Diversity in the Workplace
Date: July 15, 2020
Classification: Unclassified
Branch/Agency: HRB/CBSA
Proposed Response:
- The CBSA is proud to have a very diverse workforce that is representative of all Canadians.
- We recognize the benefits that an equitable, diverse and inclusive workforce offers, and we will continue to make diversity and inclusion a top priority.
- We will continue to seek and implement policies specific to the advancement of diversity and inclusion within our organization.
If pressed on racial profiling:
- We hold our employees to a high level of professionalism and integrity and remain committed to creating a workplace where racism is not tolerated, ever.
- We are increasing awareness and working towards sustainable change by educating our workforce. Employees, recruits and students undergo training on cultural diversity and the prevention of racial profiling.
- As stated in the CBSA’s Code of Conduct, “Treating all people with respect, dignity and fairness is fundamental to our relationship with the Canadian public and contributes to a safe and healthy work environment that promotes engagement, openness and transparency.”
- The integrity of our organization relies on our employees’ proven commitment to established standards of professional conduct. All allegations of improper conduct by CBSA employees are taken very seriously and are thoroughly investigated.
Background:
Canada has seen its population rapidly change in recent decades and projections indicate that these trends will continue for the foreseeable future. These changes not only have policy implications for federal departments and agencies, but necessitate the need for continued efforts to support a diverse and inclusive federal public service that reflects the composition of the Canadians we proudly serve.
Diversity and inclusion are two core values of the Canadian public service. There is increasing awareness that diverse and inclusive workplaces foster an environment of innovation, creativity, problem-solving, and positive community relations. Comprehensive diversity and inclusion strategies facilitate the hiring, promotion and retention of diverse people. Senior leaders within the CBSA recognize the importance of a diverse and inclusive workplace. As such, the Agency is concentrating its efforts on initiatives to address the challenges of underrepresentation of Canada’s diverse communities.
The Agency will soon be launching its new Employment Equity, Diversity and Inclusion Action Plan for 2020-2023. The Plan articulates the strategies, measures, and the resources necessary to successfully recruit, promote, and retain a more diverse workforce. It will ensure that visible leadership and accountability are clearly demonstrated and will allow the Agency to expand its efforts to foster a culture that encourages collaboration, flexibility, and fairness, one that enables all employees to reach their full potential.
The CBSA systematically reviews demographic data and diversity information as part of its executive talent management processes in order to achieve greater representation. As such, the Agency has recently launched an EX minus one Employment Equity targeted process, open to the Public Service. The pool for the process was established on September 30, 2019, and is currently valid until September 30, 2021.
A number of CBSA’s senior leaders, including the President, participate in interdepartmental working groups and task forces such as the Deputy Minister Task Force on Diversity and Inclusiveness (TF-D&I), and lead diversity and inclusion initiatives at the Agency as champions to advance diversity and inclusion objectives.
Additionally, the CBSA formalized the creation of the Indigenous Affairs Secretariat (IAS) which provides meaningful direction and insight into the factors influencing the CBSA’s Reconciliation journey. This includes aiding efforts to support current and prospective Indigenous employees from recruitment to retirement, while contributing to the Agency’s mandate to provide integrated border services that support the national security, public safety and prosperity of Canada.
Furthermore, in 2019, the CBSA conducted 62 outreach and recruitment events to reach out to Indigenous people and we have 120 Indigenous candidates currently in the process of applying to be Border Services Officers (BSOs). Based on feedback received from candidates we have established a mentorship program for Indigenous Candidates applying to BSOs. The Agency also implemented the Indigenous Mentorship Program in Fall 2019, which consists of CBSA employees from across Canada who have been paired with a mentor, respecting their cultural background
In fiscal year 2018-2019, the CBSA launched a new recruitment process for BSOs and began applying a GBA+ lens to this process. Based on the findings of a study conducted by the Royal Canadian Mounted Police (RCMP), the CBSA made several adjustments to its own processes incorporating best practices for recruitment. The development of the Agency’s new Officer Trainee Entrance Exam also included the application of a GBA+ lens.
The Agency recognizes the benefits that an equitable, diverse and inclusive workforce offers and, as such, will continue to integrate diversity and inclusion into a number of strategies, plans, programs, and policies. The CBSA will continue to leverage its diversity advisory committees to discuss employment barriers and to refine the development of programs and activities specific to their respective communities, thereby contributing to the overall advancement of diversity and inclusion within the Agency.
The Agency’s recruitment initiatives are regularly reviewed to ensure that they capitalize on opportunities to participate in events tailored toward historically underrepresented groups such as young women in the fields of public safety and law enforcement. The Agency has developed a three year officer outreach and recruitment strategy focused on targeted recruitment gaps (i.e. women, indigenous bilingual, veterans).
Nonetheless, the CBSA is still challenged to increase its diversity and inclusion and to retaining a diverse workforce. As of April 2020, data shows that the CBSA population is comprised of 13,977 employees. The CBSA’s internal representation of women (47.3%) is slightly higher than the workforce availability (WFA) (44.5%); however, the representation of the three other Employment Equity groups is slightly lower than the WFA with visible minorities at 15.7% vs 16.1%, persons with disabilities at 3.5% vs 3.6 %, and Indigenous peoples at 3.3% vs 3.8%. Moreover, the departure rate for all four groups is higher than the hiring rate.
Contacts:
Approved by: Louise Youdale, Vice-President, Human Resources Branch, 613-948-3180
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