Presented by Kamal DibPresented by Kamal DibManager of PolicyManager of Policy

LABOUR PROGRAM LABOUR PROGRAM

HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADAHUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA

Racism-Free Workplace Strategy Racism-Free Workplace Strategy

February 11, 2006February 11, 2006

2

Background

• Part of a government-wide Action Plan Against Racism, announced on March 21, 2005.

• Fits with the concepts of inclusive society and shared citizenship.

• Recognizes changing demographics of Canada and the need to build a racism-free society.

3

Challenges

• In 2001, Aboriginal peoples and visible minorities accounted for 15.2% of Canada’s workforce.

• This proportion could reach 23% to 27% in 2017. Even now, many new entrants to the labour market are either immigrants or Canadian-born visible minorities or Aboriginal peoples.

• Incidents of racism have been on the rise in recent years.

• Canadian workplaces suffer from chronic barriers to the employment and advancement of visible minorities and Aboriginal peoples.

4

Challenges

• CHRC reports that race-based complaints are now at 26% of all complaints.

• Statistics Canada’s Survey on Ethnic Diversity indicated perception of racism in the workplace by visible minorities at 65%.

• The Conference Board of Canada released a report confirming that “visible minorities experience multiple and on-going barriers in the workplace”.

5

Focus of the Racism-Free Workplace Strategy

• promote removal of barriers to employment and upward mobility in the workplace for visible minorities and Aboriginal Peoples.

• Benefit to all designated groups under the Employment Equity Act.

• Year 1 activities (2004-05) delivered in 3 phases.

6

Year 1 (2004 – 06) 1. PHASE I - Set the stage by developing a research agenda;

plan of action; funding arrangements; letters of agreement.

2. PHASE II - Engagement (sessions with umbrella organizations, focus groups, workshops, and the development of partnerships with stakeholders and key departments); research products.

3. PHASE III - Develop program design and needs assessment, and an accountability framework for program delivery.

7

Year 1 (2004-05) A. PRE-CONSULTATION SESSIONS• Meetings with umbrella stakeholders; pre-consultation sessions

in Vancouver, Montreal, and Toronto with a selection of stakeholders.

B. RESEARCH AGENDA

• Situation of Visible Minorities and Aboriginal Peoples in Canadian Labour Market.

• Policies and Approaches. • Workplace Barriers and Employer Practices.• A series of papers on the situation of visible minorities and

Aboriginal peoples in key Canadian cities.

8

YEAR 1 – 2004-05

C. ENGAGEMENT SESSIONS

• 32 educational workshops, 29 Partnership sessions, and 40 consultation sessions were delivered in Winter 2005 in 8 cities.

• Private sector employers; civil society organizations, labour unions; participants from federal and provincial bodies.

9

Key messages• Remove barriers against entry to the workplace, job

retention, upward mobility and career development.• Recognize racism as an obstacle to the progress of

minorities and lead by example. • Management: active commitment and accountability.• Work in partnership among stakeholders (employer-

employee leadership).• Outreach to community organizations (e.g. hiring boards).• Develop educational tools and strategies.• Work with other levels of government to achieve holistic

solution.

10

Year 2 (2005-06)

Work within HRSDC and with other federal departments

Letters of Agreement with 4 departments and agencies. PSHRMA, CHRC, CIC, NFB

Build links to existing programs at HRSDC: ITWI, FWP, ODI, ARO, Gender, AHRDS. Work with other departments with similar or parallel issues

11

Year 2 (2005-06)Program Delivery • $56 million for Action Plan Against Racism; $13

million for Labour Branch (February Budget).• Treasury Board approved submission (Oct 2005) • Pilot regional Models• Building Regional and NHQ Capacity• Training Activities

12

Year 3 (2006-07)

Delivery: 1. Tools: Video/DVD: mini-films on workplace racism and

lessons to employers; brochures and a compendium of diversity items.

2. Web-site and interactive e-learning. 3. Research and Data. 4. Training employers and unions; 5. Implementing partnerships: government departments

and private sector;6. Reporting and Evaluation