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Employment equity, as defined in federal Canadian law by the Employment Equity Act (French: Loi sur l’équité en matière d’emploi), requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, visible minorities, and Indigenous peoples. [1]
In Canada, the Federal Contractors' Program (FCP) is administered by Employment and Social Development Canada, an agency of the Canadian federal government.The FCP requires provincially regulated employers with 100 or more employees bidding on federal contracts of $1,000,000 (originally $200,000) or more to certify that they will implement employment equity measures. [1]
The Abella commission developed the idea of employment equity and inspired the federal Employment Equity Act, [1] which was passed in 1986 by the 33rd Canadian Parliament under Prime Minister Brian Mulroney. [6] The report was grounded in the idea, expressed among other places in the American Supreme Court decision Griggs v.
Under the Employment Equity Act, the Commission promotes equality in the workplace for the four designated groups: women, Aboriginal peoples, persons with disabilities, and members of visible minorities. It works with employers to ensure that no person is denied employment opportunities or benefits for reasons unrelated to their abilities.
The Canadian Employment Equity Act requires employers in federally-regulated industries to give preferential treatment to four designated groups: Women, persons with disabilities, aboriginal peoples, and visible minorities. Less than one-third of Canadian Universities offer alternative admission requirements for students of aboriginal descent.
Achieving employment equity requires an intentional strategy Intentional strategies to achieve employment equity are grounded in regional, industry-specific analysis of disparities. As the Insight Center has shown, this kind of analysis is necessary because employment disparities vary greatly by locale, due to differences in the
According to the Employment Equity Act of 1995, the definition of visible minority is: "persons, other than aboriginal peoples, who are non-Caucasian in race or non-white in colour". [20] This definition can be traced back to the 1984 Report of the Abella Commission on Equality in Employment.
The post was later referred to as "Minister of Employment and Social Development" when the department was renamed. On November 4, 2015, the department underwent machinery of government changes which saw the employment responsibilities transfer to the Labour Minister resulting in the newly re-titled Minister of Employment, Workforce and Labour. [3]