Presented to the Treasury Board of Canada - October 2010
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As the Canadian Security Intelligence Service (CSIS) continues to grow and increase its capabilities, the Service recognizes that diversity and inclusion are at the forefront of what makes this organization what it is today: an equal opportunity employer and an employer of choice.
As a federal government agency, CSIS is sensitive to Canada's multicultural society. In fact, cultural diversity is an essential component of CSIS' operational effectiveness. As demonstrated in this report, 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 difference in others and promoting inclusion.
As a part of the Assistant Director Human Resources 2009-2010 Directional Statement, diversity is one of the Service's top priorities and this commitment to diversity, equity and inclusiveness contributed to the Service winning one of the coveted spots as Canada's Top 100 Employers in 2009 and again in 2010.
The following data pertains to the Service's Employment Equity Program:
As of March 31, 2010, the Service was comprised of 3029 FTEs (full-time employees) across Canada. The Service's overall representation rate for 2009-2010 is as follows:
|Women||Aboriginals||Persons with disabilities||Visible Minorities|
The 2009-2012 Employment Equity (EE) Plan is the Service's Action Plan. Its purpose is to focus on the areas that need to be improved upon in order to meet the objectives that have been identified through the Employment Systems Review process, as well as the gaps identified in the Service's Workforce Analysis. The EE Plan includes measures/objectives that need to be implemented/achieved, the time frames allotted to implement/achieve these objectives and the process for assessment.
The yearly electronic self-identification survey was active during the month of March 2010. Given that this process is voluntary, the data may not accurately reflect the level of representation or actual progress.
As of March 31, 2010, the survey generated a response rate of 89.2% (a decrease of 2.3% in the response rate from last year's survey). The majority of employees who have not yet responded (10.8 %) are either on maternity leave, sick leave, or posted overseas. The Self-ID screen will continue to be active for these employees until such time as they access the Human Resources Management System (HRMIS) and acknowledge having reviewed their profile. This on-going practice also allows new employees the opportunity to self-identify.
As part of our annual progress reporting obligations, a comprehensive review was completed of the workforce representation for each of the designated groups by National Occupational Group (NOC) compared to the Canadian workforce availability (2006 census). There continues to be an increase in the rate of representation of visible minorities within the Service, however, a slight decrease in the representation of Women. The representation of Aboriginals slightly increased this year while the representation of Persons with Disabilities remained the same as last year.
This past year, the Service:
Managers recognize and respect their duty to accommodate employees and the Service's policies and procedures clearly outline the internal process for handling these requests. Employees who require special support or accommodation are encouraged to discuss their requirements in order to ensure their needs are met. A dedicated resource within the Health Services Branch is responsible for these requests and for handling related confidential medical information.
During the past year, 246 ergonomic assessments were conducted Service-wide. Ergonomic awareness presentations were given to approximately one hundred and 172 new employees and 15 Health Reviews were undertaken in order to accommodate employees so that they could continue to be members of the Service's workforce.
The Service's fire alarm system includes a hearing-impaired evacuation system which operates on a pager system that is activated by the fire alarm.
For the period of 2009/2010, the Recruiting and Staffing Branch:
The Service continued to participate in the government's Procurement Strategy for Aboriginal Business. In 2009, the total value of contracts awarded to these businesses was $326,337.
Over the past year, the Service organized many events and used various means to promote awareness activities and inclusiveness amongst our employees, as follows:
The Service continues to provide new employees with training on diversity at work, cross-cultural awareness, communication strategies, and information sessions on employment equity where they are informed about the purpose of the Act and of their rights and obligations.
At the mandatory Orientation course for all new indeterminate employees, participants receive a half day session on Diversity. This includes increasing awareness of cultural, religious, gender, age, etc. issues that may arise in the workplace. This session is also provided during the Intelligence Officer training and is complemented by diverse internal resources who provide information on various cultures. In addition, our Intelligence Officers continue to receive training courses specifically aimed at enabling them to better understand and relate to the various communities that they will be dealing with.
The publication entitled "Religions in Canada" published by the Department of National Defence was posted on the Service's intranet, which assists supervisors and employees to understand and deal with cultural differences.
Competitions are posted Service-wide on our Intranet and are open to all employees who have completed at least one year of service. The competition posters indicate that the Service is committed to Employment Equity and encourages the equitable participation of all employees.
The Service's Intranet is continuously updated, providing employees with constant access to current or planned measures for implementation of the Employment Equity Program. This site includes our annual reports, the Employment Equity Plan, the Employment Equity Act, the Canadian Multiculturalism Act, the Interfaith Calendar, minutes of the Diversity Committee meetings, to name but a few.
Communications initiatives, such as reports, photographic services, presentations and corporate videos all reflect the multitude of cultures and groups represented within the Service as well as in Canada.
