ARCHIVED - RPP 2007-2008
Canadian Human Rights Commission

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SECTION I – OVERVIEW

The Commissioner’s Message

Since 2002, the Canadian Human Rights Commission has made significant changes in all of its program areas. These changes have made the Commission more efficient and effective and allowed a re-design of our service delivery model based on three inter-related areas: knowledge development; discrimination prevention, including employment equity audits; and dispute resolution. A healthy workplace, a representative and highly skilled workforce, and sound stewardship of resources are also critical to our success.

The Commission’s focus over the coming year will reflect this new three-pronged service model. Through its expanded knowledge development program, the Commission intends to share knowledge in human rights with its stakeholders through research, policy development, special initiatives and discussion fora. A focus will be placed on issues that will have the broadest systemic impact. We believe that increased knowledge about human rights leads to greater understanding, and that understanding human rights and equality principles will in turn encourage more individuals and organizations to respect them. A bill introduced by the Government of Canada late in 2006 to repeal section 67 of the Canadian Human Rights Act will allow First Nations people full access to the human rights complaint system. The Commission will undertake research and enter into discussions with First Nations in 2007-2008 related to this anticipated legislative change to our mandate.

The discrimination prevention program allows the Commission to work with federal and federally regulated employers to prevent and discourage discrimination and to support commitment and action towards a broader culture of human rights and inclusiveness. The Commission is also exploring opportunities to integrate its audit work with prevention initiatives. Employment equity audits of employers determine compliance with legislation, but they also are a source of best practices in workplaces. In turn, these activities allow the Commission to share knowledge and tools pro-actively with others through its Employer Advisory Council and website. Changes envisioned to the audit process itself will further support discrimination prevention by placing a greater emphasis on demonstrating progress towards a more representative work force.

The Commission will continue to refine and evolve its model for effectively resolving human rights disputes. The focus here is on resolving disputes at the earliest opportunity, and on ensuring that the complaint process is as efficient and effective as possible. To that end, the Commission is consolidating its intake and alternative dispute resolution services which will, among other advantages, promote the resolution of disputes before a complaint is even filed. The Commission will continue to use opportunities to participate in precedent-setting cases at the Canadian Human Rights Tribunal, courts and other tribunals to clarify the law and help advance human rights.

The significant progress made to eliminate the backlog and reset priorities to better balance all elements of our legislative mandate has been noted on the international front. The Commission has considered a number of requests to assume greater leadership in fora under United Nations auspices at a time when the need for strong and independent human rights institutions has never been greater. The Commission has accepted the invitation to chair the International Coordinating Committee of National Human Rights Institutions aimed at strengthening human rights institutions around the world.

I would like to close with a word about our workplace culture and the people—staff and Commissioners—within our organization who are the real success drivers for our work. In my tenure here, I have been able to observe an exemplary level of commitment, and a genuine interest in continuing to make new and innovative strides. I am confident that the years ahead hold as much promise as at any other time in our history.

 

 

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David Langtry
Commissioner

Management Representation Statement

I submit for tabling in Parliament, the 2007-2008 Report on Plans and Priorities (RPP) for the Canadian Human Rights Commission.

This document has been prepared based on the reporting principles contained in the Guide for the Preparation of Part III of the 2007-2008 Estimates: Reports on Plans and Priorities and Departmental Performance Reports:

• It adheres to the specific reporting requirements outlined in the Treasury Board Secretariat guidance;
• It is based on the Commission’s Strategic Outcome and Program Activity Architecture that were approved by the Treasury Board;
• It presents consistent, comprehensive, balanced and reliable information;
• It provides a basis of accountability for the results achieved with the resources and authorities entrusted to it; and
• It reports finances based on approved planned spending numbers from the Treasury Board Secretariat.

 

 

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Hélène Goulet
Secretary General

Program Activity Architecture Crosswalk

New PAA Structure

Strategic Outcome

Previous PAA Structure

Strategic Outcome

2007-2008
($ thousands)	Knowledge Development	Discrimination Prevention	Dispute Resolution	Total
Foster understanding of and compliance with the Canadian Human Rights Act.	$5,035	$3,380	$11,771	$20,186
Employment equity audits in federal and federally regulated workplaces	-	$3,086	-	$3,086

Historically, the Commission has administered separately its two pieces of legislation—the Employment Equity Act and the Canadian Human Rights Act—a distinction reflected in its previous Program Activity Architecture (PAA). As a result of significant program improvements, the Commission learned that opportunities were available for a closer relationship between the activities of these two Acts and for bringing about practical improvements in support of human rights in federal and federally regulated workplaces. In 2005, the Commission restructured to better support its mandate and the changes that had been implemented over the previous three years. To reflect this transformation, it sought and received approval of a new PAA structure that better describes the Commission’s work and mandate.

Summary Information

The Canadian Human Rights Commission (the Commission) was established in 1977 to administer the Canadian Human Rights Act. The purpose of the Act is to promote equality of opportunity and to protect individuals from discrimination based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, or conviction for an offence for which a pardon has been granted. The Commission also has a mandate under the Employment Equity Act, which seeks to achieve equality in the workplace and to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities and members of visible minorities. Both the Canadian Human Rights Act and the Employment Equity Act apply to federal departments and agencies, Crown corporations and federally regulated private-sector organizations. The Commission currently consists of one full-time Commissioner and four part-time Commissioners. Staffing for a Chief Commissioner is underway. Full-time Commissioners are appointed for terms not exceeding seven years and part-time Commissioners for terms not exceeding three years. The full-time Commissioner is responsible for the operations of the Commission, supported by the Secretary General.

