Correctional Service Canada Submission for the Annual Report
on the Operation of the
Canadian Multiculturalism Act 2007-2008

SECTION 1 FEDERAL INSTITUTION INFORMATION

Name of Federal Institution (please provide in both official languages): Correctional Service of Canada - Service correctionnel du Canada

Name of person responsible for approving submission (on behalf of your institution): Don Head

Title: Commissioner

Address: 340 Laurier Avenue West Ottawa, Ontario K1A-0P9

Contact person (responsible for submission): Marcel Kabundi

Title: Director, Ethnocultural Services Section, Offender Programs and Reintegration Branch

Address: 340 Laurier Avenue West Ottawa, Ontario K1A-0P9

Name of Multiculturalism Champion: Todd Sloan

Title: Acting Director General, Rights, Redress and Resolution

Address: 340 Avenue Laurier West, Ottawa, Ontario K1A 0P9

STATISTICAL INFORMATION

Total number of employees in your institution (as of March 31, 2008). "Employees" is defined as the total number of indeterminate and term employees: 15,425

SECTION 1 REFLECTION OF CANADA'S MULTICULTURAL REALITY IN FEDERAL INSTITUTIONS

Q. 1.1Does your institution's vision, mission, mandate and/or priorities statement(s) include reference to multiculturalism?

YES

• The Strategic Plan for Human Resource Management establishes priorities, plans and activities for the management of human resources for the Correctional Service of Canada (CSC) for the three-year period of 2007-2010. The priorities, plans and activities are fully integrated with the business priorities and plans of the CSC Report on Plans and Priorities (RPP).
• Corrections and Conditional Release Act (CCRA), Section 4(h ) correctional policies, programs and practices respect gender, ethnic, cultural and linguistic differences and should be responsive to the special needs of women and aboriginal peoples, as well as to the needs of other groups of offenders with special requirements
• CCRA (Section 75) - An inmate is entitled to reasonable opportunities to freely and openly participate in, and express, religion or spirituality, subject to such reasonable limits as are proscribed for protecting the security of the penitentiary or the safety of persons"; and
• CCRA (Section 83) -
• For greater certainty, aboriginal spirituality and aboriginal spiritual leaders and elders have the same status as other religions and other religious leaders;
• The Service shall take all reasonable steps to make available to aboriginal inmates the services of an aboriginal spiritual leader or elder after consultation with:
  1. the National Aboriginal Advisory Committee mentioned in section 82; and
  2. the appropriate regional and local Aboriginal advisory committees, if such committees have been established pursuant to that section.
• Mission of the Correctional Service of Canada: Peoples values: Public service is based on relationships of trust, respect for the dignity and worth of others, including Canadians at large, our partners, our clients, our critics and ourselves as colleagues and individuals and as members of diverse linguistic and cultural groups. They include characteristics such as respect, reasonableness, civility, openness, fairness and inclusiveness.
• Commissioner's Directive 023, Citizen's Advisory Committee: To foster positive relations with the community by engaging citizens in the development of policies and offender programs and to ensure that they are enriched by diverse perspectives.
• Commissioner's Directive 702 on Aboriginal Programming: To ensure that Aboriginal Offenders are provided with an equitable opportunity to practice their culture and traditions without discrimination and with an opportunity to implement traditional Aboriginal healing practices.
• Commissioner's Directive 767 on Ethnocultural Offender Programs: To ensure that the needs and cultural interests of offenders belonging to ethnocultural minority groups are identified and that programs and services are developed and maintained to meet those needs
• Commissioner's Directive 259 Exposure to Second-hand Smoke, has been revised with an inclusion of provisions for Aboriginal practices and spiritual activities to continue
• Our security policies are balanced to ensure that the rights of offenders are protected in regards to religion, spirituality and ethno cultural needs. An offender's basic rights must be maintained, while at the same time ensuring the security of the institution.

Q. 1.2 Does your institution have policies related to multiculturalism?

If yes, please provide details of related policies.

• Corrections and Conditional Release Act
• Corrections and Conditional Release Regulations
• CD 023, Citizen's Advisory Committee
• CD 001, Mission of the Correctional Service of Canada
• CD 702, Aboriginal Programming
• CD 767, Ethnocultural Offender Programs

Q. 1.3 Does your institution have programs related to multiculturalism?

YES

If yes, please provide details of related programs.

