1 / 13

Challenges Facing Visible Minorities: Toward a Racism-Free Workplace 8 th National Metropolis Conference Vancouver - M

Presented by Ajit Mehat Director General NATIONAL LABOUR OPERATIONS DIRECTORATE LABOUR PROGRAM HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA. Challenges Facing Visible Minorities: Toward a Racism-Free Workplace 8 th National Metropolis Conference Vancouver - March 24, 2006. Outline.

yauvani
Télécharger la présentation

Challenges Facing Visible Minorities: Toward a Racism-Free Workplace 8 th National Metropolis Conference Vancouver - M

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Presented by Ajit Mehat Director General NATIONAL LABOUR OPERATIONS DIRECTORATE LABOUR PROGRAM HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA Challenges Facing Visible Minorities: Toward a Racism-Free Workplace 8th National Metropolis ConferenceVancouver - March 24, 2006

  2. Outline • Context • Public policy framework for inclusion • Employment Equity Act: 1986 - 2006 • Scope • Results • Eliminating racism/racial discrimination in the workplace • Government wide Canada’s Action Plan Against Racism • HRSDC-Labour Racism-Free Workplace Strategy • Opportunities for further collaboration.

  3. Ageing population/potential labour shortages/enhance and import skills Increasing and younger visible minority and aboriginal population Need for prudent vigilance about racial cohesion Globalization/competition for capital and talent Productivity losses/under utilization Socio-Economic Context

  4. Public Policy Framework Inter Alia: • Charter of Rights and Freedoms • Canadian Human Rights Act (CHRA) • Official Languages Act • Employment Equity Act (EEA) • Multiculturalism Act

  5. The Employment Equity Act The EE Act aims to: • Remove barriers to employment and upward mobility encountered by four groups: Women, Visible Minorities, Persons with Disabilities and Aboriginal peoples. • Enable special measures where warranted to address disadvantage. The EE Act requires employers to: • Consult with employee representatives to develop EE plan • Conduct a workforce survey and a workforce analysis of representation of designated group members • Review employment systems to correct disadvantage • Report annually to the Minister of Labour on their workforce

  6. All Employers covered by the Employment Equity Act in 2003

  7. Employment Equity ActResults 1987-2003

  8. Employment Equity Act – Results 2003 * “R” refers to the percentage representation of the designated group. ** “A” refers to the percentage workforce availability from the 2001 Census of Canada and the 2001 Participation and Activity Limitation Survey. ± The total excludes the Federal Contractors.

  9. Eliminating racism/racial discrimination in the workplace Several indications of the need for action • UN Special Rapporteur: gaps between legislation/policies and practices • CHRC – increase in race-based complaints • From 18% to 29% (2003 – 2004) • Research studies • Stats Can – Ethnic Diversity Study – 65% of VM’s perceive racism in the workplace • Several other research studies (K. Pendakur; J.Reitz; Galabuzi; Conference Board; CLC; etc.)

  10. Government Response to Challenges • Government-wide Action Plan Against Racism, announced on March 21, 2005 • Commitment by four federal ministers (HRSDC-Labour; CIC; Justice; Heritage) • Plan fits with Canadian values of an inclusive society and shared citizenship • Plan recognizes the changing demographics of Canada and the need to build a racism-free society for both social and economic reasons

  11. Racism-Free Workplace Strategy LABOUR–HRSDC is responsible for a federal workplace strategy to promote removal of barriers to employment and upward mobility for visible minorities and Aboriginal peoples: • provide information on the benefits of inclusion, the business case, exemplary workplace practices etc • provide tools, training for employers • assist employers to connect with community groups Desired outcome: inclusive, welcoming workplace environment for all designated groups

  12. RFWS: Designing the Strategy: 2004-06 Determine the needs: • engagement sessions across Canada with stakeholder organizations (with employer organizations, labour unions, civil society) to identify barriers • research projects commissioned to academic/consultants on visible minorities and Aboriginal peoples in the Canadian labour market. Partner with Federal Departments and Agencies: • Public Service Human Resources Management Agency (PSHRMAC) – for a strategy for federal Public service • Canadian Human Rights Commission (CHRC) – information on types of barriers through complaints • Citizen and Immigration Canada (CIC) – work thorough Metropolis for field research, outreach and conference • National Film Board (NFB) – marketing and training products

  13. RFWS: Delivering the strategy: 2006-07 • Labour-HRSDC welcomes: • Feedback and input into the RFWS, policy development and program delivery. • Independent and rigorous research findings and collaboration on research projects: • Cost-benefit analysis of racism-free workplaces • Labour market outcomes • Disaggregation of stereotypes and misconceptions • Participation in upcoming Parliamentary review of EE Act • Regional delivery of the RFWS (particularly involving partnerships and community outreach).

More Related