Employment Equity and Diversity
I think it is hard for members of the mainstream culture to understand the disadvantages faced by minority groups when it comes to hiring practices. All else being equal, people tend to hire people that look like them, and right away that puts someone who looks like me at a disadvantage.
The Aboriginal labour force is young and is growing rapidly in Canada. We, as Aboriginals, have much talent and skills to offer.
When an able-bodied person walks into an interview, they go straight to their Resume, but when I wheel in, the first thing they see is my wheelchair and that puts me at a significant disadvantage.
When I was a kid, my parents told me I could be anything I wanted. So I became a correctional officer. I work in a federal maximum security penitentiary for men with some of the most dangerous inmates in the country. I'm not sure it's what my parents had in mind, but I love my job. I feel like women are conquering a new frontier here at CSC.
I think we are doing pretty well. I look around at work and I see a lot of visible minorities and people with disabilities, so I think overall we are doing a good job when it comes to diversity in the workplace.
As compelling as anecdotal evidence might appear, it is not an accurate measure of actual numbers. To get a clear picture of employment equity numbers across all regions and among all groups, analysts have compiled a series of workforce availability charts. These detailed charts allow us to drill down and see gaps, not just in regions, but in occupational groups within regions.
Ensuring equity in the workplace isn't just a great idea. It's the law.
There are three pieces of legislation that govern hiring practises in the public service.
The first is the Employment Equity Act.
This piece of legislation was designed to ensure that four designated groups of people do not experience disadvantages in the workplace, and that they are represented at levels comparable to those in society as a whole.
These four groups of people are:
Persons with disabilities.
Members of visible minorities.
The second piece of legislation is the Canadian Human Rights Act, which makes it illegal to discriminate against someone on the basis of several additional grounds such as: race, religion, age, marital status, sexual orientation and others.
As a hiring manager, you might be thinking: I want to do the right thing, I want to hire people from the four designated groups, but how do I do it?
In this video we are going to show you some of the tools you can use as a hiring manager to achieve the goals of employment equity and diversity.
"Nobody wants to feel that they are being treated differently from everyone else. Everyone just wants to belong. "
The truth is that from the point of view of anyone from any of these four groups, not only do they feel different, but studies have shown that they sometimes feel they are treated differently in a negative way. That may explain why they don't like to self-identify: not because they fear being treated differently in a positive way, but in a negative way. They fear they will be discriminated against.
That's where the final piece of legislation comes in. The Public Service Employment Act is a piece of legislation that actually gives us flexibility in how we go about hiring people from the four designated groups.
It does this in three ways:
- It allows managers to either expand or limit the area of selection
- It allows us to establish and apply an organizational need to hire employment equity groups, and finally,
- It allows us to use non-advertised appointment processes both internally and externally.
Every job opening in your unit is an opportunity to hire someone from the four designated groups.
Before beginning any staffing action, take the time to consult with your Human Resources advisor and Regional Employment Equity Coordinators.
Their role is to assist you in making CSC a diverse and inclusive workplace.
One of the things that really concern me is that some people are being given jobs without having the necessary skill-sets.
The fact is that candidates must always meet all of the Essential Qualifications and any other merit criteria that has been identified for the specific appointment.
They don't have to be the highest ranking candidate, but they must be able to do the job.
The integrity of the skills required for a certain position is never compromised in this process.
Well, you look at the numbers CSC is very well positioned. There might be other organizations out there that need to increase their Employment Diversity, but we are on the right path.
Our numbers are a good starting point, but they certainly are not the ceiling for EE targets. Even though we are doing relatively well, we need to continue to build a diverse workforce to ensure we have an inclusive work environment well into the future.
Creating a diverse workforce is a great idea. It encourages innovation through sharing different perspectives, and allows us to embrace the full range of human experience.
It is also the law. Several pieces of legislation exist to ensure that we do the right thing and implement hiring practices that result in a workforce that reflects the diversity in the world around us.
And even though it is the law, there are many benefits to creating a diverse workforce, not the least of which is that it will help us develop new approaches to servicing an ever-diverse offender population.
CSC needs representation from the four designated groups in all regions and at all levels of the organization to assist us in achieving our objectives.
The first step in that journey begins with you. As a manager the onus is on you to ensure employment equity and diversity in your workplace.
Every job opening is an opportunity for you to close the equity gap and make Correctional Service Canada one of the most interesting and dynamic places to work.
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