• Currently human resources are working on several initiatives on Employment Equity Program that will be in place for 2008-2009 fiscal year.
• In Ontario, we have contracted with the Black Inmates and Friends Assembly to provide a variety of programs to Black inmates and other ethnocultural groups including the provision of ethnocultural programs and services to ten institutions as well as to provide contact between ethnocultural communities in the Ontario region and federal offenders indigenous to those communities to assist in their successful reintegration back into their respective communities. Specific activities include the provision of training to staff, meetings with ethnocultural groups, establishment of volunteer visiting programs, creation of a network of volunteers from the different communities to work with offenders in the community.
• At the National Headquarters, Ethnocultural Services Section has been created within the Correctional Programs and Operations on temporary basis.
• Five new positions will be created for the coordination of ethnocultural services in all regions.
• A multimedia tool entitled "Karibu" has been developed to assist ethnocultural offenders and provide them with skills to succeed in their social reintegration.
• A directory of cultural mediators has been developed and published. It is also accessible through the website http://www.csc-scc.gc.ca/ethnoculture. These cultural mediators will facilitate intercultural communications between offenders and staff.
• nuit Programs on substance abuse are being provided by an Inuk Elder.
• Through its Community Forum Program, the CSC offers funding to registered Canadian non-governmental organizations to host a community forum on issues related to corrections. This funding program is strategically interested in reaching non-traditional partners in corrections and in mobilizing and reinforcing community capacity for corrections.

Q. 2.1 Did your institution undertake initiatives to foster a corporate culture that embraces diversity?

YES

If yes, what initiatives did your institution undertake?

• In order to encourage staff and recognize their efforts in increasing cross-cultural awareness and sensitivity toward ethnocultural diversity and improving race relations, a multiculturalism award has been created.
• The award consists of a citation signed by the Deputy Commissioner or Assistant Commissioner and the Deputy Minister of Canadian Heritage. It is awarded every year on March 21; International Day for the Elimination of Racism.
• Change of Seasons Gathering
• Black History Month
• Asian Heritage Month Events
• Violence Against Women events
• Human Rights Day Observance
• Aboriginal Cultural Awareness Sessions/Forum
• Talking Circles with Native Liaison Officer or Aboriginal Elder
• Online self assessment cultural competency tool designed to assist staff plan their training objectives well.
• Karibu a reference manual for community reintegration programs for Ethnocultural offenders was developed as a basic tool for cross-cultural meetings.

Q. 2.2 Did your institution undertake initiatives to celebrate Canada's cultural heritage among employees?

YES

If yes, what initiatives did your institution undertake?

• Staff were involved in all activities mentioned above
• CSC produces quarterly Let's Talk, a corporate magazine that promotes in each issue multiculturalism and diversity as one of our strengths and pride.
• Cross-cultural sessions were organized on Haiti and Afghanistan

Q. 2.3 Did your institution undertake initiatives to celebrate Canada's cultural heritage with the general public?

YES

If yes, what initiatives did your institution undertake?

• A "Symposium on Pathways towards Safer Communities" in Halifax where over 120 participants attended. Different Ethnocultural communities throughout Canada were represented.
• Cultural and Aboriginal activities are organized in all institutions and parole offices.
• Under New Employee Orientation Program, in some regions, staff are offered the opportunity to participate in sweat lodge ceremony in one of the Aboriginal communities.

Q. 2.4 Did your institution undertake initiatives to promote exchanges and cooperation among diverse communities of Canada?

• Through its Community Forum Program, the Correctional Service of Canada offers funding for registered Canadian non-governmental organizations to host a community forum on issues related to corrections. This funding program is strategically interested in reaching non-traditional partners in corrections and in mobilizing and reinforcing community capacity for corrections.
• The Correctional Service of Canada also funded - through the Effective Corrections Program - a project presented by a member of a Chinese community in British Columbia called Ethnocultural Offender Community Resource Registry.
• CSC consults regularly with community organizations. CSC maintains Citizen Advisory Committees, Victim Advisory Committees, and Aboriginal Advisory Committees to advise on policy and program challenges from the viewpoint of diverse communities. As well the Canadian Criminal Justice Association and Federation of Canadian Municipalities are two broad based partners that advise the CSC on issues pertinent to the communities they represent. These discussions directly influence strategic and tactical operations at the local, regional and national level.
• CSC is engaged in ongoing consultation with the ethnocultural communities through National and Regional Ethnocultural Advisory Committees (REAC). The establishment of a REAC Committee is intended to help represent members of visible minorities in our institutions and those being released to communities. The REAC Committee will help to establish links with our community partner organizations that will assist members of various ethno-cultural backgrounds to be better equipped for release.

