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RESPONSES TO SPECIFIC QUESTIONS

Question 2: How does your Government evaluate the effectiveness of its policies and practices aimed at eliminating all forms of racial discrimination and at promoting understanding, tolerance and friendship among nations and racial or ethnic groups?

1. Government of Canada

Treasury Board of Canada

Progress is being made towards achieving a representative federal Public Service.

As required under the Employment Equity Act, the federal Public Service is working to correct the conditions of disadvantage in employment by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences.

To learn more about the challenges and obstacles to future progress a Task Force on the Participation of Visible Minorities in the Federal Public Service was created and given a mandate to develop an action plan aimed at improving the participation of visible minorities in the federal public service. Also, A Task Force on an Inclusive Public Service was created to advise on how we can achieve a federal Public Service which is representative of the population it serves and of the Canadian labour force.

At the same time, the Government of Canada is actively working towards establishing a workforce of qualified employees that reflects the diversity of Canadian society. This is accomplished by ensuring equal access to job opportunities by eliminating employment barriers and correcting the conditions that have historically impeded the equitable participation and distribution of persons in the designated groups - women, persons with disabilities, Aboriginal peoples and members of a visible minority.

Health Canada

Health Canada (HC) has made significant progress during the period of the Employment Equity Plan for 1998-1999. There has been a commitment to employment equity from all levels and areas of the Department. This commitment has translated into an increase in the departmental representation rates for designated group members. As of March 31, 1999, Health Canada's designated group representation is as follows:

• Members of a visible minority group: 9.2%
• Aboriginal peoples: 7.4%
• Persons with a disability: 5.3%
• Women: 66%
• Total HC population: 6067

Health Canada conducted its demographis survey to determine the composition of its workforce. Strategic communication initiatives used throughout the Campaign, and the quality of the information provided to managers and employees resulted in a very high return rate of questionnaires: 94%. The implementation of the Demographic Survey resulted in an overall increase of representation for each designated group and raised the awareness level of employees with regards to employment equity.

The Department conducted its Workforce Analysis (WFA) to indicate the degree of under representation of designated group members in each occupational group and category. This information is reviewed twice annually and presented to senior management for the revision of goals set out in the Branch/Region Multi-Year Employment Equity Plan (MYEEP).

Health Canada conducted its Employment Systems Review (ESR) to identify barriers to the development, and advancement of career opportunities of designated group members in the organization which resulted in the identification of seventy-one recommendations to eliminate employment barriers. Twenty-one have either been completed or are underway, eleven fall under the responsibility of the Public Service Commission or the Treasury Board Secretariat. The remaining thirty-nine recommendations will be incorporated into the MYEEP once prioritized and approved by senior management.

A 1998-2001 MYEEP has been developed to ensure the Department's compliance with the new Employment Equity Act. Each Branch/Region of HC has prepared an Employment Equity Plan (EEP) in support of the overall departmental plan. The goals outlines in each plan were based on extensive departmental workforce analysis that reflected areas of under-representation by occupational categories for the four designated groups. All Assistant Deputy Ministers and Regional Directors General are accountable with regards to employment equity within their respective Branch/Region.

La Relève Management Development Program was launched in June 1998 and is aimed at developing a diversified, highly trained and competent management cadre for the Department. This developmental program was opened to Scientific and Professional staff; the category where most visible minority employees are concentrated. It also aims to contribute to achieving an equitable representation of designated group members.

The creation of The National Mentoring Award Program approved in January 1999 recognizes and honours those HC employees who demonstrate excellence in their mentoring relationships whether formal or informal. One of the criteria for the selection of recipients of this award is the mentor's sensitivity to diversity.

In 1998-99, HC provided Leading Diverse Workteams and Building Diverse Workteams training to approximately 4,000 managers and employees. This training equipped managers with practical tools and techniques to build their workteam, while providing employees with a forum on valuing diversity. This training has resulted in the implementation of Branch/Region Codes of Conduct for creating a positive and harassment-free work environment.

Health Canada developed a Diversity Newsletter to be published twice a year as an insert in the departmental newsletter Intracom. This newsletter will enable employees to celebrate diversity together and share their experiences. It will include articles written by employees on special events, personal stories, best practices, etc.

The Deputy Minister's Award for Diversity Management recognized in 1998-99, senior managers who demonstrated commitment and dedication to HC's goals by successful best practices, initiatives and results in the implementation of diversity management.

In support of diversity and employment equity, the Multiculturalism and Interfaith Calendar for 1999 was prepared with the participation of nine federal departments and non-federal organizations including HC who was a major contributor. The calendar encourages understanding about multiculturalism, by identifying relevant religious and non-religious commemorations from different cultures. HC distributed a total of 3,500 calendars throughout the Department.

Solicitor General Canada - Royal Canadian Mounted Police

Policies within the Royal Canadian Mounted Policy (RCMP) are continually being revised and updated to address identified weaknesses. Under the Employment Equity Act, there exists a monitoring of the improvement of employees' situations in the workplace, so that no individuals or groups are excluded during the hiring, promotion and training processes. The RCMP, as a visible organization, is always under public scrutiny. There also exists monitoring through external committees such as the Commissioner's Advisory Committee for Visible Minorities (CACVM) and the Commissioner's National Aboriginal Advisory Committee (CNAAC). It is also noted that the number of complaints filed against the RCMP with the Canadian Human Rights Commission has remained relatively low, a positive indicator that the RCMP remains highly effective in promoting and protecting human rights.

Following are two examples which demonstrate the RCMP's active promotion of understanding, tolerance and friendship among nations and racial or ethnic groups:

• The Community Constable Program currently being undertaken in Cole Harbour, Nova Scotia, in which black citizens have become par and parcel of RCMP community policing efforts. This was created to help alleviate racial tensions in the area and to promote a climate of trust between the black community and the police.

• The secondment of an RCMP member to the Athabasca Tribal Council (Alberta) with the aim of building bridges and sensitivity to minimize the cultural gap between the Aboriginal community and the justice community.

2. Provincial and Territorial Governments

Prince Edward Island

The evaluation of programs in this area is difficult and can only be done objectively through surveys and sampling of attitudes. The level of compliance with the laws can be assessed on the basis of convictions or complaints, but this is not an adequate measure.

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