employment equity: taking action

Employment Equity: Taking Action

HaR

health and racism working group

Table of Contents

D e s i g n e d b y : I f h t i a H a q u e

Introduction 4Employment Equity Understood 5Racialized Poverty Understood 6Talking Through Employment Equity: A How-To Guide 7Primer: Taking Action on Employment Equity 10

Focus on Peel 12Peel Based Resources 14Background and Books & Articles 15Appendices 16 Employment Equity Fact Sheet (Colour of Poverty, 2009) Pizza Location Activity Sheet

2012Health and Racism Working Group (HaR)

c/o East Mississauga Community Health Centre

2555 Dixie Road, Unit 7Mississauga, ON, L4Y 4C4p: (905) 602 4082 x 453

e: [email protected]: healthandracism.blogspot.com

R e p o r t w r i t t e n a n d c o m p i l e d b y A n u R a d h a V e r m a ( C o o r d i n a t o r , H e a l t h a n d R a c i s m W o r k i n g G r o u p )

Introduction

Acknowledgements

4 | Employment Equity: Taking Action Employment Equity: Taking Action | 5

Employment EquityUnderstood

Since the 1980s, employment equity as a strategy has taken up a varying amount of space in venues as disparate as political agendas, anti-racism

training manuals, union strategy documents, and the media. It has been, at times, a polarizing issue. The structural inequities that employment equity seeks to address have always demanded attention and action. Since 2009, the Health and Racism Working Group (HaR) has been engaged in employment equity work. This is a natural fit given our strong interest in anti-racist work, and the overwhelming increase in racialized poverty.

Since 2009, HaR has been the local lead for the Colour of Poverty - Colour of Change, and has had a formal mandate to engage community members and social service providers. During workshops and forums, it became clear that that the parallel (and connected) conversations of racialized poverty and employment equity were much needed in Mississauga. Community members detailed their own struggles demanding fairness in their place of employment, social service workers described the conversations as ones that they would otherwise not be able to have – action is needed, they all said. This toolkit, Employment Equity: Taking Action, provides a framework for doing employment equity work as well as hands-on tools for this work. It is informed by research, the experience of facilitating workshops, and with a broader understanding of the specifics of doing employment equity work in Peel, a place with highly concentrated racialized communities, (in)visible poverty, and a growing awareness of workers’ rights and workplace cultures. “Diversity” is a word commonly used across Peel to talk about representation, inclusion and equity-informed efforts. Employment equity is used less frequently. Anti-racism used even less. It is the hope of the Health and Racism Working Group (HaR) that this booklet will create space for dialogue and conversation amongst individuals and organizations who are interested in deep change. Within these pages, the reader will find introductions on employment equity as well as on racialized poverty, providing an overview of these concepts and their use. Following that is a how-to guide on engaging in conversations about employment equity, as used by HaR’s Employment Equity Advocates in 2010-2011. In the centre of this toolkit is a unique primer tool that can be used by community members, workers, organizations/institutions, and elected officials. This toolkit also provides background research on poverty in Peel. One of our members had the fortune of interviewing Motilall Sarjoo, the current President of the Brampton-Mississauga District Labour Council, and that interview is published here for the first time. In the Appendix, you will find the well-written two-page handout on employment equity compiled by Colour of Poverty - Colour of Change, as well as an example of a practical tool to use when facilitating workshops that discuss power, privilege and social location.

“The Commission … propose[s] that a new term, “employment equity”, be adopted to describe programs of positive remedy for discrimination in the Canadian workplace.”

--Equality in Employment: A Royal Commission, led by Justice Rosalie Abella, 1984 (page 7)In June 1983, the federal government announced the

Commission on Equality in Employment, which would “explore the most efficient, effective, and equitable means

of promoting equality in employment for four groups: women, native people, disabled persons, and visible minorities.”1 The Commission was looking specifically at practices of 11 designated crown and government-owned corporations. It did outreach to individuals and organizations, inviting submissions. 274 written submissions were received, along with hundreds of letters and documents. Meetings were held with various groups and over 1,000 people attended meetings across the country. Advisers from academia, business, labour, government and the public were consulted. The Commissions spoke with the CEOs from the 11 crown and government-owned corporations. Research was compiled, in areas as diverse as history, philosophy, education and economics. By October 1984, all of this work resulted in the Report of the Commission on Equality in Employment. This extensive report, easily available online even today, defines key terms that anti-racist advocates and activists (among others) have struggled with, or against, in the decades since.

