OTTAWA, ONTARIO--(Marketwire - August 11, 2010) - "I have a hard time understanding how in 24 hours, a single complaint can result in the recall of two important federal ministers from their parliamentary holidays, and in calling into question 40 years of employment equity work and the acknowledgment of diversity," says Gary Corbett, President of the Professional Institute of the Public Service of Canada (PIPSC). "If I were in Minister Day's shoes, I would instead be challenging the directive that allowed a computer to determine the fate of a person trying to apply for a job in the public service. Strict criteria and competence-based assessments are still essential components of every screening process."
The precipitous announcement by Ministers Day and Kenney about reviewing federal equity provisions and practices sparked indignation amongst many government employees represented by the Professional Institute, and resulted in serious concerns on the part of the union.
Added Corbett , "It is my duty to speak for all my members designated under the Employment Equity Act, namely women, Aboriginal peoples, visible minorities and persons with disabilities, all of whom once again feel discriminated against, even belittled, by this announcement! These professionals, who dedicate their lives to the public good of all Canadians, are fully qualified and competent and it was first and foremost on this basis that they accepted a position in the public service. In the wording of this announcement, Minister Kenney casts doubts on the merit principle and on the qualifications of these professional public service employees. It is simply odious, and all it does is encourage prejudice! We urge him to apologize to all public employees in the affected communities and from this day forward to show pride in, and support for, all members of the public service."
From the outset, the wording of the Employment Equity Act clearly states its intent: "The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by women, aboriginal peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences."
Contrary to the Ministers' interpretation, the Act does not require discrimination in the staffing of positions. According to Section 5: "Every employer shall implement employment equity by (a) identifying and eliminating employment barriers against persons in designated groups that result from the employer's employment systems, policies and practices that are not authorized by law; and (b) instituting such positive policies and practices and making such reasonable accommodations as will ensure that persons in designated groups achieve a degree of representation in each occupational group in the employer's workforce that reflects their representation in […]"
The Ministers' announcement also implies that employment equity is a done deal. Yet, though the Treasury Board's most recent annual report on this matter(1) points to encouraging signs in this respect, it clearly states that visible minority targets are far from being achieved. The report published this past June 16 by the Standing Senate Committee on Human Rights(2) shares this view, but also raises the issues of poorer performance in target group representation amongst the upper echelons, representation being concentrated in certain departments, discrimination in the workplace, etc.
The Institute feels that as the legislator and as Canada's largest employer, the federal government must send a clear signal to private companies that must also comply with Canadian equity objectives. The government needs to practice what it preaches and lead by example.
The Institute eagerly awaits the next sitting of the House of Commons and the resumption of the work of Parliament so that all key players can together define the next phases of Canadian employment equity through an open, transparent and democratic process.
The Professional Institute of the Public Service of Canada represents some 59,000 professionals across Canada's public sector.
NOTES:
(1) Employment Equity in the Public Service of Canada 2008-2009, Treasury Board of Canada Secretariat, March 2010, http://www.tbs-sct.gc.ca/reports-rapports/ee/2008-2009/eetb-eng.asp
(2) Reflecting the Changing Face of Canada: Employment Equity in the Public Service of Canada, Standing Senate Committee on Human Rights, June 16, 2010, http://www.parl.gc.ca/40/3/parlbus/commbus/senate/Com-e/huma-e/subsitejun10-e/report_home-e.htm