These "designated" groups include women, Aboriginal peoples, persons with disabilities and visible minorities. Studies to date of salaries, occupations, career patterns and unemployment still indicate disparities in the Canadian workforce experiences of these groups compared to other working-age individuals.

The Canadian Employment Equity Act addresses these disparities by requiring all federally-regulated employers with 100 or more employees to:

1. Eliminate employment barriers and correct workplace disadvantages experienced by the designated groups; and
2. Take proactive measures to enhance their employment opportunities and accommodate differences.

What it involves, and what EDC is committed to, includes:

• Identification: Surveying the EDC population by asking employees whether or not they are members of the designated groups, and conducting a workforce analysis to determine how representative our workforce is of Canadian society.
• Review: Reviewing EDC's employment systems, policies and practices to ensure there are no employment barriers for designated group members.
• Implementation: Developing an EE plan that establishes or revises policies and practices, as required, to eliminate barriers and accommodate the special needs of designated groups.
• Communication: Creating awareness and support among management and staff for EDC's EE plan, and establishing regular channels (the Management Advisory Group [MAG] and Sounding Board [SB]) for consultation and feedback on EE issues on an ongoing basis.

Unfortunately, it's the covert barriers that are hardest to chip away at - fear of the unknown, hidden prejudices, misunderstandings and misconceptions.

The only way to ensure we have no hidden barriers and to build support for employment equity is through ongoing education and increased exposure to people of all backgrounds.

• Ensuring your staff is aware of the implications of diversity for our Vision and Values;
• Supporting EE in your own practices and environment;
• Assessing job candidates solely by their competencies and qualifications; and
• Accommodating special needs of existing employees by, for example, providing flexible work arrangements or ensuring employees with disabilities have modified work tools, if necessary.

• Treating all colleagues with dignity and respect;
• Striving to understand the goals and benefits of diversity and EE;
• Voluntarily participating in the confidential employee survey to ensure a comprehensive and accurate picture of our workforce;
• Providing suggestions and feedback about your concerns through the appropriate channels.