Racism-Free Workplace Strategy
February 11, 2006
Presented by Kamal Dib
Manager of Policy
LABOUR PROGRAM
HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA
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.
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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.
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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”.
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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.
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Year 1 (2004 – 06)
1.
2.
3.
PHASE I - Set the stage by developing a research agenda;
plan of action; funding arrangements; letters of agreement.
PHASE II - Engagement (sessions with umbrella
organizations, focus groups, workshops, and the
development of partnerships with stakeholders and key
departments); research products.
PHASE III - Develop program design and needs
assessment, and an accountability framework for program
delivery.
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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.
•
•
•
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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.
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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 (employeremployee leadership).
• Outreach to community organizations (e.g. hiring boards).
• Develop educational tools and strategies.
• Work with other levels of government to achieve holistic
solution.
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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
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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
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Year 3 (2006-07)
Delivery:
1. Tools: Video/DVD: mini-films on workplace racism and
2.
3.
4.
5.
6.
lessons to employers; brochures and a compendium of
diversity items.
Web-site and interactive e-learning.
Research and Data.
Training employers and unions;
Implementing partnerships: government departments
and private sector;
Reporting and Evaluation
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