Annual Report on the Operation of the Canadian Multiculturalism Act

Transcription

1 Annual Report on the Operation of the Canadian Multiculturalism Act FEDERAL INSTITUTION SUBMISSION TEMPLATE For Small Institutions In accordance with the reporting requirements of the Canadian Multiculturalism Act, please complete the following submission template for small institutions (500 employees or less) for the reporting period April 1, 2013, to March 31, To assist your organization in completing the template, a guide is available for your reference. Completed submissions are to be returned by to Citizenship and Immigration Canada (CIC) at: Multi-Annual-Report@cic.gc.ca by FRIDAY JUNE 27, Please note that information provided through this process will be considered for inclusion in the Annual Report at CIC s discretion. ABOUT YOUR INSTITUTION Name of federal institution (please provide in both official languages): National Capital Commission Commission de la capitale nationale Name of person responsible for approving submission (on behalf of your institution): Manon Rochon Title: Senior Director, Human Resources Address: Elgin, Ottawa, Ontario K1P 1C7 Telephone number: ext address: manon.rochon@ncc-ccn.ca Contact person (responsible for submission): Mariline Carrière Title: Administrative Coordinator, Human Resources Address: Elgin, Ottawa, Ontario K1P 1C7 Telephone number: ext address: mariline.carriere@ncc-ccn.ca Name of Multiculturalism Champion (if one has been appointed): Title: Address: Telephone number: address: Canadian Multiculturalism Act Annual Report Federal Submission Template Small Institutions Page 1

2 STATISTICAL INFORMATION Total number of employees in your institution (as of March 31, 2014). Employees is defined as the total number of indeterminate and term employees: 412 SECTION 1 IMPLEMENTATION OF THE CANADIAN MULTICULTURALISM ACT Please refer to the Submission Guide for general information on the purpose of each section. YES NO Q. 1.1 In the reporting year , did your institution undertake initiatives, either through programs, policies, practices or services, to: a) Ensure that Canadians of all origins have an equal opportunity to obtain employment and advancement in your institution? Section 3(2)(a) of the Act Focus: Internal b) Promote policies, programs and practices that enhance the ability of individuals and communities of all origins to contribute to the continuing evolution of Canada? Section 3(2)(b) of the Act Focus: External c) Promote policies, programs and practices that enhance the understanding of and respect for the diversity of the members of Canadian society? Section 3(2)(c) of the Act Focus: Internal and external d) Collect statistical data in order to enable the development of policies, programs and practices that are sensitive and responsive to the multicultural reality of Canada? Section 3(2)(d) of the Act Focus: Mostly external e) Make use, as appropriate, of the language skills and cultural understanding of individuals of all origins? Section 3(2)(e) of the Act Focus: Internal and external Q. 1.2 Does your institution have programs related to anti-racism or aimed at building intercultural and interfaith understanding? If you responded yes to any of the questions above, please provide details on the most meaningful new initiatives your institution undertook that you would like to showcase as an example of how your institution furthered the principles of the Canadian Multiculturalism Act. Please provide a description of the initiatives or activities (maximum 100 words) and explain how Canadians are better served as a result of these initiatives or activities (maximum 100 words). Q. 1.1 a) equal opportunity to obtain employment and advancement In an effort to decrease the discrepancy among representation by EE groups, the National Capital Commission (NCC) continues to communicate all employment opportunities to the 28 interested communities, mentioned below, and in the past year, 31 job postings were forwarded. French Minorities 1. Association de la presse francophone (APF) 2. Assemblée de la francophonie de l'ontario (AFO) 3. Fédération de la jeunesse franco-ontarienne (FESFO) 4. Fédération de la jeunesse canadienne-française (FJCF) Canadian Multiculturalism Act Annual Report Federal Submission Template Small Institutions Page 2

3 5. Fédération des communautés francophones et acadienne du Canada (FCFA) 6. Regional Association of West Quebecers (RAWQ) / L'association régionale des West Quebecers (ARWQ) 7. Canadian Parents for French (CPF) 8. Le Mouvement d'implication francophone d'orléans (MIFO) 9. The Canada Mauritius Cultural Association of Ottawa / Association culturelle Canada Maurice d Ottawa Visible Minorities 1. Service Intégration Travail Outaouais (SITO) 2. Carrefour jeunesse emploi de l Outaouais (CJEO) 3. Blog Magazine Clés en main 4. Ottawa Chinese Commununity Service Centre (OCCSC) 5. LASI World Skills / LASI Compétences mondiales 6. Federal Internship for Newcomers Program Citizenship and Immigration Canada (CIC) Programme fédéral de stage pour les nouveaux arrivants - Citoyenneté et Immigration Canada (CIC) Aboriginal Peoples 1. Congress of Aboriginal Peoples / Congrès des peuples autochtones 2. Native Women s Association of Canada / Association des femmes autochtones du Canada Persons with disabilities 1. Active Living Alliance for Canadians with a disability / Alliance de vie active pour les Canadiens/Canadiennes ayant un handicap 2. Ontario March Of Dimes 3. Arthritis Society / La société de l'arthrite 4. Coopérative Horizon Emploi 5. The Ottawa-Carleton Association for Persons with Developmental Disabilities (OCAPDD) / L'Association d'ottawa-carleton pour personnes ayant une déficience intellectuelle (AOCPDI) 6. Canadian Mental Health Association / Association canadienne pour la santé mentale 7. United Way / Centraide 8. Y's Owl Maclure Co-operative Centre 9. Autism Ontario - Ottawa / Autisme Ontario - Ottawa 10. Causeway Work Centre Women Option Femmes Emploi Canadian Multiculturalism Act Annual Report Federal Submission Template Small Institutions Page 3

