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Section II — Analysis of Program Activities by Strategic Outcome

Strategic Outcome

The Commission works toward equality, respect for human rights and protection from discrimination by fostering understanding of, and compliance with, the CHRA and the EEA by federally regulated employers and service providers, as well as the public they serve. All Canadians benefit when organizations are sensitive to human rights, consider differing needs and respond to misunderstandings before they develop into discrimination complaints.

This section outlines the expected results of the program activities that contribute to the realization of the strategic outcome.

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Program Activity Human Rights Knowledge Development and Dissemination Program

Program Activity Description

Human Rights Knowledge Development and Dissemination Program This program helps foster both an understanding of and compliance with the CHRA and the EEA. Knowledge development also ensures that programs, interventions and decisions are grounded in evidence and best practices. Knowledge products include research, policies, regulatory instruments and special reports. Information and/or advice are provided to the Commission itself, Parliament, federal departments and agencies, Crown corporations, federally regulated private sector organizations, and the public. Partnerships with other human rights commissions as well as governmental, non-governmental, research and international organizations are formed and maintained to leverage knowledge development and dissemination activities in areas of common interest.

Financial Resources ($ thousands)

2012-13	2013-14	2014-15
3,583	3,331	3,168

Human Resources (FTEs)

2012-13	2013-14	2014-15
27	25	23

Program Activity Expected Results	Performance Indicators	Targets
Federally regulated organizations are informed of human rights issues.	Number of federally regulated organizations that received Commission products.	600 by March 2013
The Commission contributes to the identification and resolution of systemic discrimination issues.	Number of systemic issues targeted.	5 by March 2015

Planning Highlights

Through research and the development of reports and policies, the Human Rights Knowledge Development and Dissemination Program will continue to provide tools to employers and service providers, including First Nations governments, to help them understand and prevent discrimination. Specifically, the Commission will develop two guides for employers in 2012—13. One will guide employers on how to accommodate family care-giving responsibilities and one will provide guidance on accommodating religious practices.

The program will also conduct a review of its Aboriginal Employment Preferences Policy to ensure that it remains current following the repeal of section 67.

The program will also develop a report that will present a national portrait of equality rights for persons with disabilities. It will outline how this group of Canadians fares in regard to seven dimensions of well being: economic well-being, education, employment, housing, justice and safety, and political and social inclusion. The report will provide a credible evidence base that will inform the Commission's policies and programs. It will be made available to federal departments, other governments, non-government organizations, and academia.

In order to address emerging human rights issues, the program will also conduct a study on ageism in the workplace. The study will inform the development of a new policy as well as a guide for employers on ageism in the workplace.

As mental health has become an increasingly important issue in society, the program will continue to raise awareness of the importance of accommodating mental illness. The Commission will partner with the Mental Health Commission of Canada to sponsor sessions at a conference dealing with stigma in June 2012.

In alignment with the Commission's first priority, the program will provide evidence to guide the identification and resolution of systemic issues important to Canadians. The program will also ensure a proactive and collaborative approach is taken to address these issues.

The program will contribute to the second priority by providing background case data and trends in order to identify employers in need of support to develop internal dispute resolution processes.

The Knowledge Development Program will also develop two publications on guiding principles and practical steps in developing internal mechanisms. One of the publications will be geared specifically towards First Nations groups.

Program Activity: Discrimination Prevention Program

Program Activity Description

This program helps foster and sustain a human rights culture in federally regulated organizations by promoting continuous improvement of an organization's human rights competencies. Prevention initiatives, employment equity audits, learning programs and events are among the program's tools to promote discrimination prevention and achieve employment equity objectives. Stakeholder engagement involves federal departments and agencies, Crown corporations, private sector organizations, provincial and territorial government bodies, international agencies, unions and other non-governmental organizations.

Financial Resources ($ thousands)

2012-13	2013-14	2014-15
4,323	4,235	4,149

Human Resources (FTEs)

2012-13	2013-14	2014-15
39	38	38

Program Activity Expected Results	Performance Indicators	Targets
Federally regulated organizations sustain human rights cultures.	Number of federally regulated organizations implementing a Human Rights Maturity Model approach.	8 by March 2013
Each designated Employment Equity group is fairly represented in the federally regulated workforce.	Percent reduction between the workforce representation and the workforce availability of designated Employment Equity groups.	5% by March 2015

Planning Highlights

The Discrimination Prevention Program contributes to the Commission's strategic outcome by helping federally regulated employers implement workforce practices that continuously improve their organizations' human rights culture, that:

• encourage recruitment, retention and representation to reflect Canada's diversity;
• foster efficient, collaborative and innovative workplaces; and
• empower and support employees and managers in making a difference in their workplace.

In 2012-13, the Discrimination Prevention Program will strengthen its relationship with external partners and offer its prevention tools and initiatives to help employers prevent discrimination. The program has also identified six key challenges that employers face in achieving employment equity. The program will work with employers to help address these key challenges :

• inadequate recruitment strategy;
• lack of training and awareness;
• lack of monitoring and accountability;
• geographical and structural challenges;
• self-identification response from people of the four designated groups; and
• physical job requirement barriers.

