Defence Construction Canada

This document outlines a five-year strategy and action plan focused on workplace well-being and mental health for the CDC team. The plan prioritizes ensuring the health and well-being of the team through four key initiatives: improving existing policies and programs for care and training, providing mental health training, offering training and tools for financial, physical, and psychological health, and promoting engagement activities like the Wellness Passport.

The CDC's new Strategy 2.0 aims to advance its diversity and inclusion journey, building upon existing progress in establishing a welcoming and inclusive workplace. Developed by and for employees, this strategy outlines eight key priorities with measurable objectives. Core commitments include attracting and retaining diverse talent, fostering a greater culture of inclusion through training and awareness, celebrating diversity, and integrating diversity and inclusion into all organizational practices. The overarching goal is to make diversity and inclusion a daily reality within the organization.

This Corporate Plan Summary for Defence Construction Canada (DCC) outlines its strategic direction and financial projections for the 2026-2031 planning period. The plan is designed to meet the infrastructure and environmental needs of the Department of National Defence and the Canadian Armed Forces by providing timely, effective, and efficient support services. Key strategic themes include People, Service Delivery, Business Management, and Leadership and Governance, focusing on engaging a competent workforce, delivering innovative and value-added services, maintaining robust business management, and providing visionary leadership. The plan emphasizes significant growth, digital modernization, talent management, financial stability, and advancing initiatives in Indigenous Reconciliation, accessibility, diversity, and environmental sustainability.

The meeting served as the 2021 Annual Public Meeting and included an acknowledgment of the traditional unseated territory of the Algonquin Anishinaabe people in Ottawa. Key discussions covered the challenging past year due to the COVID-19 pandemic, emphasizing employee resilience, adaptation to remote work, and the implementation of stringent health and safety protocols. The organization highlighted its commitment to diversity, inclusion, and reconciliation efforts, including increasing indigenous participation in managed contracts and pursuing Progressive Aboriginal Relations (PAR) certification. Financial highlights showed that DCC outperformed financially, with higher income than forecasted and lower operating costs due to reduced travel and deferred IT initiatives. Operational achievements included advancing Green Defense initiatives, such as supporting the Department of National Defence's net-zero emissions goal by 2050, and innovating service delivery through phased design-build and Integrated Project Delivery (IPD) for critical projects.

The Accessibility Plan for Defence Construction Canada (DCC) outlines initiatives from 2026 to 2028 to identify, remove, and prevent barriers, aligning with the Accessible Canada Act. The plan focuses on providing barrier-free access to employment, addressing barriers in the built environment, improving access to assistive software and devices, introducing plain-language support, adapting procurement and service delivery with an accessibility lens, and reviewing transportation-related barriers. The overarching goal is to foster a more accessible and inclusive environment for all individuals.