The federal immigration department has updated its anti-racism strategy following criticism during the Ukraine refugee crisis, but groups representing claimants and refugees say it’s unclear what will change for people who depend on the system.
The Immigration, Refugees and Citizenship Canada (IRCC) document released this week says the department needs to be more open-minded and self-critical in response to criticisms like those it has received over the how the government has treated refugees from Ukraine this year compared to Afghans fleeing the Taliban in 2021.
“It looks like there are a lot of good intentions and good initiatives, but what exactly will it lead to? It’s not clear,” said Janet Dench, executive director of the Canadian Council for Refugees.
The council is an umbrella organization that represents groups related to the settlement, sponsorship and protection of refugees and immigrants.
According to the strategy document, there has been little consultation with groups outside government on this version of the strategy, and there are plans to do more in 2023.
Ms Dench was consulted, as well as the National Settlement and Integration Council, but said the department appeared to be focused on racism in the workplace.
The strategy specifically pointed to an independent employee survey that found workers experience microaggressions and biases during hiring and promotion.
Dench said she didn’t want to downplay these significant issues, but there are challenges faced by applicants that IRCC must also address.
“What about the very long and disparate processing times for refugees? she asks. It’s a bit disheartening to us, after spending years highlighting these refugee issues, that it doesn’t seem to have been picked up at all, or identified as a particular issue to look at. »
The strategy sets a goal to better understand systemic racism and bias embedded in the way the ministry delivers services as well as to become more transparent by releasing more data to researchers and the public.
NDP immigration critic Jenny Kwan pointed out that the strategy’s language is positive, but does not appear to be backed by immediate action.
“As the government consults, as it examines and studies these issues, the continued impact of discriminatory policies is having a real effect on people,” Kwan said in an interview Friday.
She mentioned speakers from Africa, South America and Asia who plan to attend a major AIDS conference in Montreal and who have been denied visas, often on the grounds that the Canadian government does not believe that they will return home after the event.
The strategy also addresses the use of automated tools that carry the risk of replicating human decisions shaped by unconscious bias and racism: an issue that has been flagged by experts as a contributing factor to discrepancies in processing times. visitor visas.
“IRCC’s use of this technology is not subject to any external review,” said Gideon Christian, an assistant professor of law at the University of Calgary who specializes in artificial intelligence. He received his law degree from the University of Lagos in Nigeria.
“We don’t know to what extent this prejudice and racism negatively impacts people [d’Afrique] due to the use of artificial intelligence technology,” he added.
According to the strategy, as the ministry works to modernize its systems, this is an opportunity to embed equity into digital programs as they are redesigned.
When it comes to banishing systemic racism from the workforce, the strategy lays out several plans, including implementing anti-racism training, career development programs for black and racialized employees , and recruitment to improve representation at all levels of the ministry.
Ms Kwan and Conservative immigration critic Jasraj Singh Hallan agree there has not been enough action to back up the plans set out in the document.
Mr Hallan says he has spoken to ministry staff and they still see no changes, two years after the first strategy was released. So it’s not certain that this will really solve the problems of racism inside.
He added that if the department can improve conditions for racialized workers and diversity is reflected at all levels of the department, program delivery will also improve.
He cited the need for appropriately trained employees who understand different cultures.