Employment Equity Act

As 2SLGBTQI+ people in Canada continue to face employment disparities1, we fully support the addition of “2SLGBTQI+ people” as a new designated group within the Employment Equity Act. [...] Question 9: Would you have concerns with allowing for flexibility in the Act or Regulations to allow for evolving language to refer to 2SLGBTQI+ communities, as the Task Force recommends? If so, how could we address them? [...] It is important that the Government of Canada, and its Acts, remain responsive to changing language. [...] Working for change: Understanding the employment experiences of Two Spirit, trans, and nonbinary people in Canada: A reserach report. Egale Canada. [...] not other | égal, pas autre Egale Canada 120 Carlton Street, Suite 217, Toronto, ON M5A 4K2 Canada Tel: 1 416 964-7887 | egale.ca | @egalecanada Question 13: Would you have concerns with including women and the proposed two new designated groups (Black people and 2SLGBTQI+ people) in self-identification practices? If so, how could we address [...] Question 7: Would you implement employment equity training for the following groups: managers and individuals with supervisory responsibilities; senior managers or executives; members of Joint Employment Equity Committees or other forms of consultation bodies; all employees; other groups not included in the list. We recommend that all groups listed receive employment equity training during onb [...] We also recommend that employment equity training be included in the onboarding process for all new employees.equal not other | égal, pas autre Egale Canada 120 Carlton Street, Suite 217, Toronto, ON M5A 4K2 Canada Tel: 1 416 964-7887 | egale.ca | @egalecanada Section 3: Strengthening accountability, compliance and enforcement Question 3: What proactive approaches could be taken to i [...] Question 11: Would you have concerns if the Canadian Human Rights Commission’s role expanded in administering and enforcing the Act? [...] Question 4: Would you have concerns with reducing the frequency of reporting (quantitative and/or narrative components) for federally regulated private sector employers from annually to once every three years? If so, how could we address them? We recommend continuing with yearly reporting. [...] If the frequency of reporting changed from yearly to every three years, it would be more difficult to hold employers accountable for a lack of progress in employment equity efforts. Question 7: Would you have concerns with permitting that data collected on members of more than one designated group and sub-groups be included into reporting, in support of an intersectional lens? If so, how