Employment Equity: this term, proposed by the Commission, refers to “programs of positive remedy for discrimination in the Canadian workplace”2 to “ensure access without discrimination both to the available opportunities and to the possibility of their realization.”3

Visible Minorities: this term, defined by the Report, refers to “persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour.”4

Broadly speaking, employment equity is a strategy. While there is a federal Employment Equity Act, it applies only to federally-regulated industries, and has been under attack in

the last several years. Provincially, there was an employment equity act in Ontario briefly (proclaimed into law in 1994) – but was repealed swiftly in 1995 with An Act to Repeal Job Quotas and to Restore Merit-based Employment Practices in Ontario. The short-lived Ontario act applied much more broadly, and included industries beyond those that are provincially-regulated.The key aspects of employment equity are• Numerical Representation

Numerical representation traditionally refers to the four designated groups identified in the federal Employment Equity Act, i.e. women, Aboriginal peoples, “visible minorities,” and people with disabilities. Numerical representation must not be a generic calculation, but rather a thoughtful reflection on the workplace (at all levels) and a consideration of the demographics of the community at-large.

• Workplace environment The workplace environment or culture is a key area of change to ensure the training, retention and promotion is informed by equity principles. Workplace culture is often defined by policy changes, the human resources and administrative structures in place, as well as the increased availability to access opportunities, especially for marginalized communities. The goals of employment equity are • Eliminate employment barriers• Build more transparent and accountable hiring plans

and structures• Improve access and distribution of opportunities to all

groups • Create a culture of equity and inclusion in the workplace

How to address the question “Does Employment Equity lead to hiring unqualified people?”

No, the expectations around merit are maintained, i.e. employment equity encourages the selection, hiring, training, promotion and retention of qualified but more diverse individuals. Starting from the recognition that certain groups face marginalization at various levels, including employment opportunities, employment equity provides a strategy to address both systemic and individual discrimination. In an all-candidates debate during the municipal election of 2010, a question put forward by the Health and Racism Working Group: “How will you ensure that the diversity of Canada’s population – 50% of Peel’s population is racialized – is reflected in civil service and in private business?” was answered by candidates with a note about ensuring those who were qualified were hired. Without a full understanding of employment equity (or systemic discrimination), the issue of merit is raised again and again.

1 Report on Equality in Employment, 1984, page v2 Report on Equality in Employment, 1984, page 73 Report on Equality in Employment, 1984, page 104 Employment Equity Act, 1986

Employment Equity: Taking Action would not be possible without the great work of the Employment Equity Advocates, Wariri Muhungi and Devi Mohabir, who took up the task of engaging workers and community members from across Peel in 2010-2011. This work was not without its challenges. Thank you to Jaspreet Brar, who during her student placement with the East Mississauga Community Health Centre in 2011, compiled research on poverty in Peel for the purposes of this work. The financial resources for this toolkit as well as so much of the employment equity work HaR has done since 2010 is possible only because of funding received by Colour of Poverty - Colour of Change from the Ontario Trillium Foundation. We are thankful to Salimah Valiani and Anita Khanna who shared resources. We express much gratitude to HaR members, current and past, who have time and time again been a part of difficult conversations about race, racism, racialization, poverty, equity and workplace practices. This toolkit is dedicated to all those who have fought against structural inequities in Peel.

Racialized PovertyUnderstood

Talking Through EmploymentEquity: A How-to Guide

In 2010-2011, two Employment Equity Advocates working with the Health and Racism Working Group (HaR) facilitated a number of employment equity workshops in various locations in

Mississauga. This how-to guide will lead you through their workshop facilitation.


Grace-Edward Galabuzi states that the racialization of poverty “refers to the persistent disproportionate exposure to low income experienced by racialized

groups and Aboriginal peoples in Canada.” In his 2006 book, Canada’s Economic Apartheid: The Social Exclusion of Racialized Groups in the New Century, Galabuzi detailed the ways in which systemic discrimination and racial marginalization have resulted (and continue to result) in the percentage of racialized groups amongst the poor (over-representation), as well as a significant proportion of racialized communities experiencing poverty (intensity).

According to the Colour of Poverty – Colour of Change,“Racialized communities experience ongoing, disproportionate levels of poverty. In other words, people from ethno-racial minority groups (communities of colour) are more likely to fall below the LICO [Low Income Cut Off] and to have related problems like poor health, lower education, and fewer job opportunities, than those from European backgrounds. While it is possible for anyone to experience low income and reduced opportunities, individual and systemic racism plays a large role in creating such problems. Discrimination means that they are less likely

to get jobs when equally qualified and are likely to make less income than their white peers. It means they are more likely to live and work in poor conditions, to have less access to healthcare, and to be victims of police violence.” 5

Statistics show that the levels of poverty amongst racialized groups have increased by 361% from 1980 to 2000, while rates amongst non-racialized communities have decreased. There is data to show that even when members of racialized communities possess a university education, they are still less likely than non-racialized groups to have incomes in the top 20% of the income scale. For foreign-born racialized communities, racial discrimination is compounded by the challenge of having credentials recognized.

Many studies outline the connections between income levels and health (including psychological stress). According to Orpana, Lemyre and Gravel, low income men are 58% more likely to become distressed than higher income men, and low income women 25% more likely than higher income women (2009).

“The Commission … propose[s] that a new term, “employment equity”, be adopted to describe programs of positive remedy for discrimination in the Canadian workplace.”

