NRC Code of Conduct and NRC IRAP External Clients and Stakeholders

NRC IRAP to be integrated into the new Canadian Innovation Corporation (CIC)

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On February 16, 2023, the Government of Canada announced that the National Research Council of Canada Industrial Research Assistance Program (NRC IRAP) will be integrated into the new Canadian Innovation Corporation (CIC). The CIC will be a new, operationally independent organization solely dedicated to supporting business R&D across all regions and all sectors of the economy.

The transfer of IRAP will happen after an interim period of approximately 24 months, during which IRAP will remain part of the NRC. During this period, every effort will be made to ensure continuity of program delivery for clients and operational stability for staff. Existing funding agreements will continue and new agreements can be signed.

IRAP employees will continue to work directly with clients, under a business-as-usual approach, to ensure a smooth transition. Please contact your IRAP representative directly if you have questions or are seeking more information.

The National Research Council of Canada (NRC) values and those of the public sector, as expressed in the NRC Code of Conduct, uphold the practices of fairness and courtesy and the importance of demonstrating respect in all professional relationships. By living and championing these values, the NRC aspires to foster a safe and healthy workplace with particular consideration of the impact on mental health. NRC employees are to be treated fairly and are expected to interact with colleagues, clients, and stakeholders in a way that respects individual differences and contributes to a harassment-free workplace.

The NRC also respects the Canada Labour Code Part II and the Canada Occupational Health and Safety Regulations regarding violence prevention in the workplace. These legislative instruments also require every employer to provide employees with a safe, healthy, and violence-free work environment and to dedicate sufficient attention, resources, and time to address factors that contribute to workplace violence including teasing, bullying, and other aggressive or abusive behaviours from any source. These issues are also addressed in part, by the NRC Policy on Workplace Violence Prevention.

The NRC's commitment to fostering a harassment-free workplace, as detailed in the NRC Policy on Harassment Prevention and Conflict Resolution, stresses the responsibility of managers and other supervisors to protect employees, and to act on all forms of inappropriate behaviour by external parties in their interactions with NRC employees while performing official duties. Trust is the basis of every successful relationship. Core to establishing a trusting relationship with external parties such as clients and stakeholders, NRC IRAP fosters a professional environment by being respectful, fair, and courteous.

Building trust with clients and stakeholders

Firms that engage with NRC IRAP are expected to demonstrate a willingness to establish and maintain a trusting relationship. Such a relationship requires:

  • Willingness to disclose pertinent and accurate information about the firm
  • Readiness to share information concerning current and future plans
  • Exercising due diligence by informing NRC IRAP employees visiting their firm of all hazards and potential risks

Firms are to provide NRC IRAP with accurate, reliable, and timely information about themselves: their technology, governance, business dealings, legal structure, and any other relevant information the lead Industrial Technology Advisor and NRC IRAP project team deem necessary to conduct the appropriate due diligence.

If NRC IRAP staff determine there is a loss of trust in the business relationship, NRC IRAP may decide to halt all activities with the firm. This decision will be substantiated, documented, and communicated to the firm.

NRC IRAP expects that establishing trusting relationships, nurturing the values expressed in the NRC Code of Conduct and related policies, and preventing harassment and addressing it when it arises will lead to more successful relationships and positive outcomes for the client.