คา สิ โน ออนไลน์ ต่าง ประเทศ_เครดิต ทดลอง เล่น ฟรี 1000_แจกเครดิตฟรี 500 ไม่ต้องฝาก2019 https://www.google.com//352/topics/human-rights The Public Service Alliance of Canada unequivocally supports the principles of human rights as proclaimed in the Universal Declaration of Human Rights, the Canadian Charter of Rights and Freedoms and the Canadian Human Rights Act. en Budget 2017 et droits de la personne https://www.google.com//352/node/5794 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h3><strong>¨¦galit¨¦ des femmes</strong></h3> <p>Le budget de 2017 est le premier budget ¨¤ comprendre une analyse comparative entre les sexes et, pour cette raison, certains le consid¨¨rent comme un ??budget f¨¦ministe??.</p> <p>Analyser comment les d¨¦penses touchent les femmes et les hommes diff¨¦remment ¨¦tait une premi¨¨re d¨¦marche importante. Maintenant, le gouvernement doit joindre le geste ¨¤ la parole et investir dans les initiatives favorisant l¡¯¨¦galit¨¦ des femmes.</p> <p>Le budget de 2017 propose d¡¯investir des fonds pour ¨¦tablir une strat¨¦gie f¨¦d¨¦rale contre la violence fond¨¦e sur le sexe. Le budget indique ¨¦galement que le gouvernement ¨¦largira la capacit¨¦ de Condition f¨¦minine Canada. L¡¯AFPC se f¨¦licite de ces importantes d¨¦marches visant ¨¤ ¨¦liminer certains obstacles ¨¤ l¡¯¨¦galit¨¦ des femmes.</p> <p>Le budget renferme aussi certaines am¨¦liorations quant ¨¤ l¡¯assurance-emploi, dont une nouvelle prestation pour aidants naturels et un cong¨¦ de maternit¨¦ prolong¨¦. Cependant, la prolongation du cong¨¦ de maternit¨¦ ne s¡¯appliquera pas ¨¤ de nombreuses femmes et n¡¯entrainera pas une augmentation du montant des prestations d¡¯assurance-emploi; celles-ci seront par contre ¨¦tal¨¦es sur une plus longue p¨¦riode.</p> <p>Le budget pr¨¦voit ¨¦galement des fonds pour les services de garde, mais pas assez pour cr¨¦er un programme de services de garde universel et abordable (voir <strong><a href="http://syndicatafpc.ca/budget-2017-services-garde">Budget?2017 et services de garde</a></strong>).</p> <h3><strong>Immigration et r¨¦fugi¨¦s</strong></h3> <p>Compte tenu de l¡¯afflux r¨¦cent de r¨¦fugi¨¦s et de demandeurs d¡¯asile au Canada, l¡¯AFPC est d¨¦?ue que le budget ne renferme pas davantage de financement pour ce secteur.</p> <p>Bien que le budget de 2017 renferme des fonds pour les services d¡¯aide juridique des demandeurs d¡¯asile, il n¡¯y a rien pour ceux et celles qui traversent la fronti¨¨re la frontali¨¨re pour trouver refuge au Canada. Le budget ne renferme pas de financement pour assurer que l¡¯Agence des services frontaliers du Canada fournisse les ressources ad¨¦quates et du soutien aux agents des services frontaliers.</p> <p>Les lib¨¦raux ont ¨¦galement ignor¨¦ la demande de la Commission de l¡¯immigration et du statut de r¨¦fugi¨¦ visant ¨¤ obtenir plus de financement pour traiter l¡¯arri¨¦r¨¦ croissant des demandes du statut de r¨¦fugi¨¦.</p> <p>En ce qui concerne la r¨¦forme du Programme des travailleurs ¨¦trangers temporaires, le gouvernement est rest¨¦ muet. Idem pour les vuln¨¦rabilit¨¦s touchant les travailleurs ¨¦trangers au Canada. Il a aussi ignor¨¦ les importantes demandes des travailleurs migrants concernant les permis de travail ouverts, la r¨¦sidence permanente et la protection des droits.</p> <h3><strong>Mesures d¡¯adaptation pour les personnes ayant un handicap</strong></h3> <p>Le budget ne renferme aucun financement suppl¨¦mentaire ¨¤ cet ¨¦gard, ni de mesures visant ¨¤ am¨¦liorer l¡¯acc¨¨s aux emplois ou ¨¤ la formation. En fait, la seule mention des mesures d¡¯adaptation dans le budget est une br¨¨ve r¨¦f¨¦rence ¨¤ un projet de loi en mati¨¨re d¡¯accessibilit¨¦. L¡¯AFPC est d¨¦?ue qu¡¯aucun programme ou financement n¡¯ait ¨¦t¨¦ annonc¨¦, ce qui laisse les personnes ayant un handicap en plan.</p> <h3><strong>Enjeux de la communaut¨¦ LGBTQ</strong></h3> <p>Le gouvernement a annonc¨¦ la mise sur pied d¡¯un secr¨¦tariat LGBTQ2 au sein du Bureau du Conseil priv¨¦ (BCP), assortie d¡¯une subvention de 3,6 millions de dollars sur trois ans, ¨¤ compter de 2017-2018. Ainsi, BCP sera en mesure d¡¯appuyer les initiatives du gouvernement portant sur les enjeux de la communaut¨¦?LGBTQ2. Le nouveau secr¨¦tariat aidera le conseiller sp¨¦cial du premier ministre dans l¡¯ex¨¦cution de son mandat?: offrir des conseils sur l¡¯¨¦laboration et la coordination des initiatives du gouvernement concernant les enjeux li¨¦s ¨¤ la communaut¨¦?LGBTQ2.</p> <p>Le gouvernement f¨¦d¨¦ral a ¨¦galement veill¨¦ ¨¤ ce que les familles LGBTQ et les c¨¦libataires soient admissibles ¨¤ un all¨¨gement fiscal concernant les technologies reproductives. Il s¡¯agit de la m¨ºme r¨¦duction d¡¯imp?t qui auparavant ¨¦tait r¨¦serv¨¦e aux personnes ayant des probl¨¨mes de st¨¦rilit¨¦. Ladite r¨¦duction s¡¯appliquera ¨¤ partir de 2007.</p> <p>L¡¯AFPC salue ces annonces, qui constituent une premi¨¨re ¨¦tape importante dans l¡¯avancement des droits de la communaut¨¦ LGBTQ.</p> <h3><strong>Peuples autochtones</strong></h3> <p>Le budget?2017 propose quelques nouveaux financements pour les communaut¨¦s des Premi¨¨res Nations et les peuples autochtones (voir <a href="https://syndicatafpc.ca/budget-2017-peuples-autochtones"><strong>Budget?2017 et Peuples autochtones</strong></a>).</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/equality-rights">Equality Rights</a></li><li class="field-item odd"><a href="/352/topics/disability-issues">Disability issues</a></li><li class="field-item even"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item odd"><a href="/352/topics/lgbt">LGBTQ2+</a></li><li class="field-item even"><a href="/352/topics/racism">Racism</a></li><li class="field-item odd"><a href="/352/topics/womens-rights">Women&#039;s rights</a></li><li class="field-item even"><a href="/352/federal-budget">Federal Budget</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/human_rights_arms_barbed_wire.png" width="1280" height="640" alt="Les mains" title="Les mains" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Wed, 19 Apr 2017 15:47:43 +0000 pilona 5794 at/352 Budget 2017 and human rights https://www.google.com//352/budget-2017-and-human-rights <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h3><strong>Women¡¯s equality</strong></h3> <p>The 2017 budget was the first budget to include a gender analysis, and for that reason, was seen by some as a ¡°feminist budget¡±.</p> <p>The analysis of how spending affects women and men differently was an important first step. However, the government must match that with funding commitments that advance women¡¯s equality.</p> <p>Budget 2017 proposes funding to establish a National Strategy to Address Gender-Based Violence. The budget also states that the government will expand the capacity of Status of Women Canada. PSAC welcomes these important steps to addressing some of the barriers to women¡¯s equality.</p> <p>The budget also contained some improvements to employment insurance, including a new caregiver benefit and extended maternity leave. However, the maternity extension will not apply to many women and does not increase the amount of EI benefits provided but only expands them over a longer period.</p> <p>The budget also contains money for child care, but not enough to create a universal, affordable child care program for all Canadians who need it (see <strong><a href="/352/budget-2017-and-child-care">Budget 2017 and child care</a></strong>).</p> <h3><strong>Immigration and refugees</strong></h3> <p>Given the recent influx of refugees and asylum claimants in Canada, PSAC is disappointed that the budget did not contain more funding for this sector.</p> <p>Although the 2017 budget provides money for legal aid services for asylum claimants, it failed to offer any other new money in response to the rise in asylum seekers crossing into border communities. There is no money for the Canada Border Services Agency to ensure that they have adequate resources and support for Border Service Officers.</p> <p>The Liberals also ignored the Immigration and Refugee Board¡¯s request for more money to deal with its rising backlog of refugee claims.</p> <p>This budget also failed to deliver promised details on reforms to the Temporary Foreign Worker Program and does not address the vulnerabilities faced by foreign workers in Canada. The government has ignored migrant workers¡¯ critical demands for open work permits, permanent residency and rights enforcement.?</p> <h3><strong>Accessibility for people with disabilities</strong></h3> <p>This budget fails to provide any new funding to support accessibility for people with disabilities or any measures to improve access to jobs or training. In fact, the only mention of accessibility in the budget is a brief reference to the planned new accessibility legislation. PSAC is disappointed that no programs or funding has been announced, leaving people with disabilities out in the cold.</p> <h3><strong>LGBTQ issues</strong></h3> <p>This budget announced that the Government will establish an LGBTQ2 Secretariat within the Privy Council Office (PCO). The budget provides $3.6 million over three years, starting in 2017¨C18, to PCO to support the Government¡¯s initiatives on LGBTQ2 issues. The new secretariat will support the work of the Prime Minister¡¯s Special Advisor on LGBTQ2 issues in delivering on his mandate to provide advice on the development and coordination of the Government¡¯s LGBTQ2 agenda.</p> <p>The federal government has also made LGBTQ families and single people eligible for the same tax break on reproductive treatments that only people with infertility conditions could previously access ¡ª including for services dating back to 2007.</p> <p>PSAC welcomes these announcements, which are an important first step in advancing LGBTQ rights.</p> <h3><strong>Indigenous Peoples</strong></h3> <p>The budget proposes some new funding for First Nations communities and Indigenous Peoples (see <strong><a href="/352/budget-2017-and-indigenous-peoples">Budget 2017 and Indigenous Peoples</a></strong>).</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/equality-rights">Equality Rights</a></li><li class="field-item odd"><a href="/352/topics/disability-issues">Disability issues</a></li><li class="field-item even"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item odd"><a href="/352/topics/lgbt">LGBTQ2+</a></li><li class="field-item even"><a href="/352/topics/racism">Racism</a></li><li class="field-item odd"><a href="/352/topics/womens-rights">Women&#039;s rights</a></li><li class="field-item even"><a href="/352/federal-budget">Federal Budget</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/human_rights_arms_barbed_wire.png" width="1280" height="640" alt="Hands in the air" title="Hands" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Wed, 19 Apr 2017 15:36:26 +0000 pilona 5793 at/352 Journ¨¦e internationale de lutte contre l¡¯homophobie, la transphobie et la biphobie https://www.google.com//352/node/4773 <div class="field field-name-title field-type-ds field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h2>Journ¨¦e internationale de lutte contre l¡¯homophobie, la transphobie et la biphobie</h2></div> </div> </div> <div class="field field-name-field-event-dates field-type-datestamp field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><span class="date-display-single">May 17</span></div> </div> </div> <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>L¡¯AFPC est d¨¦termin¨¦e ¨¤ promouvoir les droits des personnes gaies, lesbiennes, bisexuelles et transgenres au Canada. Nous travaillons pour ¨¦liminer l¡¯homophobie et la transphobie des milieux de travail.?</p> </div> </div> </div> Mon, 16 May 2016 14:36:19 +0000 trostea 4773 at/352 International Day Against Homophobia, Transphobia and Biphobia https://www.google.com//352/international-day-against-homophobia-transphobia <div class="field field-name-title field-type-ds field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h2>International Day Against Homophobia, Transphobia and Biphobia</h2></div> </div> </div> <div class="field field-name-field-event-dates field-type-datestamp field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><span class="date-display-single">May 17</span></div> </div> </div> <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>PSAC is committed to advancing the rights of gay, lesbian, bisexual and transgender people in Canada. We work to eradicate homophobia and transphobia in the workplace.</p> </div> </div> </div> Mon, 16 May 2016 14:31:55 +0000 trostea 4772 at/352 Journ¨¦e des droits de la personne : d¨¦fendre nos acquis et l¡¯inclusion des trans https://www.google.com//352/node/7268 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>En ce 10 d¨¦cembre, Journ¨¦e internationale des droits de la personne, les travailleurs et les</p> <figure class="image" style="float:right"><img alt="" height="203" src="/352/sites/psac/files/screen_shot_2018-12-07_at_2.23.45_pm_0.png" title="" width="400" /><figcaption><p class="rtecenter"><a href="http://syndicatafpc.ca/droits-des-personnes-trans"><strong>VOIR LA CAMPAGNE?</strong></a></p> </figcaption></figure><p>militants c¨¦l¨¨brent le progr¨¨s et renouvellent leur engagement ¨¤ promouvoir les droits de la personne tant au Canada qu¡¯¨¤ l'¨¦tranger.</p> <h2>Le progr¨¨s face aux attaques</h2> <p>En 1948, on adoptait la D¨¦claration universelle des droits de l¡¯homme pour reconna?tre les droits civils, sociaux, ¨¦conomiques et politiques, enchass¨¦s plus tard dans la Charte canadienne des droits et libert¨¦s.</p> <p>Aujourd¡¯hui, bon nombre des droits et libert¨¦s qui nous tiennent ¨¤ c?ur sont menac¨¦s. Dans certaines r¨¦gions du Canada et du monde, des nationalistes blancs gagnent des alli¨¦s racistes chez les ¨¦lus, des ¨¦tudiants LGBTQ2+ se font exclure des programmes scolaires, des travailleurs se font d¨¦pouiller des protections fondamentales et bien d¡¯Autochtones n'ont toujours pas acc¨¨s ¨¤ l'eau potable.</p> <p>Mais face ¨¤ ces attaques, les travailleuses et travailleurs, les groupes autochtones, les personnes racialis¨¦es, les femmes, les communaut¨¦s LGBTQ2+, les personnes ayant un handicap et leurs alli¨¦s s'organisent pour d¨¦fendre la justice sociale. En 2018, ils ont remport¨¦ quelques victoires notables. En effet, le gouvernement f¨¦d¨¦ral a :</p> <ul><li>lanc¨¦ des consultations pour contrer le racisme;</li> <li>adopt¨¦ une loi proactive sur l'¨¦quit¨¦ salariale;</li> <li>accord¨¦ cinq jours de cong¨¦ pay¨¦s aux victimes de violence familiale;</li> <li>pr¨¦sent¨¦ une nouvelle loi sur l¡¯accessibilit¨¦;</li> <li>r¨¦alis¨¦ des investissements historiques dans les services ¨¤ la famille et ¨¤ l'enfance des Premi¨¨res Nations;</li> <li>mis la d¨¦fenseure des droits de la personne Viola Desmond sur le nouveau billet de 10 $.</li> </ul><h2>Favoriser l¡¯inclusion des transgenres</h2> <p>Bien que nous ayons fait des pas de g¨¦ant, nous sommes encore loin de notre but. L¡¯AFPC le sait et c¡¯est pourquoi elle continuera ¨¤ lutter pour le respect des droits au travail, dans nos collectivit¨¦s et sur la sc¨¨ne internationale. Cette ann¨¦e, nous mettons l'accent sur l'inclusion des personnes transgenres.