narrative report - canada · pdf fileesdc lab1187 (2015-05-002) e. page 1 of 15. protected...

ESDC LAB1187 (2015-05-002) E of 15

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NARRATIVE REPORT

The narrative report summarizes the measures taken, results achieved and consultations held between management and employee representatives during the reporting year. This form is designed to collect all information required to complete your narrative report. Please provide information specific to the reporting year (the preceding calendar year) and include details on previous years only when necessary. If you require more space or would like to provide additional details, pages can be added. Personal information, such as employee names, is not permitted in the narrative report. Should you have any questions regarding this form or your reporting obligations, please contact us via email at [email protected].

Employer Recognition Program

The Labour Program is proud to publicly recognize employers who strive to foster diverse and inclusive workplaces. Each year, the Labour Program will use the narrative reports to select employers to receive special recognition from the Minister of Labour. All employers who are required to report annually to the Minister of Labour are eligible to receive recognition awards. Employers will be chosen for each of the following categories:

Outstanding Commitment to Employment Equity

Recognizes employers who have demonstrated outstanding commitment in implementing their employment equity plans by instituting measures to remove barriers, special measures and/or positive policies and practices to achieve tangible results.

Sector Distinction

Recognizes employers who excelled among their sectorial peers in achieving the highest representation results and/or in increasing their workforce representation for one or more designated groups.

Innovation

Recognizes employers who have been innovative in the implementation of employment equity. This can include creativity in the design and implementation of measures to remove barriers, special measures, positive policies or practices, forward thinking in human resources practices and the development of new or unique initiatives.

For more information on the employment equity employer recognition program, please visit www.labour.gc.ca.

Emploi et Développement social Canada

Employment and Social Development Canada

www.labour.gc.ca

www.labour.gc.ca

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SECTION 1: MEASURES IMPLEMENTED AND RESULTS ACHIEVED

Using the tables in each section below, please describe the measures taken to implement employment equity during the reporting year and the results achieved. Results should be related directly to the measure implemented.

1.1 Measures to Remove Barriers

A barrier is generally defined as a policy or practice that has an adverse impact on one or more designated groups and is not required for the safe and efficient operation of the organization.

Examples of measures to remove barriers include:

• training managers and others involved in hiring to ensure that interviews are conducted in a fair and equitable manner, free of personal bias;

• conducting exit interviews to identify barriers within the workplace culture that might not be readily identifiable; and

• where feasible, modifying equipment to provide further flexibility on physical requirements.

Has your organization implemented measures to remove barriers?

Yes No

If yes, please detail the measures undertaken and results achieved during the reporting year using the tables below. Please add additional pages as required.

Measures to Remove Barriers 1

Designated Group(s) Impacted Women Aboriginal peoples

Persons with disabilities Members of visible minorities

Employment Equity Occupational Group(s) Impacted

Select all that applySenior Managers Skilled Sales and Service Personnel

Administrative and Senior Clerical Personnel

Supervisors: Crafts and Trades

Semi-Professionals and Technicians

Professionals

Middle and Other Managers Skilled Crafts and Trades Workers

Other Manual Workers

Other Sales and Service Personnel

Semi-Skilled Manual Workers

Intermediate Sales and Service Personnel

Clerical Personnel

Supervisors

Description of Measure

Legal Name of employer:

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Results Achieved/Milestone Reached

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Measures to Remove Barriers 2




Select all that apply

Senior Managers Skilled Sales and Service Personnel




Professionals






Clerical Personnel

Supervisors


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1.2 Special Measures

A special measure is a short-term temporary plan, program, or arrangement intended to assist a designated group that is under-represented in an occupational group or in the organization as a whole.

Examples of special measures include:

• expanding job opportunity advertisements in media outlets targeted towards designated group members (e.g. ethnic newspapers or radio, local reserve, various disability groups’ newsletters);

• outreach programs and community partnerships aimed at attracting candidates from designated groups to specific occupations; and

• mentoring programs aimed at developing skills required to access promotional opportunities.

Has your organization implemented special measures?

Yes No

If yes, please detail the measures undertaken and results achieved during the reporting year using the tables below. Please add additional pages as required.

If the organization has areas of significant under-representation and it anticipates that it will need a great deal of time to eliminate the barriers that led to them, special measures are required. These initiatives are aimed explicitly at attracting, promoting and retaining members of a particular designated group in a particular occupational group.

Special Measure 1




Select all that applySenior Managers Skilled Sales and Service Personnel




Professionals






Clerical Personnel

Supervisors


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Special Measure 2




Select all that apply

Senior Managers Skilled Sales and Service Personnel




Professionals






Clerical Personnel

Supervisors


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1.3 Positive Policies and PracticesPositive policies and practices are measures that, although not explicitly targeted at designated group members, create an environment that supports a diverse and inclusive workforce that is free from barriers.

Please identify the positive policies or practices that your organization has implemented and/or maintained (check all that apply) and list other innovative policies or practices in place in your organization:

Employment equity policy

Stay-at-work policy

Regular accessibility reviews

Integration of equity into human resources policies and processes (e.g. planning, staffing)

Accommodation policy and procedure

Anti-harassment policy

Prayer or quiet room

Daycare program

Maternity/paternity/family care leave

Telework or flexible work arrangements

Employee assistance program

Career development program

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Please identify those policies or practices that were initiated during the reporting year, those that saw a significant milestone or that achieved noteworthy results.

Mentoring program

Skills training program

Education program

Workplace violence prevention policy

Sensitivity and diversity training Social spaces to encourage integration

Return-to-work policy and procedures Unpaid leave/sabbaticals

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SECTION 2: CONSULTATION

Consultations about the implementation of employment equity are required between management and employee representatives (whether unionized or not) and must take place regularly throughout the year.

Yes No

If yes, please use the table below to provide details on the nature of the consultations.

Did consultations take place with employee representatives (including bargaining agents) during the reporting year concerning the implementation of employment equity?

Select if applicable Consultation

Implementation of the employment equity plan

Preparation of the employment equity plan

Communication to employees regarding employment equity

Details (please include the nature of the consultations, frequency, and the employee

representatives consulted, including unionized and/or non-unionized)

Revision of the employment equity plan

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SECTION 3: ADDITIONAL INFORMATION

3.1 Operational ContextPlease provide a brief overview of events that have influenced the activities of your organization during the reporting period.

Select if applicable Event Details

Impact of economic and industrial conditions on the organization

Corporate structure and any reorganizations or other structural changes

Acquisitions, mergers or transfers of employees

Significant layoffs (include the number of employees affected and the occupational groups of those employees)

Strikes (include dates, the number of employees affected and the occupational groups of those employees)

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3.2 Variance Explanations

The following series of questions can help explain any discrepancies or unusual year-to-year variances in the quantitative portions of your organization’s data reports (Forms 1-6).

Explanation

Was a new workforce survey conducted?

(If yes, please indicate the return and response rate obtained.)

Did any of your employees move from a provincially regulated subsidiary to a federally-regulated subsidiary or vice-versa?

(If yes, please indicate the number of employees affected.)

Did any of your employees change employment status during the reporting year (e.g. from casual to part-time, part-time to full-time)?


Were any of your employees affected by changes to their occupational structure (i.e. National Occupational Classification code)?


Did any of your employees take or return from a long-term leave of absence?


Were any employees posted abroad or did any return from abroad?


Other

Select if applicable Event

Other

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3.3 Additional DetailsThe space below can be used to report additional information, specific to the reporting year.

ESDC LAB1187 (2015-05-002) E of 15

The space below can be used to report additional information, specific to the reporting year.

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