List of Anti-Bias and Sensitivity Training Being Done by Portfolio Organizations
The Federal Anti-Racism Secretariat
June 2020
Canada’s Anti-Racism Strategy
Demonstrating Federal Leadership
Objectives
Stronger national coordination and monitoring, support partners to develop solutions and effective public reporting.
Actions
- Creation of an Anti-Racism Secretariat and development of a Community Outreach Plan ($4.6M)
- Federal action focused on justice and public safety ($900k)
Empowering Communities
Objectives
Focus on gaps, most impact, and where the community is best placed to tackle the issue.
Actions
- Creation of a new Program – ARAP (including funding to counter online hate) ($1.5M)
- New investments in existing programming ($15M)
Building Understanding
Objectives
Address gaps in data and evidence, increase awareness and understanding of barriers.
Actions
- Further and disaggregated data on racism and discrimination (including funding to StatsCan, DOJ) ($6.2M)
- National Public Awareness and Education Campaign ($3.3M)
Anti-Racism Strategy Results Chain
SHORT TERM
Increased capacity to address racial barriers.
More access to initiatives that address barriers.
Enhanced coordination with other federal institutions, orders of government and community organizations.
Increased access to data, evidence and community insights.
Higher public awareness about racism.
MEDIUM TERM
Improved organizational practices (initiatives, policies, programs and services) by federal organizations.
Improved attitudes and practices among the general public with regards to countering racism, discrimination and hate.
RESULT
Improvement in employment, justice and social outcomes for racialized communities, religious minorities and Indigenous peoples as well as increased public awareness of the barriers and challenges they face.
The Federal Anti-Racism Secretariat – Removing Barriers, Transforming Lives
VISION
The Federal Anti-Racism Secretariat is driven by a vision of Canada as a fully inclusive society, where everyone is able to fully participate in the economic, cultural, social and political speheres.
MANDATE
Lead a whole-of-government campaign against systemic racism leveraging multi-sector partnerships to improve socio-economic outcomes for racialized and religious minority communities and Indigenous peoples.
MISSION
Facilitate the harmonization, integration and boosting of anti-racism initiatives across federal organizations, orders of government and social sectors.
Recent Initiatives - 2020
- NEW COVID-19 TASKFORCE TACKLES PANDEMIC INEQUITIES : ARSEC has established the Equity-Seeking Communities COVID-19 Taskforce with Women and Gender Equality Canada (ESACT). The Taskforce launched in late March 2020, it gathers 85 senior managers, directors and directors general, representing 24 federal organizations, for bi-weekly meetings.
- ASSISTING IN EDUCATING THE FEDERAL PUBLIC SERVICE ON ANTI-BLACK RACISM : For Black History Month 2020, ARSEC joined forces with the Canada School of Public Service, as well as the Canadian Human Rights Commission, the Quebec Human Rights and Youth Rights Commission, and the Federal Black Employees Caucus (FBEC), to help federal public servants understand the history and impact of anti-Black racism in Canada.
- CLOSING ASIAN HERITAGE MONTH WITH AN IMPORTANT TOWN HALL : The end of May 2020 marked an important town hall to discuss the impact of COVID-19 on East Asian communities. Convening some 90 community members from across Canada, the event was chaired by the Honourable Minister Bardish Chagger, Minister of Diversity and Inclusion and Youth, with support from ARSEC. Recommendations from several particiapants indentified critical areas for government action against anti-Asian racism.
- FROM CONVERSATION TO POLICY, BLACK CANADIAN YOUTH SPEAK OUT : following engagement sessions with Black youth across the country, ARSEC gathered approximately 100 Francophone and Anglophone Black youth in downtown Montreal to explore ways to tackle anti-Black racism in federal programs, policies, services and legislation focused on the criminal justice system, employment, education and migration.
- BUILDING SOLIDARITY AGAINST ANTI-ASIAN RACISM : Building on information and relationships ARSEC has built with the community, funding from PCH’s Digital Citizen Initiative was provided to Asian Canadian groups to equip Canadians with online tools to combat anti-Asian racism and combat COVID-19 disinformation.