</p> <p>M¨ºme si les personnes trans et non binaires jouissent depuis r¨¦cemment de certaines protections l¨¦gislatives, nombre d¡¯entre elles continuent d¡¯¨ºtre victimes de harc¨¨lement et de discrimination au travail. Afin de lutter contre les violations transphobes des droits de la personne, <u><a href="http://syndicatafpc.ca/droits-des-personnes-trans"><strong>l'AFPC lance aujourd'hui sa campagne de cr¨¦ation de milieux de travail accueillants pour les personnes transgenres</strong></a></u>. Vous trouverez sur notre site Web les ressources suivantes :</p> <ul><li><strong>Un milieu de travail accueillant pour les personnes transgenres : Guide ¨¤ l'intention des gestionnaires, des syndicats et du personnel</strong></li> <li><strong>Fiche d¡¯information sur la cr¨¦ation de milieux de travail accueillants pour les personnes transgenres</strong></li> <li><strong>Toilettes neutres en milieu de travail: Guide ¨¤ l¡¯intention du personnel et des gestionnaires</strong></li> </ul><p>Autant les progr¨¨s l¨¦gislatifs sont importants, autant nous devons travailler ¨¤ changer les c?urs et les esprits. En cette journ¨¦e, rappelons-nous des graves manquements aux droits de la personne. Rappelons-nous que nous devons continuer ¨¤ mobiliser, sensibiliser et contester.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/equality-rights">Equality Rights</a></li><li class="field-item odd"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item even"><a href="/352/topics/aboriginal-issues">Indigenous Issues</a></li><li class="field-item odd"><a href="/352/topics/lgbt">LGBTQ2+</a></li><li class="field-item even"><a href="/352/topics/racism">Racism</a></li><li class="field-item odd"><a href="/352/topics/womens-rights">Women&#039;s rights</a></li></ul></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Fri, 07 Dec 2018 21:00:29 +0000 brownt 7268 at/352 Human Rights Day: Defending our gains and highlighting trans inclusion https://www.google.com//352/human-rights-day-defending-our-gains-and <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><figure class="image" style="float:right"><img alt="" height="207" src="/352/sites/psac/files/screen_shot_2018-12-06_at_12.02.44_pm_1.png" title="" width="400" /><figcaption><p class="rtecenter"><a href="/352/trans-rights"><strong>VIEW OUR CAMPAIGN</strong></a></p> </figcaption></figure><p>December 10 is Human Rights Day ¨C when workers and activists celebrate progress and recommit to advancing human rights in Canada and abroad.</p> <h2>Progress in the face of attacks</h2> <p>In 1948, the Universal Declaration of Human Rights was adopted in recognition of civil, social, economic and political rights, later enshrined in the Canadian Charter of Rights and Freedoms.</p> <p>Today, many of the rights and freedoms we cherish are being threatened. In some parts of Canada and the world, white nationalists are finding racist allies in elected officials, LGBTQ2+ students are being written out of school curricula, workers are being stripped of fundamental protections, and far too many Indigenous people still lack access to safe drinking water.</p> <p>But in the face of these attacks, workers, Indigenous groups, racialized people, women, LGBTQ2+ communities, people living with disabilities and allies are organizing for social justice. In 2018, they achieved some notable victories. The federal government has:</p> <ul><li>Opened consultations on anti-racism</li> <li>Introduced pro-active pay-equity legislation</li> <li>Allotted 5 paid days of leave for workers experiencing domestic violence</li> <li>Introduced new accessibility legislation</li> <li>Made historic investments in First Nations Family and Child Services</li> <li>Put anti-racist civil rights campaigner Viola Desmond on the new $10 bill</li> </ul><h2>Building trans inclusion</h2> <p>Although much has been accomplished, much more work still needs to be done. PSAC is committed to continuing our work regarding human rights in the workplace, in our communities, and around the world. This year, we are highlighting our campaign to build trans inclusion.</p> <p>Although trans and non-binary people have recently won protections in the law, many continue to face harassment and discrimination. In order to combat transphobic human rights violations <u><a href="/352/trans-rights"><strong>PSAC is today launching our campaign to build trans-inclusive workplaces</strong></a></u>. On our website you will find:</p> <ul><li><strong>Building Trans-Inclusive Workplaces: A Guide for Managers, Unions and Workers</strong></li> <li><strong>Building Trans-Inclusive Workplaces: A Fact Sheet</strong></li> <li><strong>Gender-Inclusive Washrooms in Your Workplace: A Guide for Employees and Managers</strong></li> </ul><p>To the extent that legislative progress is important, our organizing must also include changing hearts and minds. Let this day be a reminder of pressing human rights issues. We must continue to mobilize, educate ourselves and speak out.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/equality-rights">Equality Rights</a></li><li class="field-item odd"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item even"><a href="/352/topics/aboriginal-issues">Indigenous Issues</a></li><li class="field-item odd"><a href="/352/topics/lgbt">LGBTQ2+</a></li><li class="field-item even"><a href="/352/topics/racism">Racism</a></li><li class="field-item odd"><a href="/352/topics/womens-rights">Women&#039;s rights</a></li></ul></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Fri, 07 Dec 2018 20:56:52 +0000 brownt 7267 at/352 Sondage aupr¨¨s des fonctionnaires f¨¦d¨¦raux?: discrimination et iniquit¨¦ sont toujours le lot des travailleurs autochtones, handicap¨¦s et racialis¨¦s https://www.google.com//352/node/7119 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Un <strong><a href="http://www.tbs-sct.gc.ca/pses-saff/2017-2/results-resultats/bq-pq/index-fra.aspx">sondage men¨¦ au sein de la fonction publique f¨¦d¨¦rale en?2017</a></strong> r¨¦v¨¨le des r¨¦sultats troublants pour les membres des groupes d¡¯¨¦quit¨¦.</p> <p>??D¨¦cid¨¦ment, la fonction publique f¨¦d¨¦rale a encore beaucoup de travail ¨¤ faire pour assurer ¨¤ tout son personnel un environnement de travail ¨¦quitable et accueillant??, a fait savoir le pr¨¦sident national de l¡¯AFPC, Chris?Aylward.</p> <h3><strong>Discrimination, harc¨¨lement?: les personnes handicap¨¦es et les Autochtones sont les plus touch¨¦s</strong></h3> <p>Le Sondage 2017 r¨¦v¨¨le des taux alarmants de discrimination et de harc¨¨lement chez les fonctionnaires autochtones et ceux ayant un handicap.</p> <p>En effet, une personne handicap¨¦e sur quatre a r¨¦pondu avoir ¨¦t¨¦ victime de discrimination au travail au cours des deux derni¨¨res ann¨¦es. Quant aux travailleurs autochtones, 15?% d¡¯entre eux ont indiqu¨¦ avoir ¨¦t¨¦ victimes de discrimination. Chez les travailleurs racialis¨¦s (??minorit¨¦s visibles??), ce taux est de?13?%.</p> <p>De plus, les Autochtones et les personnes handicap¨¦es ont ¨¦t¨¦ moins nombreux ¨¤ r¨¦pondre?:</p> <ul><li>qu¡¯ils se sentent accept¨¦s comme membres ¨¤ part enti¨¨re de l¡¯¨¦quipe;</li> <li>que leur minist¨¨re ou organisme respecte les diff¨¦rences individuelles;</li> <li>qu¡¯ils se sentent valoris¨¦s au travail.</li> </ul><p>Les taux de harc¨¨lement chez les personnes handicap¨¦es et les Autochtones demeurent tr¨¨s pr¨¦occupants. Ceux-ci s¡¯¨¦l¨¨vent ¨¤?27?% et ¨¤?28?% respectivement, alors que le taux moyen pour l¡¯ensemble des employ¨¦s est de?18?%.</p> <h3><strong>Le niveau de stress li¨¦ au travail est plus ¨¦lev¨¦ chez les groupes marginalis¨¦s</strong></h3> <p>Dans l¡¯ensemble, les r¨¦sultats du sondage montrent que le niveau de stress li¨¦ au travail est g¨¦n¨¦ralement plus ¨¦lev¨¦ chez les membres des groupes d¡¯¨¦quit¨¦ que chez les autres employ¨¦s. Les Autochtones et les personnes handicap¨¦es ¨¦taient moins enclins ¨¤ r¨¦pondre qu¡¯ils travaillent dans un environnement ??sain sur le plan psychologique??.</p> <p>Parmi les causes possibles de ce stress additionnel, mentionnons le harc¨¨lement et la discrimination. En effet, presque la moiti¨¦ des personnes handicap¨¦es et plus d¡¯un tiers des Autochtones et des personnes racialis¨¦es ont r¨¦pondu que ces facteurs constituent une source de stress au travail.</p> <h3><strong>Iniquit¨¦ en mati¨¨re de possibilit¨¦s de promotion et de formation</strong></h3> <p>Les Autochtones, les personnes racialis¨¦es et les personnes handicap¨¦es ne sont pas convaincus que le processus de dotation est juste et sont donc moins port¨¦s ¨¤ croire en leurs chances d¡¯obtenir une promotion.</p> <p>Moins d¡¯un tiers des personnes handicap¨¦es ayant particip¨¦ au sondage estiment avoir des chances d¡¯obtenir une promotion, comparativement ¨¤ presque 50?% chez le reste des r¨¦pondants. Les personnes handicap¨¦es sont aussi beaucoup moins nombreuses ¨¤ croire qu¡¯elles ont re?u la formation n¨¦cessaire pour faire leur travail.</p> <h3><strong>Diversit¨¦ et inclusion?: il est temps de passer ¨¤ l¡¯action</strong></h3> <p>L¡¯an dernier, le Groupe de travail conjoint syndical-patronal sur la diversit¨¦ et l¡¯inclusion a publi¨¦ son<strong> <a href="http://syndicatafpc.ca/rapport-final-du-groupe-travail-conjoint-syndical?_ga=2.183996004.318621325.1527521629-503085571.1527189745">rapport final</a><u>.</u></strong>?En adoptant ses recommandations, la fonction publique canadienne se doterait d¡¯un effectif diversifi¨¦, inclusif et innovant.</p> <p>??Les r¨¦sultats de ce sondage t¨¦moignent l¡¯urgence de mettre en ?uvre les recommandations du groupe de travail??, a ajout¨¦ M.?Aylward.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/employment-equity">Employment equity</a></li><li class="field-item odd"><a href="/352/topics/disability-issues">Disability issues</a></li><li class="field-item even"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item odd"><a href="/352/topics/aboriginal-issues">Indigenous Issues</a></li><li class="field-item even"><a href="/352/topics/racism">Racism</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Tue, 09 Oct 2018 15:38:21 +0000 pilona 7119 at/352 Public service survey continues to show discrimination and unequal treatment of workers with disabilities, Indigenous and racialized workers https://www.google.com//352/public-service-survey-continues-show <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>The results of the <strong><a href="http://www.tbs-sct.gc.ca/pses-saff/2017-2/results-resultats/bq-pq/index-eng.aspx">2017 Public Service Employee Survey</a></strong> continue to show disturbing results for employees from equity-seeking groups.</p> <p>¡°The survey shows us that the federal public service still has a long way to go to make the workplace one where all employees are treated equitably and feel welcome in the workplace,¡± said Chris Aylward, PSAC National President.</p> <h3><strong>Discrimination and harassment hits employees with disabilities, Indigenous employees hardest</strong></h3> <p>The most significant differences found in the survey results were among employees with disabilities and Indigenous employees.</p> <p>One in four employees with a disability reports having been the victim of discrimination on the job in the last two years.? Indigenous employees reported discrimination at a rate of 15 per cent. Discrimination also affected 13% of racialized employees (¡°visible minorities¡±).</p> <p>Indigenous employees and those with disabilities were also much less likely than others to feel:</p> <ul><li>that they were accepted as an equal member of the team,</li> <li>that their department or agency respects individual differences, and</li> <li>that they are valued at work</li> </ul><p>Rates of harassment also continue to be alarmingly high. Harassment was identified by 37% of employees with disabilities and 28% of Indigenous employees (compared with an average rate of 18% for all employees).</p> <h3><strong>Higher work-related stress for marginalized groups</strong></h3> <p>Overall, employees from equity-seeking groups reported higher work-related stress in general than other employees. Indigenous employees and employees with disabilities were also less likely to say that their workplaces were ¡°psychologically healthy¡±.</p> <p>Harassment and discrimination can be one cause this additional stress at work. Almost half of employees with disabilities reported that it caused them stress at work, while more than one third of Indigenous and racialized employees said the same.</p> <h3><strong>Unequal access to promotions and training</strong></h3> <p>Indigenous and racialized employees and those with disabilities had less confidence in the fairness of the staffing process and were less likely than others to feel that they had opportunities for promotion.</p> <p>Fewer than one-third of employees with disabilities feel they have opportunities for promotion, compared with almost half of employees without disabilities. They were also much less likely to feel that they got the training they need to do their job.</p> <h3><strong>Time to take action on diversity and inclusion</strong></h3> <p>Last year, the Joint Union/Management Task Force on Diversity and Inclusion released its <strong><a href="/352/final-report-joint-unionmanagement-task-force">final report</a></strong>, which made recommendations to make Canada¡¯s public service a more diverse, inclusive and innovative workforce and workplace.</p> <p>¡°Survey results like these underline the need to implement the Task Force¡¯s recommendations as quickly as possible,¡± said Aylward.</p> <p>?</p> <p>?</p> <p>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/employment-equity">Employment equity</a></li><li class="field-item odd"><a href="/352/topics/disability-issues">Disability issues</a></li><li class="field-item even"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item odd"><a href="/352/topics/aboriginal-issues">Indigenous Issues</a></li><li class="field-item even"><a href="/352/topics/racism">Racism</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Tue, 09 Oct 2018 15:35:18 +0000 pilona 7118 at/352 ¨¦quit¨¦ en mati¨¨re d'emploi : Bo?te ¨¤ outils pour les membres de l¡¯AFPC https://www.google.com//352/node/6991 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><div> <p>?</p> <p>[<a href="https://syndicatafpc.ca/sites/psac/files/attachments/pdfs/employment-equity-toolkit-updated-2018-july-fr.pdf">Version PDF</a>]</p> <h3><a href="#questceque"><strong>Qu¡¯est-ce que l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi?</strong></a></h3> <h3><a href="#comment"><strong>Comment l¡¯¨¦quit¨¦ en emploi est-elle mise en oeuvre??</strong></a></h3> <h3><a href="#faits"><strong>Certains faits et chiffres sur l¡¯¨¦quit¨¦ en emploi?