Education and awareness: the key to successful compliance

Parliament clearly wished the Act to be applied in a spirit of cooperation and goodwill. Thus it is important for the Commission to raise awareness of what the Act requires, what it sets out to do, and how it applies to employers as well as other parties concerned.

In 2001, the Commission's Employment Equity Branch provided 45 training sessions, presentations, and workshops in all parts of Canada. These sessions explained the Act, dispelled myths, and offered practical solutions to the various parties. They also gave the Commission a better understanding of the concerns of employers, unions, and both members and non-members of designated groups, in a frank and open atmosphere.

Working with partners

As has been said, applying the Employment Equity Act is a cooperative process. The Canadian Human Rights Commission works closely with various partners to ensure its program requirements are fully implemented.

In 2001, Commission representatives held discussions, consultations, and training workshops with the Treasury Board Secretariat, the Public Service Commission, Human Resources Development Canada, and the Canadian Centre for Management Development. On those occasions, the focus was on exchanging key information, and on streamlining internal processes that are important to the Act's smooth implementation in the public service.

The Commission also has ongoing contacts with groups and individuals such as employer associations, unions, advocacy bodies representing designated groups, and employment equity consultants. For example, in 2001, meetings were held with, among others, the Canadian Bankers Association, Federally Regulated Employers in Transportation and Communications Organization (FETCO), the Toronto and Winnipeg Employment Equity Practitioners' Associations, and the Public Service Alliance of Canada.

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