Presented by Ajit Mehat Director General NATIONAL LABOUR OPERATIONS DIRECTORATE LABOUR PROGRAM HUMAN...

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

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

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

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

Employers All Employees

Federally Regulated Private Sector & Crown Corporations 620,502

Federal Public Service 163,314

Separate Employers 79,331

Federal Contractors 1,363,875

Grand Total 2,227,022

All Employers covered by the Employment Equity Act in 2003

7

Employment Equity ActResults 1987-2003

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

1987 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004

Year

Re

pre

se

nta

tio

n

Canadian LabourMarketAvailability*

FederallyRegulatedPrivate SectorWorkforceForecastedRepresentation

Series4

Series5

Members of Visible Minorities

Aboriginal Peoples

8

Employment Equity Act – Results 2003Women Aboriginal

Peoples Persons with Disabilities

Members of Visible Minorities

Employers

R* A** R* A** R* A** R* A** Federally Regulated Private Sector & Crown Corporations

44.0% 47.3% 1.7% 2.6% 2.3% 5.3% 12.7% 12.6%

Federal Public Service 52.8% 52.2% 3.9% 2.5% 5.6% 3.6% 7.4% 10.4%

Separate Employers 50.9% 47.3% 2.4% 2.6% 4.5% 5.3% 9.9% 12.6%

Total± 46.3% 48.2% 2.2% 2.6% 3.1% 5.0% 11.4% 12.2%

* “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: 2004-06Determine 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

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).