</strong></a></h3> <h3><a href="#mythes"><strong>D¨¦faire certains mythes sur l¡¯¨¦quit¨¦ en emploi</strong></a></h3> <h3><a href="#histoire"><strong>Aper?u historique de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi au Canada</strong></a></h3> <h3><a href="#dotation"><strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi et la dotation ¨¤ la fonction publique f¨¦d¨¦rale</strong></a></h3> <h3><a href="#consultation"><strong>Consultation avec les syndicats en vertu de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em></strong></a></h3> <h3><a href="#glossaire"><strong>Glossaire de termes courants</strong></a></h3> <h3><a href="#liens"><strong>Liens et autres ressources?</strong></a></h3> <p>?</p> <h3><strong><a id="questceque" name="questceque">QU¡¯EST-CE QUE L¡¯¨¦QUIT¨¦ EN MATI¨¨RE D¡¯EMPLOI?</a></strong></h3> <p><strong>R¨¦ponses aux principales questions sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</strong></p> <p style="margin-left: 0.5in;"><strong>Qu¡¯est-ce que l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi? </strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi est un programme de mesures pr¨¦ventives et positives destin¨¦es ¨¤ : 1) accro?tre le taux de repr¨¦sentation en milieu de travail des membres des quatre ? groupes d¨¦sign¨¦s ? pour refl¨¦ter leur taux de disponibilit¨¦ au sein du march¨¦ du travail; 2) d¨¦terminer et ¨¦liminer les barri¨¨res artificielles dans les lieux de travail qui freinent l¡¯acc¨¨s des membres des groupes d¨¦sign¨¦s aux emplois, aux promotions, ¨¤ la formation, etc.</p> <p style="margin-left: 0.5in;"><strong>¨¤ quels groupes s¡¯adresse l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi? </strong>Les mesures d¡¯¨¦quit¨¦ en emploi visent les groupes d¨¦sign¨¦s suivants : les femmes, les Autochtones, les personnes racialis¨¦es et les personnes ayant un handicap. Ces groupes ont constamment ¨¦t¨¦ la cible de pr¨¦jug¨¦s et ont ¨¦t¨¦ confront¨¦s ¨¤ des taux de ch?mage et de sous-emploi ¨¦lev¨¦s ainsi qu¡¯¨¤ des obstacles qui les ont emp¨ºch¨¦s de participer pleinement au march¨¦ du travail.?</p> <p style="margin-left: 0.5in;"><strong>Pourquoi faut-il des mesures d¡¯¨¦quit¨¦ en emploi? </strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi vise ¨¤ changer la culture dans le milieu de travail et les pratiques d¡¯embauche afin que les membres des groupes d¨¦sign¨¦s puissent d¨¦crocher un emploi pour lequel ils sont qualifi¨¦s et participer pleinement au march¨¦ du travail. L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi reconna?t que les femmes, les Autochtones, les personnes racialis¨¦es et les personnes ayant un handicap ont difficilement acc¨¨s au milieu de travail en raison de barri¨¨res qui n¡¯ont aucun lien avec leurs comp¨¦tences, en l¡¯occurrence le racisme, la discrimination, les pr¨¦jug¨¦s et les syst¨¨mes qui ne tiennent pas compte de la diversit¨¦ de la main-d¡¯oeuvre.</p> <p style="margin-left: 0.5in;"><strong>¨¤ quels secteurs s¡¯applique l¡¯¨¦quit¨¦ en emploi? </strong>La seule loi en la mati¨¨re, la <em>Loi f¨¦d¨¦rale sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>, vise tous les lieux de travail de la fonction publique et du secteur priv¨¦ sous r¨¦glementation f¨¦d¨¦rale et comptant plus de 100 personnes salari¨¦es (soit les divers minist¨¨res et organismes f¨¦d¨¦raux, les mus¨¦es canadiens et les employeurs distincts, les soci¨¦t¨¦s d¡¯¨¦tat, les entreprises de transport a¨¦rien et de transport interprovincial, les banques et les compagnies de t¨¦l¨¦communications). Elle s¡¯applique ¨¦galement ¨¤ toutes les entreprises et tous les organismes sous-traitants qui ont d¡¯importants contrats avec le gouvernement f¨¦d¨¦ral (200 000 $ et plus) et qui comptent plus de 100 employ¨¦s. Bien que les employeurs sous r¨¦glementation provinciale et territoriale, comme les ¨¦coles, les h?pitaux, les municipalit¨¦s et d¡¯autres organismes, ne soient pas l¨¦galement tenus de mettre en oeuvre des mesures d¡¯¨¦quit¨¦ en emploi, ils peuvent toutefois s¡¯y engager de fa?on volontaire (comme le stipulent les diff¨¦rentes lois sur les droits de la personne).</p> <p style="margin-left: 0.5in;"><strong>Comment fonctionne l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi? </strong>L¡¯employeur, apr¨¨s avoir fait l¡¯analyse de son effectif, de ses politiques et de ses pratiques d¡¯emploi, met en application un plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi visant ¨¤ ¨¦liminer les obstacles et ¨¤ augmenter la repr¨¦sentation des groupes d¨¦sign¨¦s. Vous trouverez plus d¡¯information ¨¤ ce sujet dans le document de r¨¦f¨¦rence <em>Comment l¡¯¨¦quit¨¦ en emploi est-elle mise en oeuvre?</em></p> <p><strong>Autres points ¨¤ signaler sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </strong></p> <ul><li>L¡¯objectif des mesures d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi est d¡¯offrir <strong>l¡¯¨¦galit¨¦ des chances </strong>¨¤ tous en ¨¦liminant les pr¨¦jug¨¦s et le favoritisme de tout processus d¡¯embauche et de promotion et en reconnaissant les comp¨¦tences et les capacit¨¦s de tous les travailleurs et travailleuses.</li> <li>Le principe d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi reconna?t que la discrimination n¡¯est pas toujours directe ou flagrante; elle est parfois ancr¨¦e dans nos syst¨¨mes, nos pratiques et nos politiques. Les programmes d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi proposent une m¨¦thode de pr¨¦vention de la <strong>discrimination syst¨¦mique </strong>au travail.</li> <li>Il importe de souligner toutefois que, m¨ºme si les personnes de la communaut¨¦ gaie, lesbienne, bisexuelle et trans sont confront¨¦es ¨¤ des obstacles ¨¤ l¡¯emploi et sont victimes de discrimination, elles ne sont pas vis¨¦es par les l¨¦gislations sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. Afin de d¨¦terminer si ces citoyens pourraient ¨ºtre identifi¨¦s comme groupe d¨¦sign¨¦, il faut recueillir plus de donn¨¦es statistiques et d¡¯informations connexes (soit ¨¤ l¡¯aide du recensement) ¨¤ leur sujet.?</li> </ul><p>?</p> <h3><strong><a id="comment" name="comment">COMMENT L¡¯¨¦QUIT¨¦ EN EMPLOI EST-ELLE MISE EN OEUVRE?</a></strong></h3> <p><strong>Voici les quatre ¨¦tapes de mise en oeuvre de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </strong></p> <p><strong>1re ¨¦TAPE : L¡¯analyse de l¡¯effectif</strong></p> <ul><li>L¡¯employeur doit d¡¯abord analyser la composition de sa main-d¡¯oeuvre pour s¡¯assurer qu¡¯elle refl¨¨te ad¨¦quatement la diversit¨¦ de la population au sein de la soci¨¦t¨¦.</li> <li>Si son analyse r¨¦v¨¨le une sous-repr¨¦sentation des quatre groupes d¨¦sign¨¦s, l¡¯employeur doit prendre les mesures n¨¦cessaires pour accro?tre leur taux de repr¨¦sentation au sein de son effectif.</li> </ul><p><strong>2e ¨¦TAPE : L¡¯¨¦tude des syst¨¨mes d¡¯emploi</strong></p> <ul><li>L¡¯employeur doit ¨¦galement proc¨¦der ¨¤ l¡¯¨¦tude de ses syst¨¨mes d¡¯emploi ¨C ses politiques et pratiques li¨¦es ¨¤ l¡¯embauche, la promotion, la formation, le perfectionnement professionnel, le maintien en poste, etc.- pour d¨¦terminer s¡¯il existe des obstacles ¨¤ l¡¯emploi et prendre les mesures n¨¦cessaires pour les ¨¦liminer.</li> </ul><p><strong>3e ¨¦TAPE : Le plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</strong></p> <ul><li>L¡¯employeur doit ensuite ¨¦laborer un plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi qui vise ¨¤ rem¨¦dier ¨¤ la sous-repr¨¦sentation et aux obstacles (cern¨¦s lors de l¡¯¨¦tude des syst¨¨mes d¡¯emploi). Le plan comprend des objectifs (et non des quotas) ¨¤ court et ¨¤ long terme visant ¨¤ accro?tre la repr¨¦sentation de chaque groupe d¨¦sign¨¦ ainsi que des mesures pour ¨¦liminer les obstacles et r¨¦pondre ¨¤ son obligation d¡¯adaptation.</li> </ul><p><strong>4e ¨¦TAPE : L¡¯¨¦valuation et la mise ¨¤ jour</strong></p> <ul><li>Habituellement, la dur¨¦e d¡¯un plan d¡¯¨¦quit¨¦ en emploi est d¡¯environ d¡¯un ¨¤ trois ans. Une ¨¦valuation et une mise ¨¤ jour p¨¦riodiques doivent ¨ºtre effectu¨¦es. Lorsque le plan arrive ¨¤ ¨¦ch¨¦ance, l¡¯employeur doit ¨¦valuer de nouveau les progr¨¨s de son organisation. Il voit par la suite ¨¤ l¡¯¨¦laboration d¡¯un autre plan d¡¯¨¦quit¨¦ en emploi en fonction de cette ¨¦valuation.</li> </ul><p><strong>OBLIGATIONS CONSTANTES DE L¡¯EMPLOYEUR</strong></p> <p>Tout au cours de la mise en oeuvre de son plan d¡¯¨¦quit¨¦ en emploi, l¡¯employeur <strong>doit communiquer </strong>avec son personnel et <strong>s¡¯engager </strong>dans un processus de consultation et de collaboration avec le syndicat de ses employ¨¦s et les employ¨¦s membres de groupes d¨¦sign¨¦s.?</p> <p>?</p> <h3><a id="faits" name="faits"><strong>L¡¯¨¦QUIT¨¦ EN EMPLOI :FAITS ET CHIFFRES</strong></a></h3> <p><strong>Saviez-vous que...</strong></p> <ul><li>Aujourd¡¯hui, les personnes racialis¨¦es (membres de minorit¨¦s visibles) repr¨¦sentent environ 22 % de la population canadienne. Statistique Canada pr¨¦voit que ce pourcentage augmentera ¨¤ 30 % d¡¯ici 2031.</li> <li>Au mois de mars 2016, les personnes racialis¨¦es ne repr¨¦sentaient que 14,5 % de l¡¯effectif de la fonction publique f¨¦d¨¦rale et seulement 9,4 % des cadres.</li> <li>En 2015-2016, les personnes ayant un handicap ne repr¨¦sentaient que 3,3 % des nouvelles recrues de la fonction publique f¨¦d¨¦rale alors que leur taux de disponibilit¨¦ sur le march¨¦ du travail ¨¦tait de 4,4 %.10?</li> <li>En 2016, les personnes ayant un handicap ne repr¨¦sentaient que 3,3 % de l¡¯effectif du secteur priv¨¦ de comp¨¦tence f¨¦d¨¦rale.</li> <li>Selon le Sondage aupr¨¨s des fonctionnaires f¨¦d¨¦raux de 2017, environ 37 % des employ¨¦s ayant un handicap ont ¨¦t¨¦ victimes de harc¨¨lement au travail.</li> <li>M¨ºme si les femmes composent environ 54 % de l¡¯effectif de la fonction publique f¨¦d¨¦rale, elles occupent ¨¤ peu pr¨¨s 80 % des postes de soutien administratif. Dans les postes techniques, elles ne repr¨¦sentent que 25 % de l¡¯effectif.</li> <li>En 2016, les femmes ¨¦taient toujours sous-repr¨¦sent¨¦es au sein du secteur priv¨¦ de comp¨¦tence f¨¦d¨¦rale dans la plupart des cat¨¦gories d¡¯emploi.</li> <li>En 2016, les employ¨¦s autochtones ne repr¨¦sentaient que 2,3 % de l¡¯effectif du secteur priv¨¦ de comp¨¦tence f¨¦d¨¦rale, alors que leur taux de disponibilit¨¦ sur le march¨¦ du travail ¨¦tait de 3,5 %.</li> <li>Le nombre de travailleurs autochtones qui occupent des emplois saisonniers dans la fonction publique est deux fois plus ¨¦lev¨¦ que chez les travailleurs non autochtones.</li> <li>Au Canada, pr¨¨s de la moiti¨¦ des nouveaux immigrants sont titulaires d¡¯un grade universitaire comparativement ¨¤ seulement 28 % des Canadiens de naissance. Or, le taux de ch?mage chez les r¨¦cents immigrants dipl?m¨¦s universitaires est quatre fois plus ¨¦lev¨¦ que les Canadiens de naissance titulaires d¡¯un dipl?me universitaire.</li> <li>En 2015, le taux de ch?mage chez les personnes autochtones en age de travailler ¨¦tait presque deux fois plus ¨¦lev¨¦ (11 %) que chez les autres Canadiens de la m¨ºme cat¨¦gorie d¡¯age (5,7 %).</li> </ul><p>Sources : Statistique Canada (diverses sources); L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans la fonction publique du Canada, Secr¨¦tariat du Conseil du Tr¨¦sor du Canada; Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, Rapport annuel, Emploi et D¨¦veloppement social Canada; Sondage aupr¨¨s des fonctionnaires f¨¦d¨¦raux 2017</p> <p>?</p> <h3><a id="mythes" name="mythes"><strong>D¨¦FAIRE CERTAINS MYTHES SUR L¡¯¨¦QUIT¨¦ EN EMPLOI</strong></a></h3> <div><strong>Mythe n</strong>o <strong>1 :?</strong><strong>Les programmes d¡¯¨¦quit¨¦ en emploi imposent des quotas</strong></div> <div>?</div> <div><strong>Faits :?</strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi n¡¯impose pas de ? quotas ? d¡¯embauche, soit des exigences quant au nombre de nouvelles recrues. Pour mettre en oeuvre un plan d¡¯¨¦quit¨¦, l¡¯employeur doit faire l¡¯analyse de son effectif et ¨¦tablir ses objectifs d¡¯embauche, en tenant compte de la composition de sa main-d¡¯oeuvre et de certains facteurs. Il doit par la suite prendre des mesures pour atteindre ses objectifs.</div> <div>?</div> <div>Dans le cadre d¡¯un plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, l¡¯employeur doit ¨¦galement prendre d¡¯autres mesures pour cr¨¦er un lieu de travail plus ¨¦galitaire en appliquant des politiques et pratiques plus englobantes et en ¨¦liminant les obstacles discriminatoires.?</div> <div>?</div> <div><strong>Mythe n</strong>o <strong>2 :?</strong><strong>L¡¯¨¦quit¨¦ en emploi n¡¯encourage-t-elle pas l¡¯embauche de travailleurs non qualifi¨¦s?</strong></div> <div>?</div> <div><strong>Faits :?</strong>L¡¯¨¦quit¨¦ en emploi ne peut emp¨ºcher un employeur de rechercher certaines comp¨¦tences et d¡¯¨¦tablir des exigences d¡¯emploi tant et aussi longtemps qu¡¯il le fait de bonne foi. La <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </em>et la <em>Loi sur l¡¯emploi dans la fonction publique </em>(f¨¦d¨¦rales) tiennent compte de cette r¨¦alit¨¦ et reconnaissent que les comp¨¦tences et le m¨¦rite sont des concepts qui tiennent compte de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</div> <div>?</div> <div>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi vise ¨¤ supprimer les pratiques d¡¯embauche discriminatoires qui emp¨ºchent les membres de groupes d¨¦sign¨¦s d¡¯obtenir un emploi en raison de facteurs qui ne sont pas reli¨¦s ¨¤ leurs comp¨¦tences.</div> <div>?</div> <div><strong>Mythe n</strong>o <strong>3 :?</strong><strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, n¡¯est-ce pas de la ? discrimination invers¨¦e ??</strong></div> <div>?</div> <div><strong>Faits :?</strong>Les mesures d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi visent ¨¤ ¨¦liminer les obstacles ¨¤ l¡¯avancement professionnel des membres de groupes traditionnellement d¨¦savantag¨¦s ¨C les peuples autochtones, les femmes, les personnes ayant un handicap et les personnes racialis¨¦es ¨C et ¨¤ rem¨¦dier aux injustices, pass¨¦es et pr¨¦sentes, qui bloquent l¡¯acc¨¨s de ces groupes aux m¨ºmes possibilit¨¦s d¡¯emploi qu¡¯ ont les autres groupes au sein de la soci¨¦t¨¦.</div> <div>?</div> <div>La <em>Charte canadienne des droits et libert¨¦s </em>et la l¨¦gislation sur les droits de la personne reconnaissent qu¡¯il faut mettre en oeuvre des mesures d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi afin de cr¨¦er une soci¨¦t¨¦ plus juste. Ces mesures particuli¨¨res contribuent ¨¤ corriger ces injustices de longue date et ¨¤ ¨¦galiser les chances d¡¯acc¨¨s aux emplois dans le lieu de travail.?</div> <div>?</div> <div><strong>Mythe n</strong>o <strong>4 : Les mesures d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi r¨¦duisent les possibilit¨¦s d¡¯emploi pour les hommes blancs.</strong></div> <div>?</div> <div><strong>Faits :?</strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi vise ¨¤ offrir des possibilit¨¦s d¡¯emploi ¨¤ tous sans exception. Pour y arriver, il faut donc s¡¯assurer que la dotation est effectu¨¦e de fa?on juste et ¨¦quitable. Les mesures d¡¯¨¦quit¨¦ en emploi ne signifient pas que tous les nouveaux emplois sont uniquement attribu¨¦s aux membres de groupes d¨¦sign¨¦s. Elles ne sont en place que pour assurer un acc¨¨s ¨¦gal aux possibilit¨¦s d¡¯emploi ¨¤ ces groupes et une repr¨¦sentation ¨¦quitable de tous les segments de la soci¨¦t¨¦ ¨¤ tous les niveaux d¡¯emploi.