses critical activities, notably a mandatory training framework that delineates required and recommended courses. Collaboration with the L&D team, the Office of Values and Ethics, and other internal stakeholders is underway to seamlessly integrate this framework into the overarching learning and development program. Strategies are being explored to incorporate values and ethics into mentoring, coaching, informal networking discussions, workshops, and other training initiatives. This model serves as a roadmap, illustrating how inputs translate into outputs, outcomes, and ultimately, impacts within the organization.

Part II. Codes of conduct

Question 3

Has your organization reviewed its code of conduct?

• My organization is in the process of reviewing its code of conduct.

Question 4

If your organization is in the process of reviewing its code of conduct, what is your target time frame for completing the review?

Consultation Phase - May-September 2024.

Finalization of Code - December 2024.

Question 5

If your organization has completed the review of its code of conduct, did this review lead to updates?

• My organization is in the process of updating its code of conduct.

Please briefly describe the nature of any updates made (e.g., to clarify expected behaviours, to align with the emerging context, to include emerging risks) or explain why no updates were deemed necessary.

The Agency has initiated a comprehensive review of its Code of Conduct, with a focus on incorporating language pertaining to leadership, accountability, accessibility, diversity, scientific integrity, social media usage, public commentary and criticism, political involvement, and conflicts of interest, specifically tailored for distinct groups such as researchers, methodologists, economists, among others. This review also aims to provide tangible examples of inappropriate behaviors.

Furthermore, the Agency intends to integrate recommendations from Central Agencies, particularly concerning aspects like the use of social media for public servants, into its Code of Conduct.

Additionally, the review process includes the incorporation of information regarding new policies such as the Artificial Intelligence and Data Act and Policy on Sensitive Technology Research and Affiliations of Concern. Furthermore, there is an emphasis on updating policy coverage and granularity, particularly in areas such as scientific integrity and artificial intelligence-related regulations.

Part III. Discussions on personal accountability in upholding public service values and ethics

Question 6

What activities or actions has your organization undertaken to foster a conversation at all levels on personal accountability to uphold our public service values and ethics?

• Dedicated discussions at executive and management committee meetings
• All-staff engagements (e.g., town halls)
• Focused engagement sessions for specific functional areas (e.g., operations, finance, communications, policy, human resources)
• Focused engagement sessions on specific topics (e.g., conflicts of interest, social media, emerging technologies)
• Engagement sessions with equity groups, employee groups, networks and communities
• Inclusion in employees’ performance and talent management cycle discussions
• Specific values and ethics communications campaigns

Please provide additional details on activities that you have undertaken, including those not listed above.

• The Office of Values and Ethics has conducted multiple sessions across the Agency. Commencing in 2023, discussions on values, ethics, and social media were hosted by Directors and Assistant Directors. Tailored sessions were also provided to Interviewers, and Values and Ethics training has been integrated into mandatory Financial Management Training.
• Eight articles have been published, focusing on key themes such as political activities, the practical application of values and ethics, navigating social media, and ethical leadership, among others.
• In September 2023, a retreat centered on Integrity and Respect convened, gathering Champions and Integrity and Respect Awareness Officers (IRAOs). During this event, officers engaged in dialogues regarding their roles and responsibilities, with an emphasis on the importance of discussions surrounding values and ethics. They also explored various strategies to promote and enhance values and ethics within the organization.
• On December 5, 2023, an Executive (EX) Townhall was conducted where executives discussed tangible ways to integrate collective values and ethics into the Agency's processes and daily activities. Following this event, Directors (including Assistant Directors, Divisional Chiefs, and managers tasked with holding sessions) were directed to organize tailored divisional meetings before January 30th, 2024. A subsequent survey revealed that over 90% of executives had actively explored practical methods to address key concerns and drive positive change during these small group discussions. Additionally, over 92% felt that the session design effectively facilitated the achievement of its objectives.
• Since January 2024, 14 sessions have been hosted, attended by hundreds of employees, focusing on "social media guidelines for employees" and best practices in social media usage.
• On January 30, 2024, another EX Townhall continued the discussion on increasing the relevance of values and ethics. The event summarized field activities following the previous EX Townhall, included a Values and Ethics Q&A session, highlighted best practices, presented case studies to all executives, and outlined next steps to further the conversation on values and ethics.
• On February 27, 2024, the Canadian Council of the Blind organized a panel discussion with researchers from Statistics Canada about the 2022 Canadian Survey on Disability. Panelists discussed data collection methods, the importance of the data, and insights into disability prevalence in Canada, including visual disabilities. Panelists also discussed Statistics Canada's Accessibility plan and took questions from the audience. This discussion was led by a senior leader at Statistics Canada.
• On March 13, 2024, the Office of Values and Ethics presented to the Visible Minority Consultative Group (VMCG) on the Integrity and Respect program and highlighted various resources available at the Agency.
• On April 18, 2024, the Office of Values and Ethics collaborated with the Office of Privacy Management and Information Coordination (OPMIC) to plan a joint communication initiative to disseminate ethical issues throughout StatCan to all staff.
• On May 1, 2024, the Middle Management Conference featured sessions on "Leading through Change," "Get Connected: A values-driven approach to change management," "Reverberations: Leadership in a Digital Era," "Brave New Workplace: Designing Productive, Healthy, and Safe Organizations," and a Panel Discussion on "Leadership in Times of Change." The event attracted over 300 in-person attendees, with an additional 160 participating online, including Chiefs and Assistant Directors.
• On May 2, 2024, the Chief Statistician held an executive Townhall, followed by an all-staff meeting on May 16, to articulate his vision for the Agency. Throughout both gatherings, significant emphasis was placed on the imperative of embedding values and ethics in all actions. The alignment of the Chief Statistician’s vision with the Values and Ethics Code for the Public Sector, as well as the fundamental principles of official statistics, which encompass similar values, was underscored. Employees were reminded of the crucial nature of these values and how they can be actively practiced and demonstrated in their daily work for the benefit of Canadians. The Chief Statistician continued to emphasize these points during his visits to regional offices, ensuring that the message remained consistent across all levels of the agency.