The Service has a Dragonfly speech recognition application. It allows the user to interact with the computer and is designed for visually impaired persons, as well as for users who do not have the use of their hands. The user can have the screen read out loud and can give voice commands to control whatever software is being used.
Lunchtime Theatre Presentations are organized in an effort to expose Service employees to a variety of cross-cultural themes of operational and general interest.
Branches involved with international affairs benefit from the contribution of employees from varied ethnic, social and cultural backgrounds as this reflects the professional image of the Service with respect to international communities. This is due in part to the language skills of which the Service's workforce has capabilities in 105 languages or dialects.
The Communications Branch strives to enhance understanding and respect for Canadian diversity by ensuring that its communication products (publications and CSIS website) contain accurate information and culturally neutral language.
In partnership with Recruiting and Staffing, the Production Unit created a recruitment video for the careers section of the CSIS external website. While reflecting the diversity of the workforce at the Service, the informative clip presents the mandate, career opportunities, values and benefits of joining the organization. The recruitment video is also provided in closed captioning.
Communications Branch provided unclassified information about the Service to the public in both official languages as well as in several foreign languages including Arabic, Farsi, Chinese, Spanish and Punjabi.
Through the use of CLF 2.0 Web standards, our entire external website is set up for visually impaired persons. We have scalable text, all graphics/bitmaps have associated "alt" text where applicable, reader friendly tables and all pages are set up to be accessible to screen readers such as Jaws and Dragon.
Since last fiscal year, there has been an increase in the representation of Aboriginals and Visible Minorities. The Service continues its efforts to increase the overall rate of representation.
In 2009-2010, all of the four designated groups received opportunities for advancement with Women receiving 48.1% of them, followed by Visible Minorities at 9.4%, Aboriginals at 2.4% and Persons with Disabilities at 2%.
In 2009-2010, our recruiting initiatives and rates for designated groups were similar to last year's report.
The Service's overall termination rate for employees is at 1.6%. Of all the designated groups, women have the highest resignation rate at 37.7%, a decrease of 6% from last year. Departure rates for Visible Minorities accounted for 7.4%, a decrease of 2.4% from last report. Departure rates among Aboriginals decreased from 2.9% to 1.9% and Persons with Disabilities from 5.7% to 3.7%.
In accordance with the provisions of subsection 21(6) of the Employment Equity Act, the following tables provide statistics on the state of employment equity in the Service as of March 31, 2010.
|Professional Category||Fiscal Year||Women||Aboriginals||Persons with disabilities||Visible Minorities|
|Middle and Other Managers||08/09||24.4%||1.2%||1.2%||2.3%|
|Middle and Other Managers||09/10||27.1%||1.0%||1.0%||2.1%|
|Semi-Professionals & Technical Personnel||08/09||22.0%||2.5%||2.5%||11.2%|
|Semi-Professionals & Technical Personnel||09/10||19.2%||2.6%||2.6%||11.7%|
|Administrative & Senior Clerical Personnel||08/09||74.3%||2.3%||3.2%||6.3%|
|Administrative & Senior Clerical Personnel||09/10||74.3%||2.6%||3.5%||5.7%|
|Skilled Crafts and Trade Workers||08/09||85.7%||0%||14.2%||14.2%|
|Skilled Crafts and Trade Workers||09/10||83.3%||0%||16.7%||16.7%|
|Intermediate Sales & Service Personnel||08/09||35.6%||1.1%||1.9%||11.5%|
|Intermediate Sales & Service Personnel||09/10||38.3%||1.2%||2.3%||13.7%|
|Semi-skilled Manual Workers||08/09||16.7%||0.0%||0.0%||0.0%|
|Semi-skilled Manual Workers||09/10||0.0%||0.0%||0.0%||0.0%|
|Other Sales & Service Personnel||08/09||16.7%||0.0%||0.0%||0.0%|
|Other Sales & Service Personnel||09/10||0.0%||0.0%||0.0%||0.0%|
|Level||Fiscal Year||Women||Aboriginals||Persons with disabilities||Visible Minorities|
|Operation||Fiscal Year||Women||Aboriginals||Persons with disabilities||Visible Minorities|
This year the Service has made great strides for designated group members with regards to retention. Overall, the majority of our departures in the last year were due to retirements. Our departure rate for Women has decreased from 43.7% to 37.7%, a decrease of 6%, with retirements accounting for 47.5% of these departures. Departure rates for Persons with Disabilities decreased from 5.7% to 3.7%, with retirement accounting for 83.3%. For Aboriginals, there was also a decrease from 2.9% to 1.9%, with retirements accounting for 100% of departures. In last year's report, we had identified higher than usual departure rates for visible minorities, due to specific term assignments not being renewed and resignations for personal reasons. This year however, the departure rates for Visible Minorities also decreased from 9.8% to 7.4%.
Initiatives this year will focus on increasing our recruitment of the four designated groups with action plans outlined in the Diversity Roadmap.