The Employment Equity Act: A Short Paper Evaluating The Success of the Act.
Canada has a population of approximately twenty six million people.
With the introduction of the federal government's multicultualism program, the
social demographic make up of Canada is quite vast, bringing together people
from many different nations to join those already living here. Taking the
population as a whole into account, it is no secret that historically, certain
members of this social order have been denied fair access to employment system.
The federal and provincial governments had undertaken steps to address the issue
through a wide range of programs such as equal employment and other affirmative
action programs to "promote equal opportunity in the public service for segments
of the population that have historically been underrepresented there." Today
those designated groups, underrepresented in the labour force include women,
Aboriginal peoples, disabled people, and persons who are, because of their race
or colour, is a visible minority in Canada. In October 1984, Judge Rosalie
Silberman Abella submitted a Royal Commission Report on equality in employment
(the Abella Report) to the federal government. "The Commission was established
in recognition of the fact that women, visible minorities, the handicapped and
native peoples were being denied the full benefits of employment." Based on
the findings of the Abella Commission, the federal government implemented "The
Employment Equity Act" in 1986. This short paper will evaluate the success of
the "Act" and will argue that although some progress has been made, the Canadian
Labour force still does not reflect the demographic composition of Canada as the
Act had targeted.
For the purposes of implementing Employment Equity, certain individuals
or groups who are at an employment disadvantage are designated to benefit from
Employment Equity. The Employment Equity Act describes the designated groups as
"women, aboriginal... [continues]
Canada has a population of approximately twenty six million people.
With the introduction of the federal government's multicultualism program, the
social demographic make up of Canada is quite vast, bringing together people
from many different nations to join those already living here. Taking the
population as a whole into account, it is no secret that historically, certain
members of this social order have been denied fair access to employment system.
The federal and provincial governments had undertaken steps to address the issue
through a wide range of programs such as equal employment and other affirmative
action programs to "promote equal opportunity in the public service for segments
of the population that have historically been underrepresented there." Today
those designated groups, underrepresented in the labour force include women,
Aboriginal peoples, disabled people, and persons who are, because of their race
or colour, is a visible minority in Canada. In October 1984, Judge Rosalie
Silberman Abella submitted a Royal Commission Report on equality in employment
(the Abella Report) to the federal government. "The Commission was established
in recognition of the fact that women, visible minorities, the handicapped and
native peoples were being denied the full benefits of employment." Based on
the findings of the Abella Commission, the federal government implemented "The
Employment Equity Act" in 1986. This short paper will evaluate the success of
the "Act" and will argue that although some progress has been made, the Canadian
Labour force still does not reflect the demographic composition of Canada as the
Act had targeted.
For the purposes of implementing Employment Equity, certain individuals
or groups who are at an employment disadvantage are designated to benefit from
Employment Equity. The Employment Equity Act describes the designated groups as
"women, aboriginal... [continues]
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