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Employment Equity

Longstanding Canadian Values

Inclusion, fairness and respect are important values that have shaped Canadian society. To ensure that we uphold these values and also achieve a strong and prosperous economy, we need to focus on removing barriers that restrict access to work, or that serve as obstacles in the workplace.

A Primer on Employment Equity

Employment Equity refers to the process of achieving equality for disadvantaged groups in all aspects of employment.

To achieve employment equity, employers must:

  • described in the Employment Equity Act: women, persons with disabilities, Aboriginal peoples, members of visible minorities;
  • remedy past discrimination in employment opportunities and prevent future barriers;
  • improve access and achieve appropriate representation in all occupations and at all levels for members of the four designated groups; and
  • implement an evergreen equity plan and foster a climate of equity in the organization.

A Brief History

Canadians have been active in implementing employment equity in the workplace since the 1950’s, when new employment statutes in most Canadian jurisdictions prohibited racial and religious discrimination and prescribed equal pay for male and female workers.

In 1983, the Royal Commission on Equality in Employment was established to address the lack of progress through voluntary affirmative action programs. In 1984, Judge Abella, the Commission’s chairperson, coined the term “employment equity”, and in 1995 Canada implemented the Employment Equity Act (EEA) to ensure fairness for all.

Equal Opportunity for All Workers

The objective of the EEA. is to eliminate barriers in the workplace so that no person is denied employment opportunities for reasons unrelated to ability. The act describes the obligations of employers to implement measures ensuring that the principle of fairness is applied consistently and completely.

The federal public sector, Crown corporations, federal contractors and federally regulated private sector employers − interprovincial and international transportation (air, rail, ports and trucking), communications, and banking are subject to the EEA. if they have more than 100 employees.

Each year, the Minister of Labour tables the Annual Report on Employment Equity − a report card on how some 500 employers are achieving a workforce representative of Canada’s diverse population.

Federal Goods and Services Contracts

Provincially regulated employers with a national workforce in Canada of 100 or more employees who receive federal government goods or services contracts of $200,000 or more are also subject to the EEA. As a condition for bidding on such large federal contracts, contractors are required to certify their commitment to employment equity. Once in receipt of a contract, employers must undertake the key steps required by the EEA. . If they do not comply, they may lose the right to bid on further federal government contracts of $25,000 or more.

Useful Tools

The Labour Program provides useful resources to help employers achieve their EEA. goals. These include workforce analysis and employment systems review tools, salary or clustering analysis templates, and good practices tips.

Employment equity begins and ends with each individual employer.

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Date Modified:
2011-10-04