Presented by Ajit Mehat Presented by Ajit Mehat Director General Director General NATIONAL LABOUR OPERATIONS DIRECTORATE NATIONAL LABOUR OPERATIONS DIRECTORATE LABOUR PROGRAM LABOUR PROGRAM HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA Challenges Facing Visible Minorities: Challenges Facing Visible Minorities: Toward a Racism-Free Workplace Toward a Racism-Free Workplace 8 8 th th National Metropolis Conference National Metropolis Conference Vancouver - March 24, 2006 Vancouver - March 24, 2006
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Presented by Ajit Mehat Director General NATIONAL LABOUR OPERATIONS DIRECTORATE LABOUR PROGRAM
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. - PowerPoint PPT Presentation
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Presented by Ajit MehatPresented by Ajit MehatDirector GeneralDirector General
NATIONAL LABOUR OPERATIONS DIRECTORATENATIONAL LABOUR OPERATIONS DIRECTORATELABOUR PROGRAM LABOUR PROGRAM
HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADAHUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA
Challenges Facing Visible Minorities: Challenges Facing Visible Minorities: Toward a Racism-Free Workplace Toward a Racism-Free Workplace
88thth National Metropolis Conference National Metropolis Conference Vancouver - March 24, 2006Vancouver - March 24, 2006
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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.
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Socio-Economic Context
• 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
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Public Policy Framework
Inter Alia:
• Charter of Rights and Freedoms
• Canadian Human Rights Act (CHRA)
• Official Languages Act
• Employment Equity Act (EEA)
• Multiculturalism Act
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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
* “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.
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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.)
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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
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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
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RFWS: Designing the Strategy: 2004-06Determine 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
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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).