</div> <div>?</div> <div><strong>Mythe n</strong>o <strong>5 : Nous n¡¯avons pas besoin d¡¯imposer l¡¯¨¦quit¨¦ en emploi puisqu¡¯avec le temps l¡¯¨¦volution d¨¦mographique s¡¯en chargera. </strong></div> <div>?</div> <div><strong>Faits :?</strong>Nous savons bien que les femmes, les Autochtones, les personnes racialis¨¦es et les personnes ayant un handicap sont victimes de discrimination et ne cessent de se heurter ¨¤ des obstacles qui ne pourront pas ¨ºtre ¨¦limin¨¦s sans une intervention planifi¨¦e. Comme l¡¯a d¨¦clar¨¦ la juge Rosalie Abella : ? De deux choses l¡¯une : ou bien on planifie la suppression des obstacles, ou bien on attend ind¨¦finiment qu¡¯ils disparaissent, ce qui veut dire qu¡¯entre-temps, on tol¨¨re la discrimination et les pr¨¦jug¨¦s. Ce sont les gestes que nous accomplissons pour mettre fin aux injustices qui t¨¦moignent de notre engagement envers l¡¯¨¦galit¨¦ ?.</div> <p align="center">?</p> <h3><a id="histoire" name="histoire"><strong>APER?U HISTORIQUE DE L¡¯¨¦QUIT¨¦ EN MATI¨¨RE D¡¯EMPLOI AU CANADA</strong></a></h3> <p style="margin-left: 0.75in;"><strong>Milieu des ann¨¦es 1970 </strong></p> <p style="margin-left: 0.75in;">Les grands syndicats canadiens, dont le Congr¨¨s du travail du Canada, le Syndicat canadien de la fonction publique et l¡¯Alliance de la Fonction publique du Canada, s¡¯attaquent ¨¤ l¡¯¨¦galit¨¦ au travail par l¡¯action positive.</p> <p style="margin-left: 0.75in;"><strong>1977 </strong></p> <p style="margin-left: 0.75in;">Le Parlement adopte la <em>Loi canadienne sur les droits de la personne</em>, interdisant la discrimination fond¨¦e sur la race, la d¨¦ficience, etc., au travail et dans les services. Certaines provinces ont d¨¦j¨¤ adopt¨¦ de telles lois.</p> <p style="margin-left: 0.75in;"><strong>1978 </strong></p> <p style="margin-left: 0.75in;">Le gouvernement f¨¦d¨¦ral lance un programme d¡¯action positive visant le secteur priv¨¦.</p> <p style="margin-left: 0.75in;"><strong>1982 </strong></p> <p style="margin-left: 0.75in;">Promulgation de la <em>Charte canadienne des droits et libert¨¦s</em></p> <p style="margin-left: 0.75in;"><strong>1983 </strong></p> <p style="margin-left: 0.75in;">Le gouvernement f¨¦d¨¦ral lance le Programme d¡¯action positive qui vise ¨¤ accro?tre le nombre de femmes, d¡¯Autochtones et de personnes ayant un handicap au sein de la fonction publique f¨¦d¨¦rale. Les programmes d¡¯application volontaire ne se traduisent pas par une am¨¦lioration notable des possibilit¨¦s d¡¯emploi offertes aux groupes d¨¦favoris¨¦s.</p> <p style="margin-left: 0.75in;">Cr¨¦ation de la Commission royale sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. La Commission est ? charg¨¦e d¡¯examiner les moyens les plus efficaces et les plus ¨¦quitables de promouvoir l¡¯¨¦galit¨¦ en mati¨¨re d¡¯emploi pour les quatre groupes d¨¦sign¨¦s, ¨¤ savoir les femmes, les Autochtones, les personnes handicap¨¦es et les membres des minorit¨¦s visibles ?.</p> <p style="margin-left: 0.75in;"><strong>1984 </strong></p> <p style="margin-left: 0.75in;">Publication du rapport de la Commission royale sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi (Rapport Abella) dans lequel il est question pour la premi¨¨re fois d¡¯? ¨¦quit¨¦ en mati¨¨re d¡¯emploi ?. Le rapport recommande, entre autres, l¡¯adoption des lois sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</p> <p style="margin-left: 0.75in;"><strong>1985 </strong></p> <p style="margin-left: 0.75in;">Les minorit¨¦s visibles s¡¯ajoutent aux groupes vis¨¦s par le Programme d¡¯action positive du gouvernement f¨¦d¨¦ral.</p> <p style="margin-left: 0.75in;">Entr¨¦e en vigueur de l¡¯article 15 de la <em>Charte canadienne des droits et libert¨¦s </em>qui pr?ne l¡¯¨¦galit¨¦ en milieu de travail. Cet article interdit la discrimination et pr¨¦voit la cr¨¦ation de programmes sp¨¦ciaux ? destin¨¦s ¨¤ am¨¦liorer la situation d¡¯individus ou de groupes d¨¦favoris¨¦s ? (programmes d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi).</p> <p style="margin-left: 0.75in;"><strong>1986 </strong></p> <p style="margin-left: 0.75in;">Adoption de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>. Cette loi ne s¡¯applique pas initialement ¨¤ la fonction publique f¨¦d¨¦rale, mais uniquement aux entreprises priv¨¦es et aux soci¨¦t¨¦s d¡¯¨¦tat de r¨¦glementation f¨¦d¨¦rale.</p> <p style="margin-left: 0.75in;"><strong>1988 </strong></p> <p style="margin-left: 0.75in;">Cr¨¦ation du R¨¦seau national d¡¯¨¦quit¨¦ d¡¯acc¨¨s ¨¤ l¡¯emploi par une coalition de groupes revendiquant l¡¯¨¦galit¨¦. Le R¨¦seau a pour mandat de faire pression sur le gouvernement f¨¦d¨¦ral afin d¡¯am¨¦liorer le programme d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</p> <p style="margin-left: 0.75in;"><strong>1993</strong></p> <p style="margin-left: 0.75in;">Adoption de la <em>Loi de 1993 sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </em>visant les milieux de travail des secteurs priv¨¦ et public en Ontario.</p> <p style="margin-left: 0.75in;"><em>L¡¯Accord sur les revendications territoriales du Nunavut </em>devient officiel. Selon l¡¯article 23 de l¡¯Accord, Emplois inuits au gouvernement territorial, ? chaque organisation gouvernementale pr¨¦pare un plan d¡¯embauche des Inuits visant ¨¤ accro?tre et ¨¤ maintenir ¨¤ un niveau repr¨¦sentatif le nombre d¡¯employ¨¦s inuits ?.</p> <p style="margin-left: 0.75in;"><strong>1995 </strong></p> <p style="margin-left: 0.75in;">Le gouvernement conservateur de l¡¯Ontario abroge la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>.</p> <p style="margin-left: 0.75in;">Le Parlement adopte une version r¨¦vis¨¦e de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </em>qui s¡¯applique ¨¤ la fonction publique f¨¦d¨¦rale.</p> <p style="margin-left: 0.75in;"><strong>1996 </strong></p> <p style="margin-left: 0.75in;">Signature d¡¯une entente entre le gouvernement f¨¦d¨¦ral, l¡¯Assembl¨¦e des chefs manitobains et la Commission canadienne des droits de la personne. L¡¯entente pr¨¦voit des mesures visant ¨¤ accro?tre le nombre d¡¯employ¨¦s autochtones ¨¤ la fonction publique f¨¦d¨¦rale et ¨¤ le maintenir ¨¤ un niveau repr¨¦sentatif.</p> <p style="margin-left: 0.75in;"><strong>1997 </strong></p> <p style="margin-left: 0.75in;">Dans l¡¯affaire <em>Alliance de la capitale nationale sur les relations interraciales c. Sant¨¦ Canada</em>, le Tribunal canadien des droits de la personne ordonne des mesures permanentes et temporaires pour supprimer les obstacles discriminatoires ¨¤ l¡¯enti¨¨re participation des membres des minorit¨¦s et corriger les effets de la discrimination ant¨¦rieure.?</p> <p style="margin-left: 0.75in;"><strong>2000 </strong></p> <p style="margin-left: 0.75in;">Lancement du projet ? Faire place au changement ? au sein de la fonction publique f¨¦d¨¦rale. Il s¡¯agit de la premi¨¨re initiative de ce genre entreprise par un employeur. Le projet a pour objectif de faire passer ¨¤ 20 % le taux d¡¯embauche des personnes racialis¨¦es. Il dispose des ressources financi¨¨res n¨¦cessaires pour mettre en place des programmes et des activit¨¦s visant ¨¤ augmenter le nombre de travailleuses et travailleurs racialis¨¦s.</p> <p style="margin-left: 0.75in;"><strong>2001 </strong></p> <p style="margin-left: 0.75in;">Au Qu¨¦bec, adoption de la <em>Loi sur l¡¯acc¨¨s ¨¤ l¡¯¨¦galit¨¦ en emploi dans des organismes publics </em>et modification de la <em>Charte des droits et libert¨¦s de la personne</em>.</p> <p style="margin-left: 0.75in;"><strong>2004 </strong></p> <p style="margin-left: 0.75in;">Mise sur pied du Comit¨¦ permanent du S¨¦nat sur les droits de la personne charg¨¦ d¡¯? examiner des cas de discrimination pr¨¦sum¨¦e dans les pratiques d¡¯embauche et d¡¯¨¦tudier la mesure dans laquelle les objectifs pour atteindre l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi pour les groupes minoritaires sont r¨¦alis¨¦s ?. Le Comit¨¦ entreprend les audiences. Plusieurs personnes sont appel¨¦es ¨¤ t¨¦moigner sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans la fonction publique.</p> <p style="margin-left: 0.75in;"><strong>2006 </strong></p> <p style="margin-left: 0.75in;">Entr¨¦e en vigueur de la nouvelle <em>Loi sur l¡¯emploi dans la fonction publique</em>, qui renferme des dispositions sur l¡¯¨¦quit¨¦ dans le processus de dotation ¨¤ la fonction publique f¨¦d¨¦rale.</p> <p style="margin-left: 0.75in;"><strong>2007 </strong></p> <p style="margin-left: 0.75in;">Publication du premier rapport du Comit¨¦ permanent du S¨¦nat sur les droits de la personne. Intitul¨¦ <em>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans la fonction publique f¨¦d¨¦rale : Nous n¡¯y sommes pas encore</em>, le rapport r¨¦v¨¨le que le progr¨¨s est trop lent et propose des recommandations pour accro?tre la repr¨¦sentation des quatre groupes d¨¦sign¨¦s dans la fonction publique.?</p> <p style="margin-left: 0.75in;"><strong>Juin 2010</strong></p> <p style="margin-left: 0.75in;">Publication du deuxi¨¨me rapport du Comit¨¦ permanent du S¨¦nat sur les droits de la personne intitul¨¦ <em>Refl¨¦ter le nouveau visage du Canada : l¡¯¨¦quit¨¦ en emploi dans la fonction publique</em>. Plus critique ¨¤ l¡¯¨¦gard de la fonction publique f¨¦d¨¦rale, qui n¡¯a toujours pas r¨¦alis¨¦ l¡¯¨¦quit¨¦ en emploi 15 ans apr¨¨s l¡¯entr¨¦e en vigueur de la Loi, le Comit¨¦ pr¨¦sente 13 recommandations d¨¦taill¨¦es.</p> <p style="margin-left: 0.75in;"><strong>2010 </strong></p> <p style="margin-left: 0.75in;">Les conservateurs de Harper abolissent le questionnaire d¨¦taill¨¦ obligatoire de recensement et le remplacent par l¡¯Enqu¨ºte aupr¨¨s des m¨¦nages qui est ¨¤ participation volontaire, ce qui complique la cueillette de donn¨¦es sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</p> <p style="margin-left: 0.75in;"><strong>2012 </strong></p> <p style="margin-left: 0.75in;">Dans sa loi d¡¯ex¨¦cution du budget, le gouvernement conservateur n¡¯oblige plus ses sous-traitants ¨¤ mettre en application l¡¯¨¦quit¨¦ en emploi, laissant au ministre le soin de d¨¦terminer les exigences en la mati¨¨re.</p> <p style="margin-left: 0.75in;"><strong>2013 </strong></p> <p style="margin-left: 0.75in;">Le gouvernement f¨¦d¨¦ral annonce des modifications au Programme de contrats f¨¦d¨¦raux, qui r¨¦duisent ainsi le nombre d¡¯employeurs vis¨¦s et les exigences du programme.</p> <p style="margin-left: 0.75in;"><strong>2016 </strong></p> <p style="margin-left: 0.75in;">Les lib¨¦raux de Trudeau r¨¦tablissent le questionnaire d¨¦taill¨¦ obligatoire de recensement et ajoute l¡¯Enqu¨ºte canadienne sur l¡¯incapacit¨¦ pour recueillir des donn¨¦es touchant les personnes ayant un handicap.</p> <p align="center">?</p> <h3><a id="dotation" name="dotation"><strong>L¡¯¨¦QUIT¨¦ EN MATI¨¨RE D¡¯EMPLOI ET LA DOTATION ¨¤ LA FONCTION PUBLIQUE F¨¦D¨¦RALE</strong></a></h3> <p>La dotation de l¡¯ensemble de la fonction publique f¨¦d¨¦rale est r¨¦gie par la <em>Loi sur l¡¯emploi dans la fonction publique </em>(LEFP) et par des politiques et directives de la Commission de la fonction publique. La <em>Loi </em>et les politiques mettent ¨¤ la disposition des gestionnaires divers outils de gestion de l¡¯¨¦quit¨¦ en emploi pour les aider ¨¤ atteindre leurs objectifs en la mati¨¨re.</p> <p><strong>L¡¯¨¦quit¨¦ en emploi et le m¨¦rite</strong></p> <p>La LEFP pr¨¦cise que l¡¯on a satisfait au principe du m¨¦rite quand un candidat ou une candidate qui poss¨¨de les qualit¨¦s essentielles pour le poste est nomm¨¦. Afin de recruter ? le bon candidat ou la bonne candidate ?, l¡¯administratrice g¨¦n¨¦rale ou l¡¯administrateur g¨¦n¨¦ral peut utiliser d¡¯autres crit¨¨res, tels que des qualifications constituant un atout, des n¨¦cessit¨¦s du service ou des besoins organisationnels pr¨¦sents et ¨¤ venir. L¡¯administratrice g¨¦n¨¦rale ou l¡¯administrateur g¨¦n¨¦ral peut ¨¦galement invoquer des besoins pr¨¦sents et futurs de la fonction publique recens¨¦s par l¡¯employeur et qu¡¯elle ou il juge pertinents.</p> <p>Lorsque des consid¨¦rations li¨¦es ¨¤ l¡¯¨¦quit¨¦ en emploi font partie du processus de dotation, elles doivent inclure un des crit¨¨res d¨¦crits ci-dessous en conformit¨¦ de la d¨¦finition du m¨¦rite.</p> <p>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, ou le fait d¡¯¨ºtre membre d¡¯un groupe d¨¦sign¨¦, peut ¨ºtre un crit¨¨re d¡¯embauche si celui-ci est inclus ¨¤ l¡¯avis de concours :</p> <p style="margin-left: 0.5in;">1) comme un atout</p> <p style="margin-left: 0.5in;">2) comme une exigence r¨¦pondant ¨¤ un besoin organisationnel</p> <p style="margin-left: 0.5in;">3) comme une exigence r¨¦pondant ¨¤ un besoin de la fonction publique.</p> <p>Par exemple, si un minist¨¨re doit pourvoir un poste exigeant des connaissances culturelles et linguistiques autochtones pour desservir une collectivit¨¦ autochtone en particulier, il peut stipuler qu¡¯¨ºtre Autochtone sera un atout ou une exigence r¨¦pondant ¨¤ un besoin organisationnel. Si un minist¨¨re veut rem¨¦dier ¨¤ la sous?repr¨¦sentation des femmes, il peut stipuler que la priorit¨¦ d¡¯embauche sera accord¨¦e aux femmes dans le but de combler des besoins organisationnels en conformit¨¦ au plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</p> <p><strong>Zone de s¨¦lection et repr¨¦sentation des groupes d¨¦sign¨¦s </strong></p> <p>La ? zone de s¨¦lection ? est un autre moyen d¡¯int¨¦grer l¡¯¨¦quit¨¦ en emploi au processus de dotation. Cette zone permet de d¨¦crire le type de candidature recherch¨¦e pour le poste. Il peut s¡¯agir de la r¨¦gion g¨¦ographique (par exemple, un emploi peut ¨ºtre ouvert aux personnes de la r¨¦gion de la capitale nationale), d¡¯un besoin organisationnel (un poste peut ¨ºtre ouvert uniquement aux membres d¡¯un m¨ºme minist¨¨re) ou d¡¯un crit¨¨re professionnel (un poste peut ¨ºtre ouvert uniquement aux personnes d¡¯une certaine profession) ou de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi (un poste peut ¨ºtre ouvert uniquement aux membres d¡¯un ou de plusieurs groupes d¨¦sign¨¦s). Toutefois, selon la politique de la Commission de la fonction publique, un minist¨¨re ne peut limiter la zone de s¨¦lection ¨¤ un groupe vis¨¦ par l¡¯¨¦quit¨¦ en emploi que lorsque ce crit¨¨re est justifi¨¦ dans son plan d¡¯¨¦quit¨¦ en emploi. Autrement dit, le minist¨¨re doit prouver qu¡¯il existe un ¨¦cart important dans la repr¨¦sentation du groupe d¨¦sign¨¦ en question (soit que le taux de repr¨¦sentation du groupe d¨¦sign¨¦ dans le lieu de travail est beaucoup moins ¨¦lev¨¦ que celui relev¨¦ sur le march¨¦ du travail).</p> <p><strong>Autres moyens d¡¯int¨¦grer l¡¯¨¦quit¨¦ en emploi au processus de dotation</strong></p> <p>Un plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi permettra ¨¤ l¡¯employeur d¡¯¨¦tablir un certain nombre de mesures pour accro?tre la repr¨¦sentation des groupes d¨¦sign¨¦s. Il faut ¨¦galement pr¨¦voir des mesures visant ¨¤ ¨¦largir et ¨¤ rendre le processus de dotation plus accessible.</p> <p>Voici quelques mesures ¨¤ cet effet :</p> <ul><li>¨¦largir la zone de s¨¦lection pour avoir acc¨¨s ¨¤ un plus grand bassin de candidatures provenant des groupes d¨¦sign¨¦s.