The HRSDC Anti Racism in the Workplace Initiative

The HRSDC Anti Racism in the Workplace Initiative

Prairie Centre of Excellence for Research on Immigration and Integration/Edmonton Mennonite

Centre for Newcomers Researchers: Jennifer Foote Candy Khan

Acknowledgements Acknowledgements We would like to thank HRSDC for the funding

that made this project possible. We would also like to thank:

Michel Fourzly, HRSDC; Jim  Gurnett & Ralph Paufler, EMCN; Dan Hiebert, RIIM Erin Tolley of the Metropolis Project Team, CIC

Alberta’s Unique SituationAlberta’s Unique Situation

Alberta’s booming economy has created huge labour shortages across the province.

Every person interviewed stated that the biggest human resource challenge in his/her company was recruitment.

Company Interviews: PositivesCompany Interviews: Positives

general atmosphere is culturally diverse and accepting of difference

equity generally seen as being good for business and the future of the company

two companies have committees that deal with diversity and equity issues

racist jokes, etc. not tolerated

ChallengesChallenges problems with customer opinions in customer service

related positions often few, if any, specific initiatives or policies in place required skills missing (could be bona fide skills or

credential recognition problems) lack of knowledge about increasing diversity communication issues with ESL employees racism not recognized as a problem at all

Approaches to DiversityApproaches to Diversity belief that skills based hiring solves all problems informal policy

racism/racist jokes not tolerated anti-racism training

specific, related (e.g. harassment training), ad hoc recruitment

often no specific attempt to recruit visible minorities use of existing minority population to bring in new employees (if a large minority community is already in place) two companies used NGOs that deal with immigrants

Recommendations Recommendations

Companies should be audited more regularly to ensure they keep diversity a priority.

More support is needed for implementing diversity

Companies expressed a need for more help from HRSDC in developing strategies to help with diversity.

Union interviews: PositivesUnion interviews: Positives generally passionate about removing barriers for visible

minorities One union reported an ongoing dialogue with employer

which resulted in several equity-related initiatives. If companies don’t support union initiatives they can try

to work around the company (e.g. publish their own manual about equity)

perception that employers are less reluctant to hire diversity now that the economy is so strong

ChallengesChallenges Racism can be very difficult to prove. There is a lack of recognition on the part of employers

that racism exists. Systemic racism is still a major problem. Some people still have a perception that immigrants are

‘stealing’ jobs. There can be a lack of support for an inclusive work

environment. Employers can be resistant to implementing union

initiatives related to diversity

Consultation SessionConsultation SessionPositives

challenges can be overcome media attention and the

federal strategy acknowledge that there is a problem

NFB is making films to educate about racism

increasingly diverse workplace helps people disprove stereotypes

employers identifying needs

Concerns lack of knowledge of human

rights (employers) difficult to measure subtle

racism overall pain and depression

of life with racism organizations are willing to

hire visible minorities but then keep them hidden

What would you look for in your workplace as evidence of racism?What would you look for in your workplace as evidence of racism? racist jokes employer denying problems

exist few visible minority workers

in front end lack of mentoring age and gender of workers illegitimate criteria/filters patterns of complaint double standards

informal network where key decisions are made

Informal reliance on key people to make a case for hiring people from a certain group

job performance and/or attendance goes down

proportional representation (upward mobility and advancement)

What challenges do you see given today’s labour market?What challenges do you see given today’s labour market?

It is easy to become complacent. Companies feel they lack time to address race-related

issues. How will companies prepare the existing workforce to

embrace a more diversified workforce? Employees tolerate racism because they need work. How can anti-racism become as accepted as other

workplace issues (e.g. work life balance, safety, etc.)? Politics

What needs to be done to combat racism in the workplace?What needs to be done to combat racism in the workplace?

education: ongoing and preventative

top-down initiative effective policies and

regulations (enforcement) incentives as well as

penalties whistle-blower protection cross-cultural training

funding regular auditing for problem

employers putting policy violators in the

public eye promote the moral reasons

for being a good employer mandatory human rights

training

What can you do in your workplace?What can you do in your workplace?

Be more flexible: think outside the box. Find tools for self-audit. Conduct a workforce survey. Do little things to boost morale (e.g. holiday

greetings). Promote diversity often and positively. Ask yourself if you are doing all you can do.

What support can HRSDC provide to you and other employers?What support can HRSDC provide to you and other employers?

tool kits for employers and NGO’s working with employers

more in-person interaction (hands-on relationship)

provide more information (especially in the west)Keep website updated

more people in the field

Who else needs to be involved? How?Who else needs to be involved? How?

employers other than just FCP and LEEP companies non-unionized companies other levels of government licensing and accreditation bodies civil society (racism in the workplace can’t stop if there

is a larger problem of racism in society) educational institutions (post-secondary, secondary,

and elementary community leaders