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Symposium 2002 Regional Caucuses
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Top of PageAtlantic Region
Discussion: The Atlantic regional discussion on the first day centred on the issue of having four representatives instead of the existing three. It has been very difficult for the regional executives to reach all four different provinces in terms of resources, logistics and with an effective line of communications. The information must be properly dispersed to all the members and that is a big challenge. The elections occupied a good portion of the discussions in the first meeting.
The participants were concerned that NCVM information does not flow down to local managers. In that sense, they want to see directives issued to regional departments and agencies so that local managers support the NCVM members elected to office. There is a growing need to reach the membership more appropriately and the necessity to get involved in community outreach efforts. Some participants had the impression that the level of cooperation between NCVM and the departments was not yet adequate. An agreed meeting to liaise with the Federal Council Secretariat was expected to improve the current conditions. Finally, the Region was actively searching for Employment Equity and Diversity Champions to support the Embracing Change Action Plan.
Priorities:
- Develop an action agenda;
- To continue with a strategic planning session that was stopped in August 2002. It had a youth component;
- The need to bring together the constituents at least twice a year ;
- Prepare a conference to focus on youth and Indigenous Blacks ;
- Select Champions to support NCVM's objectives in the Federal Public Service;
- Develop a communications strategy;
- Recruit a representative for each department.
Quebec Region
Discussion: Participants would like to see a greater impact of NCVM activities in the Region. They want to see more actions, more information and a greater presence of the national executives in activities across the Region. The discussion was filled with questions and answers and a common search for the best possible alternatives.
Several points that came across during the exchanges included: access to updated information on the National Council of Visible Minorities; the role, the accessibility and responsibility of liaison officers between NCVM and departments or agencies; the importance to identify the needs and interests of the Visible Minorities in the Region; there were preoccupations on the future evolution of NCVM; the need for deliverable projects; the pressing need for a more representative Federal Public Service in Quebec. The participants were convinced that many departments refused to get on-board and the time has come for a re-focus of NCVM 's strategic direction in Quebec. Actions required will also involve the participation of unions and they believed that more could be done to address the issue of Anglophone visible minority members in Quebec who oftentimes face a double burden: language and colour.
Priorities:
- Improve the use and quality of French in all NCVM's communications;
- Review the electoral process for better organization and more democratic participation;
- Better consultation process between the National Council and the regions before taking decisions;
- Everything is too centred in Montreal. Outreach needed for other cities in Quebec;
- Ensure that Quebec is always present at the national level;
- More meetings are required between the regional executives and the membership;
- Develop partnerships with Personnel Administration staff, because they are close to managers;
- Improve the communications structure;
- Accentuate efforts to change the status of many term employees to indeterminate.
National Capital Region
Discussion: The National Capital Region had the largest concentration of Visible Minorities participating in the 2002 Symposium. In the first meeting, the elections, for the most part, dominated the discussions both on the regional and national levels.
The Regional Director explained that the present regional executives took office at the end of June 2002 and it was quite a challenge to meet some of the expectations of the Region. Participants would like to make an impact assessment of the NCR for the past 2 years in order to better prepare for the future. On the issue of "knowledge management", it was very important for many to highlight success stories within NCVM and the NCR, so they can be documented as Best Practices. Participants were invited to get familiar with the organization, learn more about it and hold every board member more accountable.
Priorities:
- To prepare an action plan for the Region so that it will be easier to follow-up on the priorities and be more results-oriented;
- Improve communications. All network chairs should use quarterly meetings to discuss progress and the direction the organization is going. This will help each other to reach their goals;
- To assemble a good communications team to disseminate information to the rest of the membership.
Ontario Region
Discussion: The first meeting of the group was concentrated on training programs, funding for NCVM and information campaign for the NCVM. Participants were told about the Leadership Training Program submitted by Ontario to the Treasury Board Secretariat and its impact in the region. 20 visible minority members ended up with indeterminate managerial positions.
The participants also shared the need to build partnerships and bridges of respect. There was a misconception held by many visible minority members that the Leadership Training Program is too centred in the Toronto area. In fact, it applied throughout the Region. There were many interventions on the election process. Some participants also suggested that NCVM should be independent economically and not depend entirely on federal funding.
A major integrated communications campaign was proposed. It would involve regional and national executives, network chairs, department chairs as well as advisory committee chairs and visible minority representatives in all the departments and agencies. Participants also discussed the failure rate that was reportedat 57% for the visible minority groups admitted to the General Competency Test level 2 (GCT2) required for entry into the Public Service.
Priorities:
- Mobilization: get as many people involved as possible, particularly in those regions outside of Toronto where visible minority members feel more isolated;
- Executive and individual members need to travel and make the necessary contact. The unions can assist in outreach campaigns through their established networks;
- A vision needs to be clearly established and communicated in order to help mobilization;
- Develop a structure to enhance communications and establish sub-committees to work on these initiatives.
Central Region
Discussion: The first session started with an overview of current activities in the Central Region. The emphasis was on building capacity for Visible Minority constituents in the Region and a lot of activities were mentioned: meetings, forums, outreach in many visible minority environments such as the Black, Filipino and Chinese communities. Many of these meetings were conducted in partnership with the Manitoba Embracing Change Initiative (MECI) and the PSC.
It was also pointed out that regional executives were trying to establish partnerships with the Saskatchewan Council in order to influence their agenda, especially on the subjects of Embracing Change and visible minority issues in Saskatchewan.
Some planned initiatives were mentioned such as: a letter that employees can give to their managers for activities on behalf of NCVM; the continuing dialogue with the Aboriginal networks; the continuing outreach efforts to ethnocultural communities in the Region; an encouragement to form workplace diversity committees, and; partnerships with the PSC to be developed on a number of current issues. The election process could not escape the discussions.
Priorities:
- The need to continue the emphasis on jobs, recruitment, retention and promotion;
- The development of a communications strategy ;
- Activate the search for a list of mentors in the Region;
- Connection with employees in Yellowknife ;
- Continued Partnership with Embracing Change Secretariat, the PSC and the Canadian Grain Commission;
- The development of the Youth Action Plan for Manitoba and Saskatchewan .
Western Region
Discussion: The first discussion group focused on the regional report that was tabled in plenary to all symposium attendees. Major points were presented with more details on achievements, priorities and plans for the Region. The elections also took a good part of the exchanges. One comment that made with respect to the regional report was the difficulty of finding assignments. The setting up of external and internal visible minority lists was debated with a view on the need for results and initiatives. The program : "Leadership and Career Mobility Initiative" (LCMI) was discussed at length and some early successes were mentioned.
The major issues for all the participants still remain the retention and the diversity of the workforce in the Region .However, the discussions were also centered around pre-assessment and profiles of candidates, sessions on how to network, networking with the right people and regional mentoring activities.
The Western Region has also reported on one of its theme projects: "You can make it happen!" that has been a huge success. Some participants stated that they work hard but their efforts in the workplace are not recognized. They see the need to profile their competency and the necessity to move up the ladder. Others raised the issue of potential backlashes from non-visible minority groups.
Priorities:
- Selection Board training sessions targeted to Visible Minorities;
- Collaborating with departments/agencies to prov i d e Diversity workshop;
- Continue mobilization and promotion with senior officialsevents;
- Marketing the LCMI / Assessment Centre to NCVM;
- A Western Regional Conference to engage visible minority employees and managers regionally and to build momentum;
- Activities planned for the International Day for the Elimination of Racial Discrimination, Public Service Week, etc…
- Increase the number of NCVM Champions in the Western Region;
- Increase visibility in the Western Region with departments and agencies;
- Support networking and activities for members to celebrate their differences.
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