Canada’s Legal Framework for Diversity

1. Metropolis British ColumbiaRacism in the WorkplaceChallenges Facing Visible Minoritiesin the Workplace: An OverviewDebbie Nider, Racism Prevention Officer Racism-Free Workplace Strategy Labour Program, Pacific North West Region

2. Canada’s Legal Framework for Diversity 1947 – Canadian Citizenship Act 1948 – International Convention on the Prevention and Punishment of the Crime of Genocide (Canadian ratification in 1952) & Universal Declaration of Human Rights 1958 – International Convention concerning Discrimination in Respect of Employment and Occupation (Canadian ratification in 1964) 1960 – Canadian Bill of Rights 1963 – Establishment of the Royal Commission on Bilingualism and Biculturalism 1965 – International Convention on the Elimination of All Forms of Racial Discrimination (Canadian ratification in 1970) 1969 – Official Languages Act 1971 – Canada’s Multiculturalism Policy

3. Canada’s Legal Framework for Diversity 1976 – Immigration Act 1977 – Canadian Human Rights Act 1979 – Convention on the Elimination of All forms of Discrimination against Women (Canadian ratification in 1981) 1982 – Canadian Charter of Rights and Freedoms 1984 – Special Parliamentary Committee Report, Equality Now, calls for a multiculturalism act 1985 – Equality Rights article (Section 15) of the Cdn. Charter of Rights and Freedoms enters into force 1986 – Employment Equity Act 1988 – Canadian Multiculturalism Act 1990 – Canadian Race Relations Foundation Act

4. Racism Free Workplace Strategy Part of the “Canada’sAction Plan Against Racism” Canadian Heritage Justice Canada Citizenship & ImmigrationCanada HRSDC – Labour Program Racism Free Workplace Strategy Remove employment barriers and promote the upward mobility of Visible Minorities and Aboriginal Peoples 8 RPOs - Vancouver, Calgary, Winnipeg, Toronto, Montréal & Halifax

5. RPO Role – Who We Work With Employers within the: Federal Contractors Program (FCP) & Legislated Employment Equity Program (LEEP) Workplace Equity Officers& Workplace Equity Technical Advisors Stakeholder organizations such as: Visible Minority & Aboriginal Communities Federal, Provincial, Municipal and Territorial Governments Federal & Provincial Human Rights Commissions Unions

6. Challenges Facing Visible Minorities in the Workplace • Recognition of credentials and experience • Lack of money, lack of computer skills, loss of self-confidence, lack of space in daycare centres • Language – lack of French and/or English skills • Cultural barriers – lack of information about the labour market and its rules • Systemic obstacles • Discrimination and racism

7. Racism • Any action, policy, practice or behaviour which is detrimental to a person or group of persons, which limits or denies a person or group of persons opportunities, privileges, roles or rewards based on race.

8. Stereotyping in the Workplace and Impacts on Visible Minorities Stereotypes are: • Generalizations used to distinguish a group • Typically exaggerated or oversimplified descriptions • Often offensive • The foundation of prejudice and discrimination • ‘Positive’ and ‘Negative’

9. Barriers to Inclusion: Interviewing and Non-Verbal Differences / “Body Language”

10. CHRC Prohibited Grounds • Race • National or Ethnic Origin • Colour • Age • Sexual Orientation • Marital Status • Sex (including pregnancy) • Religion • Disability • Family Status • Pardoned Conviction

11. Demographics: Visible Minorities 2006 Census • Canada’s total population = 31,241,030 • Visible Minorities accounted for 16.2% of Canada’s total population = 5,068,100 • The Visible Minority population increased 5 times faster than the growth rate of the total population • This trend is expected to continue well into 2017 • Growth in Visible Minority population due to newcomers to Canada

12. Demographics Visible Minorities con’t.. • Chinese and Blacks are respectively the 2nd and 3rd largest Visible Minority groups (South Asians are #1). • 96% of Visible Minority population live in a CMA (census metropolitan area) • More than half of the Visible Minority workforce are concentrated in ON (54%), BC (20%), QC (12%) • Visible Minorities are younger than the total population. 46.5% are at the working age of 25-54.

13. Demographics Visible Minorities (con’t) • By the year 2011, immigration will be the sole source of net labour force growth, and almost 90% of these immigrants will be visible minorities It is projected that by the year 2017: • One Canadian in five could be a Visible Minority person • Half of the population in Toronto and Vancouver may be Visible Minorities

14. BC Visible Minority Population (Statistics Canada – Census 2006)

15. Projections 2031: from “Projections of the diversity of the Canadian population, 2006-2031”, Statscan • Between 29%-32% of the population could belong to a visible minority group as defined in the Employment Equity Act • Vast majority (96%) of people belonging to a visible minority group would continue to live in one of the 33 census metropolitan areas • By 2031: Visible minority groups would comprise • 63% of Toronto • 59% of Vancouver • 38% of Calgary • 31% of Montreal

16. Projections 2031: from a Leger Marketing Poll done for the Association for Canadian Studies • Prediction – by 2031 one in three Canadians will belong to a visible minority group and • One person in 4 will be foreign-born • The Abbotsford-Mission region is predicted to rank 3rd most visibly diverse market (39% of the population) after Toronto and Vancouver, slightly more than Calgary (38%)

17. RFWS Tools and Resources:Training Workshops • Building A Business Case for Racial Diversity • Introduction to Diversity • Building Inclusive Workplaces • Diversity in the Canadian Workplace: Experiences of Visible Minorities • Work for All: Stop Racism In the Workplace – an NFB program • Inclusive Recruitment Strategies & Interviewing Techniques • Duty to Accommodate

18. Debbie Nider Racism Prevention Officer Racism Free Workplace Strategy Email: Debbie.nider@labour-travail.gc.ca Phone:604-872-4384 Ext. 783 Thank you!