Ageless Comment

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During my previous work as diversity coordinator, the one comment I got more than any other was: I was led to believe that 'Aboriginal People' are considered as members of the 'Visible Minority' group...please correct me if I'm wrong.

The fact is that in 1989, the Canadian Government charged Judge Rosalie Abella with the task of conducting a nation-wide study on the disproportion of certain groups who faced discrimination in the workplace.

The federal government passed legislation that made it mandatory that all federal government agencies and departments must implement employment equity programs as a result of Judge Abella's findings, who coined the phrase, Employment Equity. Briefly, the findings documented that particular groups were not being treated equitably, with respect to employment opportunities, and that legislation would "level the playing field".

The four groups were identified as Aboriginal, Disabled persons, Visible Minority, and Women in non-traditional occupations. Other groups were identified, such as Gays and Lesbians. However, the four designated groups were specifically targeted for active/visible employment equity opportunities at that time.

The federal and provincial government's accepted the four designated groups indicated as being separate and distinct bodies with unique backgrounds pertaining to inequality. Therefore, each one of the four designated groups requires particular consideration in equal employment opportunities.

Unlike the Affirmative Action process in the United States where the quota controversy runs rampant, the Employment Equity process in Canada is based on targets.

Employment Equity is not legislated in Canada. However, each year the 12 provinces and territories commit to workplace targets, and those results are published by the Public Service Commission.

In recent years, employees seem to prefer the more employee friendly term, 'workplace diversity,' instead of employment equity. So, many companies that have employment equity processes in place are phasing in that term in all areas, eg., in collective bargaining agreements, harassment policies, and occupational health and safety programs.