--Equality in Employment: A Royal Commission, led by Justice Rosalie Abella, 1984 (page 7)

5 Analyzing Race and Intersecting Oppressions, 2010.

Preparation

• Training session run by Colour of Poverty - Colour of Change was attended, where data was discussed, strategies to take up (employment equity being one, disaggregated data being the other) were explored and an intersectional approach was utilized

• Local statistics on racialized poverty in Peel were compiled (see Focus on Peel section

• Research on employment equity was compiled (see Employment Equity Understood section

• Information interviews (informal and formal) were conducted with various individuals working in areas connected to employment equity in Peel

Logistics and Outreach

The Employment Equity Advocates prioritized holding workshops and forums in accessible locations, understanding accessibility to include: • Accessibility for individuals with a wide range

of mobility needs • Public transit accessible • Refreshments provided at each session

(which were several hours in length)

Outreach efforts included an array of methods, such as utilizing online listservs, posting on various websites, engaging in social media, flyering/postering in public locations and in offices of social service agencies, and direct outreach to community organizations that might have staff or clients who would like to attend.

Pizza Location Activity

Using the metaphor of a pizza, this activity asks participants to think about their social location using an intersectional analysis. Few of us are all privilege, or all marginalization. With the various slices representing aspects of our lived reality, participants can reflect on their experiences of privilege and marginalization. In the end, a complex pizza is a snapshot for a current reality. See Appendix 2 for a copy of the pizza one-pager

Adaptations:• Use other culturally-specific food items, e.g. pita with falafel or shawarma in the middle; naan with spicy

vegetables in the middle; injera with stewed chicken in the middle.• Provide participants with multiple sheets so they can track how they identify/experience their social

locations on one sheet, and how others view them on another. • Provide multiple sheets so that participants can revisit the pizza in a number of months (or years) as

some aspects can change dramatically.

Pres

enta

tion

at W

orks

hops

/For

ums 1. Objective

Employment Equity Advocates are working to • Raise awareness about employment

equity issues• Facilitate community engagement

including workshops, events and meetings around racial equity and racial justice issues in Mississauga

• Support the community in integrating Employment Equity practices in their respective environments

• Create more platforms and spaces to share best practices and learn from each other

2. Agenda for the Day

• Ice breaker and Introductions• Group Agreements• Sociometric Activity• Presentation• Break • Pizza Location Activity• Presentation continued• Energizer• What’s Happening in Peel • Let’s Work Together • Debrief/Q&A • Closing

3. Colour of Poverty – Colour of Change Campaign • Provincial campaign • Produced a documentary and a set

of fact sheets to bring awareness of the racialization of poverty

• Conducted workshops across the province with local communities to educate and consult around priority issues

• Health and Racism Working Group hosted 2 workshops in Mississauga

• Priority issues identified by local communities across the province: employment and data collection

4. Sociometric Activity

Listen to the statements in regards to Employment Equity (some realities, some myths) and move in different parts of the room according to your understanding/belief of the statement. The room is divided into “Agree”, “Disagree”, and “Not Sure”.

5. What is Employment Equity

• A systemic approach to identifying and eradicating barriers to discrimination

• It has 2 main components1. Numerical Representation: comparing the diversity of the workforce in a particular organization with the diversity of the local population, trying to ensure that they are comparable 2. Workplace Environment (accessibility/culture/religion/spirituality): evaluating policies and practices to ensure that they do not create barriers for particular groups (i.e. racialized people, LGBTTIQQ2S people, women, persons with disAbilities, Indigenous people and youth)

6. Goals of EmploymentEquity

• Eliminate employment barriers• Build more transparent and

accountable hiring plans and structures

• Improve access and distribution of opportunities to all groups

• Create a culture of equity and inclusion in the workplace

7. Pizza Location Activity

• Locate yourself by marking on the pizza that is drawn on the flipchart

• Each slice of the pizza represents aspects of one’s socio-political location (race, class, ability, age, sexual orientation, etc.)

• You are not supposed to take more than 30 seconds to do this

8. History of Employment Equity

• Term “Employment Equity” coined by Justice Rosalie Abella in 1984

• In 1986, the Federal Employment Equity Act was first enacted

• In Ontario, there was a provincial Employment Equity Act, but it was killed by Mike Harris through the “Repeal of the Job Quota Act”

• In 2007, Statistics Canada identified that within the first four years of arriving in Canada, the greatest difficulty for new immigrants is finding an adequate job

9. Why Do We Need Employment Equity?

• Many groups in Canada have long experienced discrimination or faced barriers in the labour market. First Nations people, newcomers, people of colour, women and people with disabilities are still falling behind in terms of job selection, training opportunities, promotion and job retention.

• Between 1980 and 2000, the poverty rate for racialized groups increased by 361% while poverty rate for non-racialized groups decreased by 28%.

• Racialized people are much more likely to be unemployed than those of European backgrounds. For Arab, West Asian, South Asian and African women in Toronto, the unemployment rate is well over twice that of European women.