4 Q. 1.1 b) policies, programs and practices that enhance the ability of individuals and communities of all origins to contribute to the continuing evolution of Canada Corporate Plan à The NCC s Corporate Plan outlines two strategic directions for the to planning period, one of them being Communicate the Capital s importance to all Canadians. Through this direction, the NCC has committed to: Showcasing and communicating Canadian history, identity and culture to generate national pride; and Supporting the commemoration of nationally significant events and achievements. In support of nationally significant events and achievements, the NCC plans to ensure that territorial and provincial symbols, and Canadian culture and identity are represented in the Capital. To showcase and communicate Canada s history, identity and culture, the NCC will support and leverage numerous significant national commemoration activities. The NCC collaborates with Algonquin communities in the region on various projects. As part of the events surrounding the 75th anniversary celebrations for Gatineau Park, events on September 28 and 29, 2013, were coordinated by the Kitigan Zibi Anishinabeg Cultural Education Centre. The Algonquin Summer activities offered an opportunity to promote Algonquin culture to Park visitors. The events reflected certain facets of traditional and contemporary Algonquin culture. With the cooperation of the NCC s Liaison Officer, Aboriginal Affairs, the planned programming featured traditions as well as aspects of this culture. The Artisan portion represented the communities of Kitigan Zibi and Pikwàkanagàn. The Liaison Officer s role is to liaise and act as a resource person on behalf of the NCC with respect to Aboriginal peoples (First Nations-Métis-Inuit) in an effort to encourage them to play an active role in NCC programs and activities. Q. 1.1 c) policies, programs and practices that enhance the understanding of and respect for the diversity of the members of Canadian society As indicated in the Employment Equity action plan, the NCC is committed to providing diversity training to all of its employees. In 2013, 56 employees took part in the sessions, bringing to 381 the number of employees who have received this training since The half-day course includes definitions and components of a diverse workforce, rights and responsibilities in a diverse workplace, legal foundations, accommodation, promoting diversity in the workplace, analyzing real-life diversity scenarios and resolving them with fair, innovative and equitable solutions. Canadian Multiculturalism Act Annual Report Federal Submission Template Small Institutions Page 4

5 Q. 1.1 d) Collect statistical data The NCC gathers a wealth of statistical data on its workforce in a dashboard in order to facilitate the elaboration of policies, guidelines and programs that take into account, among other things, the reality of multiculturalism in our organization. This dashboard is updated on a quarterly basis and data such as percentage of employees from a designated group as well as the participation rate to the Diversity training are communicated to each branch. In its ongoing effort to fulfill its mandate, the NCC has adopted an employeedriven system of values. These values have become an integral part of the way the NCC workplace environment evolves. To eliminate every possible obstacle or unfair treatment, the NCC conducts voluntary exit interviews. The questionnaire deals with such topics as working conditions, work environment (relationships with supervisors and colleagues, sense of belonging, etc.), training and development, pay and benefits, supervision (monitoring/support received, open-mindedness, equitable treatment of employees, flexible work schedule, etc.), and reasons for departure (work-life balance, illness, etc.). In particular, this information enables us to address situations of inequity, if any, amongst work teams. However, we will need to review this questionnaire to make some improvements, such as the identification to a designated group. Canadian Multiculturalism Act Annual Report Federal Submission Template Small Institutions Page 5

6 SECTION 2 SUCCESSES AND CHALLENGES Focus: Internal and external Please refer to the Submission Guide for general information on the purpose of each section. Q. 2.1 Last year, in your submission to the Annual Report, you were asked the following: What steps will your organization take to advance the Canadian Multiculturalism Act in fiscal year ? Did your institution implement the planned initiatives? YES N/A NO There were no measures identified in Q. 2.2 Does your institution face barriers or challenges with respect to the implementation of the Canadian Multiculturalism Act? If yes, please list the barriers and challenges. Following adoption of the 2013 federal budget, the mandate of the Capital Experience program of the NCC was transferred, on September 30, 2013, to Canadian Heritage, which represents slightly more than 80 employees. The NCC concentrated its effort towards this transfer and therefore was not able to put as much attention on the implementation of the Canadian Multiculturalism Act. Q. 2.3 In fiscal year , what initiatives does your institution plan to undertake to further implement the Canadian Multiculturalism Act? The NCC will work on implementing initiatives/projects with regards to multiculturalism as identified in its Action Plan, such as: Review its recruitment process in order to attract more candidates from designated groups; Identify candidates from designated groups that make it into the different steps of the selection process; Continue to collect data from the exit interviews; Continue to provide training on diversity to all employees; Continue to communicate with employees regarding the different activities and initiatives on diversity and focus on sensitizing our workforce so that there is a wide understanding of the value of diversity, and a sense of fairness for all. Canadian Multiculturalism Act Annual Report Federal Submission Template Small Institutions Page 6