ARCHIVED - RPP 2007-2008
Canadian Human Rights Commission

• Previous Page
• Table of Contents
• Next Page

This page has been archived.

SECTION II – ANALYSIS OF PROGRAM ACTIVITIES BY STRATEGIC OUTCOME

Analysis by Program Activity

Strategic Outcome

Equality, respect for human rights and protection from discrimination by fostering understanding of, and compliance with, the Canadian Human Rights Act and the Employment Equity Act.

Program Activity

A. Knowledge Development - Develop knowledge products, including policies and research initiatives, to foster understanding of, and compliance with, the Canadian Human Rights Act and the Employment Equity Act for use by the Commission, key stakeholders and the Canadian public.

Financial Resources ($ thousands)

2007-2008	2008-2009	2009-2010
$5,035	$4,707	$4,681

Human Resources (FTE)

2007-2008	2008-2009	2009-2010
37	36	36

Description

The Knowledge Centre is responsible for research; policy, legal analysis, advice and regulations; policy development; strategic initiatives; stakeholder awareness through knowledge sharing and outreach; and the delivery of the National Aboriginal Program. It also monitors trends in human rights and assesses the impact of government and international initiatives on the work of the Commission. The objective is to create and share human rights knowledge within the Commission and with its stakeholders which positively impacts Canadian society.

This program activity supports the Commission’s priority to deliver a human rights Knowledge Development Program. The expected outcome of this activity is to complete research and other human rights knowledge products that promote understanding and acceptance of human rights.

Expected Results	Performance Indicators
Understanding of, and compliance with, the Acts through: research; policy, legal analysis, advice and regulations; strategic initiatives; stakeholder awareness through knowledge sharing and outreach; and the delivery of the National Aboriginal Program.	New policies, guidelines and/or regulations to support service delivery within Commission and stakeholder community. Timely legal advice that supports decision-making by Commissioners. Performance indicators are developed and maintained for Commission as a whole. New strategic initiatives support business plan priorities.

Program Activity

B. Discrimination Prevention - Engaging key stakeholders with the goal of preventing discrimination in federally regulated workplaces and service centres, and raising awareness, understanding and acceptance of human rights.

Financial Resources ($ thousands)

2007-2008	2008-2009	2009-2010
$6,466	$6,300	$6,265

Human Resources (FTE)

2007-2008	2008-2009	2009-2010
60	60	60

Description

The Commission works with federally regulated organizations to identify areas where improvements are required to create workplaces and service delivery centres that embrace a human rights culture. The Commission provides information and assistance to employers and service providers so they can better understand their obligations under the Canadian Human Rights Act and Employment Equity Act and their responsibilities for the application of human rights principles. Furthermore, the Commission works collaboratively with central agencies in furthering human rights across the federal system.

In addition, the Commission is mandated to conduct audits of workplaces to ensure compliance with employment equity obligations under the Employment Equity Act. These audits afford an opportunity for the Commission to share knowledge with employers regarding hiring and promotion practices that best help to ensure equality in the workplace for designated groups. The Commission is currently examining the audit results obtained since the legislation was passed in 1986 in preparation for the five-year Parliamentary Review scheduled for 2007.

This program activity supports the Commission's priority to enhance, expand and integrate prevention initiatives and employment equity activities of the discrimination prevention program.

Expected Results	Performance Indicators
A commitment from federally regulated departments and organizations to enhance human rights and equality principles and practices through knowledge sharing, best practices and removal of barriers.	Number and percentage of employers audited. Percentage increase in representation of under-represented designated groups in organizations that have undergone audit. Increased resolution of human rights disputes at source by departments and agencies which have a signed Memorandum of Understanding with the Commission.

Program Activity

C. Dispute Resolution - Resolution of individual human rights complaints filed against federally regulated employers and service providers to foster understanding of, and compliance with, the Canadian Human Rights Act.

Financial Resources ($ thousands)

2007-2008	2008-2009	2009-2010
$11,771	$11,483	$11,394

Human Resources (FTE)

2007-2008	2008-2009	2009-2010
103	106	106

Description

Under the Canadian Human Rights Act, the Commission deals with allegations of discrimination by federally regulated employers and service providers based on the eleven grounds enumerated in the Act. Allegations of discrimination are screened to ensure they fall within the Commission's jurisdiction, and inquirers may be referred to other redress mechanisms, such as a grievance process. The parties are then encouraged to try to settle the matter, either before a complaint is filed or immediately afterwards. If the matter cannot be resolved, the complaint is investigated and submitted to the Commissioners for one of the following possible decisions: dismiss; refer to conciliation; refer to the Canadian Human Rights Tribunal for further inquiry. The case may then be referred to hearings before the Canadian Human Rights Tribunal. Alternative dispute resolution, including mediation and conciliation, is available at all stages of the process.

Expected Results	Performance Indicators
A timely, effective and efficient dispute resolution process.	Size of caseload. Balance between new signed complaints and those resolved. Average age of active caseload. Service Standards in place and monitored. Percentage of cases resolved early, prior to the signing of a complaint. Percentage of cases resolved in mediation and conciliation.

 

• Previous Page
• Table of Contents
• Next Page