Contents
Message from the Chief Statistician
At Statistics Canada, we are committed to fostering a culture of trust, where individuals are supported and expected to make ethical, well-informed decisions that inspire public confidence.
The Fundamental Principles of Official Statistics (PDF), the Values and Ethics Code for the Public Sector, the Statistics Canada Code of Conduct and our Statistics Canada Oath (or affirmation) provide a strong foundation for our actions. They guide our decisions and behaviour, and help us act with integrity and accountability at all times.
In response to the message from the Clerk of the Privy Council to deputy ministers and heads of federal organizations, I am pleased to present the first Statistics Canada Report on Misconduct and Wrongdoing.
This report offers a detailed summary of misconduct and wrongdoing cases reported over the past year. It highlights key trends and patterns, and outlines the actions taken in response. The goal through this report is to provide transparency, reinforce accountability, and support our culture of ethical behaviour at Statistics Canada.
André Loranger
Chief Statistician of Canada
Introduction
At Statistics Canada, everyone is responsible for fostering an ethical workplace. This means we are expected to demonstrate ethical behaviour and make decisions that reflect our values and expected behaviours at all times.
If we are unable to address an issue directly or cannot disclose it to our manager, we have several options available. A variety of resources are outlined in this report, or we can consult the Statistics Canada Internal Communications Network for additional information. If anyone feels uncomfortable addressing the issue directly or believes it is not feasible, we are encouraged to reach out to our union representative for support.
Misconduct is defined as any action an individual takes which willfully contravenes an:
- act
- regulation
- rule
- departmental or Treasury Board policy instrument
- approved procedure
- the Values and Ethics Code for the Public Sector, the Statistics Canada Code of Conduct, and the Directive on Conflict of Interest.
Any allegations or suspicions of misconduct are taken seriously and thoroughly analysed. Decisions regarding disciplinary measures are made on a case-by-case basis, taking into consideration the nature of the breach and the seriousness of the misconduct. Serious breaches may result in consequences up to and including termination of employment. The goal of discipline is to:
- deter employees from engaging in misconduct;
- motivate employees to correct their behaviour when they have committed an act of misconduct; and
- encourage employees to adhere to the expected standard of conduct.
Wrongdoing is defined in Section 8 of the Public Servants Disclosure Protection Act. The Act is intended to address wrongdoing that may have a serious impact on public confidence in the integrity of the public sector. It is not intended to address issues that are primarily personal in nature, such as individual complaints for which other recourse mechanisms exist, such as the grievance process.
Misconduct – Discipline Processes
At Statistics Canada, natural justice and procedural fairness are at the core of our processes when determining if discipline is warranted and what that discipline will look like. After the evidence has been examined and we have determined that misconduct has occurred, we then determine if the misconduct was willful or not. Where willful misconduct is determined we consider all mitigating and aggravating factors as well as relevant jurisprudence in determining an appropriate form of discipline to correct the misconduct.
For the purpose of this report, administrative investigations have been grouped into 5 major themes of misconduct which are defined in the table below.
| Misconduct | Examples of misconduct (may include, but is not limited to) |
|---|---|
| Failure to protect information |
|
| Failure to protect and manage public funds |
|
| Failure to protect our reputation |
|
| Failure to comply with the Direction on prescribed presence in the workplace |
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| Failure to comply with the Values and Ethics Code for the Public Sector and Statistics Canada’s Code of Conduct |
|
During the 2024-2025 fiscal year, Labour Relations performed administrative investigations on 89 allegations of misconduct. Of those, 72 were founded. Of those that were founded, seven (7) investigations were outstanding as follows: one (1) was still in progress at the time of this report, one (1) was referred to the Public Service Commission of Canada for investigation, one (1) resulted in discipline during the 2025-2026 fiscal year, and four (4) did not result in discipline being rendered for reasons outside of management’s control (for example employees who left the agency or resigned prior to rendering discipline). For the remainder, the level of discipline ranged as follows:
| Level of discipline | Total |
|---|---|
| Oral reprimand | 2 |
| Written reprimand | 25 |
| Suspension 1-day | 7 |
| Suspension 2-day | 3 |
| Suspension 3-day | 4 |
| Suspension 5-day | 3 |
| Suspension 10-day | 3 |
| Suspension 20-day | 2 |
| Suspension 30-day | 1 |
| Termination of employment | 15 |
| Total | 65 |
Administrative Investigations
The table below presents the total number of administrative investigations that were conducted by Labour Relations for which discipline was rendered, by category.
