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Diversity and Equity Update
By Imm Yong
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In 2003, approximately 5,000 NPF staff took part in a national Employment Equity " self-identification survey." There was an 85 per cent return rate on this survey. Based on these returns, about 62 per cent of NPF staff were women, 3.5 per cent were Aboriginal persons, 3.4 per cent were members of visible minorities and 6.3 per cent were persons with disabilities.
To determine why we have areas of underrepresentation, the next step is the completion of an Employment Systems Review (ESR). The ESR will examine all employment patterns including:
- Recruitment
- Selection
- Hiring
- Promotion
- Training and development
- Retention
- Termination, and
- Workplace accommodation.
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As part of the ESR process, I conducted site visits between April and June. These visits included a review of the NPF employment system, along with interviews, focus groups, and document reviews. Interested employees had the opportunity to share their experiences, voice concerns, and offer recommendations for change.
The ESR is designed to identify barriers to the designated groups and ensure that CFPSA/NPF operates free from discrimination. ESR findings and recommendations for change will form the basis of an NPF Diversity and Equity Plan.
In the year 2000, eighty per cent of people entering the workforce were from designated groups. By the year 2016, approximately two-thirds of the Canadian population aged 15 to 64 will consist of designated group members.
Employment equity not only helps organizations deal with the changing demographics of Canadian society, but also leads to better management in the areas of recruitment, selection, promotion, hiring, and an improved organizational culture that benefits all employees.
If you would like to offer your opinion or recommendations, contact Imm at (613) 996-6717 or by e-mail at ee@cfpsa.com. Your confidentiality is assured.
