Overview – 2009-2012 Employment Equity and Diversity Plan
The Agency aims to achieve a workforce that reflects labour market availability (LMA) and a work environment that is inclusive and respectful of individual differences.
LMA refers to the distribution of persons in the designated groups as a percentage of the total Canadian workforce. For Public Service purposes, availability is based only on Canadian citizens in those occupations in the Canadian workforce corresponding to the occupations in the Public Service.
The 2009-2012 Employment Equity and Diversity Plan sets out the targeted employment equity results, our commitments and the performance measurements for the next three years. To be able to build on our achievements and experience, the document reflects the main results arrived at through our 2005-2008 Employment Equity Plan.
Our thinking and interventions deal primarily with the recruitment, promotion and retention of designated group members, and we are all responsible for the tangible results we achieve.
Who are designated group members?
- Women
- Aboriginal peoples
- Persons with disabilities
- Visible minorities
What is the representation of designated group members at the Agency compared with labour market availability?
What types of commitments and performance measurements are included in the 2009-2012 Employment Equity and Diversity Plan?
- annual analysis of internal representation and distribution for all occupational categories
- review of human resource management policies and practices related to employment equity
- inclusion of targeted results in delegated managers’ performance agreements
- recruitment of designated group students and graduates
- promotion of development and networking activities intended for designated group employees
- personnel information and awareness activities
- etc.
What are the targeted results of the 2009-2012 Employment Equity and Diversity Plan?
Since the implementation of employment equity is based on a strong legislative framework, we have focussed on a plan based on the nine Canadian Human Rights Commission statutory requirements regarding the four designated groups. The figure opposite outlines these requirements and Agency targeted results.
Act requirements and targeted results
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Collection of workforce information
Targeted results:- Employee self-identification is voluntary.
- 80% of self-identification forms are returned.
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Workforce analysis
Targeted results:- Under-representation of designated group members is measured and gaps are closed.
- The share of recruitment, promotion and retention of designated group members is comparable to organizational average for all employees.
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Employment Systems Review
Targeted result:- Barriers to employment of designated group members are identified and eliminated.
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Employment Equity Plan
Targeted result:- Introduction of positive hiring, development and retention practices, as well as accommodation and sensitivity measures.
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Monitoring of progress
Targeted result:- Reasonable progress supports implementation of the Equity Plan.
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Review and revision of the Plan
Targeted result:- Reasonable progress supports implementation of the Equity Plan.
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Communication with employees
Targeted result:- All staff are kept regularly informed of employment equity initiatives.
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Consultation and collaboration with employee representatives
Targeted result:- Employee representatives contribute to implementing the Equity Plan.
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Maintenance of records
Targeted result:- Records are maintained in accordance with the Act.