Upcoming Initiatives
COVID ENGAGEMENT :
- Continued inter-departmental engagement via ESACT
- Town Halls with specific racialized and Indigenous communities
- Virtual conferences with the Canadian Human Rights Commission
- Focus groups work, surveys, stakeholder newsletter
POST COVID INITIATIVES AND ENGAGEMENT
- Continued initiatives and working groups with federal departments – post ESACT
- Re-imagining community safety and advancing a new model of Justice
- Working with Statistics Canada and others on collecting and publicizing disaggregated data
- Intercultural dialogue sessions with stakeholders
- Dialogue with municipalities and other levels of government
- Corporate and philanthropic sector engagement including Pledge Events
- Ongoing funding to counter online hate, support communities
- Anti-Racism Public Education and Awareness Campaign, Blitz and Web Site
- Marketing and Promotion of the Public Art Challenge, Anti-Racism Week, Black History Month, Asian Heritage Month
BUILDING THE NEW STRATEGY – 2020 AND BEYOND :
-Reporting to Parliament on Canada’s Anti-Racism Strategy 2020-2022
- Engagement on developing items for the next phase of an Anti-Racism Strategy
-Advisory Committees, Surveys and Focus Groups
PS Portfolio and Anti-bias Training
Public Safety Canada
In November 2019, the department issued a challenge to all employees to take the four courses offered by the Canada School of Public Service :
- From November 18 to 22: Unconscious Bias Challenge. This week, we challenge you to follow useful online courses offered by the CSPS. People managers should also consider this training. These can certainly help us all in our learning plans!
- Cultural Self-Reflection: What I Know and What I Don’t Know (K099) (1 hour)
- Understanding Unconscious Bias (W005) (0.5 hours)
- Overcoming Your Own Unconscious Biases (W006) (0.5 hours)
- Overcoming Unconscious Bias in the Workplace (0.5 hours)
- Once you have proof of completion for at least three of these trainings, send them to the Values, Inclusion, Ethics and Wellness team to enter to win a mentoring lunch with the Ambassador of Diversity and Inclusion and Director of National Security Policy, Erin Dorgan!
Mandatory Training? No
Public Safety is in discussion with Global Affairs Canada to provide Unconscious Bias training to the Inclusive By Design Committee and all employees. This training was offered in person only and implementation is now delayed due to teleworking. GAC is adapting the training to an online format.
PS is also in the process of developing an Equitable, Diverse and Inclusive Staffing Strategy. Unconscious Bias Training is recommended for all hiring managers and HR advisors.
The following is an excerpt from that draft strategy :
First Step : Reducing Bias in Staffing Decision via CSPS Online Self-Paced Courses for Hiring Managers and HR Staffing Advisors
Required Courses :
x Selection of Candidate Using an Objective Eye (C139)
x Overcoming Unconscious Bias in the Workplace (W007)
Recommended Courses to Increase Skill and Leadership :
x Bridging the Diversity Gap (W003)
x Your role in Workplace Diversity (W004)
x Understanding Unconcious Bias (W005)
Board Member Orientation -1/3 day (2 - 2.5 hours) module on Board Member's Code of Conduct.
In the professional conduct section, bias is discussed and examples that try to illicit bias are carried out as an activity with participants.
Mandatory Training for all newly appointed Board Members
2019 Annual Training on Risk Assessment (ATRA)
A session called "Offender Race and Bias" was developed and presented by Dr. Evelyn Maeder.
ATRA is attended by all Board members, as well as a number of the Board's Executive and Management team. In 2019, all Hearing Officers were also in attendance, allowing them to benefit from this learning event.
2016 Annual Training on Risk Assessment (ATRA)
A plenary session called "Deep Diversity" was developed and presented by Shakil Choudhury
ATRA is attended by all Board members, as well as a number of the Board's Executive and Management team.
Indigenous Cultural Awareness Training (ICAT)
The subject of Unconcious Bias is discussed generally throughout this three-day learning event, but largely in relation to Indigenous Peoples and the biaises they face.
