Correctional Service Canada Submission for the Annual Report
on the Operation of the
Canadian Multiculturalism Act 2005 - 2006

Table of Contents

Section I: Contact details

Section II: Statistical information

Section III: Descriptive questions (based upon the five subsections of Section 3(2) of the Act)

Section IV: Best practices

Section I: Contact details

Section II: Statistical information

1. Statement of the federal institution's vision, mandate and goal(s) in addressing issues related to the Canadian Multiculturalism Act:

• 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) -
  1) For greater certainty, aboriginal spirituality and aboriginal spiritual leaders and elders have the same status as other religions and other religious leaders;
  2) 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:
    (a) the National Aboriginal Advisory Committee mentioned in section 82; and
    (b) the appropriate regional and local aboriginal advisory committees, if such committees have been established pursuant to that section.

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• Mission of the Correctional Service of Canada: People's 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 offenders 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.

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2. A list of institutional policies and programs related to multiculturalism:

• 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

3. Federal institution's activities to respond/support Canada's ethno cultural diversity in FY 2005-2006. (Select all of the following that apply and state title of event next to crossed box where applicable.)

• Held or participated in seminars to increase institution's knowledge about multiculturalism issues. Title of event: Reflections on Racial Profiling

• Consulted with general public to identify gaps. Title of event: The Canadian Ethnocultural Council (CEC) was engaged to consult with a wide variety of individuals from diverse ethnocultural backgrounds, professions, leadership capacities and faith groups in Toronto, Montreal, Halifax, Vancouver, Winnipeg and Calgary.

• Developed partnerships with ethno cultural groups. Title of event: Implementing of Regional Ethnocultural Advisory Committees in different regions

• Added or enhanced policies and/or services to better reflect needs of ethno cultural communities. Title of event: Regular meetings of the National Ethnocultural Advisory Committee; Public Forum on the Reintegration of Ethnocultural Aging offenders, Meetings of CSC Diversity Committees in different institutions

• Supported research on multiculturalism issues. Title of Research: A Profile of Visible Minority Offenders in the Federal Canadian Correctional System

• Other. Please specify: ________________________________

6. Employees of this federal institution were offered, in FY 2005-2006, training sessions on cross-cultural understanding, fighting racism, or promoting diversity, either by providing such training in-house or enrolling employees in courses offered by an outside organization:

X Yes. If yes, how many employees participated in the session(s): Employees throughout the country took the following sessions in their respective region. Because some of this material is provided within other courses, for example New Employee Orientation, the precise number who received the training is unknown.

Title of session(s):

In 2005-06, through the Correctional Training Program (CTP), New Employee Orientation Program (NEOP) and Joint Learning Program Anti-Harassment (JLP) the following initiatives were delivered to CSC staff:

• Cultural Awareness
• Harassment Awareness
• Working in Diversity
• Anti-harassment training (for all employees, supervisors, managers, union representatives)
• Ethics & Values (Also provided to managers through the Correctional Management Learning Centre)
• Reflections on Racial Profiling

Number of such session(s) in FY 2005-2006: approximatively 50

Focus of training sessions included the following:

• Combating racism
• Employment Equity
• Diversity issues/diversity awareness
• Cross-cultural understanding
• Incorporation of diversity in new policies, programs and services
• Discrimination
• Communicating in a multicultural workplace

Section III: Descriptive questions (based upon the five subsections of Section 3(2) of the Act)

8. Recruitment:
In fiscal year 2005-2006, what initiatives did your institution undertake to support increasing the number of employees of different ethnocultural backgrounds within your institution?

Over this period Correctional Service of Canada has taken a number of actions to increase the number of employees of different ethnocultural backgrounds. In Quebec, Pacific, Ontario and Prairie regions, for example, Visible Minorities and Aboriginals were the target groups. Invoking organizational criteria under the new Public Service Employment Act (PSEA) and the provisions of the Embracing Change initiative, CSC restricted application to those from designated groups in order to increase their representation within our organization. the Service. In the Quebec region, for example, 12 individuals from designated groups were hired in the East-West Parole District and in Metropolitan Montreal. At the Donnacona Institution two Correctional Officers from the Haitian Community were hired and sent to the Staff College in Laval for their training prior to joining their new workplace.