To further help federally regulated employers continuously improve their organizations' human rights cultures, the Discrimination Prevention Program will continue to actively promote and support the use of the Human Rights Maturity Model. The Model leads employers through a step-by-step process to integrate human rights into all aspects of an organization and provides a roadmap toward a more respectful and diverse workplace and workforce. The expected result is a self-sustaining human rights culture, since employers and service providers will be better able to resolve human rights issues at the source. The Commission will provide communication materials, orientation sessions, and guidance on the use of the Model and monitor success through the program activity performance indicator.

The Discrimination Prevention Program will also support the 2012—13 priority to address key systemic human rights issues. It will lead a working group of employers, unions, medical associations and insurance boards in examining the fitness to work medical assessment process. The results will be communicated to the broader Canadian public.

Program Activity: Human Rights Dispute Resolution Program

Program Activity Description

This program addresses discrimination by dealing with individual and systemic complaints and issues brought by individuals or groups of individuals against federally regulated employers and service providers. The Commission exercises its discretion in choosing the most appropriate dispute resolution method including investigation, mediation and conciliation. The Commission also serves as a screening body in determining whether further inquiry is warranted, participates in all pre-tribunal mediations and represents the public interest in appearing before the Canadian Human Rights Tribunal.

The program helps ensure that all parties to a complaint benefit from a fair, expeditious and accessible human rights process and gain an increased understanding of the CHRA. Canadians benefit when human rights commissions and tribunals deal with and adjudicate complaints that have the greatest impact on Canadian society. The program promotes the importance of first seeking solutions through dialogue. The program does this by primarily encouraging non-adversarial methods of dispute resolution.

By promoting awareness of the dispute resolution process, the Human Rights Dispute Resolution Program ultimately helps protect Canadians from discrimination, and helps Canadian employers comply with the CHRA.

Financial Resources ($ thousands)

2012-13	2013-14	2014-15
8,838	8,534	8,249

Human Resources (FTEs)

2012-13	2013-14	2014-15
74	72	70

Program Activity Expected Results	Performance Indicators	Targets
A dispute resolution process is available to Canadians who believe they have been subject to discrimination by a federally regulated organization.	Percent of potential and accepted complaints that are brought to an end by the Commission (without going to the Canadian Human Rights Tribunal).	75%
Human rights disputes are addressed within the federally regulated organization where they occurred.	Percent of potential and accepted complaints that were referred to the internal conflict resolution process of the organization where the complaint originated.	20%
The Commission contributes to the clarification and development of human rights law.	Number of complaints where the Commission represented the public interest at tribunals and courts.	20

Planning Highlights

This program contributes to the achievement of the Commission's strategic outcome by providing dispute resolution services in cases of alleged discrimination by federally regulated employers, unions and service providers.

The Human Rights Dispute Resolution Program will continue to ensure its systems and tools are aligned with the Commission's broader approach to dealing with systemic issues. While individual complaints are important and can often have significant impact, resolving issues of a systemic nature generally leads to a greater benefit for all Canadians. The program will enhance its ability to identify systemic issues when complaints are first received and will prioritize cases based on the Commission's priorities as well as the public interest.

With the repeal of section 67 of the CHRA, a number of important human rights issues were brought to the Commission's attention. Many of these issues are complex and require judicial interpretation. Resolution of these issues could have significant impact on the rights of Aboriginal persons in Canadian society. The program will continue to develop a network of mediators with experience in dealing with Aboriginal matters to help First Nations communities resolve human rights disputes within their own communities.

Program Activity: Internal Services

Program Activity Description

Internal Services are groups of related activities and resources that are administered to support the needs of programs and other corporate obligations of an organization. These groups are: Management and Oversight Services; Communications Services; Legal Services; Human Resources Management Services; Financial Management Services; Information Management Services; Information Technology Services; Real Property Services; Materiel Services; Acquisition Services; and Travel and Other Administrative Services. Internal Services include only those activities and resources that apply across the organization and not to those provided specifically to a program.

Financial Resources ($ thousands)

2012-13	2013-14	2014-15
6,342	6,144	6,086

Human Resources (FTEs)

2012-13	2013-14	2014-15
69	68	68

The full-time equivalents (FTEs) referenced above are higher than planned levels previously reported. This increase is due to section 29.1(2)(a) of the Financial Administration Act (FAA), which came into effect June 26, 2011. The impact of the FAA change is an additional 12 FTEs. Internal support services are delivered subsequent to memoranda of understanding and include finance, information technology, procurement, compensation and other administrative services. In 2012-13, the Commission will provide internal support services to five small agencies.

Planning Highlights

Internal Services will continue to assess its various management practices and ensure compliance with all new and revised corporate reporting requirements. In 2012—13, the Corporate Management Branch will implement a common risk methodology throughout the organization and further integrate risk considerations into decision-making, business planning, resource allocation and prioritization processes as well as operational management.

In 2012—13, the Branch will fully implement its updated Departmental Security Plan. The plan will address the unique needs of the Commission's operating environment. As part of the implementation process, a new threat and risk assessment will be conducted in 2013 to re-evaluate the current environment and determine if new threats and risks have emerged post-implementation. The Branch will also continue to strengthen its information management practices by completing the multi-year plan to meet the Treasury Board directive on electronic record keeping (effective 2014).

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