ICAT is part of the Board Member's Core training curriculum. Efforts are made to allow all new BMs to attend this training in their first year of appointment, to the extent feasible.
CRCC
The Kojo Institute Workshop - Towards Equity for the Communities we Serve - equity workshop
Delivered in Sept. 2018 to CRCC staff
Active Listening and Communications - delivered by Ottawa Distress Centre and included a component on unconscious bias
Delivered in November 2019 to call Intake Unit employees
Bimickaway training- Indigenous cultural awareness and sensitivity training which included unconscious bias references
Delivered in Feb 2019 to ail CRCC staff
Kairos Blanket training - Indigenous cultural awareness and sensitivity training which included unconscious bias references
Delivered Sept 2018 to ail CRCC staff
Law of Policing Conference - presentation by Justice Tulloch
Attended by some CRCC Review Unit staff in 2019
National Criminal Law Program - racial profiling and systemic discrimination discussions
Attended by CRCC Review staff as part of lawyers CPD training
SEPTEMBER 2018 / Duty to Act Fairly at the OC1. A presentation on natural justice principles
Mandatory Training: Presentation/Training during all staff meeting by M. Jean-Frederic Boulais, General Counsel at the OC1
JUNE 2018 / Fetal Alcohol Spectrum Disorder.
This was a presentation on the challenges experienced by incarcerated people with FASD and how to deal with them in a fair manner.
Mandatory Training: Presentation/Training during ail staff meeting by Betty Lou, Executive Director, Central Alberta FASD Network
MAY 2019 / Rumours and Gossip: The Impact on the Workplace
Non-mandatory training: online training session, offered by the Canadian Innovation Centre for Mental Health in the Workplace.
This training session was intended to raise awareness on the reasons
why people take part in rumours and gossip, their potential impacts, and the means to create a healthier, more respectful and productive
workplace.
ONGOING | Office of the Correctional investigator Onboarding Program on Indigenous issues
Required/mandatory training for all employees of the OCI
ONGOING | Office of the Correctional Investigator Onboarding Program on federally sentenced women
Required/mandatory training to all employees of the OCI
ONGOING | Introduction to Gender-based Analysis Plus (GBA+):
This course is designed as a basic introduction to GBA+. You will learn to define the key concepts of GBA+ and recognize how various identity factors can influence the experience of federal government initiatives. You will learn to identify how GBA+ can
enhance the responsiveness, effectiveness and outcomes of federal government initiatives while applying some foundational GBA+ concepts and processes.
Required/mandatory training for all employees of the OCI
Online course offered by the Canada School of Public Service
ONGOING | Cultural Self-Reflection: What I know and what I don't know:
In this course, we demystify the idea of bias and unconscious bias and help you develop the competencies needed to build respectful relationships with First Nations, Metis and
Inuit
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | The Uncomfortable Truth:
This course presents the difficult facts about the historical relationship between the Government of Canada and Indigenous peoples. It provides a brief overview from first contact to the present focus on reconciliation. In addition, you will gain a broader understanding of the impacts of government decisions on Indigenous peoples.
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Mental Health: Awareness:
About one in five Canadians experience mental health issues at some point during their working years. According to the Mental Health Commission of Canada,it is estimated that mental illness costs the Canadian economy more than $50 billion per year in terms of healthcare service use, lost workdays and work disruptions. A healthy Canadian economy- and a healthy workplace-relies on healthy minds. This course provides an introduction to the complex issue
of mental health in the workplace,and explains why it is so important. You will learn the difference between mental wellbeing and mental illness, factors that put people at risk, and the
roles of early intervention and promotion of mental well-being at work.
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Mental Health: Communication Strategies:
Some people openly talk about their mental illness with colleagues, while others are more discreet. This course is designed for employers, employees, managers, and supervisors interested in attaining the necessary skills to identify the key steps their workplace can take to improve communication on mental health. Participants will learn communication strategies for effective conversations about mental health issues, with the overall goal to help educate and increase awareness in the workplace.