Question 7

Has your organization taken any actions to ensure that conversations on personal accountability to uphold our public service values and ethics occur on a continuing basis?

• Included as part of the onboarding process for new employees
• Incorporated in employees’ professional development and mandatory learning plans
• Integrated in career succession planning (e.g., supervisor, manager, director)

Please provide details on activities that you have undertaken, including those not listed above.

Onboarding

• Statistics Canada has recently revised and updated the New Employee Handbook, incorporating the Values and Ethics Code for the Public Sector and the Statistics Canada Code of Conduct. This update was completed in May 2024.
• Furthermore, the Employees' fact sheet has been refreshed to include information on the Values and Ethics Code for the Public Sector, the Statistics Canada Code of Conduct, and details about Employee Groups. This update is scheduled for June 2024.
• In December 2023, Values and Ethics content was integrated into the welcome engagement letter templates, which are accessible on the internal site.
• A new slide has been introduced in the "Employee Welcome" presentation, highlighting values and ethics in the workplace (both Public Sector and departmental perspectives). This presentation is now delivered to different groups throughout the year as of March 2024.
• Statistics Canada has added an Ethics Roadmap to the Onboarding page, enhancing the orientation process for new employees. This addition was made in April 2024.

Professional Development and Mandatory Learning

• All Statistics Canada employees, managers, and executives are required to complete the audit and evaluation training provided by the Canada School of Public Service (CSPS) to reinforce the importance of stewardship.
• Additionally, as part of their corporate commitments, all executives will be required to cultivate a values-based culture and include regularly engage in discussions to emphasize the importance of our values through meetings, emails, and other channels.
• Furthermore, Statistics Canada employees, managers, and senior leaders are mandated to complete or retake the CSPS’s mandatory every five years.
• As Statistics Canada undertakes the review and implementation of the Agency’s Code of Conduct, all Statistics Canada employees, managers, and senior leaders will be required to familiarize themselves with “Values Alive: A Conversation Guide to the Values and Ethics Code for the Public Sector” (Treasury Board), the Values and Ethics Code for the Public Sector, and the Statistics Canada Code of Conduct. This comprehensive approach ensures alignment with established values and ethical standards, fostering a culture of integrity and accountability throughout the organization.
• Statistics Canada employees, managers, and senior leaders are required to read “Values Alive: A Conversation Guide to the Values & Ethics Code to the Public Sector” (Treasury Board), the Values and Ethics Code for the Public Sector, and the Statistics Canada Code of Conduct. They are also obligated to undertake special topics training on values and ethics.
• Statistics Canada has compiled a comprehensive list of mandatory training courses tailored for employees, managers, executives, and functional specialists (such as procurement, material management, real property, and finance specialists).

Foundational Learning (Statistics Canada mandatory training)

• Values and Ethics Foundations for Employees (FON301)
• Values and Ethics Foundations for Managers (FON302)
• Who We Work For (FON304)
• Moving from Bias to Inclusion (INC123)
• Adopting an Inclusive Mindset at Work (csps-efpc.gc.ca)
• Key Concepts in Financial Management (csps-efpc.gc.ca)
• Applying Key Concepts in Financial Management (csps-efpc.gc.ca)

Career Succession Planning

• Statistics Canada has established a robust mentorship and sponsorship program managed by the Corporate Mentoring Team and the Equity, Diversity, and Inclusion team. This centralized program aims to provide broader access, consistency in activities, and improved reporting. The program includes mentoring as part of learning and development, leadership programs, recruitment and development initiatives, speed mentoring activities, and external mentoring programs.
• Additionally, Statistics Canada’s Sponsorship program supports racialized and marginalized talent by addressing career advancement barriers. It aligns with the Government of Canada's Sponsorship initiative and the Clerk of the Privy Council’s Call to Action. The program aims to gather insights from a small-scale cohort to explore opportunities for expansion to include all employee equity (EE) and equity-seeking groups, including members of the 2SLGBTQIA+ community, across the entire Statistics Canada workforce.