In the Pacific region, a number of actions were taken to increase the representation of visible minorities among new recruits in the CR, GL, GS, CX, WP and FI groups. In the Ontario region, 9.47% of new hires during this period were visible minorities and 5.26% were Aboriginals.

9. Promotion:
In fiscal year 2005-2006, what initiatives did your institution undertake to promote employees of different ethnocultural backgrounds within your institution?

In the Ontario region, Aboriginal persons received 16.22% of promotions in the Administrative and Foreign Service category including 50% of promotions within and into the WP group.

The Pacific region has supported a number of Visible Minorities employees with educational assistance to begin or continue with post-secondary educational to facilitate future career opportunities. In addition, acting and assignment opportunities were provided to employees from a variety of ethnic and cultural backgrounds to assist them for future promotional positions.

In Quebec, the Eastern and West Parole District allowed an Aboriginal liaison officer to act as correctional programs coordinator for 4 months. At the Donnacona Institution, a program officer was offered an acting position at AS -05 level even if this person did not satisfied all linguistic criteria. A mentorship and linguistic training were made available for this employee.

10. Retention:
In fiscal year 2005-2006, what initiatives did your institution undertake to retain employees of different ethnocultural backgrounds within your institution?

In the Atlantic and Prairie regions, a buddy system for new recruits completing the Correctional Training Program (CTP) was established in order to pair up new CX staff, from the same site, with a peer from the same cultural background if desired and if possible. This program is particularly effective for new CX staff and Aboriginal persons.

In Quebec, all new recruits receive a letter of welcome and coaching is provided to staff who experienced difficulties in past assignments.

All regions have a Diversity and Wellness Committee that celebrates diversity and other healthy work environment events. These committees act as a supportive agent for ethnocultural and aboriginal groups.

11. Diversity training and enhanced awareness of Multiculturalism:
In fiscal year 2005-2006, what initiatives did your institution undertake to train employees on diversity issues, and raise their awareness of multiculturalism?

In order to enhance awareness of a multicultural workforce, CSC supported on site activities that had the objective to educate staff on various cultural practices and religious believes. Because our offender population as well as our work force includes a considerable portion of Aboriginal and Visible Minorities, we are conscious of the need to ensure that diversity training is offered to all levels of employees and managers in the all regions.

In 2005-06, through the Correctional Training Program CTP), New Employee Orientation Program (NEOP) and Joint Learning Program Anti-Harassment (JLP) the following initiatives were delivered to CSC staff:

• Cultural Awareness
• Harassment Awareness
• Working in Diversity
• Anti-harassment training (for all employees, supervisors, managers, union representatives)
• Ethics & Values (Also provided to managers through the Correctional Management Learning Centre)
• Reflections on Racial Profiling
• Black History Month
• Asian Heritage Month Events
• Violence Against Women events
• Human Rights Day Observance
• Gay-Lesbian-Bisexual-Transgender (GLBT) Pride Observance
• Aboriginal Cultural Awareness Sessions/Forum
• Talking Circles with Native Liaison Officer or Aboriginal Elder.

At the Cowansville Medium Security Institution in the Quebec region, for example, there was an exhibition entitled " All Parents, All Different ". This activity aimed to sensitize all participants on the diversity of the humankind as well as the richness of the diversity.

12. Culture that embraces diversity:
In fiscal year 2005-2006, what initiatives did your institution undertake to foster a corporate culture that embraces diversity?

The Corrections and Conditional Release Act (Section 4h), CSC Mission statement as well as the Commissioner's Directives 767 on Ethnocultural Offender Programs and 702 on Aboriginal Offenders all require that correctional policies, programs and practices respect gender, ethnic, cultural and linguistic differences and 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.

