Metropolis British Columbia Racism in the Workplace Challenges Facing Visible Minorities in the Workplace: An Overview Debbie Nider, Racism Prevention.

Metropolis British ColumbiaRacism in the Workplace

Challenges Facing Visible Minoritiesin the Workplace: An Overview

Debbie Nider, Racism Prevention Officer Racism-Free Workplace Strategy

Labour Program, Pacific North West Region

Canada’s Legal Framework for Diversity 1947 – Canadian Citizenship Act 1948 – International Convention on the Prevention and Punishment of

the Crime of Genocide (Canadian ratification in 1952) & Universal Declaration of Human Rights

1958 – International Convention concerning Discrimination in Respect of Employment and Occupation (Canadian ratification in 1964)

1960 – Canadian Bill of Rights 1963 – Establishment of the Royal Commission on Bilingualism and

Biculturalism 1965 – International Convention on the Elimination of All Forms of

Racial Discrimination (Canadian ratification in 1970) 1969 – Official Languages Act 1971 – Canada’s Multiculturalism Policy

Canada’s Legal Framework for Diversity 1976 – Immigration Act 1977 – Canadian Human Rights Act 1979 – Convention on the Elimination of All forms of Discrimination

against Women (Canadian ratification in 1981) 1982 – Canadian Charter of Rights and Freedoms 1984 – Special Parliamentary Committee Report, Equality Now, calls

for a multiculturalism act 1985 – Equality Rights article (Section 15) of the Cdn. Charter of

Rights and Freedoms enters into force 1986 – Employment Equity Act 1988 – Canadian Multiculturalism Act 1990 – Canadian Race Relations Foundation Act

Racism Free Workplace Strategy Part of the “Canada’s Action Plan Against Racism”

– Canadian Heritage

– Justice Canada

– Citizenship & Immigration Canada

– HRSDC – Labour Program Racism Free Workplace Strategy

– Remove employment barriers and promote the upward mobility of Visible Minorities and Aboriginal Peoples

8 RPOs - Vancouver, Calgary, Winnipeg, Toronto, Montréal & Halifax

RPO Role – Who We Work With Employers within the:

– Federal Contractors Program (FCP) & – Legislated Employment Equity Program (LEEP)

Workplace Equity Officers & Workplace Equity Technical Advisors

Stakeholder organizations such as:– Visible Minority & Aboriginal Communities – Federal, Provincial, Municipal and Territorial Governments– Federal & Provincial Human Rights Commissions– Unions

Challenges Facing Visible Minorities in the Workplace

Recognition of credentials and experience Lack of money, lack of computer skills, loss of self-

confidence, lack of space in daycare centres Language – lack of French and/or English skills Cultural barriers – lack of information about the labour

market and its rules Systemic obstacles Discrimination and racism

Racism

Any action, policy, practice or behaviour which is detrimental to a person or group of persons, which limits or denies a person or group of persons opportunities, privileges, roles or rewards based on race.

Stereotyping in the Workplace and Impacts on Visible Minorities

Stereotypes are: Generalizations used to distinguish a group Typically exaggerated or oversimplified descriptions Often offensive The foundation of prejudice and discrimination ‘Positive’ and ‘Negative’

Barriers to Inclusion: Interviewing and Non-Verbal Differences / “Body Language”

Mainstream Meaning Cultures

Minimal Eye Contact Avoidant

Hiding Something

Not Trustworthy

Respect Authority

Non-Aggressive

Polite

Aboriginal

Japanese

Chinese

Head movements Shake means ‘no’ or ‘I’m not sure

Lack of confidence

Shake means ‘yes,’ ‘I agree,’ ‘I am listening and understand your point’

Pakistan, Southern India

Language Styles Short abrupt answers mean not friendly, impolite, uneducated

Curt phrases are limited for courtesy

Aboriginal

Silence Insecurity

Lack of knowledge

Disinterest

Reserve

Show Respect for person

Give thought to responses

Aboriginal

Eastern cultures

CHRC Prohibited Grounds Race National or Ethnic Origin Colour Age Sexual Orientation Marital Status Sex (including pregnancy) Religion Disability Family Status Pardoned Conviction

Demographics: Visible Minorities 2006 Census

Canada’s total population = 31,241,030 Visible Minorities accounted for 16.2% of Canada’s

total population = 5,068,100 The Visible Minority population increased 5 times

faster than the growth rate of the total population This trend is expected to continue well into 2017 Growth in Visible Minority population due to

newcomers to Canada

Demographics Visible Minorities con’t..

Chinese and Blacks are respectively the 2nd and 3rd largest Visible Minority groups (South Asians are #1).

96% of Visible Minority population live in a CMA (census metropolitan area)

More than half of the Visible Minority workforce are concentrated in ON (54%), BC (20%), QC (12%)

Visible Minorities are younger than the total population. 46.5% are at the working age of 25-54.

Demographics Visible Minorities (con’t)

By the year 2011, immigration will be the sole source of net labour force growth, and almost 90% of these immigrants will be visible minorities

It is projected that by the year 2017: One Canadian in five could be a Visible Minority

person Half of the population in Toronto and Vancouver

may be Visible Minorities

BC Visible Minority Population (Statistics Canada – Census 2006)

40%

26%

9%

5%

4%

16%

Chinese South Asian

Filipino Korean

Southeast Asian Other

Projections 2031: from “Projections of the diversity of the Canadian population, 2006-2031”, Statscan

Between 29%-32% of the population could belong to a visible minority group as defined in the Employment Equity Act

Vast majority (96%) of people belonging to a visible minority group would continue to live in one of the 33 census metropolitan areas

By 2031: Visible minority groups would comprise

– 63% of Toronto

– 59% of Vancouver

– 38% of Calgary

– 31% of Montreal

Projections 2031: from a Leger Marketing Poll done for the Association for Canadian Studies

Prediction – by 2031 one in three Canadians will belong to a visible minority group and

One person in 4 will be foreign-born

The Abbotsford-Mission region is predicted to rank 3rd most visibly diverse market (39% of the population) after Toronto and Vancouver, slightly more than Calgary (38%)

RFWS Tools and Resources:

Training Workshops

Building A Business Case for Racial Diversity Introduction to Diversity Building Inclusive Workplaces Diversity in the Canadian Workplace: Experiences of Visible

Minorities Work for All: Stop Racism In the Workplace – an NFB

program Inclusive Recruitment Strategies & Interviewing Techniques Duty to Accommodate

Debbie Nider

Racism Prevention Officer

Racism Free Workplace Strategy

Email: [email protected]

Phone:604-872-4384 Ext. 783

Thank you!