3.3 Employment Equity
The Employment Equity Act (the Act) helps ensure that all Canadians have the same access to the labour market. The Act also requires that employers take actions to ensure the complete representation of members of four designated groups within their organizations to promote diversity:
- women,
- Indigenous people,
- persons with disabilities, and
- members of racialized groups.
The Act requires employers to investigate, identify, and take concrete action to correct the conditions of employment disadvantage for the four designated groups.
Managing Employment Equity in Organizations
Any organization or business (with at least 100 employees) that is regulated by the federal government, including organizations in industries such as banking, communications, and international and interprovincial transportation, as well as all government departments, the RCMP, and Canadian Forces, has a legal obligation to comply with the Employment Equity Act.
The employer is responsible for developing and implementing an employment equity program in consultation and collaboration with employee representatives.
Federally regulated employers must analyze their workforce and review their employment systems to develop an Employment Equity Plan.
The plan will be based on the employment barriers for designated groups and organized by employment equity occupational groups as identified in the Employment Systems Review. It includes measures to address the obstacles. Where under-representation exists for selected groups, employers are required to implement an Employment Equity Plan that will lead to progress in increasing representation and equal opportunity. The employer is responsible for monitoring the plan’s implementation and the progress achieved in resulting employment equity.
Employers must also review their plans regularly and make revisions to ensure progress. HR managers play a central role in ensuring organizations meet different legal requirements. Effective HRM practices proactively approach employment equity.
Adapted from “About the Employment Equity Act” by the Canadian Human Rights Commission, used for non-commercial purposes under their Terms and Conditions.—Modifications: Added HR-specific information.
