2013-2018 Employment Equity and Diversity Plan
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About this publication
Publication author : Canada Economic Development for Quebec regions
Collaborator : Human Resources Directorate
ISBN number : 2291-5508
Publish date : June 3, 2013
This report presents the Employment Equity and Diversity Plan of the Agency. It sets out employment equity targets, the Agency's commitments and performance measurements for the next five years.
Economic Development Agency of Canada for the Regions of Quebec
Dominion Square Building
1255 Peel Street, Suite 900
Montréal, Quebec H3B 2T9
The mission of the Agency is to promote the long-term economic development of the regions of Quebec by giving special attention to those where slow economic growth is prevalent or opportunities for productive employment are inadequate. In carrying out this mission, the Agency is committed to promoting cooperation and complementarity with Quebec and communities in Quebec.
Persons Responsible for Implementation of the Employment Equity Act
Guy Mc Kenzie
Vice-President, Policy and Communications
Executive Director, Corporate Services
Delegated managers are managers who exercise human resources and financial delegation powers and ensure program delivery.
Agency EE Coordinator
Pascale Haddad, Senior Advisor
Message from the Deputy Minister/President
I am pleased to present to you the 2013-2018 Employment Equity and Diversity Plan. The Agency
“should be proud of what it has accomplishedNote 1” since the last equity plan (2009-2012). I can tell you that I am, and I wish to thank each and every one of you for your precious collaboration.
The 2009-2012 Employment Equity and Diversity Plan allowed us, among other noteworthy results, to increase our internal representation of visible minorities. Indeed, thanks to your individual and collective efforts, the level of representation of visible minorities within the Agency today exceeds this population’s rate of availability in the workforce.
The Agency is considered
“to be a good EE employerNote 2” in that three of the four designated groups, namely women, Aboriginal persons, and visible minorities, are fully represented within our organization. Further progress still needs to be made, however, in the employment of persons with disabilities, whose level of representation remains below their availability rate in the workforce. The Agency also needs to keep a close eye on the representation of Aboriginal persons. It goes without saying that this new equity plan consolidates the positive practices that promote the improved representation of persons with disabilities and Aboriginal persons as well as the job maintenance of women and visible minoritiesNote 3.
The Agency has succeeded in creating a strong culture of human rights by fostering equality, dignity and respect in the workplace, a situation confirmed by the findings of the 2011 Public Service Employee Survey, among others. The 2013-2018 Employment Equity and Diversity Plan reaffirms our commitment to respecting these rights through a series of concrete measures, including celebration of Diversity Day, that serve to facilitate best-practice sharing and open dialogue among concerned stakeholders.
Employment equity and diversity is one of the Agency’s core values. This new action plan is the roadmap we will be following over the next five years to build on our achievements and to reach the goals that are essential to ensuring equal opportunity for all.
Guy Mc Kenzie
This plan outlines the means to be used between now and 2018 to attain the targeted results for employment equity (EE) and diversity. It answers the nine statutory requirements laid out by the Canadian Human Rights Commission (CHRC) with regard to the four designated groupsNote 4.
Canadian human rights commission statutory requirements
For each statutory requirement, the Plan sets out the:
- targeted results
- performance measures
- due date
Summary of targeted results
- Back to note 1 Employment Equity Status Report. Economic Development Agency of Canada for the Regions of Quebec. August 15, 2012. Canadian Human Rights Commission, 7 pages, p.7.
- Back to note 2 Ibid., p. 7.
- Back to note 3 See appendices 1 and 2 for an analysis of the Agency staff force from 2009 to 2012.
- Back to note 4 See Appendix 3 for a definition of the four designated groups.
Requirement 1 – Collection of workforce information
- Employee self-identification is voluntary.
- 80% of self-identification forms are returned by indeterminate and term employees.
- 70% of self-identification forms are returned by students.
Requirement 2 – Workforce analysis
- Representation of designated group members is comparable to their labour market availability rates.
- Representation of designated group members by occupational category and by employment group is measured and the gaps filled.
- Recruitment, promotion and job retention rates for designated group members are comparable to the Agency average for all employees.
Requirement 3 – Employment Systems Review
Requirement 4 – Employment Equity Plan – Positive practices
Positive practices are instituted for EE integration in management priorities, hiring, professional development, accommodation measures and diversity awareness.
Sub-requirement 4.1 – EE integration in management priorities
- Delegated managers facilitate implementation of the Equity Plan.
Sub-requirement 4.2 – Hiring
- Designated group members are recruited and retained.
Sub-requirement 4.3 – Professional development
- Designated group members are supported in their professional development.
