The Public Service ensures inclusive and representative hiring practices to respond to the constantly changing fabric of Canadian society. Employment equity in the Public Service means eliminating barriers to employment for four designated groups: women, Aboriginal peoples, persons with disabilities and members of visible minorities.

At the Office of the Chief Human Resources Officer we:

• act as an advocate for diversity and employment equity
• develop, implement and evaluate the policies and programs intended to ensure that the Public Service is being inclusive and representative of the diversity of Canada
• operate an interdepartmental forum that helps departments and agencies achieve employment equity objectives

Activities and partners

• Aboriginal Awareness Week [Parks Canada]
• Office for Disability Issues [HRSDC]
• Adaptive Computer Technology Program [Environment Canada]
• Assistive Devices Industry Office [Industry Canada]
• e-ACT [HRSDC]

Employment Equity Champions and Chairs Committees

Recently a change has been made to the governance around employment equity obligations in the public service. This is subsequent to a Public Service Management Advisory Committee (PSMAC) decision to create a Champions and Chairs Committee for each of the following employment equity groups.

• Aboriginal persons
• Persons with disabilities
• Members of a visible minority

In the former model, these groups were represented by the three National Employment Equity Councils (the National Council for Visible Minorities, the National Council for Federal Employees with Disabilities and the National Council for Aboriginal Federal Employees).

The Committees – each chaired by a Deputy Minister Champion— will identify issues, develop strategies and report on results through the Treasury Board Secretariat’s Annual Report on Employment Equity.

This new governance model presents many advantages in support of meeting public service employment equity objectives. It will:

• allow for better networking and sharing of best practices among departments;
• offer a common approach for all three groups; and
• allow better and more direct access for employees to employment equity Deputy Minister Champions and departmental management, who are in a position to act on recommendations.

If you have any questions about the new governance model or on our departmental strategy for employment equity, please contact your employment equity representative.