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ESDC LAB1187 (2015-05-002) E Page 1 of 15
PROTECTED WHEN COMPLETED - B
NARRATIVE REPORT
The narrative report summarizes the measures taken, results achieved and consultations held between management and employee representatives during the reporting year. This form is designed to collect all information required to complete your narrative report. Please provide information specific to the reporting year (the preceding calendar year) and include details on previous years only when necessary. If you require more space or would like to provide additional details, pages can be added. Personal information, such as employee names, is not permitted in the narrative report. Should you have any questions regarding this form or your reporting obligations, please contact us via email at [email protected].
Employer Recognition Program
The Labour Program is proud to publicly recognize employers who strive to foster diverse and inclusive workplaces. Each year, the Labour Program will use the narrative reports to select employers to receive special recognition from the Minister of Labour. All employers who are required to report annually to the Minister of Labour are eligible to receive recognition awards. Employers will be chosen for each of the following categories:
Outstanding Commitment to Employment Equity
Recognizes employers who have demonstrated outstanding commitment in implementing their employment equity plans by instituting measures to remove barriers, special measures and/or positive policies and practices to achieve tangible results.
Sector Distinction
Recognizes employers who excelled among their sectorial peers in achieving the highest representation results and/or in increasing their workforce representation for one or more designated groups.
Innovation
Recognizes employers who have been innovative in the implementation of employment equity. This can include creativity in the design and implementation of measures to remove barriers, special measures, positive policies or practices, forward thinking in human resources practices and the development of new or unique initiatives.
For more information on the employment equity employer recognition program, please visit www.labour.gc.ca.
Emploi et Développement social Canada
Employment and Social Development Canada
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SECTION 1: MEASURES IMPLEMENTED AND RESULTS ACHIEVED
Using the tables in each section below, please describe the measures taken to implement employment equity during the reporting year and the results achieved. Results should be related directly to the measure implemented.
1.1 Measures to Remove Barriers
A barrier is generally defined as a policy or practice that has an adverse impact on one or more designated groups and is not required for the safe and efficient operation of the organization.
Examples of measures to remove barriers include:
• training managers and others involved in hiring to ensure that interviews are conducted in a fair and equitable manner, free of personal bias;
• conducting exit interviews to identify barriers within the workplace culture that might not be readily identifiable; and
• where feasible, modifying equipment to provide further flexibility on physical requirements.
Has your organization implemented measures to remove barriers?
Yes No
If yes, please detail the measures undertaken and results achieved during the reporting year using the tables below. Please add additional pages as required.
Measures to Remove Barriers 1
Designated Group(s) Impacted Women Aboriginal peoples
Persons with disabilities Members of visible minorities
Employment Equity Occupational Group(s) Impacted
Select all that applySenior Managers Skilled Sales and Service Personnel
Administrative and Senior Clerical Personnel
Supervisors: Crafts and Trades
Semi-Professionals and Technicians
Professionals
Middle and Other Managers Skilled Crafts and Trades Workers
Other Manual Workers
Other Sales and Service Personnel
Semi-Skilled Manual Workers
Intermediate Sales and Service Personnel
Clerical Personnel
Supervisors
Description of Measure
Legal Name of employer:
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Results Achieved/Milestone Reached
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Measures to Remove Barriers 2
Designated Group(s) Impacted Women Aboriginal peoples
Persons with disabilities Members of visible minorities
Employment Equity Occupational Group(s) Impacted
Select all that apply
Senior Managers Skilled Sales and Service Personnel
Administrative and Senior Clerical Personnel
Supervisors: Crafts and Trades
Semi-Professionals and Technicians
Professionals
Middle and Other Managers Skilled Crafts and Trades Workers
Other Manual Workers
Other Sales and Service Personnel
Semi-Skilled Manual Workers
Intermediate Sales and Service Personnel
Clerical Personnel
Supervisors
Description of Measure
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Results Achieved/Milestone Reached
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1.2 Special Measures
A special measure is a short-term temporary plan, program, or arrangement intended to assist a designated group that is under-represented in an occupational group or in the organization as a whole.
Examples of special measures include:
• expanding job opportunity advertisements in media outlets targeted towards designated group members (e.g. ethnic newspapers or radio, local reserve, various disability groups’ newsletters);
• outreach programs and community partnerships aimed at attracting candidates from designated groups to specific occupations; and
• mentoring programs aimed at developing skills required to access promotional opportunities.
Has your organization implemented special measures?
Yes No
If yes, please detail the measures undertaken and results achieved during the reporting year using the tables below. Please add additional pages as required.