</li> <li>S¡¯assurer que les comp¨¦tences recherch¨¦es et les exigences li¨¦es ¨¤ l¡¯emploi refl¨¨tent fid¨¨lement le travail ¨¤ accomplir et que les crit¨¨res d¡¯embauche n¡¯imposent pas d¡¯obstacles inutiles ou ne favorisent pas un certain type de candidatures.</li> <li>S¡¯assurer que tous les volets du processus d¡¯embauche sont accessibles aux personnes ayant un handicap (annonces, sites Web, documents, questions d¡¯entrevue, etc.).</li> <li>R¨¦viser les processus d¡¯¨¦valuation et d¡¯entrevue pour r¨¦pondre aux besoins des personnes ayant une d¨¦ficience visuelle, auditive ou cognitive.</li> <li>S¡¯assurer que les comit¨¦s d¡¯embauche sont diversifi¨¦s et que les membres y si¨¦geant ont d¨¦j¨¤ pris conscience de leurs propres pr¨¦jug¨¦s.</li> <li>Annoncer des emplois le plus largement possible et utiliser les journaux et organismes communautaires pour susciter les candidatures de diverses collectivit¨¦s.</li> <li>Diminuer le recours au personnel occasionnel et temporaire.</li> <li>Diminuer le recours au processus de nomination non annonc¨¦.</li> </ul><p><strong>Le r?le du syndicat</strong></p> <p>Selon la l¨¦gislation sur les relations de travail dans le secteur public f¨¦d¨¦ral, les syndicats ne peuvent pr¨¦senter les questions li¨¦es ¨¤ la dotation ¨¤ la table de n¨¦gociation. Toutefois, l¡¯employeur peut solliciter leur participation ¨¤ des consultations sur ces questions dans d¡¯autres forums. L¡¯AFPC ne cesse de mettre au d¨¦fi l¡¯employeur afin qu¡¯il veille ¨¤ l¡¯impartialit¨¦ du processus de dotation et s¡¯engage ¨¤ appliquer l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. Les repr¨¦sentantes et repr¨¦sentants des syndicats qui si¨¨gent aux divers comit¨¦s de consultation, dont les comit¨¦s d¡¯¨¦quit¨¦ en emploi des lieux de travail, peuvent ainsi faire part de leurs pr¨¦occupations et de leurs commentaires sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans le processus de dotation.</p> <p>L¡¯AFPC appuie l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi et encourage le recours aux divers outils pr¨¦vus dans la <em>Loi sur l¡¯emploi dans la fonction publique </em>visant ¨¤ accro?tre la repr¨¦sentation des groupes d¨¦sign¨¦s.</p> <p><em>* Comprend les minist¨¨res f¨¦d¨¦raux relevant des parties I et IV de la Loi sur l¡¯administration financi¨¨re, ce qui inclut la GRC et l¡¯Agence canadienne des services frontaliers. Ne comprend pas les employeurs distincts comme l¡¯Agence du revenu du Canada, Parcs Canada, l¡¯Agence canadienne d¡¯inspection des aliments ni les autres lieux de travail du secteur f¨¦d¨¦ral qui sont r¨¦gis par le Code canadien du travail. </em></p> <p>?</p> <h3><a id="consultation" name="consultation"><strong>CONSULTATION AVEC LES SYNDICATS EN VERTU DE LA <em>LOI SUR L¡¯¨¦QUIT¨¦ EN MATI¨¨RE D¡¯EMPLOI</em></strong></a></h3> <p><strong>L¡¯article 15 de la <em>Loi </em>stipule :</strong></p> <p style="margin-left: 17pt;"><em>1) L¡¯employeur consulte les repr¨¦sentants des salari¨¦s et les invite ¨¤ donner leur avis sur les questions suivantes :</em></p> <p style="margin-left: 0.5in;"><em>a) l¡¯assistance que les repr¨¦sentants pourraient apporter ¨¤ l¡¯employeur pour faciliter la r¨¦alisation de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi au sein de l¡¯effectif et la communication aux salari¨¦s de questions li¨¦es ¨¤ l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi;</em></p> <p style="margin-left: 0.5in;"><em>b) l¡¯¨¦laboration, la mise en oeuvre et la r¨¦vision de son plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. [...]</em></p> <p style="margin-left: 17pt;"><em>(3) L¡¯employeur et les repr¨¦sentants des salari¨¦s doivent collaborer ¨¤ l¡¯¨¦laboration, la mise en oeuvre et la r¨¦vision du plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. [...]</em></p> <p><strong>Qu¡¯est-ce que ?a signifie?</strong></p> <p>Les employeurs doivent collaborer et tenir de v¨¦ritables consultations avec les syndicats pour les questions li¨¦es ¨¤ l¡¯¨¦quit¨¦ en emploi.</p> <p>Un document intitul¨¦ <em>Consultation et collaboration entre les minist¨¨res/organismes et les agents n¨¦gociateurs en vertu de l¡¯article 15 de la Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </em>(publi¨¦ par un comit¨¦ mixte syndical-patronal) d¨¦crit le <strong>processus de consultation </strong>comme suit : ? Il s¡¯agit d¡¯un processus continuel par lequel on informe les agents n¨¦gociateurs et on cherche ¨¤ obtenir de ces derniers des points de vue, des conseils et des renseignements pour faciliter la mise en oeuvre d¡¯activit¨¦s li¨¦es ¨¤ l¡¯¨¦quit¨¦ en emploi au sein de l¡¯organisme ?.</p> <p>Pour les minist¨¨res et agences, la <strong>collaboration </strong>veut dire ? [...] le fait de d¨¦ployer des efforts raisonnables pour obtenir l¡¯appui et l¡¯aide des agents n¨¦gociateurs ¨¤ tous les stades de la mise en oeuvre de l¡¯¨¦quit¨¦ en emploi. Pour les syndicats, le terme collaboration d¨¦signe le fait de d¨¦ployer des efforts raisonnables pour appuyer et faciliter les mesures prises afin de r¨¦aliser l¡¯¨¦quit¨¦ en emploi dans le milieu de travail ?.</p> <p>Ressources humaines et D¨¦veloppement des comp¨¦tences Canada : <em>Ligne directrice 3 : Consultation et collaboration :</em></p> <p>? Grace ¨¤ la consultation et ¨¤ la collaboration, tous les partenaires dans le milieu de travail jouent un r?le actif dans la r¨¦alisation de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. [...] Pour que la consultation et la collaboration soient efficaces, il faut que toutes les parties concern¨¦es y prennent part volontairement. Elles doivent vraiment ¨ºtre anim¨¦es d¡¯une volont¨¦ de travailler ensemble et dispos¨¦es ¨¤ collaborer.?</p> <p>Pour qu¡¯elles soient efficaces, la consultation et la collaboration n¨¦cessitent un dialogue franc et un ¨¦change d¡¯information entre l¡¯employeur et les repr¨¦sentants des employ¨¦s. Cela pourrait ¨ºtre accompli par la mise sur pied d¡¯un comit¨¦ mixte syndical-patronal ou autres m¨¦canismes similaires pour faciliter l¡¯¨¦laboration et la mise en oeuvre du plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi. ?</p> <p>Il faut pr¨¦voir la participation des repr¨¦sentantes et repr¨¦sentants du syndicat ¨¤ toutes les ¨¦tapes du processus de mise en oeuvre de l¡¯¨¦quit¨¦ en emploi, soit :</p> <ul><li>la communication aux personnes salari¨¦es de l¡¯engagement de l¡¯employeur ¨¤ mettre en oeuvre l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans le lieu de travail;</li> <li>l¡¯enqu¨ºte sur l¡¯effectif;</li> <li>l¡¯¨¦tude des syst¨¨mes d¡¯emploi;</li> <li>la pr¨¦paration du plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi;</li> <li>la mise en oeuvre du plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi;</li> <li>le suivi sur la mise en oeuvre du plan d¡¯¨¦quit¨¦ en emploi;</li> <li>la r¨¦vision du plan d¡¯¨¦quit¨¦ en emploi.</li> </ul><p>Le meilleur m¨¦canisme de consultation pour ce faire demeure le comit¨¦ mixte syndical-patronal de l¡¯¨¦quit¨¦ en emploi. Les repr¨¦sentantes et repr¨¦sentants des syndicats devraient insister aupr¨¨s des employeurs pour qu¡¯ils forment un comit¨¦ national et, dans les grands minist¨¨res/agences ou lieux de travail, des sous-comit¨¦s r¨¦gionaux et locaux. S¡¯il n¡¯existe pas de tels comit¨¦s sur place, les employeurs doivent tenir des consultations avec les syndicats dans d¡¯autres forums, comme au comit¨¦ de consultation syndicale-patronale. Si vous ne savez pas si de tels m¨¦canismes sont en place, n¡¯h¨¦sitez pas ¨¤ poser la question ¨¤ votre syndicat ou ¨¤ la section des RH de votre employeur.?</p> <p>Afin d¡¯assurer l¡¯efficacit¨¦ du processus de consultation, les employeurs doivent partager les renseignements suivants avec les repr¨¦sentants des syndicats :</p> <ul><li>les politiques et pratiques de l¡¯employeur en mati¨¨re de recrutement, de maintien de l¡¯effectif, de promotion, de mutation et les conditions d¡¯emploi;</li> <li>le plan d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi;</li> <li>les conclusions de l¡¯enqu¨ºte sur l¡¯effectif, de l¡¯analyse de l¡¯effectif et de l¡¯¨¦tude des syst¨¨mes d¡¯emploi men¨¦es par l¡¯employeur.</li> </ul><p>Le syndicat doit choisir les membres qui le repr¨¦senteront ¨¤ tous les comit¨¦s de consultation. Ces repr¨¦sentantes et repr¨¦sentants doivent ¨ºtre membres de groupes d¨¦sign¨¦s et, lorsque possible, avoir de l¡¯exp¨¦rience ou une formation en ¨¦quit¨¦ en emploi ou en droits de la personne.</p> <p align="center">?</p> <h3><a id="glossaire" name="glossaire"><strong>GLOSSAIRE DE TERMES COURANTS</strong></a></h3> <p><strong><em>Analyse de l¡¯effectif :?</em></strong>¨¦valuation de l¡¯effectif interne d¡¯une entreprise en vue d¡¯¨¦tablir si la repr¨¦sentation des membres des quatre groupes d¨¦sign¨¦s faisant partie des cat¨¦gories professionnelles sp¨¦cifiques ¨¤ l¡¯entreprise correspond ¨¤ la disponibilit¨¦ de ces personnes dans la population active canadienne en g¨¦n¨¦ral.</p> <p><em><strong>Auto-identification :</strong> </em>Exigence, en vertu de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, </em>selon laquelle les personnes doivent s¡¯identifier aupr¨¨s d¡¯une organisation, ou accepter d¡¯¨ºtre identifi¨¦es aupr¨¨s d¡¯une organisation, comme membres d¡¯un des groupes d¨¦sign¨¦s ou de plusieurs groupes d¨¦sign¨¦s. L¡¯auto-identification est volontaire; l¡¯organisation ne peut identifier un employ¨¦ comme ¨¦tant membre d¡¯un groupe d¨¦sign¨¦ qu¡¯avec le consentement volontaire et expr¨¨s de la personne en question. L¡¯organisation doit recueillir des donn¨¦es sur la repr¨¦sentation et la r¨¦partition des membres des groupes d¨¦sign¨¦s au sein de son effectif afin de planifier et de mettre en oeuvre son programme d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</p> <p><em><strong>Discrimination?</strong>:?</em>Traitement diff¨¦renci¨¦ et in¨¦galitaire qui prive une personne ou un groupe social de droits reconnus aux autres membres de la soci¨¦t¨¦. Il y a plusieurs motifs de discrimination illicite, dont : l¡¯age, la race, la religion, l¡¯origine nationale ou ethnique, l¡¯orientation sexuelle, l¡¯¨¦tat matrimonial, la situation de famille ou la d¨¦ficience physique ou mentale.</p> <div> <p><em><strong>Discrimination syst¨¦mique :</strong>?</em>Discrimination qui prend sa source dans des pratiques, usages et coutumes en apparence neutres, mais ayant des effets discriminatoires int¨¦gr¨¦s dans les structures d¡¯emploi des entreprises qui excluent des membres de certains groupes pour des motifs non li¨¦s aux exigences de l¡¯emploi.</p> </div> <p><em><strong>Disponibilit¨¦ au sein de la population active (DPA) </strong>:?</em>Pourcentage de personnes qui travaillent dans la profession pertinente et qui sont aussi membres des groupes d¡¯¨¦quit¨¦ en emploi selon le dernier recensement. Ces donn¨¦es sont fournies aux employeurs apr¨¨s avoir ¨¦t¨¦ ventil¨¦es par r¨¦gion et par profession. (On parle aussi de disponibilit¨¦ sur le march¨¦ du travail.)</p> <p><em><strong>¨¦cart </strong>:?</em>Appel¨¦ ¨¦galement ? niveau de sous-repr¨¦sentation ?. Il y a sous-repr¨¦sentation lorsque la repr¨¦sentation d¡¯un groupe d¨¦sign¨¦ au sein de l¡¯effectif de l¡¯employeur (la repr¨¦sentation interne) est inf¨¦rieure au taux de repr¨¦sentation externe au sein de la population active. La diff¨¦rence est appel¨¦e <em>¨¦cart</em>.</p> <p><em><strong>Effectif repr¨¦sentatif :</strong>?</em>Effectif dont la repr¨¦sentation au sein de chacun des groupes d¨¦sign¨¦s dans chacune des cat¨¦gories professionnelles de l¡¯employeur correspond ¨¤ la disponibilit¨¦ des groupes d¨¦sign¨¦s dans la population active canadienne.</p> <p><em><strong>Enqu¨ºte sur l¡¯effectif</strong>? :?</em>Enqu¨ºte que doit effectuer une organisation pour obtenir des d¨¦tails sur la composition de son effectif. L¡¯entreprise doit fournir un questionnaire d¡¯auto-identification ¨¤ chaque employ¨¦ pour d¨¦terminer le nombre de membres des groupes d¨¦sign¨¦s dans l¡¯effectif et dans chacune des cat¨¦gories professionnelles.</p> <div> <p><em><strong>¨¦tude des syst¨¨mes d¡¯emploi</strong> :?</em>Analyse exhaustive des r¨¨gles et des usages d¡¯emploi d¡¯une organisation visant ¨¤ rep¨¦rer les obstacles ¨¤ l¡¯emploi des groupes d¨¦sign¨¦s.</p> <p><em><strong>Mesure sp¨¦ciale </strong>:?</em>Mesure temporaire adopt¨¦e sp¨¦cifiquement pour un groupe d¨¦sign¨¦ dans une cat¨¦gorie professionnelle pr¨¦cise, comme le recrutement cibl¨¦ ou des projets de formation sp¨¦ciale visant principalement ¨¤ combler des ¨¦carts d¡¯emploi attribuables ¨¤ de la discrimination, pendant une p¨¦riode d¨¦termin¨¦e. Ce type de mesures vise ¨¤ acc¨¦l¨¦rer le recrutement, la s¨¦lection et la promotion d¡¯employ¨¦s qualifi¨¦s membres de groupes d¨¦sign¨¦s afin d¡¯atteindre la pleine repr¨¦sentation.</p> </div> <p><strong><em>Minorit¨¦s visibles :</em></strong> Selon la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>, personnes qui ne sont pas Autochtones, qui ne sont pas de race blanche ou qui n¡¯ont pas la peau blanche.</p> <p><strong><em>Objectif</em></strong>?: Objectif, num¨¦rique ou non, qu¡¯une organisation compte atteindre dans un d¨¦lai sp¨¦cifi¨¦.</p> <p><em><strong>Obstacles :</strong> </em>Dans le cadre de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, politiques ou pratiques officielles ou officieuses (¨¦crites ou non) qui ont pour effet de contraindre ou d¡¯exclure des membres des groupes d¨¦sign¨¦s de mani¨¨re disproportionn¨¦e en raison de facteurs non li¨¦s ¨¤ la nature du travail, au m¨¦rite ou ¨¤ la s¨¦curit¨¦. Il y a des obstacles faciles ¨¤ reconna?tre. Il y en a d¡¯autres, par contre, qui font partie int¨¦grante des syst¨¨mes : ils semblent neutres, mais ont des r¨¦percussions n¨¦gatives sur des personnes racialis¨¦es.</p> <p><em><strong>Personne ayant un handicap</strong> :?</em>Selon la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>, personne ayant une d¨¦ficience durable ou r¨¦currente soit de ses capacit¨¦s physiques, mentales ou sensorielles, soit d¡¯ordre psychiatrique ou en mati¨¨re d¡¯apprentissage et qui :</p> <p>a) soit consid¨¨re qu¡¯elle a des aptitudes r¨¦duites pour exercer un emploi;</p> <p>b) soit pense qu¡¯elle risque d¡¯¨ºtre class¨¦e dans cette cat¨¦gorie par son employeur ou par d¡¯¨¦ventuels employeurs en raison d¡¯une telle d¨¦ficience.</p> <p>La d¨¦finition vise ¨¦galement les personnes dont les limi-tations fonctionnelles li¨¦es ¨¤ leur d¨¦ficience font l¡¯objet de mesures d¡¯adaptation pour leur emploi ou dans leur lieu de travail.</p> </div> <div> <p><strong><em>Peuples autochtones :?</em></strong>Les Indiens (Premi¨¨res nations), les Inuits et les M¨¦tis (selon la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>).</p> <p><em><strong>Population active</strong>?:?</em>Partie de la population canadienne ag¨¦e de 15 ans et plus qui ¨¦tait employ¨¦e ou en ch?mage et qui cherchait activement du travail, ou qui avait ¨¦t¨¦ mise ¨¤ pied et ¨¦tait dispos¨¦e ¨¤ travailler. (Terminologie employ¨¦e par Statistique Canada.)</p> </div> <p><em><strong>Politiques et pratiques positives:</strong>?