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

2 Outline Context Public policy framework for inclusion Employment Equity Act: –Scope –Results Eliminating racism/racial discrimination in the workplace –Government wide Canadas 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 All Employers covered by the Employment Equity Act in 2003

7 Employment Equity Act Results

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 VMs 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: 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: 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).