Departmental Plan 2021-2022 - Supplementary Information Tables

This program’s impacts support the “Economic Participation and Prosperity” pillar of the Gender Results Framework.

Production reports

Since 2019, large broadcasters must submit an annual report to the CRTC that includes data on the number of women in key production roles. They must report on the number of women occupying the roles of producer, director, writer, cinematographer and editor for that year, as well as information on first and second lead performers. These reports are published on the CRTC website.

Status reports on gender parity

Following the Women in Production Summit held in December 2018, and as part of their ongoing commitment to gender parity in Canada’s film and television production industry, participating broadcasters agreed to voluntarily submit annual status reports, beginning in January 2021, outlining their commitments towards achieving gender parity in their in-house and commissioned productions.

The CRTC expects the broadcasters’ reports to include common baseline information, such as the number and percentage of women occupying key creative roles for each production, information on the type of production (e.g. drama, comedy, factual, etc.) and information on the production budget to allow for gender-based analysis.

Co-development of the Indigenous Broadcasting Policy

While the process of co-developing this policy has not yet been completed, the proceeding was launched in 2019 to co-develop, with Indigenous peoples, a new framework for Indigenous broadcasting in Canada that would modernize the existing regulatory framework so that the Canadian broadcasting system will be required to:

• provide employment opportunities for Indigenous peoples;
• provide programming that reflects Indigenous cultures;
• offer programming that is available in Indigenous languages on all broadcasting platforms (television, radio and online services); and
• ensure that Indigenous programming is properly and sustainably funded.

The means and mechanisms required to monitor and report on the impacts noted above have not yet been designed or developed. They are being contemplated as part of the policy co-development process.

This program’s impacts support the “Poverty reduction, health and well-being” pillar of the Gender Results Framework.

The CRTC Secret Shopper Program is designed to collect data about the interactions between telecommunication service providers and their customers to determine the prevalence of misleading or aggressive sales practices, especially as it relates to communities who may be more vulnerable to such sales practices, such as seniors, persons with disabilities and individuals whose mother tongue is neither English nor French.

The inaugural year for the CRTC Secret Shopper Program was 2019-20 and the report for that year is available on the CRTC website.

The Commission has since published a request for proposals for a multi-year Secret Shopper Program that builds upon the 2019-20 Program. Specifically, the CRTC is interested in further exploring findings from the 2019-20 Secret Shopper Program, including:

• that older customers may be more likely to report being more satisfied with the sales interaction and less likely to report experiencing misleading or aggressive sales practices;
• that women are more likely to perceive having been subjected to pressure to purchase more than they asked for; and
• whether the vulnerability of customers from diverse backgrounds is based solely on language barriers.

Internal Services’ activities support the “Economic participation and prosperity,” the “Gender-based violence and access to justice” and the “Gender equality in leadership roles and at all levels of decision-making” pillars of the Gender Results Framework.

Economic participation and prosperity: Employment Equity, Diversity and Inclusion Plan and Human Resources Plan

As part of the initiatives included in the CRTC’s new Employment Equity, Diversity and Inclusion Plan and its upcoming overarching Human Resources (HR) Plan, the CRTC will continue its recruitment of a diverse, representative and inclusive workforce and continue to make the workplace healthy, safe and inclusive. The CRTC will measure its progress in meeting employment targets (vis à vis labour participation rates) for the overall organization, by group and level, and for representation in the executive cadre. This will enable the CRTC to monitor the impacts of these initiatives by gender and diversity. This progress will be measured through the analysis of the CRTC’s Public Service Employee Survey (PSES) results, its in-house employee survey (Introspect) results and the data it receives from Treasury Board of Canada Secretariat.

Commerce Officer (CO) Development Program

In 2021-22, the CRTC will implement a Commerce Officer (CO) Development Program, which will support equity-seeking groups, among others, looking to advance within the organization. The CO group accounts for almost half of the CRTC’s working level and management population. One major program objective is to increase the recruitment of entry-level COs from diverse groups, including women, and have them participate in the program. As participants are promoted to the next level, equity-seeking groups will be promoted to higher, better paid jobs. Data on employees recruited to the group, participating in the program and promoted to the next level will be collected via the organization’s HR systems, which will allow for timely reporting.

