2. Partners and Stakeholders

The Commission is developing the Maturity Model and its measurement tools with a diverse group of partners to ensure that the Maturity Model responds to the unique needs of different employers, their employees and the public they serve. The concept is being validated with federally regulated employers and will soon enter the pilot phase.

Steering Committee

Terms of Reference

1. Purpose
   The purpose of the Canadian Human Rights Commission (CHRC) Human Rights Maturity Model (HRMM) Steering Committee is to provide a forum for advising on content success and continuous improvement of the HRMM.  Specifically, the Steering Committee will:

• provide overall direction related to the development, piloting, and implementation of the HRMM;
• offer input into the development of recognition incentives for organizations that voluntary implement the HRMM in their workplace; and
• provide guidance and direction to the HRMM Working Group.

The diverse membership also allows for gathering and sharing of proven practices, tools and resources to be communicated more broadly throughout various sectors via Steering Committee representatives.

1. Membership
   The membership of the Steering Committee is made up of the Director General, Discrimination Prevention Branch, CHRC (Chair); Director, Prevention Initiatives & Liaison Division, CHRC (Vice-Chair); Manager, Communications Division, CHRC; Administrative Assistant, Prevention Initiatives & Liaison Division, CHRC (Secretary); and representatives from various organizations that have agreed to participate, the current list of organizations represented being the following (in alphabetical order):

• Canada Labour Congress
• Canada Labour Congress Affiliate
• Canada Public Service Agency
• Canadian Bankers’ Association
• Employer Advisory Council
• Federal Employers in Transportation and Communications
• Human Resources and Skills Development Canada
• Treasury Board Secretariat of Canada

Organizations selected as pilot sites for the HRMM will also be invited to sit as members of the Steering Committee.

1. Roles & Responsibilities
   a. Director General, Discrimination Prevention Branch, CHRC (Chair):

• to chair and facilitate Steering Committee meetings;
• to provide input and ideas, raise concerns and identify risks to the  Steering Committee related to the development, piloting, and implementation of the HRMM, in collaboration with other Steering Committee members; and
• to provide relevant documentation to assist in Steering Committee decision making.

b. Director, Prevention Initiatives & Liaison Division, CHRC (Vice-Chair):

• to assist Chair and facilitate Steering Committee meetings;
• to replace the Chair during Steering Committee meetings in the absence of the latter or when so delegated;
• to communicate minutes and action items (if so identified) to the members of the Steering Committee;
• to provide input and ideas, raise concerns and identify risks to the Steering Committee related to the development, piloting, and implementation of the HRMM, in collaboration with other Steering Committee members; and
• to provide relevant documentation to assist in Steering Committee decision making.

c. Manager, Communications Division, CHRC

• To provide guidance with respect to communications products and information tools in the development and implementation of the HRMM
• to provide input and ideas, raise concerns and identify risks to the Steering Committee related to the development, piloting, and implementation of the HRMM, in collaboration with other Steering Committee members; and
• to provide relevant documentation to assist in Steering Committee decision making.

d. Administrative Assistant, Prevention Initiatives & Liaison Division, CHRC (Secretary):

• to record minutes and actions items of Steering Committee meetings;
• to raise administrative concerns and identify risks to the Chair related to the development, piloting, and implementation of the HRMM; and
• to provide input to the Chair on the administration of the Steering Committee as requested.

e. Representatives from member organizations represented on the Steering Committee:

• to assist the Chair of the Steering Committee during Steering Committee meetings;
• to participate actively in Steering Committee meetings;
• to provide input and ideas, raise concerns and identify risks and emerging issues to the Chair related to the development, piloting, and implementation of the HRMM, in collaboration with other Steering Committee members;
• to share proven practices, tools and resources with other members of the Steering Committee as appropriate;
• to provide relevant documentation to assist in Steering Committee decision making; and
• to provide input to the Chair on related matters, as requested.

1. Meetings
   Steering Committee meetings will be held quarterly.  It is expected that Steering Committee members will commit to attending all meetings. Member organizations may identify alternate representatives for Steering Committee meetings as appropriate. Members will inform CHRC in advance when alternate representatives will attend a Steering Committee meeting. Members will ensure the alternate representative is well prepared for the meeting and has received all meeting documentation. All meetings will be bilingual.

1. Quorum
   The Chair (or delegate) and 5 representatives from member organizations are required at a minimum to endorse minutes and action items of the Steering Committee.