Financial Resources ($ thousands)

2007-2008	2008-2009	2009-2010
$23,272	$22,490	$22,340

Human Resources (FTE)

2007-2008	2008-2009	2009-2010
200	202	202

Commission Priorities

Priority	Type
Deliver a human rights Knowledge Development Program.	Ongoing
Enhance, expand and integrate prevention initiatives and employment equity activities of the Discrimination Prevention Program.	Ongoing
Provide an effective dispute resolution process.	Ongoing

Program Activities by Strategic Outcome

Program Activity	Expected Results	Planned Spending ($ thousands)			Contributes to the following priority
		2007-2008	2008-2009	2009-2010
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.
Knowledge development	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 National Aboriginal Program.	$5,035	$4,707	$4,681	Deliver a human rights Knowledge Development Program.
Discrimination prevention	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.	$6,466	$6,300	$6,265	Enhance, expand and integrate prevention initiatives and employment equity activities of the Discrimination Prevention Program.
Dispute resolution	A timely, effective and efficient dispute resolution process.	$11,771	$11,483	$11,394	Provide an effective dispute resolution process.

Plans and Priorities

PRIORITY

Deliver a human rights Knowledge Development Program.

The human rights landscape is in constant evolution. To remain at the forefront of human rights knowledge, the Commission must foresee and understand the trends and shifts that are taking place in Canadian society, as well as internationally. The Knowledge Development Program will stimulate discussion and influence Canadian society's views on human rights, including employment equity. This priority also includes the delivery of the National Aboriginal Program.

Plans

• Develop policies, provide legal advice and analysis, and create a framework for developing regulations and guidelines.
• Develop and deliver the National Aboriginal Program. This includes support for the possible repeal of section 67 of the Canadian Human Rights Act which will allow First Nations people full access to the human rights complaint system.
• Undertake research on key human rights issues.
• Carry out strategic projects on systemic issues.

PRIORITY

Enhance, expand and integrate prevention initiatives and employment equity activities of the Discrimination Prevention Program.

The Commission seeks to increase respect for human rights by encouraging employers to adopt the principles of equality and inclusiveness. The Discrimination Prevention Program is based on working with employers on prevention and employment equity activities to address discriminatory behaviour and demonstrate reasonable progress in the representation of the four designated groups: women; Aboriginal peoples; persons with disabilities; and members of visible minorities.

Plans

• Consolidate and strengthen prevention initiatives within and amongst employers, service providers and other stakeholder organizations.
• Streamline the audit process to increase its effectiveness and efficiency.
• Develop and share communication tools, resource materials, and inventories of best practices and expertise to support discrimination prevention and equality of opportunity.

PRIORITY

Provide an effective dispute resolution process.

An effective dispute resolution process is fundamental to protecting human rights in federal workplaces and those of federally regulated service providers. In recent years, the Commission has shifted its focus to alternative dispute resolution and legal engagement in precedent-setting human rights cases before the Canadian Human Rights Tribunal and other judicial bodies.

Plans

• Screen complaints more efficiently, improve referral to other redress mechanisms, and promote the resolution of disputes before a complaint is filed.
• Improve performance by identifying and addressing any issues which may impact on the timeliness, efficiency and effectiveness of the complaint process.
• Participate at the Canadian Human Rights Tribunal, courts and other administrative tribunals in precedent-setting cases that will help to clarify the law and advance human rights for all Canadians.

Risks and Challenges of these Priorities

The Commission continues to work towards the highest possible performance for its three key program activities: Knowledge Development, Discrimination Prevention and Dispute Resolution. Maximizing the synergies among its activities remains the guiding principle and a framework for the fulfilment of the mandate. The knowledge and experience gained through these efforts is being shared both domestically and internationally.

There is a risk that unexpected demands in any priority area may limit the Commission's ability to respond with resources to other priorities. The Commission's processes and initiatives are frequently dependent on external parties. Dependencies that pose a risk to the efficiency and effectiveness of the Commission’s activities include:

• Uncertain impact on the Commission’s resources of the possible repeal of section 67 of the Canadian Human Rights Act.
• Possible impacts resulting from the upcoming Parliamentary review of the Employment Equity Act.
• Potential increase in the number of non-compliance audit reports due to the shorter time frames built into the new streamlined audit process.
• Commission’s lack of capacity to address all stakeholder expectations.
• Increases in the caseload of complaints as a result of the Government's response to the 2004 Pay Equity Task Force Report. The Government’s approach emphasizes the Commission's role in the mediation and investigation of pay equity complaints.
• Delays in response by complainants and respondents.
• Delays in scheduling and the duration of Tribunal hearings.

At the government-wide level, the Commission’s main challenges and risks include:

• Changes in government priorities affecting the level of resources allocated to Commission priorities.
• Recruiting and retaining skilled and specialized staff in a competitive environment.
• Providing affordable work tools and training to facilitate innovation while continuing to operate efficiently.

The Commission’s Work and Canada’s Performance

The Commission’s strategic outcome aligns to the Government of Canada's strategic outcome of creating "a diverse society that promotes linguistic duality and social inclusion." The Commission’s activities positively impact society’s level of understanding with respect to fostering equality of opportunity, including barrier removal. The Government of Canada has identified indicators that measure its performance against the “attitudes towards diversity” indicator published in the report Canada’s Performance 2006. The Commission’s work advances the following Government of Canada 2006 performance indicators: personal tolerance and support for affirmative action and employment equity.

 

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