In all regions, Diversity Committees contribute to an environment that respects ethnocultural diversity. In addition, national and regional ethnocultural advisory committees assist CSC in all areas related to multiculturalism. Through their advisory role the committees can make suggestions to improve policies, to better accommodate employees with special needs and to ensure a respectful management framework to help put in practice those policies.

Through the activities they organize they increase cultural awareness and provide a welcoming environment.

For example, in the Pacific region, for two years running, the Pacific Region Headquarters organized and implemented a multicultural lunchtime event during Public Service Week entitled "Eat Around the World in 90 Minutes". The event requires each sector to draw a ticket indicating the name of the country. The sector then researches, plans for and implements a presentation which includes decorating the work unit, wearing cultural dress and preparing food to reflect the country assigned to them. It is a highly competitive undertaking with prizes given for the most appropriate overall executed theme, best sound effects, and best food, best costumes, best entertainment, etc. It is a highlight during Public Service Week where staff can enjoy the various aspects of a broad range of ethnicities and cultures and an event which supports learning and appreciation for diversity.

13. Diversity in your institution:
How does your institution benefit from having a multicultural workforce?

The primary mandate of the CSC is public safety. A diverse workforce allows us to bring various perspectives to interpret offender behaviour, motivate change, choose appropriate sanctions, and interact with the communities to which these offenders may one day return. In the community, having a multicultural staff better enables us to understand issues in the communities where we work and to engage community leaders in making those communities safer.

Via the Employee Assistance Program (EAP) special attention is paid to recruiting and training new referral agents this, taking into consideration the cultural diversity of our group of employees.

At the LaMacaza institution in the Quebec region, an employee acts as an interpreter for an Aboriginal inmate who speaks only Algonquin language and Inuit inmates who speak Inuktitut.

In the Pacific region, third language benefits are realized. An appreciation for the different Aboriginal and Asian cultures found on the west coast enable those staff to manifest their culture in the workplace and provides managers with appropriate ways to respond to staff.

In the Ontario region, CSC realized that a multi-cultural workforce would help to enhance cultural understanding and dialogue between staff and offenders. Differences in language, culture and religion can be bridged through understanding and representation within staff members which will improve overall service delivery. It will also serve to break down barriers between two already well defined groups: a culturally homogenous staff and a diverse offender population that is over-represented in some cultural groups.

In particular, there has been a very concerted effort to increase Aboriginal participation in Case Management activities as there is a strong belief that having Aboriginal staff in the counseling and assessment role with Aboriginal Offenders will help reverse the trend that Aboriginal offenders on average are released at a later date than non-aboriginal offenders.

In the Central Parole District - Great Toronto Area (GTA), Parole Officers with the ability to speak third languages, in particular Chinese are appropriately utilized.

In Prairie region, a multicultural workforce provides positive, visible role models for offenders and increases sensitivity of staff to others who might be different in appearance, values and culture. 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.

14. Other:
In fiscal year 2005-2006, did your institution undertake other initiatives that fall within Section 3(2) (a) Equal Opportunity in Federal Institutions, but not within one of the subtopics listed above? Please be specific.

In Metropolitan District in Montreal, awareness sessions were organized for Employment Equity Human Resources Officers as well as Wardens of different Institutions in collaboration with ethnic groups. In addition, a public forum on the aging ethnocultural offender population was organized by a Non-Governmental Organization named Extra-Muros International based in Mississauga (Ontario). Participants from different and diverse cultural backgrounds attended the event which was partially funded by CSC.

CSC contributed to the success of the Beyond Bridges Multicultural recruiting event organized by RCMP in order to attract candidates from visible minority and Aboriginal groups. This event was held on February 24^th 2006. at the Canadian Museum of Civilization.

15. Consultations:
In fiscal year 2005-2006, what consultations with ethnocultural communities did your institution undertake that resulted in better delivery of services to them and all Canadians? Please be specific about how the consultations resulted in better service delivery.

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.

The Canadian Ethnocultural Council (CEC) was engaged by the Communications and Citizen Engagement Sector to develop a plan toward raising awareness of CSC's mandate among ethnic communities with the ultimate goal being to assist offender reintegration in the community.