• First Peoples wage gaps are not improving: the median income of First Nations, Inuit and Metis people in 2005 was $15,517, about $11,000 lower than the figure for non-Aboriginal population.

• The highest unemployment rates can be found among Canadian-born men of colour (11.5%) and immigrant women of colour (10%)

10. What’s Happening in Peel?

• Where would you like to start in stimulating employment equity in Peel?

• What can you tell us about employment equity in your organization?

• Examples of employment equity practices in Peel?

• Examples of employment inequity practices in Peel?

11. What’s Next? Let’s Work Together

• Continuing the momentum?• Set up a council/coordinating

group/caucus?• Create more educational

opportunities? • Launching a project with key

officials and media?

Facilitation Tool 2:Group Agreements

Facilitation Tool 3:Icebreak & Energizers

Icebreakers are activities designed to build trust and rapport amongst group members, and are a useful tool at the beginning of any workshop or session. Energizers work similarly, but may be less focused on group trust-building and instead work to re-energize the group, particularly after a break or lunch, when energy levels naturally go down. There are thousands of icebreakers and energizers to choose from – if you are interested in talking through which ones may work for a workshop on employment equity, please email [email protected].

Facilitation Tool 1:Sociometrics Activities

Encouraged by the concept of sociometry (developed by psychosociologist Jacob Levy Moreno in the 1930s), Sociometrics activities are an engaging tool to use in groups, to gauge the level of awareness on any particular issue, and for group members to self-reflect and also see who is in the room. This application of sociometry involves using one’s body to indicate an answer to a question. In the Employment Equity workshops/forums, participants were asked to move around the room to respond to statements. They could move to areas marked as “Agree”, “Disagree”, and “Not Sure”. Statements included

• Employment equity means treating everyone the same • Employment equity is “reverse discrimination” • Employment equity threatens the seniority principle • Employment equity is all about quotas• Employment equity means hiring unqualified people


Many workshop facilitators use Group Agreements as a way of setting intentions for the group for that day/session/series, and while the Employment Equity workshops/forums were one-off sessions, Group Agreements were a useful tool. There are varied ways to approach this tool, though we encourage a collaborative Group Agreement process where participants generate much of the list themselves (i.e. facilitators do not come in with an already-established list).

workers

explore• take the time to understand racialized

poverty and employment equity as they impact your workplace and your surrounding community

• find the connections to your own workplace

• build your capacity to be in solidarity with your peers from communities you do not belong to

EXAMPLES: attend a Peel Poverty Action Group meeting; reflect on the various workplaces or institutional environments you may have been in

organizations& institutions

explore• take the time to understand

racialized poverty and employment equity as they impact your workplace and your surrounding community

• find the connections to your own workplace

• build your organization’s capacity to have an intersectional and deep understanding of marginalization and equity

EXAMPLES: if you are a service-providing organization, reflect on clients’ feedback received in past surveys; familiarize yourself with the community where your organization is operating

electedofficials

explore• take the time to understand racialized

poverty and employment equity as they impact your community

• find the connections to your own community

• build your community’s capacity for solidarity (i.e. connecting residents from various communities for the purposes of discussing equity)

EXAMPLE: spend time reviewing disaggregated data for your ward or riding; if disaggregated data is unavailable, advocate for its collection

(re)examine• notice the representation and culture

of your own workplace• ask questions of your workplace,

including of human resources and administration

• reflect on the privilege or marginalization you may have experienced yourself

EXAMPLES: think about the public image of your workplace versus your daily experience; speak to your peers about employment equity, if appropriate and safe


of your workplaces • undergo policy and practices review • ask questions of your staff at various

levels• ask staff to reflect on the privilege or

marginalization they may experienceEXAMPLES: do an inventory of staff (especially management), considering if there is diverse representation; look at other organizations in your industry that already have a good track-record on equity and inclusion

(re)examine• Notice who is working in your ward

or riding • Take time to meet not only with

business representatives, but also a cross section of the workforce

EXAMPLES: consult with various constituents in your ward or riding to understand their experiences of systemic discrimination and employment, understand which businesses or organizations have equity-informed hiring practices, connect with social service providers or community advocates on a regular basis


of workplaces you may encounter in your day-to-day life

• ask questions • reflect on the privilege or

marginalization you may have experienced yourself

EXAMPLES: notice who works at the front desk versus who is the manager at the private or non-profit organizations you receive services from; try out the pizza location activity found in the appendix

take action• Report inequities (you have the right

to do so)• Work to develop inclusion and

equity-based workplace culture• If you supervise staff, prioritize equity

when supporting the training and promotion of marginalized staff

• Raise issues of equity in the context of human resources

EXAMPLES: get in touch with the Workers Action Centre; attend training on anti-racism; if you are involved with hiring, consider how to outreach to under-represented groups

take action• Establish training programs for all

staff on equity• Adapt policy or establish new policy

to ensure that an equity lens is prese• Implement workplace culture practic-

es that are equity-focused EXAMPLES: recruit a skilled facilitator to conduct equity trainings; consider adopting an equity-focused hiring policy that explicitly names priority groups that have been underrepresented; amend holiday policy to value a diverse range of cultural and religious holidays

take action• Put employment equity on the

agenda in a public manner by calling attention to systemic inequities

• Ask for accountability• Consider implementing employment

equity practices in your own office EXAMPLES: talk to the media about racialized poverty, develop an inclusive workplace culture in your office, ask for transparency and responsibility when interacting with any other level of government

take action• give feedback where you can, when

you interact with workplaces, organizations and institutions

• work on being an ally, every day • join community mobilization efforts

that are connected to employment equity and racialized poverty demand accountability from elected officials at all levels