Gender-based violence and access to justice: Action plan for new harassment and violence prevention regulations

The CRTC has put in place an action plan for the coming into force of the Work Place Harassment and Violence Prevention Regulations on 1 January 2021. As part of the reporting and resolution process in the new plan, the CRTC is ensuring more accurate data collection and reporting through the enhanced tracking of harassment and violence occurrences.

Employment Equity, Diversity and Inclusion Plan

The CRTC’s new Employment Equity, Diversity and Inclusion Plan will also support the requirements of the new harassment and violence prevention regulations. Data collection on the proportion of employees who self-report being harassed in the workplace will be monitored through the PSES, and related matters will be monitored through the results of the in-house employee survey, Introspect.

Gender equality in leadership roles and at all levels of decision-making: Employment Equity, Diversity and Inclusion Plan

The CRTC’s new Employment Equity, Diversity and Inclusion Plan will support the CRTC’s objective of ensuring gender equality in executive leadership roles and data collection related to meeting this objective. The CRTC will continue to regularly monitor, analyze and communicate data related to designated groups in these roles at the management table. Through its Introspect survey, the CRTC will also collect data on employee opinions on matters related to this objective.

Canadian Radio-television and Telecommunications Commission (CRTC)

April 2020

Although the CRTC is not bound by the Federal Sustainable Development Act and is not required to develop a full departmental sustainable development strategy, the CRTC adheres to the principles of the Federal Sustainable Development Strategy (FSDS) by complying with the Policy on Green Procurement.

The Policy on Green Procurement supports the Government of Canada’s effort to promote environmental stewardship. In keeping with the objectives of the policy, the CRTC supports sustainable development by integrating environmental performance considerations into the procurement decision-making process through the actions described in the 2019 to 2022 FSDS “Greening Government” goal.

Low-carbon government

The CRTC continues to implement environmentally conscious strategies and best practices to reduce the carbon footprint of the CRTC. Below are examples of implementation strategies and best practices that are in place.

• Toner cartridges recycled at end of life
• Encourage employees and co-workers to bike, walk or take public transit to work or to telework
• Maximize the use of video and teleconference services for internal and external meetings, including the participation of Canadians in our public hearings
• Turn off computers and other equipment at the end of the work day
• Multifunctional printers are programmed to print, by default, on both sides in order to reduce the volume of paper
• Implement "one device per user" where each employee uses one primary source of technology, such as a laptop or tablet
• Automation and elimination of paper-based processes, including the implementation and promotion of digital note-taking software and techniques, and e-signatures, to further reduce reliance on paper
• Reduce, consolidate and modernize IT infrastructure and server room equipment and processes to maximize efficiencies and reduce power consumption
• Participate in the Computers for Schools program, which provides a second life to computers
• Disposal of furniture and materials (metal and plexiglass) is done through Buyandsell.gc.ca prior to landfill disposal
• Use of a hybrid vehicle

A Strategic Environmental Assessment (SEA) for policy, plan or program proposals includes an analysis of the impacts of the given proposal on the environment, including on the Federal Sustainable Development Strategy (FSDS) goals and targets. The results of these SEAs are made public when an initiative is announced. The purpose of the public statement is to demonstrate that when there are environmental effects, including impacts on achieving the FSDS goals and targets, of the approved policy, plan or program that they have been appropriately considered during proposal development and decision making. The CRTC is an administrative tribunal that regulates and supervises Canadian broadcasting, and telecommunications in the public interest, as well as contributes to protecting Canadians from unsolicited communications. Given its mandate, the CRTC does not have plans, programs or policies subject to strategic environmental assessments.

Actions supporting the Greening Government goal and the Policy on Green Procurement

Support for green procurement will be strengthened, including guidance, tools and training for public service employees

• Integrate environmental considerations into procurement management processes and controls.

12.7

• Departmental approach to further implementation of the Policy on Green Procurement in place.

Internal Services

• Ensure that decision-makers have the necessary training and awareness to support green procurement.

• 100% of specialists in procurement and/or material management have completed the Canada School of Public Service Procurement course or equivalent.