</em>Mesures qui contribuent ¨¤ cr¨¦er un milieu de travail respectueux et adaptable pour tous les employ¨¦s, y compris les membres des groupes d¨¦sign¨¦s, et qui aident ¨¤ attirer un nombre croissant de personnes issues des groupes d¨¦sign¨¦s sous-repr¨¦sent¨¦s dans l¡¯effectif de l¡¯organisation. Les politiques et pratiques positives vont au-del¨¤ de la simple ¨¦limination des obstacles; elles rem-placent les obstacles par des politiques et des pratiques qui favorisent activement un effectif repr¨¦sentatif.</p> <p><em><strong>Repr¨¦sentation externe :</strong>?</em>Voir <em>Disponibilit¨¦ au sein de la population active (DPA) </em></p> <p><em><strong>Repr¨¦sentation interne</strong></em>?: Taux de repr¨¦sentation des groupes d¨¦sign¨¦s au sein d¡¯une organisation. On calcule ce taux en divisant le nombre de membres des groupes d¨¦sign¨¦s par le nombre total d¡¯employ¨¦s au sein d¡¯une entreprise.</p> <p><em><strong>Sous-repr¨¦sentation :</strong> </em>Il y a sous-repr¨¦sentation d¡¯un groupe d¨¦sign¨¦ dans une cat¨¦gorie professionnelle quand le pourcentage des employ¨¦s membres de ce groupe d¨¦sign¨¦ est moins ¨¦lev¨¦ que le pourcentage de leur disponibilit¨¦ sur le march¨¦ du travail.</p> <p><strong><em>Syst¨¨mes d¡¯emploi :?</em></strong>Dans le cadre de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi, il s¡¯agit du recrutement, de la s¨¦lection, de l¡¯embauche, du perfectionnement et de la formation, des promotions, du maintien en poste, de la cessation d¡¯emploi et des mesures d¡¯adaptation.</p> <div> <p>?</p> <h3><a id="liens" name="liens"><strong>LIENS ET AUTRES RESSOURCES</strong></a></h3> </div> <p><a href="https://syndicatafpc.ca/sujets/equite-matiere-emploi">L¡¯AFPC ¨C Equit¨¦ en mati¨¨re d¡¯emploi</a></p> <p><a href="https://www.canada.ca/fr/emploi-developpement-social/programmes/equite-emploi.html">Emploi et D¨¦veloppement social Canada ¨C ¨¦quit¨¦ en mati¨¨re d¡¯emploi</a></p> <p><a href="http://www.jlp-pam.ca/employmentequity-equiteemploi-fra">Programme d¡¯apprentissage mixte ¨C Atelier sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</a></p> <p><a href="https://www.canada.ca/fr/secretariat-conseil-tresor/sujets/valeurs-ethique/diversite-equite.html">Secr¨¦tariat du Conseil du Tr¨¦sor -?Diversit¨¦ et ¨¦quit¨¦ en mati¨¨re d'emploi</a></p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/employment-equity">Employment equity</a></li><li class="field-item odd"><a href="/352/equality-rights">Equality Rights</a></li><li class="field-item even"><a href="/352/topics/disability-issues">Disability issues</a></li><li class="field-item odd"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item even"><a href="/352/topics/aboriginal-issues">Indigenous Issues</a></li><li class="field-item odd"><a href="/352/topics/racism">Racism</a></li><li class="field-item even"><a href="/352/topics/womens-rights">Women&#039;s rights</a></li></ul></section><div class="field field-name-field-attachments field-type-file field-label-above view-mode-rss"> <div class="field-label">Attachments:&nbsp;</div> <div class="field-items"> <div class="field-item even"><table class="sticky-enabled"> <thead><tr><th>Attachment</th><th>Size</th> </tr></thead> <tbody> <tr class="odd"><td><span class="file"><img class="file-icon" alt="PDF icon" title="application/pdf" src="/modules/file/icons/application-pdf.png" /> <a href="/352/sites/psac/files/attachments/pdfs/employment-equity-toolkit-updated-2018-july-fr.pdf" type="application/pdf; length=1416323">employment-equity-toolkit-updated-2018-july-fr.pdf</a></span></td><td>1.35 MB</td> </tr> </tbody> </table> </div> </div> </div> <div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Thursday, August 2, 2018 - 3:15pm</span></div> </div> </div> <section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/equite.png" width="1327" height="836" alt="equite en emploi" title="equite en emploi" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Fri, 03 Aug 2018 15:29:47 +0000 pilona 6991 at/352 Employment equity: A tool kit for PSAC members https://www.google.com//352/employment-equity-tool-kit-psac-members <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p><span style="color: rgb(128, 0, 128);">[<a href="/352/sites/psac/files/attachments/pdfs/employment-equity-toolkit-updated-2018-july-en.pdf">PDF version</a>]</span></p> <h3><a href="#what">Employment Equity: What is it??</a></h3> <h3><a href="#how">Employment Equity: How Does it Work??</a></h3> <h3><a href="#facts"><em>Did you know?... </em>Some Facts and Figures?</a></h3> <h3><a href="#myths">Myth-Busting?</a></h3> <h3><a href="#history">A Brief History of Employment Equity in Canada?</a></h3> <h3><a href="#staffing">Employment Equity and Staffing in the Federal Public Service</a></h3> <h3><a href="#unions">Consultation with Unions under the Employment Equity Act?</a></h3> <h3><a href="#glossary">A Glossary of Common Terms</a></h3> <h3><a href="#links">Links and Further Recommended Resources?</a></h3> <h3>?</h3> <h3><strong><a id="what" name="what">EMPLOYMENT EQUITY: WHAT IS IT?</a></strong></h3> <p><strong>What is employment equity? Answers to Key Questions</strong></p> <p style="margin-left: 0.5in;"><strong>WHAT is it?: </strong>A program of proactive, positive measures designed to: 1) increase the representation of people from the four ¡°designated groups¡± in the workplace to a level that reflects their availability in the labour market; and 2) to identify and eliminate artificial barriers in the workplace that prevent designated group members from accessing jobs, promotions, training, etc..</p> <p style="margin-left: 0.5in;"><strong>WHO is covered? </strong>The designated groups are: women, Aboriginal peoples, racialized people, and people with disabilities. These are groups that have historically faced disadvantage, and who continue to face disproportionate levels of unemployment, underemployment, and barriers in the workplace.?</p> <p style="margin-left: 0.5in;"><strong>WHY? </strong>It¡¯s about changing workplace culture and hiring practices so that members of these groups get jobs they are qualified to do and they can fully contribute to the workplace. Employment equity recognizes that women, Aboriginal peoples, racialized people, and people with disabilities are often held back ¨C not because they lack ability ¨C but because of things that are unrelated to their ability. Things like racism, discrimination, bias, stereotypes, assumptions, and systems that were not designed inclusively.</p> <p style="margin-left: 0.5in;"><strong>WHERE does it apply? </strong>The federal Employment Equity Act covers all federally regulated public and private workplaces with more than 100 employees. This includes federal government departments and agencies, federal museums and other separate agencies, crown corporations, airlines, banks, telecommunications companies, and inter-provincial transportation companies. It also covers businesses or organizations that have large contracts with the federal government ($200,000 or more with over 100 employees). In provincial and territorial workplaces, such as school, hospitals, municipalities, and others, employment equity is not specifically mandated under law but it can be put into place by employers voluntarily (it is specifically permitted under human rights laws).</p> <p style="margin-left: 0.5in;"><strong>HOW does it work? </strong>An employer must analyze its workforce, its policies and practices, and put into place an employment equity plan that sets out measures to address barriers and under-representation of designated groups. More information is included in the document ¡°Employment Equity: How Does it Work?¡±</p> <p><strong>What else is important to know about employment equity?</strong></p> <ul><li>It¡¯s about ensuring equal opportunity for all, by ensuring that hiring and promotion should be free from biases, favouritism, and prejudice, and that all workers should be recognized for their skills and abilities.</li> <li>It¡¯s about recognizing that discrimination is not always obvious and outright: sometimes it is embedded in our systems, practices, and policies. Employment equity is a proactive way of addressing <strong>systemic </strong>discrimination in the workplace.</li> <li>Note that although gay, lesbian, bisexual and trans workers also face employment barriers and discrimination in the workplace, they are not currently included under employment equity legislation. There is a need for more data and information on this group of workers (for example in the Census) in order to determine whether and/or how they should be included as a ¡°designated group¡±.?</li> </ul><p>?</p> <h3><strong><a id="how" name="how">EMPLOYMENT EQUITY: HOW DOES IT WORK?</a></strong></h3> <p><strong>Implementing employment equity involves some basic steps:</strong></p> <p><strong>STEP 1: Workforce Analysis: </strong></p> <ul><li>Organizations examine their workforce to see if it reflects the diversity in the labour market.</li> <li>If the workforce¡¯s make up does not reflect the external labour market, the organization must take steps to increase representation of the four designated groups.?</li> </ul><p><strong>STEP 2: Employment Systems Review: </strong></p> <ul><li>Organizations also examine their ¡°employment systems¡± ¨C policies and practices relating to hiring, promotion, training, career development, retention, etc ¨C to determine if there are barriers in place and to then address those barriers</li> </ul><p><strong>STEP 3: Employment Equity Plan: </strong></p> <ul><li>Organizations must then prepare an employment equity plan which addresses both the numbers (the representation rates) and the practices (the barriers identified from the systems review). The employment equity plan will include short term and long term goals (not quotas) for workplace representation from each designated group, measures that will be taken to address barriers, and measures for accommodation.</li> </ul><p><strong>STEP 4: Review and Revision:</strong></p> <ul><li>Employment equity plans are usually 1 to 3 year plans that must be reviewed and revised periodically. Once the previous plan is expired, another analysis will be done of the organization¡¯s progress and another plan created, and so on.</li> </ul><p><strong>ONGOING REQUIREMENTS:</strong></p> <p>Throughout all of their work on implementing employment equity, the employer must <strong>communicate </strong>with employees and engage in <strong>consultation and collaboration </strong>with workplace unions and employees from the designated groups.?</p> <p>?</p> <h3><strong><a id="facts" name="facts">EMPLOYMENT EQUITY: SOME FACTS AND FIGURES</a></strong></h3> <p><strong>Did you know...?</strong></p> <ul><li>Currently, racialized people (¡°visible minorities¡±) represent about 22% of the Canadian population. Statistics Canada projects that by the year 2031 that number will increase to 30%.</li> <li>As of March 2016, racialized people represented only 14.5% of federal public service employees, and only 9.4% of public service Executives.?</li> <li>In 2015-16 only 3.3% of new hires into the federal public service were people with disabilities, as compared to their workforce availability of 4.4%.</li> <li>People with disabilities represented only 3.3% of workers in the federal private sector as of 2016.</li> <li>In the 2017 Public Service Employee Survey, 37% of employees with disabilities reported that they had experienced harassment in the workplace.</li> <li>Although women make up about 54% of all employees in the federal public service, they are mostly employed in Administrative Support, where they represent almost 80% of workers. In the Technical category, women represent only 25% of the workforce.</li> <li>In the federal private sector, women continue to be under-represented in most job categories (as of 2016).</li> <li>In 2016, Aboriginal workers only represented 2.3% of workers in the federal private sector, despite having an availability rate of 3.5%.</li> <li>Aboriginal workers in the public service are twice as likely as non-Aboriginal workers to be in seasonal jobs.</li> <li>More than half of recent immigrants to Canada have university degrees, versus only 28% of the Canadian-born population. The unemployment rate for university-educated recent immigrants is 4 times that of university-educated Canadian born.</li> <li>In 2015, the unemployment rate for the working-age Aboriginal population was almost twice the rate for other Canadians of the same age (11% versus 5.7%).</li> </ul><p>Sources: Statistics Canada (various sources); Treasury Board Secretariat, Employment Equity in the Public Service of Canada; Employment and Social Development Canada, Employment Equity Act: Annual Report; Public Service Employee Survey 2017</p> <p>?</p> <h3><strong><a id="myths" name="myths">EMPLOYMENT EQUITY MYTH-BUSTING</a></strong></h3> <p style="margin-left: 0.75in;"><strong>Myth </strong>#<strong>1: </strong><strong>Employment equity is all about quotas</strong></p> <p style="margin-left: 0.75in;"><strong>Facts: </strong>Employment equity does not involve setting hiring ¡°quotas¡±, which are fixed numerical requirements for hiring. What it does do is require employers to analyze their workforce, and to set their own numerical goals based on the composition of the labour force as a whole, and a number of other factors. They then must put in place measures that will allow them to make progress on those goals over time.</p> <p style="margin-left: 0.75in;">Employment equity also requires employers to take other steps to achieve a more equal workplace, including making their policies and practices more inclusive and removing discriminatory barriers.?</p> <p style="margin-left: 0.75in;"><strong>Myth </strong>#<strong>2: </strong><strong>Employment equity means hiring unqualified people</strong></p> <p style="margin-left: 0.75in;"><strong>Facts: </strong>Employment equity does not impact on the employer¡¯s ability to set qualifications for a job and require that all applicants meet those qualifications, as long as they are bona fide. The federal <em>Employment Equity Act </em>and the <em>Public Service Employment </em>Act both reflect this reality and recognize that qualifications and merit are concepts that incorporate employment equity rather than conflict with it.</p> <p style="margin-left: 0.75in;">Employment equity is about removing barriers in hiring practices to ensure that otherwise qualified designated group members are not denied jobs based on factors unrelated to their ability.</p> <p style="margin-left: 0.75in;"><strong>Myth </strong>#<strong>3: </strong><strong>Employment equity is ¡°reverse discrimination¡±</strong></p> <p style="margin-left: 0.75in;"><strong>Facts: </strong>The purpose of employment equity is to remove longstanding barriers to employment and career advancement for historically disadvantaged groups ¨C Aboriginal peoples, women, people with disabilities, and racialized people. And it is about correcting injustices, both past and present, including racism and discrimination, which have prevented members of designated groups from accessing the same employment opportunities as others.