EXAMPLES: ask questions about hiring practices when you interact with organization; attend a meeting or a rally about poverty; ask questions of candidates running for political office

keep grounded• Speak with peers and other staff at

your workplace on a regular basis• Keep on track, and monitor how you

are doing EXAMPLES: Join the conversations of the Employment Equity Roundtable facilitated in part by the Colour of Poverty – Colour of Change; document your efforts in meeting minutes and reports

keep grounded• Hear from all levels of staff at your

workplace on a regular basis• Establish a working group to keep on

track and ensure there is “buy in”• Monitor progressEXAMPLES: document all efforts for institutional memory; conduct ongoing meetings with all levels of staff to ensure their input is received; discuss your efforts publicly for the purpose of transparency

keep grounded• Take the time to consult with your

constituents on a regular basis EXAMPLES: have an open-door policy to invite community members wanting to talk about employment equity to your office, review reports and articles related to racialized poverty on a regular basis to keep abreast of the “big” picture

keep grounded• take the time to continuously move

from action to reflection• ask yourself why you are doing the

work you are doing, and if your awareness is up-to-date

• document your work and share it with others

EXAMPLES: re-do the pizza location activity a year later; check your motives; make space for others to speak during meetings and workshops

community members

explore

Prim

er: T

akin

g A

ctio

n on

Em

ploy

men

t Eq

uity • take the time to understand

racialized poverty and employment equity as they impact your community

• explore resources, organizations and initiatives

• find the connections to your own community

• build your capacity to be in solidarity with communities you do not belong to

EXAMPLES: reading this toolkit; attending a Peel Poverty Action Group meeting


Focus on Peel

Broadly speaking, equity efforts are most effective when grounded in local realities, connected to local organizations, and led by local communities. To take

effective action on Employment Equity in Peel, we must focus on Peel.

A Changing LandscapePeel is a changing landscape – the region is growing, and historically marginalized communities are amongst the growing population. Initial reports from the 2011 census indicate the following: • The population of Peel grew by almost 12% in the period

2006–2011, and is now 1.3 million• Multiple family households in Peel grew by almost 22%

in the period 2006-2011, with an increase of 37.4% in Brampton

Given that the long-form census is no longer a census tool (replaced by the voluntary National Household Survey, or NHS), data on social and economic information will not be available until mid-2013.

Data from the 2006 census tells us• Racialized communities made up about half of Peel’s

population • Immigrants comprised almost 50% of Peel’s population • The poverty rate was about 15%, slightly higher than the

provincial rate and much higher than the 2001 rate for Peel (11.5%)

• The rate of poverty amongst racialized new immigrant children was 46.4% compared to 17.4% for non-immigrant children and 19.8% for all children

• Mississauga has the highest percentage of low income families in the region, followed by Brampton

According to the Region of Peel, “the groups most vulnerable to poverty are also among the fastest-growing components of Peel’s populations. These groups include visible minorities, recent immigrants, single parents, young families with children and unattached seniors.”6

These groups are at risk of long-term poverty, referring to their higher rates of poverty and that they make up a disproportionate percentage of the low income population.7

Under-resourced While there is a growing need for social services in Peel, it has also historically been an under-resourced region. For example• The wait list for housing in Peel is one of the longest in

the province8

• Peel has the worst ratio of children living in low income for every subsidized child care spot in Canada9

• Youth can wait up to 8 months to receive counselling in Peel10

• The resource issue is a significant one – as the Portraits of Peel report states “[s]ocial and community health services are critically underfunded – one-third to one-half provincial averages.”11

6 Region of Peel http://www.peelregion.ca/social-services/poverty-stat.htm7 Peel Provincial Poverty Reduction Committee, Poverty: A Tale of Hardship (A Report on Poverty in Peel), 20088 http://www.peelregion.ca/news/archiveitem.asp?year=2012&month=3&day=26&file=2012326a.xml http://www.onpha.on.ca/AM/Template.cfm?Section=Waiting_Lists_2012 9 http://www.peelregion.ca/council/advocacy/why/issues/index.htm#mental 10 http://www.peelregion.ca/council/advocacy/why/issues/index.htm#mental 11 Portraits of Peel 2011: A Community Left Behind, page 25.