1. Documentation
   To the greatest extent possible, the CHRC shall endeavour to send to Steering Committee members all relevant documentation two weeks in advance of Steering Committee meetings.  In the event that the CHRC establishes a content management web site, Steering Committee and working groups members are expected to obtain all documentation for meetings through the aforementioned Web site.
    
   For the purposes of record-keeping and posterity, all official documentation will be provided in both official languages.  Draft documentation will be provided in the author’s choice of official languages and will be translated in the event that:

a) it is not understood by all Steering Committee members, or
b) it becomes an official document for the purposes of record-keeping and posterity.

Members are reminded that the Steering Committee’s discussions are confidential.  

Working Group

Terms of Reference

1. Purpose
   The purpose of the Canadian Human Rights Commission (CHRC) Human Rights Maturity Model (HRMM) Working Group is to further advance development of the model, as per guidance provided by the HRMM Steering Committee. Specifically, the Working Group will collaborate to develop a Performance Management Framework, which includes:

• definitions for each HRMM level;
• outcomes for each of the 5 HRMM elements at each level;
• indicators for each outcome developed; and
• potential measures and/or data sources for each indicator developed.

The Performance Management Framework developed by the Working Group will be proposed to the Steering Committee for approval.  
 
The diverse membership also allows for gathering and sharing of proven practices, tools and resources.

1. Membership
   Steering Committee members were invited to propose representatives from their constituencies to participate in the Working Group.
    
   The membership of the Working Group is made up of the Director, Prevention Initiatives & Liaison Division, CHRC (Chair); Manager, Prevention Initiatives & Liaison Division, CHRC (Vice-Chair); Manager, Québec & Nunavut Regional Office, CHRC (Vice-Chair); and representatives from various organizations that have agreed to participate, the current list of organizations represented being the following (in alphabetical order):

• Bank of America
• Bank of Montreal
• Canadian Auto Workers
• Canada Border Services Agency
• Canada Labour Congress
• Canada Post Corporation
• Canadian Bankers’ Association
• Canadian Forces
• Canadian Pacific Railway
• Canadian Union of Postal Workers  
• Federally Regulated Employers - Transportation and Communications
• Human Resources and Skills Development Canada
• Public Service Alliance of Canada
• Royal Canadian Mounted Police
• Treasury Board Secretariat of Canada

1. Roles & Responsibilities
   a. Director, Prevention Initiatives & Liaison Division, CHRC (Chair):

• to chair and facilitate Working Group meetings;
• to provide input and ideas, raise concerns and identify risks to the  Working Group related to the development of the HRMM Performance        Management Framework; and
• to provide relevant documentation to assist the Working Group.

b. Manager, Prevention Initiatives & Liaison Division, CHRC and
 Manager, Québec & Nunavut Regional Office, CHRC (Vice-Chairs): 

• to assist Chair and facilitate Working Group meetings;
• to replace the Chair during Working Group meetings in the absence of the latter or when so delegated;
• to communicate minutes and action items (if so identified) to the members of the Working Group;
• to provide input and ideas, raise concerns and identify risks to the Working Group related to the development of the HRMM Performance Management Framework; and
• to provide relevant documentation to assist the Working Group.

c. Representatives from member organizations: 

• to participate actively in Working Group meetings;
• to provide input and ideas, raise concerns and identify risks and emerging issues to the Chair related to the development of the HRMM Performance Management Framework;
• to share proven practices, tools and resources with other members of the Working Group, as appropriate;
• to provide relevant documentation to assist the Working Group; and
• to provide input to the Chair on related matters, as requested.

1. Documentation
   To the greatest extent possible, the CHRC shall endeavour to send to Working Group members all relevant documentation two weeks in advance of Working Group meetings.  In the event that the CHRC establishes a content management web site, Working Group members are expected to obtain all documentation for meetings through the aforementioned Web site.
    
   For the purposes of record-keeping and posterity, all official documentation will be provided in both official languages.  Draft documentation will be provided in the author’s choice of official languages and will be translated in the event that:

a) it is not understood by all Working Group members, or
b) it becomes an official document for the purposes of record-keeping and posterity.

Employer Advisory Council

The objectives of the Employer Advisory Council (EAC) are to raise, examine, discuss and deal with issues related to preventing discrimination in workplaces and service centres throughout Canada. During EAC meetings, members present concerns and risks related to preventing discrimination, communicate best practices amongst themselves, and share tools and resources.

Within the EAC, there are subcommittees that examine and discuss in more detail prevention-related issues that concern both employers and service providers.

EAC meetings are held quarterly in January, April, June and September in various locations across Canada.