A Framework to address instances of Racism
In 2020, Immigration, Refugees and Citizenship Canada (IRCC) actioned the initiative to assemble a task force that aims to implement an Anti-Racism Strategy.
The purpose for the Anti-Racism Strategy is to inspect instances of racism occurring within the department. IRCC’s Deputy Minister, Caterina Tapley, explains that the Call to Action and “…mandate of the task force is to look at all racialized groups but with a particular emphasis on black employees and Indigenous peoples.” Nevertheless, a new study finds that employees are still dubious concerning the steps taken to combat racism within the department.
Employee Focus Group Findings
According to the final report from IRCC’s Anti-Racism Employee Focus Group , a sizable percentage of employees who identify as people of colour thought racism was a problem. A principal objective of the focus group study is to “…gain insight into the impacts and nature of racism witnessed or experienced within the department.”
The report’s summary of findings stated that “…experiences of racism at IRCC include microaggressions, biases in hiring and promotion as well as biases in the delivery of IRCCs programs, policies and client service.”
The study utilized groups of racialized employees (Black, BIPOC, East Asian, mixed origin, South Asian) and non-racialized employees derived from different roles within the IRCC including client services, policy and programme development, operations, and human resources. Within IRCC, a significant disparity was revealed within managerial groups regarding racial representation and a lengthy history of racism that must be addressed.
Anti-Racism Strategy 2.0
IRCC unveiled the Anti-Racism Strategy 2.0 due to the employee survey findings. During the first quarter of 2022, with aim of directing Strategy 2.0, IRCC personnel provided input regarding the strategy’s management. IRCC’s Anti-Racism Strategy primarily extends panoptic recommendations for the revised Strategy in comparison to its initial version. As detailed on IRCC’s Anti-Racism overview in context, Strategy 2.0 aims to “…build a model for systems change that includes concrete, actionable steps and a monitoring framework.” Furthermore, it is stated that such a participatory action will result in a long-lasting culture change and increase momentum for the department’s anti-racism efforts.
As outlined in the official Anti-Racism Strategy 2.0, the new strategy uses an iterative process to dismantle systemic racism within the department, requiring a multi-faced approach. A distinctive feature of IRCC’s revision of the Anti-Racism Strategy is found in the structuring of guiding principles. The driving principles in the IRCC’s Strategy 2.0 are as follows: Accountable, evidence-based, empowering, inclusive, intersectional, sustainable, and holistic. IRCC’s Strategy 2.0 will be utilized to create effective change in the department’s environment.
General Recommendations from Strategy 2.0
To address the survey results, IRCC’s Strategy 2.0 presents a collection of suggestions. For instance, at all levels, an emphasis must be placed on a comprehensive strategy. Combating racism must be participatory to address interlocking systems of discrimination within the environment. Additionally, calls to action are presented as relatable by promoting dialogue and fresh thinking.
Other suggestions are remaining persistent in garnering urgency for anti-racist promises, allocating funds to monitor development, and ensuring the problem is actionable. These overarching principles of inquiry are intended to be integrated within IRCC’s strategy to ensure participatory and actionable results in dismantling systemic racism within the department’s environments.