</p> <p style="margin-left: 0.75in;">The Charter of Rights and Freedoms and human rights laws recognize employment equity measures are necessary to create a more just society. Therefore, special measures may be put into place in order to correct longstanding injustices. The purpose of these measures is to equalize opportunities in the workplace, not to discriminate against one group or another.?</p> <p style="margin-left: 0.75in;"><strong>Myth </strong>#<strong>4: </strong><strong>Because of employment equity, there are no more job opportunities for white able-bodied men.</strong></p> <p style="margin-left: 0.75in;"><strong>Facts: </strong>Employment equity is about ensuring opportunities for all, not taking away opportunities from anyone. It is to ensure that jobs are allocated fairly and equitably. Employment equity measures do not mean that all new jobs are designated for equity group members ¨C it simply means that they must have access to their fair share of job opportunities. The goal is to achieve a workforce that is representative of our diverse society, at all levels.</p> <p style="margin-left: 0.75in;"><strong>Myth </strong>#<strong>5: </strong><strong>With changing demographics, employment equity will just happen over time, we don¡¯t need to intervene. The market can take care of things without government intervention. </strong></p> <p style="margin-left: 0.75in;"><strong>Facts: </strong>We know that discrimination exists and that barriers continue for women, Aboriginal peoples, racialized people, and people with disabilities. These barriers will not disappear without intervention. To quote Justice Rosalie Abella: ¡°If we do not act positively to remove barriers, we wait indefinitely for them to be removed. This would mean that we are prepared in the interim to tolerate prejudice and discrimination. ¡­It is in the act of remedying the inequity that we show our commitment to equality.¡±</p> <p align="center">?</p> <h3><strong><a id="history" name="history">A BRIEF HISTORY OF EMPLOYMENT EQUITY IN CANADA</a></strong></h3> <p class="rteindent3"><strong>Mid 1970s </strong></p> <p class="rteindent3">Canada¡¯s major unions, including the Canadian Labour Congress, Canadian Union of Public Employees, the Public Service Alliance of Canada and others begin their work on workplace equality through Affirmative Action.</p> <p class="rteindent3"><strong>1977 </strong></p> <p class="rteindent3">Parliament adopts the <em>Canadian Human Rights Act</em>, which prohibits discrimination in employment on a number of enumerated grounds. Most provinces also have comprehensive human rights legislation by this time.</p> <p class="rteindent3"><strong>1978 </strong></p> <p class="rteindent3">The federal government launches a voluntary Affirmative Action Program aimed at private industry</p> <p class="rteindent3"><strong>1982 </strong></p> <p class="rteindent3">The <em>Canadian Charter of Rights and Freedoms </em>is enacted.?</p> <p class="rteindent3"><strong>1983 </strong></p> <p class="rteindent3">The federal government introduces the Federal Affirmative Action Program which focuses on increasing the representation of women, Aboriginal Persons and persons with disabilities in the federal public sector. These voluntary affirmative action programs did not bring about significant changes in employment opportunities for disadvantaged group members.</p> <p class="rteindent3">The Royal Commission on Equality in Employment is established. The Commission was instructed to ¡°explore the most efficient, effective and equitable means of promoting equality in employment¡± for the four designated groups: women, Aboriginal peoples, persons with disabilities, and visible minority persons.</p> <p class="rteindent3"><strong>1984 </strong></p> <p class="rteindent3">Royal Commission Report (¡°Abella report¡±) is released, which introduces the term ¡°employment equity¡± and contains a number of recommendations, including the need for implementing mandatory employment equity laws.</p> <p class="rteindent3"><strong>1985</strong></p> <p class="rteindent3">Visible minorities are added to the groups covered by the federal government¡¯s Affirmative Action Program.</p> <p class="rteindent3">Section 15 of the <em>Charter of Rights and Freedoms </em>comes into effect, further strengthening the idea of workplace equality. This ¡°Equality Rights¡± section contains protection against discrimination and makes a provision for special programs whose purpose is the ¡°amelioration of conditions of disadvantaged persons or groups¡± (employment equity programs).?</p> <p class="rteindent3"><strong>1986 </strong></p> <p class="rteindent3">The federal <em>Employment Equity Act </em>is passed. This Act does not initially apply to the federal public service, but only to federally-regulated private sector companies and crown corporations.</p> <p class="rteindent3"><strong>1988 </strong></p> <p class="rteindent3">The National Employment Equity Network is created by a coalition of equality-seeking groups. The mandate of this coalition is to lobby to the federal government to make the employment equity program more effective.</p> <p class="rteindent3"><strong>1993 </strong></p> <p class="rteindent3">The Ontario <em>Employment Equity </em>Act is passed covering provincially regulated public and private sector workplaces.The <em>Nunavut Land Claims Agreement </em>is formalized. Article 23 of the Agreement, Inuit Employment within Government, provides that ¡°each government organization shall prepare an Inuit employment plan to increase and maintain the employment of Inuit at a representative level.¡±</p> <p class="rteindent3"><strong>1995</strong></p> <p class="rteindent3">The <em>Ontario Employment Equity Act </em>is repealed by the Conservative government.</p> <p class="rteindent3">Parliament adopts a revised federal <em>Employment Equity Act</em>, which applies to the federal Public Service.</p> <p class="rteindent3"><strong>1996 </strong></p> <p class="rteindent3">Settlement agreements are signed between the federal government, the assembly of Manitoba Chiefs and the Canadian Human Rights Commission. The settlement provides for measures to increase the representation and retention of Aboriginal Persons in the federal public service.?</p> <p class="rteindent3"><strong>1997 </strong></p> <p class="rteindent3">In <em>National Capital Alliance </em>on <em>Race Relations vs. Health Canada</em>, the Canadian Human Rights Tribunal orders a series of permanent and temporary measures to eliminate discriminatory employment barriers against visible minorities and to redress the effects of past discrimination.</p> <p class="rteindent3"><strong>2000 </strong></p> <p class="rteindent3">The Embracing Change Initiative is launched in the federal public service, which includes a 20% hiring goal for racialized people, becoming the first such voluntary measure by an employer. The initiative includes funding for employment equity initiatives to increase the representation of racialized workers.</p> <p class="rteindent3"><strong>2001 </strong></p> <p class="rteindent3">Quebec enacts employment equity legislation by implementing <em>An Act respecting equal access to employment in public bodies </em>and amending the Quebec Charter of human rights and freedoms.</p> <p class="rteindent3"><strong>2004 </strong></p> <p class="rteindent3">The Senate Standing Committee on Human Rights begins studying ¡°issues of alleged discrimination in the hiring and promotion practices of the federal public service and the extent to which targets to achieve employment equity for minority groups were being met¡±. The Committee begins hearings and calls several witnesses to testify about employment equity in the public service.</p> <p class="rteindent3"><strong>2006 </strong></p> <p class="rteindent3">The new <em>Public Service Employment Act </em>is implemented, which contains provisions regarding employment equity in the staffing process in the federal public service.</p> <p class="rteindent3"><strong>2007 </strong></p> <p class="rteindent3">The Senate Standing Committee on Human Rights delivers its first report, entitled ¡°Employment Equity in the Federal Public Service ¨C Not There Yet¡±, which finds that not enough progress is being made, and contains a number of recommendations for improving the representation of the four designated groups.?</p> <p class="rteindent3"><strong>June 2010 </strong></p> <p class="rteindent3">After more in-depth study of the issue, the Senate Standing Committee releases its second report, ¡°Reflecting the Changing Face of Canada: Employment Equity in the Federal Public Service¡±. This second report is more critical of the failure of the federal public service to achieve employment equity after 15 years under the Act, and makes 13 detailed recommendations.</p> <p class="rteindent3"><strong>2010 </strong></p> <p class="rteindent3">Harper Conservatives cancel the mandatory long form census and replace it with the voluntary National Household Survey, which creates problems for employment equity data collection.</p> <p class="rteindent3"><strong>2012 </strong></p> <p class="rteindent3">The federal government budget implementation legislation removes all legal requirements for employment equity for federal contractors, leaving it up to the Minister to determine the requirements</p> <p class="rteindent3"><strong>2013 </strong></p> <p class="rteindent3">The federal government announces changes to the Federal Contractors Program, reducing the number of employers covered and reducing the requirements of the program.</p> <p class="rteindent3"><strong>2016 </strong></p> <p class="rteindent3">Trudeau Liberals restore the mandatory long form census and introduces the Canadian Survey on Disability to collect data on persons with disabilities.</p> <p align="center">?</p> <h3><a id="staffing" name="staffing"><strong>EMPLOYMENT EQUITY AND STAFFING IN THE FEDERAL PUBLIC SERVICE</strong></a></h3> <p>Staffing in the core Federal Public Service is governed by the <em>Public Service Employment Act* </em>(PSEA), and also by policies and directives of the Public Service Commission. The legislation and policies set out different ways in which managers can implement employment equity in the staffing process in order to achieve their employment equity goals.</p> <p><strong>Employment Equity as part of the merit criteria </strong></p> <p>The PSEA defines merit. An appointment is made on the basis of merit when the person appointed meets the essential qualifications of the position. In addition, the deputy head may establish and apply any asset qualification, operational requirement or organizational need, currently or in the future in order to find the ¡®right fit¡¯ for the organization. The deputy head may also apply the current and future needs of the public service, identified by the employer and deemed to be relevant by the deputy head.</p> <p>When employment equity considerations are part of a staffing competition, they must be included as one of the above criteria and therefore will be consistent with the definition of merit.?</p> <p>Employment equity, or being a member of one of the four designated groups, can be a criterion in a staffing process in the following ways:</p> <p style="margin-left: 0.5in;">1) it can be included as an asset qualification</p> <p style="margin-left: 0.5in;">2) it can be included as fulfilling an organizational need</p> <p style="margin-left: 0.5in;">3) it can be included as fulfilling a need of the public service</p> <p>For example, where there is a need to hire a person who is familiar with Aboriginal culture and languages to provide service a particular Aboriginal community, the department can state that being an Aboriginal person would be considered an asset criteria or an organizational need. Or, where there is a significant under-representation of women in a particular occupational category, a department can list hiring women as an organizational need in accordance with their employment equity plan.</p> <p><strong>Employment equity as the area of selection </strong></p> <p>Another way in which employment equity can be part of the staffing process is through the ¡°area of selection¡±. The area of selection defines who will be eligible to apply for a job. It can refer to a geographic area (for example, a job will only be open to people in the National Capital Region), organizational (a job will only be open to members of the same department), or occupational criteria (a job will only be open to members of a certain occupation), or employment equity (a job will only be open to members of one or more of the employment equity groups). However, according to Public Service Commission policy, a department can only limit the Area of Selection to an employment equity group where it is justified by the department¡¯s employment equity plan. That means, there must be evidence of a significant gap in representation for that designated group (the representation of the group in the workplace or occupation is much lower than their representation in the external labour market).</p> <p><strong>Other ways in which employment equity can be integrated into the staffing process</strong></p> <p>An employment equity plan will set out a number of specific measures that an employer will take to increase representation of the designated groups. These can include specific measures to make the staffing process more open and accessible.</p> <p>For example:</p> <ul><li>making the area of selection as wide as possible to ensure that there will be a larger number of candidates from designated groups</li> <li>ensuring that the qualifications and requirements for the job actually reflect the work to be done, and not using criteria that create unnecessary barriers or that favour certain types of candidates</li> <li>ensuring that all parts of the process are accessible to people with disabilities (advertisements, websites, documents, interview formats etc)</li> <li>reviewing testing and interviewing processes to ensure that needs of individuals such as those with visual, hearing, or cognitive impairments, are accommodated</li> <li>ensuring that hiring boards are diverse and members are trained to recognize their own biases</li> <li>advertising jobs widely and using community newspapers or organizations to attract applicants from different communities</li> <li>reducing the use of casual and temporary hiring</li> <li>reducing the use of non-advertised appointments</li> </ul><p><strong>The Union¡¯s Role</strong></p> <p>Legislation covering labour relations in the federal public sector prohibits unions from negotiating staffing issues at the bargaining table. While the union cannot bargain staffing, the employer does engage the unions in some consultation, in various forums, on staffing issues. PSAC is continuously challenging the employer to ensure fairness in staffing and a commitment to employment equity. Union representatives on consultation committees, including workplace employment equity committees, can also address concerns and provide input on employment equity in the staffing process at those consultation tables.