SECTION 3 POLICIES, PROGRAM DELIVERY, AND PRACTICES

Q. 3.1 Did your institution develop policies that took into consideration multiculturalism and diversity?

YES

• http://www.csc-scc.gc.ca/ethnocultureCommissioner's Directive 259 Exposure to Second-hand Smoke, has been revised with an inclusion of provisions for Aboriginal practices and spiritual activities to continue
• Our security policies are balanced to ensure that the rights of offenders are protected in regards to religion, spirituality and ethno cultural needs. An offender's basic rights must be maintained, while at the same time ensuring the security of the institution.

Q. 3.2 Did your institution develop programs that took into consideration multiculturalism and diversity?

• All policies are required to take into consideration of multiculturalism and diversity.
• CD 767 insists that multiculturalism and diversity be considered during all stages of the development of an internal policy.
• Policies must align with a Diversity and Cultural Sensitivity Checklist.
• Consultation and development of a Memorandum of Understanding (MoU) between the Correctional Service Canada and the Interfaith Committee on Chaplaincy. Signed January 2007.
• We offer specific programs exist for Aboriginal and Inuit Offenders such as Aboriginal High Intensity Family Violence program. An Inuit specific substance abuse program was developed and is being offered by an Inuk Elder.

Q. 3.3 Does your institution encourage employees to integrate diversity and multiculturalism into regular activities?

YES

If yes, please provide details.

• Regionally, Diversity Committees and Employee Assistance Program actively encouraged members from diverse groups to act as representatives. They were successful in recruiting member from the Aboriginal community to serve as a referral agent.
• Policies must align with a Diversity and Cultural Sensitivity Checklist.

Q. 3.4 Did your institution deliver training to employees to increase awareness and knowledge of multiculturalism and diversity issues?

YES

If yes, what sort of training was provided?

• Diversity/Cross-Cultural Understanding
• Communicating in a Multicultural Workplace
• Anti-Racism/Discrimination
• Employment Equity
• Policy Development and Multiculturalism
• Program Development, Delivery and Diversity
• Other (please specify): Anti-harassment training; Anti-harassment training is mandatory for all permanent CSC employees.
• Values and Ethics
• Management of Intercultural Conflicts

Q. 3.5 Number of employees from your institution that participated in multiculturalism/diversity training activities.

Approximately 500

Q. 3.6 Are multiculturalism and/or diversity elements further incorporated into other training courses and learning events?

YES

• New Employee Orientation Program invites guests to talk about Aboriginal history and Black history. Also, new recruits are provided opportunities to participate in Sweats being offered by Elders in their communities.
• Parole Officers have a 3-day mandatory Aboriginal Perceptions.
• Security Intelligence Presentations on Gangs involved multiculturalism aspects.
• All Chaplains (based on the MoU and using the resources mentioned above) are responsible to ensure that the religious rights of offenders are respected and their needs facilitated.
• Recognition of important days celebrating diversity (ie: Black history month, UN Bill of Rights day, etc.).

Q. 3.7 Is senior management in your institution responsible for implementing multiculturalism in your institution?

YES

• A Director General is champion and responsible for the implementation of multiculturalism in policies, programs and other practices. CSC has appointed a new Champion responsible for implementing multiculturalism within our Service.

SECTION 4 EMPLOYMENT OPPORTUNITIES IN FEDERAL INSTITUTIONS

Q. 4.1 Throughout your institution, does your workforce represent Canada's diversity?

YES

• CSC has staff from various cultures, races, and backgrounds working in the institutions and community. These members of staff speak various languages.

