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Workplace Equality - An Overview

Reducing Barriers in the Workforce

Equal opportunity for all of Canada’s diverse population is essential to creating a motivated and innovative workforce in a 21st century economy.

Unfortunately, studies and surveys have confirmed that certain people are denied access to jobs, promotions or training because of unfair policies and practices in the workplace. Exclusion is not necessarily intentional, but it still produces a negative impact.

The Employment Equity Act, which is partly administered by the Human Resources and Skills Development Canada’s Labour Program, requires that the federal public service, Crown corporations, federal contractors and federally regulated private sector employers – in some of Canada’s key infrastructure sectors, such as communications, banking, and interprovincial and international transportation (including air, rail, ports and trucking) – identify and eliminate employment barriers for women, Aboriginal peoples, persons with disabilities and members of visible minorities.

Reducing barriers and increasing integration will help to achieve inclusive work environments, free from discrimination. To reach this goal, the Labour Program, including its nation-wide network of regional offices, provides a variety of tools and resources on topics such as employment and pay equity and the Racism-Free Workplace Strategy.

A Canada for All

The Racism-Free Workplace Strategy is part of the Government of Canada's Action Plan Against Racism. The Strategy aims at facilitating the integration of skilled members of visible minorities and Aboriginal peoples into Canadian workplaces. It acts as an outreach mechanism to make it easier for people to learn about best practices and success stories.

The Labour Program’s regional racism prevention officers bring employers together with representatives of visible minority and Aboriginal groups to work on innovative approaches to training, recruitment, retention and advancement. They also provide opportunities for dialogue, network-building and awareness of issues these groups are facing.

Equal Pay for Work of Equal Value

Pay equity helps achieve fairness in the workplace by ensuring that women and men are paid equal wages for work of equal value. It promotes the elimination of gender-based wage discrimination and helps employers meet their obligations under the Canadian Human Rights Act, the Equal Wages Guidelines, and Part III of the Canada Labour Code. Services include education workshops and seminars, compliance monitoring, and specialized mediation services.

Creating Opportunities

Many employers are introducing measures to make a difference and create workplaces that reflect the demographics of their sectors. For example, some employers have introduced a bridging program to increase the representation of women in middle and senior management. Female graduates are thus given the opportunity to work in challenging management positions. Other workplaces offer language or literacy training to help some workers qualify for better paying jobs.

Benefits for Everyone

Well-designed workplace employment equity, pay equity and racism-free policies and programs have a positive impact on individual Canadians by creating an 'even playing field' for all. They also benefit the Canadian economy by taking full advantage of the abilities and talents of all citizens.

"Every individual is equal before and under the law and has the right to the equal protection and equal benefit of the law without discrimination and, in particular, without discrimination based on race, national or ethnic origin, colour, religion, sex, age or mental or physical ability."

Section 15(1), Canadian Charter of Rights and Freedoms, 1982

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Date Modified:
2011-10-04