| Category of Misconduct | Total administrative investigations | Total disciplinary measures rendered | Percentage of total disciplinary measures rendered |
|---|---|---|---|
| Failure to protect information | 2 | 2 | 100% |
| Failure to protect and manage public funds | 18 | 17 | 94% |
| Failure to protect our reputation | 7 | 4 | 57% |
| Failure to comply with the Direction on prescribed presence in the workplaceTable note 1 | 17 | 13 | 76% |
| Failure to comply with the Values and Ethics Code of the Public Sector and Statistics Canada Code of Conduct | 45 | 29 | 64% |
| Total | 89 | 65 | - |
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Other Recourse Mechanisms
Office of Harassment and Violence Prevention
The Office of Harassment and Violence Prevention received 21 notices of occurrences, of which 17 have been resolved and four (4) remain ongoing. Nine (9) of these occurrences were related to the Prohibited Grounds of Discrimination under the Canadian Human Rights Act.
Security Facilities Division
The Security Facilities division reported two (2) incidents in 2024-2025, pursuant to the Directive on Security Screening. These two (2) incidents resulted in the revocation of one (1) security status and the denial of another.
Security violations relate to an act or omission, deliberate or accidental, that does not result in the actual or possible compromise of classified or protected information or assets. All were addressed in accordance with the Policy on Government Security and the Directive on Security Management.
The table below presents the loss of Government assets:
| Type | Total | Amount of loss |
|---|---|---|
| Lost or stolen: cellular phone | 3 | $2,426 |
| Lost or stolen: computer, tablet or laptop | 3 | $4,000 |
| Lost or stolen: other telecommunications, informatics or electronic equipment (computer screens, docking stations) | 25 | $3,796 |
| Lost or stolen: machinery, equipment, furniture and furnishings | 0 | - |
| Total | 31 | $10,222 |
Office of Privacy Management and Information Coordination
The Director of the Office of Privacy Management and Information Coordination administers the Access to Information and Privacy legislations within Statistics Canada and is also the Access to Information and Privacy Coordinator and Chief Privacy Officer for the agency.
Breaches are divided into three components: 1) privacy breaches, with a subcomponent called 2) material privacy breaches, and 3) information breaches.
Privacy breaches involve the improper or unauthorized collection, use, disclosure, retention and/or disposal of personal information. Such breaches would relate to personal information of employees, clients, or contractors in addition to individuals whose personal information has been collected under the Statistics Act.
Material privacy breaches are privacy breaches that could reasonably create a real risk of significant harm to an individual. Only material privacy breaches are reported in Government of Canada Annual Reports on the Privacy Act. Statistics Canada’s 2024-2025 Report will be tabled in Parliament later this year. Statistics Canada’s 2023-2024 Report stated that during that reporting period, there were 15 privacy breaches at Statistics Canada of which none were material in nature.
Information breaches are deemed to have occurred when any designated or classified information in the possession of Statistics Canada has been the subject of unauthorized disclosure or unauthorized access. At Statistics Canada this would include all information protected under the Statistics Act as well as other sensitive statistical information. It would also apply to any other information that is considered designated or classified according to the Treasury Board of Canada Secretariat (TBS) Policy on Government Security and the TBS Security Organization and Administration Standard, including personal information on employees and clients. An information breach may also relate to physical security, IT security or both.
During the 2024-2025 fiscal year, 34 breach incidents were reported to the Office of Privacy Management and Information Coordination. Of these, seven (7) were confirmed privacy breaches (none of which were material in nature), five (5) were information breaches, and one (1) was related to pre-release of statistical information. All were deemed to be the result of inadvertent errors, none resulting from malicious actions by employees, third parties or intruders. The remaining 21 were confirmed as non-breaches.
Wrongdoing – Public Servants Disclosure Protection Act
In May 2025, the Senior Officer for Internal Disclosure (SOID) presented his annual report to the TBS, which is scheduled for publication in the coming months.
This annual report will cover the period from April 1, 2024, to March 31, 2025. The report contains information on disclosure activities in the federal public sector, which includes departments, agencies and Crown corporations, as defined in Section 2 of the Act.
In the recent years, Statistics Canada saw an increase in disclosures, with more public servants coming forward than in previous years. This trend reflects growing awareness of the Act and a willingness to report wrongdoing, a trend that is expected to continue.
Conclusion
In conclusion, the top issues identified at Statistics Canada were failure to protect and manage public funds, failure to comply with the Direction on prescribed presence in the workplace, and failure to comply with the Values and Ethics Code for the Public Sector and the Statistics Canada Code of Conduct. The agency reviewed each incident thoroughly and took all necessary and appropriate measures to address the issues and help prevent future occurrences.