Q. 4.2 How does your institution benefit from having a multicultural workforce?

• Having employees of different cultural backgrounds is a great asset to our Diversity Committee component. It brings more ideas around the table and encourages better discussion among groups of employees and management. A more diverse workforce allows us to offer better services to our changing clientele. The challenge remains in our capacity to better understand the needs of this workforce and to offer a better support to retain those employees and attract more of them to CSC. It can only translate to a safer correctional environment by having offenders identify with staff from their communities.
• A multicultural workforce offers new and often better solutions to problem solving and conflict situations. Language services are more readily available through a multi cultural workforce and there is more likelihood of fairness to others who come from different culture.
• We have recruited cultural mediators who understand and/or speak different languages. They play the role of interpreters and translators.

Q. 4.3 Does your institution have goals for any specific groups for

1. employment,
2. advancement, and
3. retention?

YES

If yes, please provide details.

• Acting assignments, training and personal development (management positions) are among EE practices to support advancement and retention goals for ethnocultural groups.
• Mentorship program is established for EE groups.

Q. 4.4 During the 2007-08 reporting period, did your institution undertake initiatives to:

1. increase the number of employees of different backgrounds,
2. better support employees of different backgrounds, and
3. retain employees of different backgrounds?

YES

• A national recruitment director has been appointed to that end.
• CSC sponsored several employees to attend the conference of the National Council of Visible Minorities in Ottawa.
• In the Atlantic Region, for example, CSC began a Correctional Officer Competition for employment equities. Nine Visible Minority and Aboriginal staff were trained and the Happy Valley Goose Bay office was staffed with an Aboriginal parole officer. Dorchester, Atlantic and Springhill hired Aboriginal Liaison officers, and Nova hired two Behavioral Technologist Visible Minority and Aboriginal. Also, four EE employees participated in the French Language Cyclical Training and CSC participated in one Visible Minority Job Fair held in Nova Scotia.

Q. 4.5 Does your institution face particular challenges with respect to employment and advancement of persons of different backgrounds?

YES

• The specific geography of our regions creates special challenges. In remote rural areas we do not have large groups of Afro Canadian, French speaking individuals. It is difficult for some from those groups to uproot their family and move to an area here where limited or no services being offered specific to their culture. It is a challenge to recruit and retain these employees.
• The language barrier is another challenge faced by Ethnocultural employees.

SECTION 5 LANGUAGE AND CULTURAL UNDERSTANDING IN FEDERAL INSTITUTIONS

Q. 5.1 Has your institution undertaken initiatives to incorporate the language skills of employees from various backgrounds?

• A directory of cultural mediators has been developed and employees speaking different languages self-identified and asked to help during international visits.

Q. 5.2 Has your institution undertaken initiatives to incorporate the cultural insights of employees to improve policy-making functions and/or enhance service delivery?

YES

If yes, what initiatives did your institution undertake?

• On a number of policy issues, we consult with the Ethnocultural services section as well as the Chair of CSC's ethno cultural diversity committee.

Q. 5.3 Did your institution undertake other initiatives related to use of language skills and cultural understandings?

• CSC policy guarantees minority offenders who have difficulty speaking English or French the right to interpreter services in quasi- judicial proceedings where the loss of liberty or privileges is at stake, such as disciplinary hearings and Parole Board hearings in institutions and the review of parole conditions in the community.
• CSC keeps a list of staff who can speak different languages and who would be suitable interpreters.

SECTION 6 DATA COLLECTION AND RESEARCH FOR POLICY AND PROGRAM DEVELOPMENT

Q. 6.1 Did your institution conduct research with multicultural components?

If yes, please describe research activities.

• Statistics Canada is completing a research on Foreign Born Offenders within Correctional Service Canada.

If yes, please describe how research results were used.

• This result of this research will help us develop programs that take into consideration the needs of offenders under deportation.

Q. 6.2 Did your institution undertake other initiatives related to collecting statistical data?

If yes, please provide details.

• Human Resources Management System (HRMS) collects statistical data on training, staff profile, etc.
• Monthly Census Reports including analysis of Aboriginal prevalence for women offenders.
• Reintegration Reports (bi-annual) presents all reintegrated women offenders, including visible minorities and Aboriginals in the community.