“Employment Equity policies should be suited to local demographic characteristics”-Employment Equity Policy in Canada: An Interprovincial Comparison, by Abigail B. Bakan &

Audrey Kobayashi, 2000 (page vii)

Talking Equity with Motilall Sarjoo, Presidentof the

Brampton Mississauga & District Labour Council

Interview conducted by Rachna Contractor

What does employment equity mean to you?Employment equity has two dimensions to me. The first is equal pay for equal work. If two people are doing the same job, they should be paid the same. The second dimension is the removal of barriers to employment based on race or ethnicity or culture. We hear too many stories about people being discriminated against because of their name or accent. We also need systemic barriers to be addressed; foreign trained professionals should have easier and quicker recognition of their qualifications.

Tell us about your experience of doing equity work in workplaces in Peel.In Peel I have been working tirelessly to address the needs of workers of colour, to educate them about the union movement. I talked about our union the CAW which has passed a policy paper to remove barriers for involvement of workers of colour within the Labour Movement. They implemented a two week leadership course that gives workers of color the opportunity to get training and education to ensure that workers of colour are fully equipped to participate in the leadership of the union movement. There is an anecdote to illustrate this. A farmer is asked to provide water for his animals in the farm so he brought a barrel of water, which is what he was asked to do. The horse, elephants and larger animals could drink water but the chicken couldn’t get to the water. Did the farmer do what he was told to do? Yes Indeed, but could all the animals get access to the water? ---No....What did the farmer have to do so the chickens could drink? The farmer had to provide a ladder so the chickens could reach the water. This program is like that ladder.

We are especially looking at the issue of racialized poverty. Tell us what trends you see in Peel around racialized poverty.There are many trends in Peel. At a recent Peel Newcomer Strategy Group meeting I attended I saw the whole mosaic of Canada. There were 102 people of all ethnicities, looking for work where I taught them about their rights at work. My research shows that people of colour have been more affected in terms of job opportunities because of their accent, language skills and the colour of their skin etc. Labour Community Services of Peel provides services for these non-unionised workers. Many are people of colour

who have been let go because of discrimination, English is their second language, the bus was late or they took a day off because their child was sick. All these things are working against them. Workers of colour are more susceptible to discrimination in the workplace. If you go into a fast food restaurant who do you see? If you go into a family restaurant who do you see? Why? People of color mostly work in low paying jobs and cannot afford to go family restaurants. There is a discrepancy in pay between racialised and non-racialised people in Peel and the whole Country. Income is a major determinant in the quality of food people can afford to eat, which determine their health outcomes. Often the streamlining of people of color looking for work begins at temporary employment agencies. Jane Doe will automatically be qualified for an office job but Ravneet Singh will only be considered for factory work which pays less and often doesn’t come with benefits.

The Brampton Mississauga & District Labour Council has stepped up to talk about the growing gap between the rich and the poor - what do you see as the racial dimensions and the health connections?There is a growing trend in society which makes it harder for people to find work which lifts them out of poverty. People lose quality jobs and are unable to find the same calibre of work. The cuts to social programs are also an issue. For example, the Region of Peel has just decided to close daycare centres. The subsidy which will be provided would not be enough to pay for private daycare, because the cost will be higher and services may not be as accessible. If a parent cannot afford the new rates, or cannot travel to the closest centre, will she or he still be able to go to work? The parent may be forced to discontinue work so she/he can stay at home to take care of the kids. Additionally, these workers will not contribute to CPP or EI and will automatically be


The Need for Disaggregated Data

Along with Employment Equity, the need for Disaggregated Data was identified as a priority for the Colour of Poverty – Colour of Change. Disaggregating means collecting and analyzing data in a way that provides information about sub-groups, often groups that are marginalized. For example, while some data exists to indicate the characteristics of those experiencing poverty and unemployment in Peel, more data is required in order to fully grasp the local reality of racialized poverty.

Brampton-Mississauga & District Labour Council The Brampton-Mississauga & District Labour Council (BMDLC) is the voice of labour in Peel Region. Situated just west of Toronto, Ontario, they represent affiliates from Brampton, Mississauga, Malton, Streetsville, Cooksville, Bolton, Georgetown and sections of Port Credit.

Co-Accountable Model, Peel District School Board The Co-Accountable Model is a project centered around a strong belief that real inclusion must actively involve the people inside and outside the organization in a new kind of partnership – one in which accountability for success is shared. Co-Accountable is focused on women; visible minorities; lesbian, gay, bisexual, trans, queer, questioning communities; Native Canadians; and persons with disabilities.

Employment Action in partnership with the Peel HIV/AIDS Network Employment Action provides support to people living with HIV/AIDS (PHAs) in Peel through a partnership with the Peel HIV/AIDS Network. Employment Action is dedicated to providing employment solutions to PHAs.

Health and Racism Working GroupThe Health and Racism Working Group (HaR) is an anti-racist advocacy group made up of community members and frontline workers, interested in the connections between race and health.

Labour Community Services of PeelLabour Community Service of Peel provides information and assistance to individuals on

employment related issues, trains and provides ongoing development and support to volunteer referral agents/peer to peer counsellors in the workplace.

