Supplementary information (Tables) for 2019 to 2020

2019-20 Departmental Sustainable Development Strategy

Context for the Departmental Sustainable Development Strategy

Although the Canadian Grain Commission is not bound by the Federal Sustainable Development Act and is not required to develop a full departmental sustainable development strategy, the Canadian Grain Commission adheres to the principles of the Federal Sustainable Development Strategy (FSDS) by implementing 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 Canadian Grain Commission supports sustainable development by integrating environmental performance considerations into the procurement decision making process through the actions described in the “FSDS goal: low-carbon government” table in section 2.

Commitments for the Canadian Grain Commission

The Canadian Grain Commission’s Departmental Sustainable Development Strategy for 2017 to 2020 describes the department’s actions in support of achieving a low-carbon government. The Canadian Grain Commission contributes to the Federal Sustainable Development Strategy low-carbon government goal through implementation of the Policy on Green Procurement.

Environmental performance considerations are integrated into the procurement decision-making process and all Canadian Grain Commission procurement and materiel management specialists have completed the Canada School of Public Service Green Procurement course or equivalent. The manager of Procurement, Contracting and Materiel Management’s performance evaluation includes support and contribution toward green procurement. The Canadian Grain Commission leverages common-use procurement instruments where available and feasible, trains acquisition cardholders on green procurement and has increased awareness of the Policy on Green Procurement among managers. The Canadian Grain Commission also strives to reduce the number of printers in its offices as well as replace older less efficient printers with more environmentally friendly printing equipment.

Federal Sustainable Development Strategy goal: low-carbon government
FSDS target FSDS contributing action Corresponding departmental action Support for UN Sustainable Development Goal target Starting point(s), target(s) and performance indicator(s) for departmental actions Link to the department’s Program Inventory
Reduce Greenhouse Gas (GHG) emissions from federal government buildings and fleets by 40% below 2005 levels by 2030, with an aspiration to achieve it by 2025. Support the transition to a low carbon economy through green procurement.
  • Ensure decision makers have the necessary training and awareness to support green procurement
  • Ensure key officials include contribution to and support for the Government of Canada Policy on Green Procurement objectives in their performance evaluations
  • Set departmental targets to reduce the environmental impact of specific goods or services.
Starting Point: 2013-14 baseline = 100%
Target: 100%
Performance Indicator: Percentage of specialists in procurement and materiel management who have completed training on green procurement.
Internal Services
Starting Point: 2014-15 baseline = 100% (1 position)
Target: 100% (1 position)
Performance Indicator: Percentage and number of managers and functional heads of procurement and materiel management whose performance evaluation includes support and contribution towards green procurement in the current fiscal year.
Starting Point: 2014-15 baseline = 1 printer : 5 full-time equivalents (FTEs)
Target: 1 printer : 14 FTEs
Performance Indicator: Ratio of printers to full-time equivalents.
Starting Point: 2013-14 baseline = 100 %.
Target: 100%
Performance Indicator: Percentage of obsolete printers that are replaced with duplex printers.

Integrating sustainable development

The Canadian Grain Commission will ensure that its decision-making process includes consideration of FSDS goals and targets through its Strategic Environmental Assessment (SEA) process. A SEA for policy, plan or program proposals includes an analysis of the impacts of the given proposal on the environment, including on FSDS goals and targets.

Statements on the results of a detailed SEA will be made public when an initiative that has undergone a detailed SEA is announced. The purpose of the public statement is to demonstrate that the Canadian Grain Commission considered environmental effects, including the impacts on achieving the FSDS goals and targets, of the approved policy, plan or program during proposal development and decision-making.

Gender-based analysis plus

The Canadian Grain Commission is a small science-based and regulatory department of approximately 450 employees with many non-traditional and highly technical positions. The organization incorporates GBA+ objectives to foster a diverse and inclusive workplace. The Canadian Grain Commission achieves this through the objectives and plans on initiatives related to employment equity and diversity; respectful workplace; mental health and well-being; values and ethics and official languages in the organization.

Governance structures Though the Canadian Grain Commission does not have a specific gender-based analysis plus implementation plan, it has a governance structure and planning process that incorporates GBA+ objectives into its employment equity and diversity goals and framework.

Canadian Grain Commission senior management provide oversight and leadership for employment equity and diversity. The Chief Operating Officer (the senior public servant) is the Employment Equity and Diversity Champion and the Human Resources Director is the Multiculturalism Champion. Employment equity and diversity is a regular agenda item at senior management meetings throughout the year. Employment equity and diversity programs at the Canadian Grain Commission are implemented in consultation and collaboration with bargaining agents. In support of this, employment equity and diversity is a standing agenda item at all National Union-Management Committee meetings.

As part of the organizational planning framework, employment equity and diversity continues to be a priority in the Canadian Grain Commission-wide organizational Human Resources objectives for 2019-20. Additionally, the Canadian Grain Commission established a five-year Employment Equity and Diversity Action Plan detailing specific goals for 2018-2019 and beyond. These goals will be monitored and evaluated by senior management at least twice annually.

The Canadian Grain Commission has a very active and committed National Employment Equity and Diversity Committee. The Commission established the committee to support management in fulfilling its responsibilities outlined in applicable legislation and policies (e.g. Employment Equity Act, Canadian Human Rights Act, Multiculturalism Act) and in implementing initiatives to achieve Canadian Grain Commission-specific employment equity and diversity objectives. The National Employment Equity and Diversity Committee has members representing the designated groups and many other diverse communities (e.g. LGBTQQIAAP). This committee has representation across all geographic regions of the department.

Human Resources supports management and National Employment Equity and Diversity Committee in its legislative responsibilities and in accomplishing the Canadian Grain Commission’s goals for employment equity and diversity.
Human resources Being a small department, the Canadian Grain Commission does not have full-time equivalents dedicated to gender-based analysis plus implementation in 2019-20 or a gender-based analysis plus responsibility centre. However, the following resources are dedicated to applicable activities.

  • Approximately 0.4 full-time equivalents are dedicated to employment equity and diversity activities from Human Resources.
  • There are 13 CGC employees on the National Employment Equity and Diversity Committee who dedicate time on a monthly basis and throughout the year.
Planned initiatives The Canadian Grain Commission is committed to the following long-term employment equity and diversity outcomes:

  1. The Canadian Grain Commission has representation of designated group members equal to or better than workforce availability throughout the organization.
  2. Managers and employees are educated on employment and equity and diversity and related topics at the Canadian Grain Commission.
  3. The Canadian Grain Commission has healthy and respectful workplaces that eliminate barriers and discrimination for designated group members and all employees.

In support of these longer-term outcomes, the Canadian Grain Commission has established the following planned initiatives for 2019-20:

  1. Increase representation of persons who are visible minorities and women in the organization with specific hiring strategies for grain inspector positions (largest representation gaps). Note: In 2018, the Canadian Grain Commission was at or above workforce availability for the organization as a whole in all four employment equity designated groups for the first time. This was a significant diversity accomplishment for the Canadian Grain Commission, particularly with many non-traditional positions.
  2. Continue to educate staff in diversity related topics. The Canadian Grain Commission will provide access to training in “Positive Spaces” which is about enhancing the work experience of all employees by creating a work environment that is safe and inclusive for all people, including those who identify as lesbian, gay, bisexual, transgender, queer and questioning (LGBTQ2). The Canadian Grain Commission will continue to offer training on anti-discrimination and harassment prevention in 2019-20.

Human Resources and the National Employment Equity and Diversity Committee will coordinate and monitor these 2019-20 goals. Senior management will receive results, at least twice annually, for planning purposes.
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