Approximately one hundred individuals representing a wide variety of ethnocultural backgrounds, professions, leadership capacities and faith groups were engaged. Consultations were held in Toronto, Montreal, Halifax, Vancouver, Winnipeg and Calgary.

The resulting CEC report highlighted the need for joint governmental initiatives, a sound understanding of the distinctions between ethnocultural communities, a research strategy to conduct research and publish material which looks at issues around re-entry, safety, youth violence in relations to the ethnic communities as well as a better understanding of community.

These consultations directly improve CSC capacity to engage ethnocultural partners and to ensure that correctional messages are resonant and meaningful within those communities.

16. Empowering and engaging communities:
In fiscal year 2005-2006, what actions did your institution take to enable members of ethnocultural communities to participate and be fully represented in Canadian society? Please be specific about how the actions led to increased participation or representation.

CSC provides institutional programs and opportunities for offenders to interact with other offenders, spiritual leaders and volunteers from their communities, as well as family members in an effort to motivate offenders to change their behaviour through culturally appropriate support.

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. To that end, in 2005-2006, CSC was pleased to fund four forums on issues specific to ethnocultural communities in Dartmouth (NS), Montreal (QC), Mississauga (ON), and Vancouver (BC) with a total funding value of $17, 950.

CSC is engaged in ongoing consultation with the ethnocultural communities through National and Regional Ethnocultural Advisory Committees. The establishment of these Committees is intended to help represent members of visible minorities to be fully represented in our business and to be empowered to contribute to the reintegration of ethnocultural offenders.

17. Services for newcomers:
In fiscal year 2005-2006, what sort of services and/or programs did your institution provide to help newcomers better integrate into Canada's economy and society?

Through our Correctional Recruit Training Program we offer pairing support to members of a minority community. As well, we make sure to take in consideration the linguistic preferences of the new comers and we encourage self identification by the mean of a confidential questionnaire. This information enables us to get a more accurate profile of our work force. All new employees are made aware of rights to indicate any special needs they may have in order to help them better adjust to their work environment.

English or French as a Second Language (E/FSL), programs within Adult Basic Education (ABE), are offered to those offenders who do not speak either English or French.

In August of 2005, a regional protocol was developed between CSC-Pacific and the British Columbia Ministry of Employment and Income Assistance to enhance a seamless community re-entry of federally incarcerated offenders.

In Atlantic and Prairie regions, CSC regionally promotes and supports the development of ethnocultural groups within our institutions according to CD 767 and offer programs such as E/FSL and employment to assist newcomers overcome the language barrier and integrate into Canada's economy and society, providing them with marketable communication and job skills.

Interpreters are often sought out from the local community to assist in this undertaking as well as to assist offenders in understanding law and policy requirements and their entitlements as offenders. As our population demographics change we continue to recruit volunteers and persons with special skills (i.e., mental health backgrounds) to assist with those with special needs.

The Programs department at Fraser Valley Institution in the Pacific region invested in a full computerized ESL language program (supplemented by further assistance from on site teaching staff) to assist federally sentenced women from other cultural backgrounds to learn and improve on their English language skills. This is essential to enable them to pursue further educational opportunities as well as to improve employability upon release. The program has been utilized by Korean, Vietnamese and Chinese women.

In March 2006 the Regional Ethnocultural Advisory Committee (REAC) in Pacific region hosted a Community Forum entitled: "Bridging Ethnocultural Offenders with Community Partners". There was good representation from various ethnocultural agencies, communities and media groups. The Pacific Region is currently developing a community resource database to capture community services and programs which could address the needs of ethnocultural offenders more effectively.

18. Other:
In fiscal year 2005-2006, did your institution undertake other initiatives that fall within Section 3(2) (b) Capacity Building, but not within one of the subtopics listed above? Please be specific.

In 2005-2006, CSC undertook development of an integrated Strategic Aboriginal Framework for 2006 onwards. According to Section 81(1)of the CCRA, CSC is authorized to enter into an agreement with an Aboriginal community for the provision of correctional services to aboriginal offenders and for payment of those services.