SECTION 7 CONSULTATION AND COLLABORATION WITH COMMUNITIES

Q. 7.1 Did your institution undertake initiatives to improve federal services for Ethnocultural groups?

YES

• In the Atlantic Region, for example, three Aboriginal Liaison officers were hired and continue to work with Aboriginal elders. The African Canadian community and john Howard Society in Halifax provide support to the Black offenders at Springhill Institution. A workshop with the African Community in Nova Scotia was conducted in Moncton for operational staff. The region started a competitive process for Ethnocultural Service officer and it was finalized in June 2008.

Q. 7.2 Did your institution collaborate or partner with ethnocultural community organizations to help promote federal programs?

YES

If yes, please provide details related to the ethnocultural organizations and purpose.

• CSC consults regularly with community organizations. CSC maintains Citizen Advisory Committees, Victim Advisory Committees, and Aboriginal Advisory Committees to advise on policy and program challenges from the viewpoint of diverse communities. As well the Canadian Criminal Justice Association and Federation of Canadian Municipalities are two broad based partners that advise the CSC on issues pertinent to the communities they represent. These discussions directly influence strategic and tactical operations at the local, regional and national level.
• CSC is engaged in ongoing consultation with the ethnocultural communities through National and Regional Ethnocultural Advisory Committees. The establishment of a REAC Committee is intended to help represent members of visible minorities in our institutions and those being released to communities. The REAC Committee will help to establish links with our community partner organizations that will assist members of various ethno-cultural backgrounds to be better equipped for release.
• REAC committee is a valuable source to obtain advice and guidance to the Deputy Commissioner and also to build bridges with community organizations to help improve the reintegration of offenders from various ethno-cultural backgrounds.
• Offenders participate in activities in specific areas with partners (Aboriginal communities, black communities, etc.

Q. 7.3 Did your institution collaborate or partner with ethnocultural community organizations to help deliver federal programs?

• In the Atlantic Region, for example, partnerships have been developed with African Canadian and aboriginal communities to promote employment by participating in community career fairs and links to community newsletters. Westmoreland Institution's Pathways unit worked with Atlantic Policy Congress in addressing the issue of "survivors of residential survivors" syndrome. Atlantic Institution finds it difficult to partner with various groups due to distance (i.e. Halifax) and Dorchester Penitentiary has regular cultural group meetings with the Office of the Correctional Investigator, Warden and Citizen's Advisory Committee. Nova Institution has Elder contract for services and programming.
• In Ontario, we have contracted with the Black Inmates and Friends Assembly to provide a variety of programs to Black inmates and other ethnocultural groups including the provision of ethnocultural programs and services to ten institutions as well as to provide contact between ethnocultural communities in the Ontario region and federal offenders indigenous to those communities to assist in their successful reintegration back into their respective communities. Specific activities include the provision of training to staff, meetings with ethnocultural groups, establishment of volunteer visiting programs, creation of a network of volunteers from the different communities to work with offenders in the community

Q. 7.4 Did your institution consult ethnocultural communities?

• CSC consults regularly with community organizations. CSC maintains Citizen Advisory Committees, Victim Advisory Committees, and Aboriginal Advisory Committees to advise on policy and program challenges from the viewpoint of diverse communities. As well the Canadian Criminal Justice Association and Federation of Canadian Municipalities are two broad based partners that advise the CSC on issues pertinent to the communities they represent. These discussions directly influence strategic and tactical operations at the local, regional and national level.
• CSC is engaged in ongoing consultation with the ethnocultural communities through National and Regional Ethnocultural Advisory Committees. The establishment of a REAC Committee is intended to help represent members of visible minorities in our institutions and those being released to communities.
• The REAC committee is a valuable source to obtain advice and guidance to the Deputy Commissioner and also to build bridges with community organizations to help improve the reintegration of offenders from various ethno-cultural backgrounds

Q. 7.5 Did your institution undertake other initiatives that promote policies, programs and practices to enhance contributions from diverse communities?

YES

If yes, please provide details.

