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Excellence Through Equity:
A Blueprint for Urgent Federal Action
on Employment Equity for Visible Minorities

March 1997

This Blueprint was prepared by the National Capital Alliance on Race Relations, a non-governmental voluntary organization which advances harmonious race relations, in consultation with other organizations. The following have had input into this document and have endorsed it:

• Shiv Chopra, Acting President, National Capital Alliance on Race Relations
  (NCARR) (613) 565-6645 (Direct line: 226-7963)
• Krishan D. Uppal, President, Canadian Alliance for Visible Minorities
  (613) 824-6339
• Emmanuel J. Dick, President, Canadian Ethnocultural Council (613) 230-3867
• Nancy Riche, Vice President, Canadian Labour Congress (613) 521-3400
• Carl Nicholson, Executive Director, Catholic Immigration Centre (613) 232-9634
• Alan Li, President, Chinese Canadian National Council, (416) 977-9871
• Indra Singh, Executive Director, Minority Advocacy and Rights Council (613) 567-0330
• Lucya Spencer, President, National Organization of Immigrant and Visible Minority Women of Canada (613) 232-0689
• Sylvan Williams, Coordinator, National Visible Minority Council on Labour Force Development (613) 230-3867

Address:
NCARR, 219 Argyle Avenue, Ottawa, Ontario K2P 2H4 (613) 565-6645; Fax 565-6646

Introduction:

A new report by the Canadian Human Rights Commission has highlighted the unacceptably low number of Visible Minority men and women in the federal public service and the continued discrimination faced by them. (Canadian Human Rights Commission, Visible Minorities in the Public Service of Canada, by John Samuel & Associates Inc., February 1997) In 1995, 4.1% of
the general federal public service consisted of Visible Minorities compared with 8.8% in the private sector. At the executive level, 2.4% were visible minorities compared with 2.9 in the private sector. At that time Visible Minorities numbered around 10% in society. The Visible Minority percentage
in the public service is growing much slower than that in society at large - the gap is widening.

There has only been one Visible Minority to be a deputy minister in Canada history, having retired in 1979, and currently there are only two persons at the assistant deputy minister level - too
small to show up in percentage terms. In short, the federal public service is becoming less and less representative of the society it serves and the taxpayers who pay its wages.

This is not news for most people concerned with this issue, whether or not they have worked in the public service. The fact that the hiring of visible minorities in the public sector has lagged well behind their representation in the private sector and in society at large was evident at the hearings
conducted by Judge Rosalie Abella in 1983. Judge Abella’s 1984 report recommended Employment Equity which was enshrined in the Employment Equity Act of 1986. Throughout the years, members of Visible Minorities continued to remain at a serious disadvantage at the public service both in terms of new hirings and in having less chances for promotions. Today, a
particularly serious discrepancy exists at the leadership positions and at the senior levels where unsurprisingly, old boys’ networks prevail.

Recently there were two other important studies conducted by: (a) economists Dwayne Benjamin and Michael Baker from the University of Toronto and (b) economist Krishna Pendakur from Simon Fraser University and sociologist Ravi Pendakur from the Department of Canadian Heritage in Ottawa. These show conclusively that visible minorities in Canadian society earn significantly
less than their white counterparts even when their qualifications and experience are similar. In December, another report became public that demonstrated the high degree of racial bias faced by public servants in the Department of Canadian Heritage - the department that houses the multiculturalism program and race relations unit (Multicom, A Consultation with Visible Minority Employees at Canadian Heritage March 31, 1996). In recent years two other studies also showed similar results: Canadian Alliance for Visible Minorities, Employment Equity: A Cure or a Curse?
(1995) and Canadian Ethnocultural Council, Employment Inequity: The Representation of Visible Minorities in the Federal Government, 1988-1991(1992).

The current government should be commended for strengthening the Employment Equity Act to bring the public service under its jurisdiction - especially in a period when aggressive attacks on this policy have increased, most clearly demonstrated with the Ontario Conservative government’s abolition of the provincial employment equity legislation. The enforcement role now given to the Canadian Human Rights Commission is a significant step in making employment equity happen, something that was missing in the old Act. This impressive demonstration of political will should be a clear signal for leaders in the public service to correct the under-representation of Visible
Minorities among employees in the federal public service. In this regard it certainly behooves the government to match the progress already made by the private sector - especially in the banking sector. There is some concern though, that third party complaints have been limited under the new Act.

There is need for continued federal action based on the belief that employment equity is about ensuring that merit principle is strengthened through this policy such that superfluous qualifications, such as being part of the old boys network, no longer apply. There is no doubt that there are
adequate numbers of visible minorities in Ottawa and elsewhere in the country, who are well qualified for jobs that are key to the governing of Canada. We simply have to follow the methods adopted by the government in recent decades to rectify the similar situation faced by francophones
(through the Official Languages Act) and by women (through affirmative action and employment equity policies).