In December 2005, Mission Institution officially opened the Pacific Region's 1st Aboriginal Pathways Support Unit that focuses on the development of Aboriginal spirituality, tradition, ceremony teachings and assisting aboriginal offenders in following the aboriginal path and individual healing journey. Mission institution has been designated as the Pacific Region's aboriginal focused institution and as such has increased its aboriginal population since 2005. The institution continues to increase its capacity in this area.

19. Serving a diverse public:
In fiscal year 2005-2006, what initiatives did your institution undertake to improve federal services for ethnocultural groups?

All institutions and offices are bound to comply with the Official Languages Act for service to the public and language of work purposes, as well as, to enhance the capacity of linguistic communities in minority situation.

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.

In all regions, diversity committees are available to advise management on the quality of the ethnocultural service offered to employees.

20. Celebrating Canada's cultural heritage:
In fiscal year 2005-2006, what initiatives did your institution undertake to celebrate Canada's cultural heritage among employees and/or the general public?

In each institution, in 2005/06, various activities took place and contributed to celebrate our employees' and inmates' cultural diversity. In some of them, the general public was invited to participate this, creating a better sense of understanding and exchange. For example, here are some of those activities:

Each site has a local Diversity Committee and Ontario, Quebec, Prairie and Pacific regions have established a regional ethnocultural advisory committee (REAC). Each site celebrates two or three diversity events per year including Aboriginal Awareness Day, Black History month, Elimination of Racism, Recognition of Women, Canada Day, Aboriginal Week, GLBT Pride observance, etc.

21. Fighting racism and discrimination:
In fiscal year 2005-2006, what initiatives did your institution undertake to fight racism and discrimination?

Joint Learning Program Anti-Harassment (JLP is an ongoing initiative for all CSC staff. In addition, through our community-based reintegration programs we are constantly seeking community involvement and support.

We take advantage of appropriate theme weeks to promote respect, anti-racism and anti-harassment to all our staff. Reminders are sent on a regular basis via e-mails, memos and posters all over the year. There is a "no tolerance" directive for all our workplaces that needs to be respected or, if not, addressed accordingly by management. Other initiatives were delivered to CSC staff:

• Cultural Awareness
• Joint Learning Harassment Awareness
• Working in Diversity
• Anti-harassment training (for all employees, supervisors, managers, union representatives)
• Ethics & Values (Also provided to managers through the Correctional Management Learning Centre)
• Reflections on Racial Profiling
• Asian Heritage Month
• GLBT pride observance
• Black History Month
• Aboriginal Cultural Awareness Sessions/Forum
• Talking Circles with Native Liaison Officer or Aboriginal Elder.

At the Cowansville Medium Security Institution in the Quebec region, for example, there was an exhibition entitled " All Parents, All Different ". This activity aimed to sensitize all participants on the diversity of the humankind as well as the richness of the diversity.

22. Other:
In fiscal year 2005-2006, did your institution undertake other initiatives that fall within Section 3(2) (c) Enhancing the Understanding of and Respect for Diversity, but not within one of the subtopics listed above? Please be specific. N/A

23. Collecting information and funding research projects:
In fiscal year 2005-2006, what research did your institution conduct or fund with a multicultural component?

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. To that end, in 2005-2006, CSC was pleased to fund four forums on issues specific to ethnocultural communities in Dartmouth (NS), Montreal (QC), Mississauga (ON), and Vancouver (BC) with a total funding value of $17, 950.

The Canadian Ethnocultural Council (CEC) was engaged by the Communications and Citizen Engagement Sector to develop a plan toward raising awareness of CSC's mandate among ethnic communities with the ultimate goal being to assist offender reintegration in the community.

24. Dissemination:
In fiscal year 2005-2006, how were these data used, by your institution or another group, to better understand and serve ethnocultural groups?

These data helped us to more clearly understand the needs and priorities of ethnocultural groups and serve them better.

