ADMINISTRATIVE REPORT
Date: June 2, 1997
C.C. File No.: 1302
TO: Vancouver City Council
FROM: Director of the Equal Employment Opportunity Program
SUBJECT: Progress Report - Equal Employment Opportunities 1986-1996
INFORMATION
The Director of the Equal Employment Opportunity Program submits
this report for Council's INFORMATION.
COUNCIL POLICY
In 1986, Council reaffirmed its commitment to a policy of equal
employment opportunity for women, visible minorities, First Nations
people and persons with disabilities. The goal of this policy is to
create a representative work force in which individuals are hired
because of their qualifications and not because of factors such as
racial or physical characteristics that are unrelated to their job.
Where no demonstrable difference exists in the qualifications of
candidates for a position, the policy of representative recruitment
should determine hiring.
SUMMARY
This report provides a summary of the achievements and initiatives
undertaken throughout civic departments in support of the Equal
Employment Opportunity Program during the period 1986 to 1996. It
reviews the training programs that have been implemented, the efforts
that have been made to remove systemic barriers to employment, and the
various initiatives that have been undertaken to create a more welcoming
and inclusive workplace. There is still much work to be done to meet
Council s mandate for a representative workforce but the holistic
approach to valuing diversity adopted by the City has had a considerable
impact on the organizational culture and make-up of the workforce.
PURPOSE
The report is a retrospective of ten years of implementing equal
employment opportunities in all civic departments and illustrates the
progress that has been made in moving towards a more representative
workforce.
BACKGROUND
The City of Vancouver has been acknowledged as a leader in its
development of an equal employment opportunity program and its
establishment of the Hastings Institute. This reputation has been
gained as a result of the support from Council and senior management ,
the significant investment of resources in training programs that create
awareness and understanding of the issues, and the commitment to
effecting fundamental change at all levels of the organization.
An area in which we have been deficient, however, is in cataloguing the
steps that have been taken to support the City's mandate for a
representative work force. To address this lack, we have prepared the
attached progress report, which contains information from the various
departments about what people are doing to enhance employment and
service equity within their operations. Because departments were asked
to summarize their efforts over a period of ten years (1986-1996), some
of the information is anecdotal, but valuable nonetheless in adding to
the composite of how and what changes have occurred. Specific
information regarding the number of participants who have attended
training courses, or dates for a particular initiative, or details of
individual initiatives or projects are included whenever possible.
One of the ways in which Vancouver has been at the forefront has been in
our recognition of the strength that diversity brings to an
organization. Today, valuing diversity is being seen by corporations
not only as the right thing to do but also as a good business strategy;
it is an approach that is being adopted increasingly because it works.
Our training and education programs have raised awareness of the issues,
and have given people the practical skills to bring diversity into their
workplaces, so that actions related to diversity and equity are "owned"
by everyone, not just the Equal Employment Opportunity Office. This has
resulted in some fundamental shifts in behaviour at all levels of the
organization.
Despite such progress, however, it would be a mistake to become
complacent or to underestimate how much more still needs to change if
the City is to become truly representative of and accessible to all of
the diverse community. Even with the emphasis on removing barriers and
providing equal opportunities, some people still fear and resist the
change, particularly in times of budget reductions and lessened job
security. There is a backlash reaction, based mostly on the
misconception that equal employment opportunities mean quotas, lowered
job standards, or "special rights". It is important that we recognize
the existence of the backlash and that we strive to dispel
misunderstandings by communicating how a welcoming workplace that values
and nurtures diversity provides equal opportunities for everyone, based
on merit and ability.
The attached* report covers information to the end of 1996. Since that
time, the Equal Employment Opportunity Program has continued to work
with all departments to facilitate change. Recent projects have
included:
The Partners at Work program to provide work experience for high
school students will be expanded in 1997 (co-ordinated by EEO and
Human Resources);
Job shadowing agreement for women in trades (a joint project of
EEO, Human Resources, Engineering and CUPE 1004, undertaken in
spring 1997);
Accommodation Guidelines to assist disabled employees return to
work (prepared by Human Resources and EEO in 1997);
A three-month job placement for a student with a disability as part
of a co-operative program (scheduled in Civic Theatres for summer
1997);
Delivery by the Hastings Institute of the Harassment Prevention &
Intervention Skills Workshop to other municipalities and
organizations (piloted in March, 1997).
As we move forward, our plans include renewed efforts to identify where
job opportunities exist for people who wish to access employment with
the City, and to assist supervisors to address issues of diversity in
hiring. We will continue to work collaboratively with departments to
create a work environment that welcomes and values diversity and to
building a workforce that is representative.
*previously distributed, on file in City Clerk's Office.
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