Regrettably, Visible Minority and Aboriginal women have not experienced the same success as have white women. It is time for clear and strong federal government action from all levels
within the government. We therefore recommend the following:

1. The Prime Minister, the President of the Treasury Board and the Clerk of the Privy Council issue a clear and public statement to all deputy ministers that the record of employment equity for visible minorities has not been satisfactory and must be improved, such that the federal public service
   better reflects Canadian citizens and taxpayers, and is free of systemic bias and discrimination. Deputy Ministers should be held accountable for the records on employment equity in their departments and agencies.
2. That the President of the Treasury Board convene a high level summit of senior public service employees, private sector representatives and visible minority group representatives (both government employee groups and non-governmental community organizations) to address the recommendations in Visible Minorities in the Public Service of Canada, and to identify effective ways of implementing employment equity in the public service in a more successful manner,
3. That there be a review and subsequent increase in the degree and quality of cross-cultural and race relations training available to all public service employees especially middle and senior managers; and that there be a formulation of “Visible Minority Advisory Committees” made up of employees,
   in all federal departments and agencies which meet regularly with the department head.
4. The Canadian Human Rights Commission strengthen its ability to monitor employment equity, to work with community groups and to publicize information about the importance and the record of employment equity. The Prime Minister should give the next deputy chief commissioner specific
   responsibility for employment equity.
5. That the Government of Canada beginning with the Prime Minister and Ministers of the Crown, demonstrate their commitment to employment equity for visible minorities by selecting well qualified Visible Minorities for Governor-in-Council appointments to the Bench, deputy minister and assistant deputy minister positions, the Public Service Commission, the Canadian Human Rights Commission, the Public Service Staff Relations Board and other administrative tribunals, boards and commissions such as the NEB, CRTC, Canada Council and CBC.
   The Prime Minister’s appointments to full cabinet positions, the Senate and lieutenant governors should also be more reflective of our diversity. Aside from appointments to the Immigration and Refugee Board and the new Canadian Race Relations Foundation, there appear to be few Visible Minority appointments despite the number of highly qualified minorities in all areas of public policy. While these appointments are not included under the purview of the Employment Equity Act, a separate annual report should be tabled in Parliament on these appointments. These leadership positions are important as role models for members of Visible Minorities, especially young people, as well as for
   society at large.
6. That the new task force on La Relève, which is seeking personnel to be trained for senior public service positions over the next couple of decades, be mandated to take an active role to ensure that an adequate number of qualified visible minorities be identified for future executive positions. The task force should undertake consultations with the public in this regard and publish its results with regard to employment equity.
7. There should be a report on the number of visible minorities hired in 1995 and 1996 into the federal public service. In 1996 for example, a total of 17,000 new employees were hired. A report would also be needed on the number of Visible Minorities hired for the Canada Information Office, the only new agency in the federal government.
8. There should also be a report on the number of visible minorities laid off during the downsizing of 1995 and 1996. There is a concern that many of the Visible Minorities who appear in the earlier studies were “term employees” whose terms would not have been renewed.
9. Since a growing amount of work is being contracted out, there should be equity guidelines and monitoring of those contractors hired, that go beyond the Federal Contractors program so that even small firms are monitored.
10. The federal government should undertake a persistent public education program on the benefits of employment equity both within the public service and in society at large. Without countering the myths, resistance to this policy will grow.
11. The new Youth Employment Program announced by the Minster of Human Resources Development should include clear employment equity guidelines so that visible minority and other designated group youth have a fair chance at being employed.
12. The Treasury Board should prepare an annual report on employment equity across the federal public service and convene information meetings across Canada to share the results and seek feedback.

This brief is being submitted to various federal ministers, MPs and officials for federal government action.

The key officials include:

• Right Honourable Jean Chrétien, Prime Minister
• Hon. Sheila Copps, Deputy Prime Minister
• Hon. Marcel Massé, President of the Treasury Board
• Hon. Alfonso Gagliano, Minister of Labour
• Hon. Pierre Pettigrew, Minister of Human Resources Development
• Hon. Allan Rock, Minister of Justice
• Hon. Stéphane Dion, President of the Privy Council
• Hon. Hedy Fry, Secretary of State - Multiculturalism
• Mme. Jocelyne Bourgon, Clerk of the Privy Council
• Mme. Michele Falardeau-Ramsay, Chief Commissioner, Canadian Human Rights Commission
• Ms Penny Collenette, Appointments Director, Office of the Prime Minister
  
  

To: Members of Parliament
House of Commons

From: Dr. Shiv Chopra, A/President
National Capital Alliance on Race Relations

Date: March 21, 1997

Feds called on to get serious with Employment Equity:
Meeting with Marcel Massé

A coalition of grass roots organizations is meeting with Treasury Board President Marcel Massé to call on the federal government to get serious with Employment Equity following the release of a report from the Canadian Human Rights Commission which showed the dismal record on the status of visible minorities in the federal public service, especially in comparison to the private sector. While the strengthening of the Employment Equity Act by this government is to be commended, there is need for stronger commitment and action.

Among the 12 recommendations put forward are:

• that a high level summit be called with senior public and private sector participants and community organizations to find better ways to implement employment equity successfully;
• that the Prime Minister and cabinet show leadership by appointing well qualified visible minorities to the Senate, the judiciary and boards and commissions;
• that the La Relève task force, designed to identify future senior executives, ensures that qualified visible minorities are included in their selection, so that the next generation of senior executives are more reflective of Canadian society.

For more information: NCARR 565-6645 or Shiv Chopra, Acting President 226-7963

We urge you as Members of Parliament to take up this cause and to monitor the progress or the lack of progress on these matters.

Meeting with Honourable Marcel Massé
President of the Treasury Board
March 10, 1997; 10:00 a.m.


Community participants:

National Capital Alliance on Race Relations
Shiv Chopra, A/President
Victoria Gibb-Carsley, Secretary
John Horvath, Treasurer
Lakshmi Ram
Henry Pau

Canadian Alliance of Visible Minorities
Gene Trottman, Q.C.

Canadian Ethnocultural Council
Fiona Lam

Catholic Immigration Centre
Raj Rasalingam

Chinese Canadian National Council
Yeun Ting Lai

National Organization of Immigrant and Visible Minority Women of Canada
Lucya Spencer, President

National Visible Minority Council on Labour Force Development
Sylvan Williams