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Employment Equity in the Public Service of Canada 2006–2007 and 2007–2008


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Chapter 1 Working Together

The following outlines some of the initiatives undertaken by the Canada Public Service Agency in partnership with key stakeholders.

Hire Immigrants Ottawa Initiative

In support of the former Executive Vice-President in her role as a member of the Employer Council of Champions for the Hire Immigrants Ottawa initiative, the Agency provided advice to departments on improving the integration of foreign-trained workers into the Public Service.

Citizenship and Immigration Canada (CIC) and Human Resources and Social Development Canada (HRSDC) have taken the lead in developing two separate pilot programs to increase immigrant integration in the workplace:

CIC’s Young Newcomer Internship Program

The Young Newcomer Internship Program is a pilot project that creates an opportunity for CIC to recruit and mentor young immigrants and refugees who are new to the Canadian workforce.

HRSDC’s Immigrant Internship Pilot Program

The objective of this program is to accelerate foreign-trained professionals’ integration into the Canadian labour market by providing them with valuable work experience and a Canadian reference.

Duty to Accommodate National Conference

Held from October 22 to 24, 2007, in partnership with the Canadian Human Rights Commission’s Discrimination Prevention Forum, this conference was attended by more than 200 participants, and through workshops and panel discussion, resulted in an increased understanding of the duty to accommodate.

In addition, the Agency introduced the Duty to Accommodate Roadmap, a tool to assist managers in the accommodation process. The roadmap provides managers with a generic step-by-step approach to accommodation and highlights its key concepts.

National Conference on Employment Equity

This one-day conference, targeted at managers, was held on March 19, 2008, and attracted over 300 participants. Senior officials and bargaining agents joined working practitioners in planning and staffing to spotlight successful methods to achieving employment equity.

Inclusive Public Service Committee

The Inclusive Public Service Committee was established to facilitate and strengthen coordination of the individual efforts of the Agency, the Public Service Commission (PSC), the Canadian Human Rights Commission and the Canada School of Public Service to identify opportunities for strategic alliances and partnerships on specific initiatives, projects and activities. Its aim is to support the Government’s commitment to create and maintain a representative and inclusive Public Service.

Joint Employment Equity Committee

The Joint Employment Equity Committee (JEEC), part of the National Joint Council, provides a forum where the Agency, the PSC and the bargaining agents consult and collaborate on the preparation, implementation and revision of the Public Service-wide policies and practices that may affect employment equity designated groups.

The JEEC plays a major role in providing analysis and recommendations related to employment systems by:

  • assessing the impact of existing policies;
  • providing input into emerging policies and practices; and
  • identifying gaps in employment equity policies and practices.

Employment Equity Councils

The Agency is committed to supporting the three national employment equity councils: the National Council of Federal Employees with Disabilities, the National Council of Aboriginal Federal Employees and the National Council of Visible Minorities. A Secretariat has been established to process their administrative and financial requirements; develop a framework on management and accountability that will outline the roles and responsibilities of the Agency, the deputy minister champions and the Councils; and develop a funding model to secure the long-term operational funding base of the Councils from 2008 to 2011.

Interdepartmental Forum on Employment Equity

During fiscal year 2006–2007, members of the Interdepartmental Forum on Employment Equity identified improving the self-identification process as a priority for fiscal year 2007–2008. A working group of volunteer members was formed. The goal of the working group was to provide advice and recommendations on ways to improve self-identification in the Public Service. Members of the working group decided to focus on the challenges of low completion rates, statistical analysis and development of standardized employee messaging as well as a centralized communication approach to self-identification.



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