</p> <p>PSAC supports employment equity and encourages the use of the tools provided in the Public Service Employment Act in order to increase the representation of the designated groups.</p> <p><em>* Includes federal departments covered under Schedules I and IV of the Financial Administration Act. This includes the RCMP and Canada Border Services Agency. It does not include separate agencies such as Canada Revenue Agency, Parks Canada, Canadian Food Inspection Agency and not including other federally regulated workplaces that are covered under the Canada Labour Code.</em></p> <p>?</p> <h3><a id="unions" name="unions"><strong>CONSULTATION WITH UNIONS UNDER THE EMPLOYMENT EQUITY ACT</strong></a></h3> <p><strong>What Does the Legislation Say?</strong></p> <p>Section 15 of the Employment Equity Act states:</p> <p style="margin-left: 17pt;"><em>(1) Every employer shall consult with its employees¡¯ representatives [bargaining agents] by inviting the representatives to provide their views concerning</em></p> <p style="margin-left: 0.5in;"><em>(a) the assistance that the representatives could provide to the employer to facilitate the implementation of employment equity in its workplace and the communication to its employees of matters relating to employment equity; and</em></p> <p style="margin-left: 0.5in;"><em>(b) the preparation, implementation and revision of the employer¡¯s employment equity plan. ...</em></p> <p style="margin-left: 0.25in;"><em>(3) Every employer and its employees¡¯ representatives [bargaining agents] shall collaborate in the preparation, implementation and revision of the employer¡¯s employment equity plan.</em></p> <p><strong>What Does this Mean?</strong></p> <p>Employers must consult and collaborate with unions regarding employment equity. This must be meaningful consultation.</p> <p>A document entitled <em>Consultation and Collaboration </em>between <em>Departments/Agencies and Bargaining Agents Under Section 15 of the Employment Equity Act </em>was prepared by a joint committee of both management and union representatives.</p> <p>It defines <strong>consultation </strong>as follows: ¡°It is an ongoing process of providing information to bargaining agents and seeking from them opinions, advice and information in order to better implement employment equity activities in an organization.¡±</p> <p><strong>Collaboration</strong>, for departments/agencies, means ¡°making reasonable efforts to enlist the support and assistance of bargaining agents at all stages of employment equity implementation. For unions, collaboration means making reasonable efforts to support and assist in initiatives taken to achieve employment equity in the workplace. ¡°</p> <p>Human Resources and Skills Development Canada, Labour Program, <em>Guideline 3: Consultation and Collaboration:</em></p> <p>¡°Consultation and collaboration ensure that all workplace partners play an active role in the implementation of employment equity... Effective consultation and collaboration require the willing participation of all parties in the workplace. There must be a genuine desire to work cooperatively present on all sides.¡±</p> <p>¡°To be effective, consultation and collaboration necessitates an open dialogue and sharing of information between employer and employee representatives. This can usually be achieved through the establishment of a joint labour-management mechanism or committee to facilitate the planning and implementation of the employment equity plan.¡±</p> <p>There should be involvement by union representatives at each stage of the employment equity process, including:</p> <ul><li>the communication to employees of the commitment to implement employment equity in the workplace;</li> <li>the workforce survey;</li> <li>the employment systems review,</li> <li>the preparation of the employment equity plan;</li> <li>the implementation of the employment equity plan;</li> <li>the monitoring of progress in implementing the employment equity plan; and</li> <li>the review and revision of the employment equity plan.</li> </ul><p>The best mechanism for consultation is through a joint union-management employment equity committee. Union representatives should insist that the employer has such a specialized committee, at the national level, and in a large department/agency or workplace, there could be regional or even local sub-committees. If there is no employment equity committee in place, management must consult at other forums, such as joint union-management or labour-management consultation committees. If you are not aware of what mechanisms are in place for joint consultation, ask your union or the HR department at your organization to provide you with this information.?</p> <p>In order for consultation to be effective, the employer must share information with union representatives. This information should include items such as:</p> <ul><li>employer policies and practices regarding recruitment, retention, promotion, transfers, and terms and conditions of employment;</li> <li>the employment equity plan itself</li> <li>results of the workforce survey, workforce analysis, and employment systems review.</li> </ul><p>The union should choose who its representatives are on any committees involved in consultation. These representatives should be members of designated groups and should have some experience or training on employment equity and/or human rights, where this is possible.</p> <p align="center">?</p> <h3><a id="glossary" name="glossary"><strong>EMPLOYMENT EQUITY: A GLOSSARY OF COMMON TERMS</strong></a></h3> <p><strong><em>Aboriginal Peoples: </em></strong>As defined in the <em>Employment Equity Act</em>, personswho are Indians (First Nations), Inuit or M¨¦tis.</p> <p><em><strong>Barrier:</strong> </em>Barriers, for the purpose of employment equity, are de-fined as formal or informal policies or practices (written or unwritten) that disproportionately restrict or exclude designated group members based on factors unrelated to the nature of work, merit, or safety. Barriers can be obvious and direct, or they can be imbedded in systems and may seem neutral on their face but have negative impacts on a particular group.</p> <p><em><strong>Discrimination:</strong> </em>A denial of rights or differential treatment of an indi-vidual or group based on a certain characteristic such as their age, race, national or ethnic origin, religion, sex, sexual orientation, family or marital status, or disability.</p> <p><strong><em>Employment Systems: </em></strong>For employment equity purposes, the employment systems are: recruitment, selection, hiring, development and training, promotion, retention and termination, and accommodation</p> <p><strong><em>Employment Systems Review: </em></strong>An examination of an employer¡¯s policies and practices governing the employment systems, in order to determine if there are barriers to members of the designated groups embedded in any of those policies or practices.</p> <p><em><strong>External Representation:</strong>?</em>See ¡°Workforce availability/labour market availability¡±</p> <p><strong><em>Gap: </em></strong>Also referred to as the ¡°degree of under-representa-tion.¡± For employment equity purposes, this refers to a situation in which a designated group has a lower representation in the workplace than their representa-tion in the labour market. The difference between the internal representation and the external representation, expressed as a negative number, is the gap.</p> <p><em><strong>Goals:</strong> </em>Numerical and non-numerical objectives that an organi-zation plans to achieve within a specified period of time.</p> <p><em><strong>Internal representation:?</strong>?</em>The percentage of employees in an organization that are from a designated group. Determined by dividing the number of designated group members by the total number of employees in an organization.</p> <p><em><strong>Labour force:</strong> </em>A term used by Statistics Canada which refers to Canadians who are in the labour market. Defined as the portion of the Canadian population 15 years of age and over who were employed, unemployed and actively looking for work, or on layoff and available for work.</p> <p><em><strong>Persons with disabilities:</strong>??</em>As defined in the Employment Equity Act, persons who have a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and who:</p> <p style="margin-left: 94pt;">a) consider themselves to be at a disadvantage in the workforce by reason of that impairment; or</p> <p style="margin-left: 94pt;">b) believe that an employer or potential employer is likely to consider them to be at a disadvantage because of that impairment.</p> <p style="margin-left: 94pt;">This includes people whose functional limitations due to their impairment have been accommodated in their current jobs or workplaces.</p> <p><em><strong>Positive policies?and practices:</strong> ?</em>Initiatives that help create a respectful and responsive working environment for all employees, including designated group members, and that help attract in-creased numbers of individuals from under-represented designated groups into the organization¡¯s workforce. Positive policies and practices go beyond the mere elimination of barriers; they replace barriers with a favourable work environment that actively promotes a representative workforce.</p> <p><strong><em>Representative workforce:</em> </strong>An organization¡¯s workforce is representative when<em>?</em>the representation of each designated group in each occupational group in the workforce reflects the avail-ability of the designated groups in the labour market.</p> <p><strong><em>Self-identification: </em></strong>A requirement, under the terms of the Employment Equity Act, for individuals to identify themselves to an organization, as a member of one or more designated groups. Self-identification is voluntary; the organiza-tion may only identify an employee as a member of a designated group with the express voluntary consent of the individual concerned. The organization must collect data on the representation and distribution of designated group members in its workforce in order to plan and implement its employment equity program.</p> <p><strong><em>Special measures: </em></strong>Temporary measures, targeted at a specific designated group in a particular occupation (such as targeted re-cruitment or special training initiatives aimed primarily at correcting employment imbalances stemming from past discrimination, over a speci-fied period of time). These measures are intended to expedite the recruitment, selection and promotion of qualified designated group members to achieve full representation.</p> <p><strong><em>Under-representation: </em></strong>Occurs when the percentage of designated group employees in an workforce occupational group is less than their percentage availability in the labour market.</p> <p><em><strong>Visible minorities:</strong> </em>As defined in the Employment Equity Act, persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour.</p> <p><strong><em>Workforce analysis: </em></strong>The assessment of an organization¡¯s internal workforce. The purpose of a workforce analysis is to determine whether or not the representation of the four desig-nated groups in the organization is consistent with their external representation in the labour market.</p> <p><strong><em>Workforce survey: </em></strong>To obtain information on the composition of an organi-zation¡¯s workforce, a workforce survey is conducted. The organization must provide a self-identification questionnaire to all employees to determine the number of designated group members in each of the occupa-tions throughout its workforce.</p> <p><strong><em>Systemic discrimination:?</em></strong>The institutionalization of discrimination through policies and practices which may appear neutral on the surface but which have an exclusionary impact on par-ticular groups, such that they are discriminated against, intentionally or unintentionally. This occurs in institu-tions and organizations where the policies, practices and procedures (e.g. job requirements, hiring practices, etc.) exclude and/or act as barriers to designated groups.</p> <p><em><strong>Workforce availability:</strong>?</em>Data for the designated groups compiled from the census and the survey on persons with disabilities,<em>?</em>which provides the percentage of designated group members present in the Canadian labour force. This data is provided to employers according to geographic location and occupation.</p> <p>?</p> <h3><a id="links" name="links"><strong>LINKS AND FURTHER RECOMMENDED RESOURCES</strong></a></h3> <p><a href="/352/topics/employment-equity">PSAC Employment Equity</a></p> <p><a href="https://www.canada.ca/en/employment-social-development/programs/employment-equity.html">Employment and Social Development Canada ¨C Employment Equity</a>?</p> <p><a href="http://jlp-pam.ca/EmploymentEquity-EquiteEmploi-eng">Joint Learning Program ¨C Employment Equity Workshop</a></p> <p><a href="https://www.canada.ca/en/treasury-board-secretariat/topics/values-ethics/diversity-equity.html">Treasury Board Secretariat ¨C Diversity and employment equity</a>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/employment-equity">Employment equity</a></li><li class="field-item odd"><a href="/352/equality-rights">Equality Rights</a></li><li class="field-item even"><a href="/352/topics/disability-issues">Disability issues</a></li><li class="field-item odd"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item even"><a href="/352/topics/aboriginal-issues">Indigenous Issues</a></li><li class="field-item odd"><a href="/352/topics/racism">Racism</a></li><li class="field-item even"><a href="/352/topics/womens-rights">Women&#039;s rights</a></li></ul></section><div class="field field-name-field-attachments field-type-file field-label-above view-mode-rss"> <div class="field-label">Attachments:&nbsp;</div> <div class="field-items"> <div class="field-item even"><table class="sticky-enabled"> <thead><tr><th>Attachment</th><th>Size</th> </tr></thead> <tbody> <tr class="odd"><td><span class="file"><img class="file-icon" alt="PDF icon" title="application/pdf" src="/modules/file/icons/application-pdf.png" /> <a href="/352/sites/psac/files/attachments/pdfs/employment-equity-toolkit-updated-2018-july-en.pdf" type="application/pdf; length=1372734">employment-equity-toolkit-updated-2018-july-en.pdf</a></span></td><td>1.31 MB</td> </tr> </tbody> </table> </div> </div> </div> <div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Thursday, August 2, 2018 - 3:15pm</span></div> </div> </div> <section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/equity.png" width="1303" height="862" alt="employment equity" title="employment equity" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Thu, 02 Aug 2018 19:26:20 +0000 pilona 6990 at/352