Recommended training to all employees of the OCI - Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Mental Health: Health and Wellness Strategies
The workplace is one of the key environments that affect our mental well-being and our health. While there is an acknowledgement and growing awareness of the role of the workplace in promoting or hindering mental wellness, employees can also take their own steps towards mental fitness. This course will empower you to improve your own mental well-being by building a strong resilience to stress- a process referred to as mental fitness. Through learning how to leverage the power of the body's response to stress and by practicing specific lifestyle habits, you can elevate your health and performance while effectively managing high levels of stress.
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Creating a Respectful Workplace
Employees and managers need to understand both what constitutes workplace harassment and their role and responsibilities if they are to maintain and create a respectful workplace. This self-paced online course enables the learner to define harassment and its context and informs them about resolution mechanisms defined by the Treasury Board of Canada Secretariat. Participants will learn to differentiate between disrespectful behaviour, harassment and violence, and how to detect contributing factors or pressure points that may risk generating conflict. They will also find out about ways of resolving any such issues they encounter in the workplace.
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Preventing Harassment and Violence in the Canadian Workplace
This course explores the forms harassment can take in the workplace and examines the factors that might contribute to a violent incident at work. The key to preventing harassment and violence in the workplace is for all employees to be aware of the warning signs and to become familiar with their organization's policies and procedures for addressing these issues.
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Cultural Self-Reflection: What I Know and What I Don't Know
In this course, we demystify the idea of bias and unconscious bias and help you develop the competencies needed to build respectful relationships with First Nations, Metis and
Inuit.
Recommended training to all employees of the OCI
Online course offered by the Canada School of Public Service | 2020-2021
ONGOING | Values and Ethics Foundations For Employees
Public service employees are encouraged to learn about the core values of the Public Service of Canada to become comfortable in applying these values within their organization. This online course explores the foundational concept of values and ethics and deals with conflicts of interest, ethical dilemmas and issues of accountability. Participants will identify and apply key principles related to values and ethics through exercises and scenarios
Recommended training to all employees of the OCI - Online course offered by the Canada School of Public Service | 2020-2021
- Diversity and Race Relations
The course was developed in partnership with subject matter experts from Graybridge Malkam and Consulting and Audit Canada.
Mandatory for all employees
CSC
DIVERSITY AND CULTURAL COMPETENCY TRAINING (DCCT)
The overall objective of the training is to increase the competency of CSC staff in working with diverse offenders and other staff in a culturally competent way.
DCCT includes a 5.0 hour on-line component comprised of 4 modules followed by a 3.5 hour in-class session. DCCT is one time training.
Includes the following 4 modules:
1. Foundational law and policy,which places a focus on sterotypes, bias, prejuduice, discrimination and microagressions
2. Indigenous Offenders
3. Ethnocultural offenders, which includes content on racial profiling, and implicit/expiicit communication.
4. Working with staff
MANDATORY TARGET GROUP
AH existing CSC employees must complete the training prior to March 31, 2020. All new CSC employees receive this training directly, or through the New Employee Orientation Program (NEOP).
Session Outlines:
Part1Online (5 hours)
Part 2 In Class (3.5 hours)
Note: As of April1, 2020,Gender Identity or Expression Staff Awareness Online Session, developed as an Orietation to Bill C-16, is now integrated within DCCT
VALUES & ETHICS- "WHAT IF...THEN WHAT?"
The Values & Ethics- "What if...then what?" training provides participants with an opportunity to use critical thinking skills in the application of values and ethics to scenarios, which better enabled participants to: Identify ethical dilemmas; and Identify and use tools to work through dilemmas in a manner consistent with public service and CSC values. The Values and Ethics- "What If/Then what?" training is a blended delivery model which consists of 1.5 hours of online training, followed by 3.5 hours of in-class training to be completed only once.
MANDATORY TARGET GROUP
All new term (with a contract longer than 6 months) and indeterminate employees are
targeted to complete this training.