25. Other:
In fiscal year 2005-2006, did your institution undertake other initiatives that fall within Section 3(2) (d) Research and Data that Support the Development of Relevant Federal Policies, Programs and Practices, but not within one of the subtopics listed above? Please be specific.

N/A

26. Maximizing Employee Language Skills:
In fiscal year 2005-2006, what initiatives did your institution undertake to incorporate the cultural insights and/or language skills of staff from multicultural backgrounds to improve policy-making functions, enhance service delivery, and/or expand business opportunities?

At the LaMacaza Institution in the Quebec region, for example, an employee acts as an interpreter for an Aboriginal inmate who speaks only Algonquin language and Inuit inmates who speak Inuktitut.

In the Pacific region, third language benefits are realized. An appreciation for the different Aboriginal and Asian cultures found on the west coast enable those staff to manifest their culture in the workplace and provides managers with appropriate ways to respond to staff.

In the Ontario region, CSC realized that a multi-cultural workforce would help to enhance cultural understanding and dialogue between staff and offenders. Differences in language, culture and religion can be bridged through understanding and representation within staff members which will improve overall service delivery. It will also serve to break down barriers between two already well defined groups: a culturally homogenous staff and a diverse offender population that is over-represented in some cultural groups.

In the Central Parole District - Great Toronto Area (GTA), Parole Officers with the ability to speak third languages, in particular Chinese are appropriately utilized to bridge between CSC, the community, and offenders under supervision.

Section IV: Best practices

27. Considering your responses to the preceding questions, in fiscal year 2005-2006, which best practice would you like to showcase as an example of how your institution furthered the principles of the Canadian Multiculturalism Act?

In the Pacific region, for two years running, the Pacific Regional Headquarters organized and implemented a multicultural lunchtime event during Public Service Week entitled "Eat Around the World in 90 Minutes". The event requires each sector to draw a ticket indicating the name of the country. The sector then researches, plans for and implements a presentation which includes decorating the work unit, wearing cultural dress and preparing food to reflect the country assigned to them. It is a highly competitive undertaking with prizes given for the best overall executed theme, best sound effects, best food, best costumes, best entertainment, etc. It is a highlight during Public Service Week where staff can enjoy the various aspects of a broad range of ethnicities and cultures and an event which supports learning and appreciation for diversity.

28. Last year, in your submission to the Annual Report 2004-2005, we asked in the call letter: "What steps will your organization take to advance the Canadian Multiculturalism Act in fiscal year 2005-2006?" Of the initiatives you cited in your response last year, which ones did you implement in 2005-2006? If cited already in this submission, please indicate the relevant section(s). Please elaborate more fully on developments not previously discussed in this submission.

Establishment of a Regional Ethnocultural Advisory and Diversity Committees with full regional representation and an increase in diversity celebrations at CSC sites across the country.

Implementation of a one-time Diversity Recognition award for CSC staff to increase diversity awareness and to recognize the value of sensitivity to diversity.

Development of a regional Aboriginal Recruitment pamphlet focusing on Aboriginal services and resources within the CSC Prairie Region where Aboriginal offenders are disproportionately represented.

29. In the fiscal year of 2006-2007, what specific initiatives will your institution pursue to further advance the Canadian Multiculturalism Act? (Please keep in mind we will ask you to report on this for the 2006-2007 Annual Report.)

Correctional Service of Canada (CSC) (Ethnocultural Programs, Reintegration Programs) and Department of Canadian Heritage (PCH) (Multiculturalism and Human Rights Branch) have signed a Memorandum of Understanding (MoU) for the development of the project entitled Enhancing the cultural competency of CSC in dealing with ethno cultural communities and offenders from diverse cultural backgrounds. This work is carried out under A Canada for All: Canada's Action Plan Against Racism and the Inclusive Institutions Initiative (the Initiative).

The overall purpose of CSC's project is to contribute to reducing the over-representation and recidivism rates of ethno cultural/racial minority offenders. This will be achieved through enhancing the cultural competency of staff and through policies and programs are responsive to the dynamics and realities of ethnocultural offenders and the communities in which they will live.

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