To reinforce the importance of strong leadership across Statistics Canada, the agency is committed to developing leaders at all levels through targeted training. These initiatives are designed not only to enhance managerial and operational competencies, but also to cultivate the ability to make sound ethical decisions in a complex and changing environment. We recognize that ethical behaviour is a shared responsibility, and all employees—regardless of role or seniority—play a vital part in upholding our values and fostering a culture of integrity across the Agency. Through the development of leaders, Statistics Canada aims to further shape the organization’s culture and conduct in the workplace.
The Statistics Canada Code of Conduct provides a foundational framework that guides us to uphold respect for democracy and respect for people, practise stewardship, act with integrity, and strive for excellence. To reinforce and strengthen our commitment, the Code has been revised to ensure a common understanding that promotes a respectful, ethical, and inclusive workplace culture.
In addition, continuous engagement with bargaining agents is essential and fosters a collaborative relationship. This commitment is vital to achieving our shared goal in creating a more positive, ethical, and supportive workplace.
Appendix A – Definitions
In this section, we define several key concepts that are essential to the content of this report:
Administrative measure refers to a formal step or procedure taken by an employer or the Federal Public Sector Labour Relations and Employment Board to address issues related to labour relations.
Discrimination is an action or a decision that treats a person or a group unfairly or negatively for reasons such as their race, age or disability. The Canadian Human Rights Act prohibits discrimination based on 11 grounds: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, and a conviction for which a pardon has been granted or a record suspended.
Harassment and violence means any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.
Misconduct is defined as any action whereby an individual willfully contravenes, notably, an act, a regulation, a rule, a departmental or Treasury Board policy instrument, an approved procedure, a departmental code of conduct, and/or the Values and Ethics Code for the Public Sector.
Disciplinary measure is defined as any action taken by management to correct behaviours which may include oral reprimand, written reprimand, suspension, financial penalty, demotion, and termination.
Security incident is an alert that a breach of security may be taking place or may have taken place. It is an act, event or omission that could result in the compromise of information, assets, or services.
Privacy breach involves improper or unauthorized collection, use, disclosure, retention and/or disposal of personal information. A breach may be the result of inadvertent errors or malicious actions by employees, third parties or intruders.
Wrongdoing is defined by section 8 of the Public Servants Disclosure Protection Act, as:
- a contravention of any Act of Parliament or of the legislature of a province, or of any regulations made under any such Act, other than a contravention of section 19 of this Act;
- a misuse of public funds or a public asset;
- a gross mismanagement in the public sector;
- an act or omission that creates a substantial and specific danger to the life, health or safety of persons, or to the environment, other than a danger that is inherent in the performance of the duties or functions of a public servant;
- a serious breach of a code of conduct established under section 5 or 6; and
- knowingly directing or counselling a person to commit a wrongdoing set out in any of paragraphs (a) to (e).
Appendix B – Roles and Responsibilities
Integrity and Respect Champion: makes a significant contribution at Statistics Canada by promoting and upholding ethical standards within an organization, encouraging ethical behaviour and decision-making. The champion provides guidance on ethical issues, advocates for integrity, and helps foster a culture of transparency and accountability.
Integrity and Respect Awareness Officers: plays an important role at Statistics Canada. They support the Office of Values and Ethics and serve as a guide for employees seeking information about the values and ethics, conflict of interest, harassment and violence, and political activities.
Office of Harassment and Violence Prevention: is the agency's designated recipient. This is the unit to which employees experiencing or witnessing workplace harassment or violence can report an incident by email to Harassment and Violence.
Office of Values and Ethics: is the focal point for expertise and plays a key role in fostering a highly ethical culture that results in an environment of respect and trust. It acts as a centre of expertise for values and ethics, conflict of interest, and political activities.
Internal Disclosure program: the mandate of this program is to empower employees who believe that wrongdoing has occurred or is about to occur and wish to come forward. It ensures that individuals can report concerns confidentially, helping preserve integrity and trust within the federal public sector. If employees at Statistics Canada believe they are facing reprisal due to a disclosure they made or participation as a witness in an investigation, they may consult this program. This office supports the SOID in their role and provides a neutral and confidential space for all employees to seek support.
Office of the Public Sector Integrity Commissioner of Canada: provides a safe and confidential mechanism enabling public servants and the public to disclose wrongdoings committed in the public sector.
Canadian Human Rights Commission: protects and promotes human rights in Canada. It promotes human rights through research and policy development; protects human rights through a fair and effective complaints process; and represents the public interest to advance human rights for all Canadians.
Departmental Security Officer: is the designated Chief Security Officer and responsible for the development and administration of the security program for Statistics Canada, which includes security screening, physical security, security in emergency and increased-threats situations, security in contracting etc.