If the organization has areas of significant under-representation and it anticipates that it will need a great deal of time to eliminate the barriers that led to them, special measures are required. These initiatives are aimed explicitly at attracting, promoting and retaining members of a particular designated group in a particular occupational group.
Special Measure 1
Designated Group(s) Impacted Women Aboriginal peoples
Persons with disabilities Members of visible minorities
Employment Equity Occupational Group(s) Impacted
Select all that applySenior Managers Skilled Sales and Service Personnel
Administrative and Senior Clerical Personnel
Supervisors: Crafts and Trades
Semi-Professionals and Technicians
Professionals
Middle and Other Managers Skilled Crafts and Trades Workers
Other Manual Workers
Other Sales and Service Personnel
Semi-Skilled Manual Workers
Intermediate Sales and Service Personnel
Clerical Personnel
Supervisors
Description of Measure
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Results Achieved/Milestone Reached
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Special Measure 2
Designated Group(s) Impacted Women Aboriginal peoples
Persons with disabilities Members of visible minorities
Employment Equity Occupational Group(s) Impacted
Select all that apply
Senior Managers Skilled Sales and Service Personnel
Administrative and Senior Clerical Personnel
Supervisors: Crafts and Trades
Semi-Professionals and Technicians
Professionals
Middle and Other Managers Skilled Crafts and Trades Workers
Other Manual Workers
Other Sales and Service Personnel
Semi-Skilled Manual Workers
Intermediate Sales and Service Personnel
Clerical Personnel
Supervisors
Description of Measure
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Results Achieved/Milestone Reached
1.3 Positive Policies and PracticesPositive policies and practices are measures that, although not explicitly targeted at designated group members, create an environment that supports a diverse and inclusive workforce that is free from barriers.
Please identify the positive policies or practices that your organization has implemented and/or maintained (check all that apply) and list other innovative policies or practices in place in your organization:
Employment equity policy
Stay-at-work policy
Regular accessibility reviews
Integration of equity into human resources policies and processes (e.g. planning, staffing)
Accommodation policy and procedure
Anti-harassment policy
Prayer or quiet room
Daycare program
Maternity/paternity/family care leave
Telework or flexible work arrangements
Employee assistance program
Career development program
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Please identify those policies or practices that were initiated during the reporting year, those that saw a significant milestone or that achieved noteworthy results.
Mentoring program
Skills training program
Education program
Workplace violence prevention policy
Sensitivity and diversity training Social spaces to encourage integration
Return-to-work policy and procedures Unpaid leave/sabbaticals
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SECTION 2: CONSULTATION
Consultations about the implementation of employment equity are required between management and employee representatives (whether unionized or not) and must take place regularly throughout the year.
Yes No
If yes, please use the table below to provide details on the nature of the consultations.
Did consultations take place with employee representatives (including bargaining agents) during the reporting year concerning the implementation of employment equity?
Select if applicable Consultation
Implementation of the employment equity plan
Preparation of the employment equity plan
Communication to employees regarding employment equity
Details (please include the nature of the consultations, frequency, and the employee
representatives consulted, including unionized and/or non-unionized)
Revision of the employment equity plan
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SECTION 3: ADDITIONAL INFORMATION
3.1 Operational ContextPlease provide a brief overview of events that have influenced the activities of your organization during the reporting period.
Select if applicable Event Details
Impact of economic and industrial conditions on the organization
Corporate structure and any reorganizations or other structural changes
Acquisitions, mergers or transfers of employees
Significant layoffs (include the number of employees affected and the occupational groups of those employees)
Strikes (include dates, the number of employees affected and the occupational groups of those employees)
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3.2 Variance Explanations
The following series of questions can help explain any discrepancies or unusual year-to-year variances in the quantitative portions of your organization’s data reports (Forms 1-6).
Explanation
Was a new workforce survey conducted?
(If yes, please indicate the return and response rate obtained.)
Did any of your employees move from a provincially regulated subsidiary to a federally-regulated subsidiary or vice-versa?
(If yes, please indicate the number of employees affected.)
Did any of your employees change employment status during the reporting year (e.g. from casual to part-time, part-time to full-time)?
(If yes, please indicate the number of employees affected.)
Were any of your employees affected by changes to their occupational structure (i.e. National Occupational Classification code)?
(If yes, please indicate the number of employees affected.)
Did any of your employees take or return from a long-term leave of absence?
(If yes, please indicate the number of employees affected.)
Were any employees posted abroad or did any return from abroad?
(If yes, please indicate the number of employees affected.)
Other
Select if applicable Event
Other
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3.3 Additional DetailsThe space below can be used to report additional information, specific to the reporting year.
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The space below can be used to report additional information, specific to the reporting year.