Some Statistics
In Canada,
- Visible minorities make up 13.4% of the Canadian population as of 2001 (up from roughly 5% in 1981)
- Visible minorities make up 12.6% of the working Canadian working population (up from 6.3% in 1986)
- Visible minorities (when aboriginal Canadians are excluded) are better educated than the rest of Canada
- Visible minorities experience lower rates of employment holding education constant
- Only 29% of Canadian-born visible minorities with university degrees are in the top income quintile (vs. 38% of Canadian-born, non-VM)
In the Federal Public Service,
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Visible minorities make up 7.4% of federal public service
- Only 4.2% of EX category positions
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Visible minorities are "clustered" in the science and technology community
- 24% of all visible minority employees are in these occupational groups, vs. 10% of the entire public service
Best Practices for Management
Corporate Culture vs. "Getting the Numbers Up"
- Dedicating to a change in corporate culture is insufficient if there are not obvious positive results
- The more visible minorities are present, the more welcoming the corporate culture
- Change in corporate culture must move in concert with increasing numbers of visible minorities
Ten practical steps to making a difference:
- Determine how you can help achieve the goals identified in your department's equity plan
- Use existing employment equity programs and tools
- Review statement of qualifications before posting jobs
- Do not screen out candidates with foreign credentials
- Increase participation of visible minorities on selection boards
- Provide visible minorities with full access to training and career development opportunities
- Access inventories of candidates self-identified as visible minorities
- Make your staff part of the solution
- Welcome and support new employees
- Create a positive work culture – lead by example
Things to avoid asking during an interview:
- "Where are you from?" or "Were you born in Canada?"
- "Will you need time off for religious holidays?"
Some practical steps:
- Training in communication (learning interactions that are acceptable are respectful between different ethno-cultural communities)
- Encourage support networks
- Distribute multicultural calendars to avoid booking meetings during non-Christian religious holidays
- Dedicate space for cultural needs (a prayer room, for example)
- Encourage employees to attend office multicultural events
- File a complaint with the Canadian Human Rights Commission
- File a grievance (after the Public Service Modernization Act has been implemented)
- File an internal harassment complaint
- Ask the Public Service Commission to investigate (if the matter relates to staffing)