The Peel Data Centre The Peel Data Centre (PDC) is a network of Region of Peel resources managed by the Corporate Services Department that was created to give residents and organizations in the Region of Peel greater access to a wide range of tabular and spatial data on Peel and the GTA.

Peel Poverty Action GroupPeel Poverty Action Group (PPAG) is composed of people who are homeless, who are struggling, service providers, advocates and individuals working towards the elimination of poverty in the Region of Peel by increasing awareness and sensitivity to the needs of those affected by poverty and to advocate for positive social and political change.

Mississauga Community Legal Services Mississauga Community Legal Services (MCLS) provides free legal information, advice and representation to low-income residents. MCLS also participates in advocacy initiatives, including the recent Commission for the Review of Social Assistance in Ontario.

The Peel Poverty Reduction Strategy Committee The Peel Poverty Reduction Strategy Committee was formed in response to the growing and critical issue of poverty in Peel and is committed to reducing poverty in the region. It is engaged in advocacy.

missing out on long-term benefits which will contribute to a larger income gap and be trapped into a cycle of poverty.People on a lower income are unable to eat a nutritionally balanced diet, which impacts their health. Obesity, malnutrition, heart conditions, diabetes all add to the burden on the health care system . Paying a living wage means that people will afford to eat healthier, live a good quality of life which will contribute to a better society.

What words of advice would you give community members and workers who are interested in taking up employment equity?Get involved in your community and in equity seeking groups. Don’t feel too entitled and remain positive. Show your skills by volunteering for groups like the United Way in your community . If you are working too many hours to spend time volunteering, be a positive role model for your

kids and spend time with them. Get involved with their schools and in your neighbourhood or community groups.

What led you to the role of president of BMDLC?My whole life I have been fighting to help people. From the first month that I started at Chrysler in a unionised environment, I saw the union advantage and got involved with the union. I started with the minimum wage campaign. I have seen poverty, homelessness and discrimination. I decided to run for president in order to contribute to re-building a better society for all . I am calling on Senior Government officials and CEO’s of Corporations to not only consider the bottom line, but to think about their corporate social responsibility to society, and ensure that the workers who help to create that bottom line are able to earn a decent living wage.

Background About the Employment Equity Project in MississaugaFrom 2009 onwards, the Health and Racism Working Group (HaR) has been the local lead for the Colour of Poverty – Colour of Change. Mississauga was one of amongst six communities identified where the issues of employment equity and disaggregated data collection were taken up. Brief history• 2009: two workshops held for community members,

including one covered by local media http://www.mississauga.com/news/article/18713--experts-paint-a-disturbing-picture-of-poverty-in-peel • 2010: two Employment Equity Advocates begin their

work in Mississauga by compiling research and speaking with key stakeholders

• 2011: workshops/forums on employment equity are held in Mississauga where community members and frontline workers attend

• 2011: Annual Symposium of HaR is focused on work, entitled “Work It!” and features local Peel activist Crystal Perryman-Mark, migrant justice group No One Is Illegal, the Workers Action Centre, Salimah Valiani from the Ontario Nurses Association, short films on the struggles of credentials-recognition by Brampton-area seniors, employment equity 101 session, and a performance by LAL (lead singer Rosina Kazi grew up in Brampton)

• 2012: this report, Employment Equity: Taking Action is compiled and released on International Day for the Eradication of Poverty

About the Health and Racism Working Group The Health and Racism Working Group (HaR) is an anti-racist advocacy group in Peel, with a membership of both community members and frontline workers. Hosted at the East Mississauga Community Health Centre, HaR has been doing anti-racist work since its inception in 2007. Highlights of HaR’s community presence include • Annual Symposium (held since 2009)• Community training sessions, including anti-racist

LGBTQ training • Submitting a question for an all-candidates debate for

the 2010 municipal elections• Community events, including Black History Month

event with Malton Moms • Creation of unique content, both on our blog and in

newsletters (the most recent one released for International Day for the Elimination of Racial Discrimination 2012)

In 2012, HaR was recognized as one of the top 100 Canadian

People of Colour Activists and Organizations, through the Racism Free Ontario campaign.

About the Colour of Poverty - Colour of Change Colour of Poverty – Colour of Change (COP-COC) is working for racial equity, human dignity and social justice and to build community-based capacity to address racialization, the growing racialization of poverty and the resulting increased levels of social exclusion and marginalization of racialized communities in Ontario. Beginning with a set of 10 fact sheets in 2007, COP-COC has released a number of tools for community use (see Appendix 1 for one), covering analytic frameworks and practical skill building. COP-COC is present in anti-poverty, equity, anti-racist and social justice spaces across the province.


