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The Public Service Commission (PSC) encourages the recruitment and advancement of
Aboriginal peoples, as well as other employment equity group members, as an ongoing
consideration of all staffing which may include special recruitment and/or outreach
initiatives. However, such efforts do not always achieve the intended results of a federal
Public Service representatative of Canadian society.
Section 5.1 of the Public Service Employment Act (PSEA) allows for a
broad scope of activities related to em ployment equity. The Treasury Board or deputy
heads may ask the PSC to implement an employment equity program for one or more
disadvantaged groups, as well as to undertake specific activities to implement the Board's
policies and programs for such groups. The PSC has the discretion to decide on what course
of action it deems appropriate relative to these requests. In addition, the PSC can act on
its own initiative within its mandate for recruitment and appointment to assist managers
in implementing employment equity programs and policies and meeting employment equity
objectives.
A departmental PSEA section 5.1 employment equity program is one vehicle to increase
the representation of Aboriginal peoples within the federal Public Service, in support of
the Aboriginal Workforce Participation Initiative. Such a program would enable a
department to undertake special measures targeted at Aboriginal persons with a view to
enhancing their career prospects with the department. Moreover, these s pecial measures
could include the possibility of the department considering Aboriginal persons exclusively
for some positions as a means of more rapidly increasing their representation. As of June
1998, there were sixteen employment equity programs.
One of the goals of the Aboriginal Workforce Participation Initiative is to break down
the barriers to employment of Aboriginal peoples. Thus, prior to submitting a proposal to
the PSC for an employment equity program, a department must ask itself suc h questions as:
- What efforts have been made in the past to increase the representation of Aboriginal
peoples through regular staffing, special recruitment and/or outreach initiatives?
- Have selection processes been reviewed to identify any systemic barriers that may be
hindering the advancement of Aboriginal persons; for example, have Aboriginal
peoples been screened out, in previous selection processes, early in the process as a
result of artificial barriers, such as elevated education or experience
requirements?
- Has labour market availability of Aboriginal peoples been a consideration when
establishing the area of selection for staffing actions and, if availability is limited,
has the department looked at enlarging its area of selection to attract more Aboriginal
candidates?
If all these measures have been taken and a representation problem still exists, there
may be justification for a departmental employment equity program.
In some instances, such as when a department is staffing a relatively small number of
positions, in one region or across the country, to address under-representation in an
occupational group(s), it may not be practical for a department to have its own PSEA
section 5.1 employment equity program. PSC Regional Offices can respond to ad hoc requests
by departments to make individual appointments of Aboriginal peoples on the department's
behalf, when justified.
Should you require additional information with respect to such programs, please contact
your local PSC Regional Office.
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