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"One Canadian citizen may be 'diverse' in a number of ways .... For
this reason alone, we have to think beyond employment equity practices to
make sure that this diverse person is not only represented in the Public
Service, but also valued."
Chapter 1: Task Force on an Inclusive Public Service
The Context
The federal Public Service is more representative of the Canadian society
today than it was a decade ago. A major task remains to make the Public
Service a truly inclusive workplace. For instance, with the evolving global
economy, demographic changes and a changing labour market, the federal
Public Service will continue to face the challenges of recruitment,
retention and career development for the next few years.
The new trends are changing our understanding of and practice in human
resources (HR) management. Human resources management has evolved from a
marginal and isolated program into one that is integral and dynamic. Its
focus has broadened from legislation and policy into people management. With
this evolution has also come a heightened appreciation of employment equity
(EE) beyond the legislative realm.
Departments and agencies can use EE as a strategic tool to address some
of those human resources challenges. Those who integrate EE into their
business planning and HR management will see better results than those who
treat EE as an ad hoc program.
In a society that prides itself as a mosaic, diversity must give Canadian
institutions a universal competitive edge in the global market. Diversity is
an advantage only when it is valued and nurtured, not when it is merely
accommodated. The legislative obligation under the Employment Equity Act is
the foundation on which to build diversity. In turn, inclusiveness is what
turns diversity into an advantage.
By helping in implementing the Employment Equity Act, the EEPMP plays a
catalyst role in promoting diversity and inclusiveness in the federal Public
Service.
EE Intervention Fund (The EEPMP Group at the Treasury Board of Canada
Secretariat administers the EE Intervention Fund.)
Initiatives/Projects
Below is a brief summary of a few projects focusing on EE and beyond.
Establishing Numerical Goals to Eliminate Under-representation
This project provided training and material to help federal departments
and agencies in establishing realistic and credible employment equity goals.
For information:
Wally Boxhill
(613) 952-3089
Treasury Board of Canada Secretariat
boxhill.wally@tbs-sct.gc.ca
Leadership and Diversity Program for Executives
A program designed for executives who were committed to enhancing their
performance capabilities and proficiency in managing diversity.
For information:
Michel Brazeau
(613) 943-5611
Canadian Centre for Management Development
Michelbr@ccmd-ccg.gc.ca
Recruitment and Retention Program for Persons with Disabilities
An accelerated program to close the gap by increased recruitment
activities and retention of persons with disabilities at all levels within
its workforce.
For information:
Allan Viehbeck
(613) 993-3068
Fisheries and Oceans Canada
viehbeca@dfo-mpo.gc.ca
An Inclusive Workplace Through Accommodation for All Employees
A national workshop leading to the development of a practical,
comprehensive and customized tool kit of strategies available for
accommodation, in support of an inclusive workplace for all employees.
For information:
Arvin Jelliss
(613) 759-7435
Agriculture and Agri-Food Canada
jellissa@em.agr.ca
Employment Equity Virtual Training and Learning Kit
The Virtual Training and Learning Kit is an interactive learning site on
the TBS EE Web site designed for users to learn at their own pace about
employment equity, legislation, requirements and best practices.
For information:
Angela Henry
(613) 952-2886
Treasury Board of Canada Secretariat
henry.angela@tbs-sct.gc.ca
For more information visit the Treasury Board of Canada
Secretariat Employment Equity Web site at the following addresses: http://publiservice.tbs-sct.gc.ca/ee
or www.tbs-sct.gc.ca/ee under EEPMP or call (613) 954-0118
This document is available in alternative formats.
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