Reports & ArticlesCanada’s Colour Coded Labour Market: The Gap for Racialized Workers, by Sheila Block & Grace-Edward Galabuzi, 2011. Available for download on the Canadian Centre for Policy Alternatives website at http://www.policyalternatives.ca/publications/reports/canadas-colour-coded-labour-market

Diversity as Practice, by Dana Olwan, 2009. Available for download on the Queen’s University Equity Office website at http://www.queensu.ca/equity/content.php?page=DiversityArticles

Employment Equity Policy in Canada: An Interprovincial Comparison, by Abigail B. Bakan & Audrey Kobayashi, 2000. Available for download on the Status of Women Canada website at http://www.swc-cfc.gc.ca

Income and Psychological Distress: The Role of the Social Environment, by HM Orpana, L Lemyre and R Gravel, in Health Rep, 2009, in Health Reports.

Portraits of Peel 2011: A Community Left Behind, by Peel Fair Share Task Force, The Social Planning Council of Peel, United Way of Peel Region, and the Region of Peel, 2011. Available for download on the Region of Peel website at http://www.peelregion.ca/social-services/pdfs/2011-Portraits-of-Peel-A-Community-Left-Behind.pdf

Portraits of Peel, 2006, by The Social Planning Council of Peel, 2009. Available for download on The Social Planning Council of Peel website at http://www.portraitsofpeel.ca/pdf/Portraits%20of%20Peel%202006.pdf

Racism in Nursing, by Tania Das Gupta, 2003. (this work led to publishing of Das Gupta’s book Real Nurses and Others: Racism in Nursing in 2009)

PEEL BASED RESOURCES

The sta(s(cs tell the story. Let’s take a look:

ý Almost double the level of unemployment and half the level of income among adults with disabili7es -‐ In 2001, the unemployment rate among adults with disabilities was 10.7%, compared with 5.9% of adults without disabilities. 47% have personal income below $15,000, compared with 25% of adults without disabilities.

ý Aboriginal or First Peoples wage gaps not improving -‐ The median income of First Nations, Inuit & Metis people in 2005 was $14,517, about $11,000 lower than the figure for the non-Aboriginal population ($25,955). This was similar to the gap in 2000.

ý Employment opportuni7es ever more colour-‐coded for people-‐of-‐colour – In 2003, 33% of racialized workers overall and 51% of Black workers experienced racial discrimination. Racialized workers are also most likely to be in low-status jobs. They make up over 40% of workers in the sewing, textile and fabric industries, over 36% of taxi and limo drivers, and 42% of electronics assemblers; yet they make up only 3% of executives, and 1.7% of directors on boards of organizations.

ý Gender earnings gap persists -‐ Despite a dramatic 13% increase in the proportion of young women holding a university degree - from 21% to 34% - the earnings gap between young women and men only declined moderately – by 2% from 1991 to 2001.* these sta*s*cs are available through Sta*s*cs Canada at www.statcan.gc.ca

WHAT IS EMPLOYMENT EQUITY ?

Employment Equity is a systema*c approach to iden*fying and eradica*ng barriers to fairness in employment. It has two main components:

1. Numerical Representa7on -‐ comparing the diversity of the workforce in a par*cular organiza*on with the diversity of the local popula*on and trying to ensure that they are comparable;

2. Workplace Environment – evalua*ng policies and prac*ces to ensure they do not create barriers for par*cular groups.

Employment Equity aims to:

þeliminate employment barriers þbuild more transparent and accountable

hiring plans and structuresþimprove access and distribu*on of

opportuni*es to all groupsþcreate a culture of equity and inclusion

in the workplace

"…to achieve equality in the workplace so that no person shall be denied employment opportuni9es or benefits for reasons unrelated to ability and, in the fulfillment of that goal, to correct the condi9ons of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabili9es and members of visible minori9es by giving effect to the principle that employment equity means more than trea9ng persons the same way but also requires special measures and the accommoda9on of differences."

PROVINCIALemploymentequity NOW!

Stories from the Front Line -“When you represent the communities you serve, I think the company is always seen in a much more favourable light” Laura Formusa, CEO, Hydro One “BMO reports diversity data both by hiring & promotional decisions. If we see that it’s skewed or that there are missedopportunities, then we put in place action plans to address that….We’ve put in goals for 2010. We are renewing our focus & making sure that over the next couple of years we are aggressively improving our leadership on diversity” April Taggart, Senior Vice President, Talent Management and Diversity, BMO Financial Group “Canada arguably ranks as the most culturally diverse population among major industrialized nations. This means thatCanada also has the greatest incentive to realize the benefits of cultural diversity. We also have the greatest potentialfor rewards from our success” Gordon Nixon, President & CEO, RBC Financial Group “Failure to improve the advancement opportunities for our talented & diverse labour force not only threatens corporate performance but Canada's global competitiveness” Wendy Cukier, Associate Dean, Ted Rogers School of Management


Appendices Appendices

Appendices

18 | Employment Equity: Taking Action

Health and Racism Working Group (HaR)c/o

East Mississauga Community Health Centre 2555 Dixie Road, Unit 7

Mississauga, ON, L4Y 4C4p: (905) 602 4082 x 453

e: [email protected]: healthandracism.blogspot.com

@ h e a l t h a n d r a c i s m

employment equity: taking action

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