Part IV. Additional information

Question 8

What recurring themes (e.g., social media, emerging technology, conflicts of interest) have emerged from conversations with employees (e.g., students, new public servants, front-line service providers, managers, executives, members of functional/horizontal communities/employee networks) across your organization?

After engaging in discussions with employees and conducting various training sessions, several recurring themes of interest were identified. These include conflicts of interest arising from academic appointments and research activities, concerns related to intellectual property, the use of social media, considerations surrounding the integration of Artificial Intelligence (AI) with associated integrity and privacy issues, and the interpretation of policies such as the Artificial Intelligence and Data Act and guidelines for Sensitive Technology Research.

In response to these findings, the Agency has proactively updated a range of guidelines accessible on the internal website to provide additional guidance. Notably, revisions were made to the guidelines concerning the appropriate use of social media. The Social Media team has been actively involved in offering advice and support to internal stakeholders, senior management, and individual employees regarding social media policies, standards, guidelines, and best practices.

Question 9

How have you adjusted your learning activities to address recurring themes (e.g., adjusted training plans, developed specific case studies, invited expert speakers to focus on emerging themes)?

Statistics Canada held the Middle Management Conference on May 1, 2024, and the topic of conversation was on Leading through Change, Get Connected: A values-driven approach to change management, Reverberations: leadership in a digital Era, Brave New Workplace: Designing Productive, Heathy, and Safe Organization and Panel Discussion: Leadership in Times of Change. Additionally, the updated materials will include new material on research integrity, AI, and related policies.

Question 10

Are there any actions or learning activities that have been particularly successful in fostering conversations within your organization (e.g., new tools, creative approaches that have resonated well with employees and managers, meeting with small groups, equipping managers to lead conversations, equipping values and ethics office/practitioners)?

• The feedback garnered from divisional sessions addressing values and ethics, harassment and violence prevention, and social media has been overwhelmingly positive and highly valued by employees across all levels within the agency. Participants expressed appreciation for the opportunity to share information, establish team goals, and enhance communication among colleagues. Statistics Canada remains steadfast in its commitment to promoting these sessions, recognizing their significant contribution to fostering a healthier organizational culture and climate.
• Feedback from the Executive (EX) Townhall has also been positive, with over 93% of participants expressing satisfaction with the overall experience. Additionally, more than 90% of executives reported that they actively explored practical methods to proactively address major concerns and facilitate positive change within the organization.
• The feedback received from the Middle Management Conference has been deemed a significant success. Many attendees have expressed how each speaker resonated with them, and the selected key topics were perceived to bring substantial value to their current professional realities and challenges. The survey for this event is currently ongoing and will be thoroughly analyzed to determine the appropriate next steps.

Question 11

What indicators will be used to measure increased employee awareness of the role of values and ethics in their daily work (e.g., Public Service Employee Survey, pulse surveys, engagement with focus groups)?

In the medium-term, the plan will continue to include both pulse surveys and focus groups. In the longer-term, we will assess issues using the Public Service Employee Survey. 

Question 12

Will these indicators be disaggregated by identity factors?

• Yes

Question 13

Is there any additional information that you would like to share regarding your organization’s work on values and ethics (e.g., to advance particular recommendations of the Deputy Ministers’ Task Team on Values and Ethics Report)?

The Office of Values and Ethics, in collaboration with the Communications Division, is currently involved in producing a video centered on StatCan's Golden Rules. This video aims to highlight critical aspects including the Values and Ethics Code for the Public Sector, Statistics Canada's Code of Conduct, the importance of adhering to the Directive on Conflict of Interest to maintain public trust, the significance of political impartiality, stewardship, and the demonstration of unwavering integrity and respect, among other principles. Moreover, efforts are in progress to develop a new video titled “Statistics Canada Employees and Social Media”.

Collaboration with various internal stakeholders is actively pursued by the Office of Values and Ethics to deepen the comprehension of how these principles reinforce organizational functionality. Collaborative endeavors have engaged teams such as Procurement, Harassment, Violence and Prevention, Social Media, Finance, and others. These collaborations have not only led to updates in mandatory training but also included joint facilitation of sessions by Values and Ethics practitioners.

Continuous evaluation and refinement of strategies play a vital role in embedding values and ethics within the workplace, acknowledging the ongoing equilibrium between innovation, evolving standards, improved policies, and a professional workplace. Our unwavering commitment persists in upholding these values and ethics, ensuring their assimilation into our organizational fibers, and cultivating a culture of integrity, respect, and accountability within Statistics Canada.