Recruitment processes at the Canadian Space Agency: findings of independent review – astronauts
On this page
- Introduction
- Recommendation 1: The CSA's commitment to existing efforts
- Recommendation 2: Reaching out to and partnering
- Recommendation 3: Ensure non-discriminatory job advertisement and recruitment materials
- Recommendation 4: Consider designing and proactively communicating to candidates
- Recommendation 5: Offer media and public relations training
Introduction
Equity, diversity and inclusion are at the core of the values of the Canadian Space Agency (CSA). To prevent any unfair treatment in its recruitment processes, the CSA is acting to avoid sexism and discrimination. The CSA reviewed certain parts of the last Astronaut Recruitment Campaign (). This independent review was conducted from an equity, diversity and inclusion perspective for women and women with children. It will provide the CSA with an opportunity to enhance its staffing processes, including those for astronauts.
Several recommendations have already been implemented since the review took place, and the CSA is committed to implementing all the recommendations. The CSA is committed to a diversified workforce and to recruitment processes exempt of any biases. In the interest of transparency, the recommendations are listed below along with actions taken – or to be taken – by the CSA.
Recommendation 1: The CSA's commitment to existing efforts
Theme of recommendation
The CSA's commitment to existing efforts towards employment equity and have all those who participate in recruitment process complete training on human rights and implicit bias in recruitment.
Actions taken and to be taken
Equity, diversity and inclusion are at the heart of the CSA's values. The CSA established a – Employment Equity, Diversity and Inclusion Action Plan as well as a – Corporate Recruiting Strategy (internal document). One of the guiding principles of this strategy is to increase diversity at the CSA. It includes a three-year plan for the recruitment of qualified candidates that are representative of Canada's population, so that the CSA can fulfill its mission in the short, medium and long term.
The Public Service Employment Act includes measures to strengthen diversity and inclusion. New amendments to this Act, which came into effect in , aim to mitigate the biases or barriers that disadvantage persons belonging to an equity-seeking group. The Act sets out requirements for managers across the public service. Since , managers have had to take mandatory training on implicit bias and check for barriers and biases when it comes to assessing candidates for a position. In addition, all other members of a selection committee in a hiring process are required to have taken mandatory training on implicit bias. Furthermore, the Public Service Commission has developed guides on inclusive assessment methods, and the CSA staffing team uses them in their work.
Links
Recommendation 2: Reaching out to and partnering
Theme of recommendation
Reaching out to and partnering with organizations representing or supporting women (and other underrepresented groups) in STEM fields.
Actions taken and to be taken
The CSA will continue to coordinate outreach activities on an ongoing basis with the aim of encouraging women in STEM. Examples of successful activities are events at science centres like "Women and Girls of Science," the airshow "Girls Fly Too," and partnerships like the one with Black Girls Magazine. Astronaut Jenni Gibbons speaks to youth and Canadians in general across Canada, encouraging young women to pursue careers in space and inspiring audiences with her own example. Partnerships to reach underrepresented groups in STEM, especially Indigenous communities, like the one with the Makigiaqta Science Career Camp in Cambridge Bay, Nunavut () and the Ulnooweg Education Centre's "Space Force Team" at the Indspire National Gathering of Indigenous educators (), are successful in inspiring underrepresented communities to engage with space STEM.
In order to ensure the highest representation of women in the astronaut recruitment campaign, the CSA worked with professional organizations with a high representation of women as well as with Women and Gender Equality Canada, and with Northern Affairs Canada to promote the opportunity to Indigenous Peoples and women, and encourage members of these communities to apply to be an astronaut.
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Recommendation 3: Ensure non-discriminatory job advertisement and recruitment materials
Theme of recommendation
Ensure non-discriminatory job advertisement and recruitment materials including non-discriminatory assessment tools and assemble diverse interview committees or panels.
Actions taken and to be taken
The CSA uses inclusive language when posting jobs on jobs.gc.ca. In accordance with the Public Service Employment Act, the CSA makes reasonable efforts to remove or mitigate any biases or barriers that it has identified, including while planning and conducting processes and scoring candidates. Human resources specialists use guides that set out guiding principles on fair assessment. The CSA also sends a clear message about its commitment to diversity and inclusion by forming selection committees that are as diverse and representative as possible. These measures are in place now and will remain in place in the future.
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Recommendation 4: Consider designing and proactively communicating to candidates
Theme of recommendation
Consider designing and proactively communicating to candidates supports that are available to astronauts with family caretaking obligations.
Actions taken and to be taken
All of the CSA's job postings include information on accommodation and state the CSA's commitment to an inclusive and barrier-free work environment. Human resources advisors and hiring managers are made aware of accommodations and the biases that may be associated with them.
Candidates can receive accommodation during the recruitment process and throughout their careers in the public service. If an employee requires any accommodation in the workplace after being hired, the CSA fulfills its duty to accommodate, up to the point of undue hardship.
Candidates in astronaut recruitment campaigns can find the requirements and conditions of employment pertaining to them on the CSA's website, allowing them to determine in advance whether they need accommodation. In addition, during an astronaut recruitment campaign, the timeline of the process is given to all candidates at the beginning of the process so that they can plan their personal and professional engagements accordingly.
During the next astronaut recruitment campaign, the provisions of the conditions of employment on paid and unpaid family leave and on family support will be communicated to the candidates.
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Recommendation 5: Offer media and public relations training
Theme of recommendation
Offer media and public relations training to successful astronaut candidates.
Actions taken and to be taken
Media relations are an integral part of the mandatory basic training that new astronauts take.