Read the full Departmental results report
A departmental results report provides an account of actual accomplishments against plans, priorities and expected results set out in the associated Departmental Plan.
Key priorities
The Canadian Human Rights Commission's (the Commission) top priorities for 2023–2024 were as follows:
- use our public platform to advocate for people in Canada who are in vulnerable circumstances, with a focus on the human right to housing and its intersectional impact on Indigenous peoples, Black and other racialized people, as well as women and gender diverse people, and people with disabilities;
- continue to make regular submissions to the international human rights community on how Canada is upholding its international human rights obligations;
- continue to build our diverse network of stakeholders and partners, and nurture these relationships through an integrated engagement strategy;
- continue to explore ways to improve access to human rights justice for all, including by making ongoing improvements to our complaints process for discrimination complaints under the Canadian Human Rights Act;
- ensure federally regulated organizations comply with the requirements set out in the Employment Equity Act, and support the Pay Equity Commissioner and the Accessibility Commissioner in their efforts to ensure compliance with Pay Equity Act, and the Accessible Canada Act, respectively, holding those who do not comply accountable; and
- continue to support the Federal Housing Advocate, including initiating research, engaging with key stakeholders, receiving submissions from individuals and groups on systemic housing issues, conducting reviews of systemic housing issues, and launching a strategy to monitor the right to adequate housing in Canada as well as the impact of the National Housing Strategy Act.
The Commission helped with the 2023–2024 Refocusing Government Spending exercise by reducing travel, professional services, and operating costs for the fiscal year by $188K per the established targets. Plans were also made to reduce expenditures even further in future years, but due to the risks it would pose to the Commission achieving its mandates, those budget reductions were cancelled for 2024–2025 and ongoing. The Commission continues to allocate less funding to travel and professional services to support the government's overall objective to reduce spending on travel & professional services where it is feasible to do so.
Highlights
In 2023–2024, total actual spending (including internal services) for the Commission was $44,878,473 and total full-time equivalent staff (including internal services) was 299. For complete information on the Commission’s total spending and human resources, read the Spending and human resources section of the full report.
The following provides a summary of the department’s achievements in 2023–2024 according to its approved Departmental Results Framework. A Departmental Results Framework consists of a department’s core responsibilities, the results it plans to achieve and the performance indicators that measure progress towards these results.
Core responsibility 1: Engagement & Advocacy
Actual spending: $7,373,685
Actual human resources: 40
Departmental results achieved
- Full compliance with the Paris Principles.
- People in Canada are informed of their rights and responsibilities.
- CHRC interventions influence law and support the advancement of human rights, employment equity, pay equity and accessibility.
More information about Engagement & Advocacy can be found in the “Results achieved for core responsibilities and internal services” section of the full departmental results report.
Core responsibility 2: Complaints
Actual spending: $13,706,079
Actual human resources: 97
Departmental results achieved
- People in Canada have access to a complaint system for human rights, pay equity and accessibility complaints.
- Complaints are resolved consistent with private and public interests.
More information about Complaints can be found in the “Results achieved for core responsibilities and internal services” section of the full departmental results report.
Core responsibility 3: Proactive Compliance
Actual spending: $8,627,466
Actual human resources: 55
Departmental results achieved
- Employers are fostering a work environment that promotes equality of opportunities.
- Workplace parties have the tools and support to implement the pay equity plan process.
- Regulated entities have published accessibility plans, feedback mechanism and progress report.
More information about Proactive Compliance can be found in the “Results achieved for core responsibilities and internal services” section of the full departmental results report.