• In order to encourage staff and recognize their efforts in increasing cross-cultural awareness and sensitivity toward ethnocultural diversity and improving race relations, a multiculturalism award has been created.
• The award consists of a citation signed by the Deputy Commissioner or Assistant Commissioner and the Deputy Minister of Canadian Heritage. It is awarded every year on March 21; International Day for the Elimination of Racism

SECTION 8 SUCCESSES AND CHALLENGES

Q. 8.1 Considering your responses to the preceding questions, please highlight one or two initiatives that you would like to showcase as an example of how your institution furthered the principles of the Canadian Multiculturalism Act.

YES

Please provide details related to project/initiative, objectives, issue being addressed and intended outcomes, process, results, etc

• Symposium on "Pathways towards safer communities" organized in March 2008 in Halifax has contributed to the adoption of an Anti-Discrimination policy by the Municipality of Kings. Kings County is the first rural municipality in Nova Scotia to take this initiative.

Q. 8.2 Last year, in your submission to the 2006-2007 Annual Report, you were asked the following: "What steps will your organization take to advance the Canadian Multiculturalism Act in fiscal year 2007-2008?"

Did your institution implement the planned initiatives?

YES

• CSC has started the pilot training on management of intercultural conflicts in the Atlantic region.
• CSC has developed an online cultural competency self assessment.
• CSC has developed Intercultural Mediation Manual for the training of professionals and mediators.

Q. 8.3 Does your institution face barriers or challenges with respect to implementing the Canadian Multiculturalism Act?

YES

If yes, please provide details.

• High staff turn over and new employees.
• Budgetary issues
• Institutional inconsistencies
• Cost and time to arrange/find educational lectures/workshops/training people.
• Access to supplies is a problem, institutional logistics and shutdowns also hamper the planning and facilitation of events.
• The volunteer coordinators for multiculturalism (ethno-cultural coordinators) need to be trained.
• Most of our institutions are distant from the urban centers that are home to the multi-cultural mosaic

Q. 8.4 Are there activities your institution would like to carry out but has been unable to undertake?

If yes, what has prevented your organization from carrying out these activities?

YES

If yes, please describe activities.

• We have and continue to recruit Aboriginal, Citizen Advisory Committee members and Ethnocultural Advisory Committee members, however finding volunteers has proven difficult.
• Some challenges remain with engaging Ethnocultural and Aboriginal communities given some of the more remote areas that must be travelled and ignorance about corrections business.

Q. 8.5 In fiscal year 2008-2009, what initiatives does your institution plan to undertake to further advance the Canadian Multiculturalism Act?

• Cultural Competency training
• Cultural competency Online Self-assessment
• Intercultural conflicts mediation training
• Increasing Access to Programs and Services for Ethnocultural Offenders

SECTION 9 EVOLUTION OF MULTICULTURALISM IN FEDERAL INSTITUTIONS

Q. 9.1 This year, July 21, 2008 will mark 20 years since the Canadian Multiculturalism Act received Royal Assent. This anniversary presents an opportunity to reflect on the past 20 years of reporting, and look forward to the next 20 years of multiculturalism as an intrinsic part of Canadian society.

Canada is increasingly culturally and religiously diverse. As diversity challenges continue to change, multiculturalism in Canada has undergone several phases in its evolution over the course of the past four decades, including: the celebration of differences through food and festivals, equity and tackling systemic discrimination, and rising civic engagement and working towards the full participation of culturally and religiously diverse communities in society.

Considering the Canadian Multiculturalism Act and the evolution of multiculturalism in Canada, how has your federal institution changed or evolved to consider and respond to Canada's increasing diversity and to create an inclusive society in which Canadians of all backgrounds can participate?

• CSC has developed CD767 on Ethnocultural Offender Programs, Multiculturalism Award, Diversity Committees, National and Regional Ethnocultural Advisory Committees, Employment Equity Programs, Racial Harmony Committee, Aboriginal Advisory Committees, etc.

Q. 9.2 Do you have any other remarks in light of this 20^th edition of the Annual Report on the Operation of the Canadian Multiculturalism Act?

NO

Q. 9.3 Has your institution undertaken any other activities supporting the Canadian Multiculturalism Act not covered by the previous questions?

NO

SECTION 10 COMMENTS/SUGGESTIONS

Q. 10.1 Can the process for submissions to the Annual Report be improved?

NO

Q. 10.2 Can the Annual Report be improved (content, structure, length, etc.)?

NO

Q. 10.3 Do you have additional comments or suggestions?

NO