Sub-requirement 4.4 – Accommodation measures
- Designated group members have access to reasonable accommodations.
Sub-requirement 4.5 – Employee awareness measures
- The workplace is inclusive and respectful.
Requirement 5 – Monitoring of progress
Requirement 6 – Review and revision of the Plan
- Reasonable progress is made in implementing the Equity Plan.
Requirement 7 – Communication with employees
- Staff is regularly informed of employment equity initiatives.
Requirement 8 – Consultation and collaboration with employee representatives
- Employee representatives contribute to implementation of the Equity Plan.
Requirement 9 – Maintenance of records
- Records are kept in accordance with the Act.
Representation of designated group membersNote 5 in the Agency as at March 31, 2010, 2011, and 2012, in relation to their labour market availability (in number of persons)
Representation gaps by occupational category of designated group members in the Agency as at March 31, 2012Note 6
|Occupational category||Women||Aboriginal peoples||Persons with disabilities||Visible minorities|
|Scientific and professional (EC, PG)||-1||-2||-3|
|Administration and foreign service (AS, CO, PG, CS, FI, IS, PE, PM)||-3|
|Administrative support (CR)||-2|
Employee self-identification form
(Confidential when completed)
This form is designed to collect information on the composition of the Public Service workforce to comply with legislation on employment equity and to facilitate the planning and implementation of employment equity activities. your response is voluntary and you may identify in more than one designated group.
The information you provide will be used in compiling statistics on employment equity in the federal Public Service. With your consent (see Box E), it may also be used by the employment equity co-ordinator of your department for human resource management purposes.This includes referral for training and developmental assignments and, in the case of persons with disabilities, facilitating appropriate accommodation in the workplace.
Employment equity information will be retained in the Employment Equity data Bank (EEdB) of the Treasury Board Secretariat and its confidentiality is protected under the Privacy Act.you have the right to review and correct infor- mation about yourself and can be assured that it will not be used for unautho-rised purposes.
Complete boxes A to E. In boxes B, C and d, refer to the definitions provided.
Sign and date the form and return it to your department’s EE coordinator.
Thank you for your cooperation
TBS/SCT 330-78 (Rev. 1999-02)
Given name and Initial
Department or Agency/Branch
Telephone # (office)
Personal Record Identifier (PRI)
B. A person with a disability...
has a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and
- considers himself/herself to be disadvantaged in employment by reason of that impairement;
- believes that an employer or potential employer is likely to consider him/her to be disadvantaged in employment by reason of that impairment,
- and includes persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace.
Are you a person with a disability?
Yes, check all that apply
11 Co-ordination or dexterity (difficulty using hands or arms, for example, grasping or handling a stapler or using a keyboard)
12 Mobility (difficulty moving around, for example, from one office to another or up and down stairs)
16 Blind or visual impairment (unable to see or difficulty seeing)
19 deaf or hard of hearing (unable to hear or difficulty hearing)
13 Speech impairment (unable to speak or difficulty speaking and being understood)
23 Other disability (including learning disabilities, developmental disabilities and all other types of disabilities)
(Please specify) ______________
C. An Aboriginal person...
...is a North American Indian or a member of a First Nation or who is Métis, or Inuit. North American Indians or members of a First Nation include status, treaty or registered Indians, as well as non-status and non-registered Indians.
Are you an Aboriginal person?
Yes, check the appropriate circle
03 North American Indian/First nation
D. A person in a visible minority...
...in Canada is someone (other than an Aboriginal person as defined in C above) who is non-white in colour/race, regardless of place of birth.
Are you in a visible group?
Yes, check the circle which best describes your visible minority group or origin
56 South Asian/East Indian (including Indian from India; Bangladeshi; Pakistani; East Indian from Guyana,Trinidad, East Africa; etc.)
58 Southeast Asian (including Burmese; Cambodian; Laotian; Thai; Vietnamese; etc.)
57 Non-White West Asian, north African or Arab (including Egyptian; Libyan; Lebanese; Iranian; etc.)
42 Non-White Latin American (including indigenous persons from Central and South America, etc.)
44 Person of Mixed Origin (with one parent in one of the visible minority groups listed above)
59 Other Visible Minority Group
(Please specify) ________________
99 The information in this form may be used for human resources management
- Back to note 5 Includes indeterminate employees and term employees of three months or more; does not include students, casual employees or employees on leave of absence without pay.
- Back to note 6 Gaps are based on labour market availability estimates taken from the 2006 Census and 2006 Participation and Activity Limitation Survey (PALS).
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