Presented by Kamal Dib

1
Racism-Free Workplace Strategy February 11,
2006

• Presented by Kamal Dib
• Manager of Policy
• LABOUR PROGRAM
• HUMAN RESOURCES AND SOCIAL DEVELOPMENT CANADA

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 Canadas
  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 Canadas 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)

• 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.

7
Year 1 (2004-05)

• PRE-CONSULTATION SESSIONS
• Meetings with umbrella stakeholders
  pre-consultation sessions in Vancouver, Montreal,
  and Toronto with a selection of stakeholders.
• 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
• Tools Video/DVD mini-films on workplace racism
  and 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