FUNDAMENTALS OF MENTAL HEALTH (FMH):
Individuals meeting this standard will be able to successfully demonstrate knowledge and understanding of various mental health issues as they pertain to the mandate of CSC and to their individual role in interacting with and assisting offenders with mental disorders. FMH is a 15-hour, in-class training that must be completed once
MANDATORY TARGET GROUP
All Correctional Officers, Correctional Managers, Primary Workers, Older Sisters,
Older Brothers and Correctional Community Centres reintegration workers and Managers must complete this training once
RCMP
Cadet Training Program (CTP) Applied Police Sciences - Bias-free Policing, Harassment, Ethics, Human Rights and Discrimination
Delivery Type: Classroom, Depot, Regina
The bias-free policing curriculum has been carefully integrated and enhanced in a multitude of modules and sessions in the Cadet Training Program.
Mandatory within the Depot Cadet Training Program
Status : Active
Cadet Training Program (CTP) Applied Police Sciences – Cultural Awareness/Client Diversity
Delivery Type: Classroom, Depot, Regina
One of these online assignments includes the History of the RCMP. This describes the interaction of the RNWMP and NWMP with the Indigenous communities as they progressed west. As well, cadets complete Vision of Policing 2000, which has sections on Ethnicity & Immigration, Aboriginal Peoples, Immigration,triplications for Police Work, and Implications for Police Organizations.
Mandatory within the Depot Cadet Training Program
Status : Active
Cadet Training Program (CTP) Unconscious Bias
Delivery Type: Classroom, Depot, Regina
In September of 2017, Depot began to train its facilitators on the topics of unconscious bias, harassment and discrimination during t le Instructional/Faciiitation Techniques Course (IFTC).
Mandatory within the Depot Cadet Training Program
Status : Active
Hate and Bias Crime Investigation
Provider: Canadian Police Knowledge Network
Police services have a responsibility and obligation to facilitate the peaceful coexistence of society. When crimes and incidents are perpetrated by individuals whose actions are solely based on hate or bias against the victim's race, color, origin, religion or any other distinguishing factor,it is important that law enforcement officers are informed on the factors behind these crimes to enable appropriate response and action. The Hate and Bias Crime Investigation course provides police officers with the necessary information to recognize these types of crimes and the people and groups who commit them. It also provides information on
how to gather the necessary evidence required to prosecute suspects, reporting requirements,
and the importance of developing community partnerships
Non-Mandatory
Online
Bias Awareness for Interviewer
Provider : CSIS
The Service is committed to building and nurturing a diversified and supportive work environment that incorporates the best qualified workforce, capable of igniting creativity and innovation by harnessing the differences of others and promoting inclusion. As part of this commitment, this training has been developed to promote uniformity and equity within recruitment and prescreening processes by enhancing the awareness and knowledge
of interviewers of how to be more bias-aware in their approach to interviewing candidates.
Mandatory for hiring managers
Online
Unbiasing your Biases
Provider : IARPA
90 minute video on cognitive biases
Non-Mandatory
Online
Honour Based Violence and Forced Marriage
Provider : RCMP
Honour Based Violence and Forced Marriage course will provide an introductory understanding of the issues surrounding honour based violence and forced marriage and improve awareness of investigational considerations. It is designed to assist in proactively identifying family violence crimes that may be based on honour and cultural values and to reduce the victimization of
innocent individuals.
Non-Mandatory
Online
Items of Religious Significance: Sikh Religion
Provider: Canadian Police Knowledge Network
Canada is represented by a vastly diverse population. When police officers are dealing with individuals of various faiths, the respect granted to the individual should 'also be extended to religious customs and the items associated with those customs. Developed by the Toronto Police Service, Items of Religious Significance: Sikh Religion will enhance officer awareness about the Sikh religion and the items associated with that faith. In addition to reviewing the five K's (the Kesh, Kanga, Kara, Kachera, and the Kirpan) and how each of those its should be handled when encountered,this course will explore the role of women in the Sikh faith and the protocols that should be observed when entering a place of worship.
Non-Mandatory
Online
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