The Joint Employment Equity Committee (JEEC) provides a national forum that includes the Treasury Board Secretariat (TBS), the Public Service Commission (PSC), Bargaining Agents and departmental representatives. Others with Employment Equity and diversity responsibilities or expertise, including a youth representative, may be invited to collaborate on the development, implementation and revision of public service wide policies and practices that may impact designated groups under the Employment Equity Act.
The JEEC acts as the NJC's vehicle for Employment Equity and diversity analysis, and provides the NJC with Employment Equity and diversity related input, as well as, advice and recommendations related to emerging policies and practices in the federal public service:
- Undertaking timely and relevant analysis/review from an Employment Equity and diversity lens. Analysis from an Employment Equity and diversity lens is understood as:
- Considering the Employment Equity impacts and implications of policy and practice modifications on the designated groups;
- Ensuring that intersections among designated groups—including gender identity and sexual orientation related issues are considered when impacts and implications are assessed.
- Periodically undertaking system wide reviews and analysis on Employment Equity and diversity related issues.
To achieve its mandate, the JEEC relies on:
- Transparent and timely sharing of Employment Equity and diversity related information among all Committee members (including Employment Equity data summaries gathered through various employer controlled systems);
- A consistent approach to referring issues to JEEC for consultation, collaboration, input and analysis; and,
- Engagement with the NJC Executive with regard to emerging priorities.
Committee Advisor: Laura.Mackenzie@njc-cnm.gc.ca
Quarterly Report to the National Joint Council (June 2021)
- The Committee has met three (3) times since the last Council meeting.
- The Committee wishes to note the departure of Alice Law from the Public Service Commission, and to thank her for her contributions to the Committee.
- The Committee welcomed a new Employer Side member, Julie Richer Gobuyan, from the Canada School of Public Service.
- The Committee had a discussion with the Assistant Secretary to the Cabinet of Public Service Renewal, Privy Council Office (PCO) regarding the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service and the opportunities for collaboration with the Committee in the implementation of the Call to Action. The Committee noted that the systemic issues are the staffing processes and the delegation of authority. Given the Clerk is responsible for the Management Accountability Framework (MAF), it was suggested that he could raise accountability for Deputy Heads (DHs) in this regard. It was further noted that while there are important individual solutions provided, the systemic issues were not captured in the Call to Action. The JEEC underscored the importance for the Public Service Employment Act to be examined and ask if elements of those pieces of legislation create and/or maintain systemic barriers.
- The Committee was pleased with the discussion and looks forward to further discussions with the PCO and other stakeholders as initiatives are being developed.
- The Committee received a presentation from the Centre on Diversity and Inclusion (CDI) on the key initiatives that the CDI has been implementing, as well as an overview of the Mentorship Plus program. The generation and publication of data is one of the CDI’s priorities and it was noted that there will be a business intelligence tool that will be available to help visualize the data with different filters to better help understand the information. The CDI is also focused on increasing the diversity of senior leaders through a variety of initiatives, such as the Mentorship Plus (sponsorship) program to help pair employees from EE groups to mentors to enhance their career opportunities. The Mentorship Plus program comprises both mentorship and sponsorship components that can be launched separately and concurrently. It is adaptable to ensure alignment with department context, existing programs, and diversity objectives.
- The Committee would like to commend the CDI for their work and highlight their importance with respect to their diversity and inclusion efforts.
- The Committee received a presentation from the Canadian Race Relations Foundation (CRRF) about recent conversations they have had regarding how the Employment Equity Act can be improved and how the public service can recruit talented people, support these people up the pipeline, and remove barriers that equity groups face. It was noted that not only looking at who is getting hired but how the public service is supporting them is just as important. It was noted that solutions are best when they are developed collaboratively, highlighting the importance of councils such as the NJC.
- The Committee sent a memo to the Public Service Commission (PSC) requesting further information on: 1) the number and outcome of investigations and EE groups (such as investigations related to harassment and discrimination by employment equity groups); 2) the status and/or use of priority entitlement and persons with disabilities; 3) the numbers available on mobility rates for EE groups – inclusive of promotions, acting appointments, and separations; and 4) the percentage of external appointments for EE groups. The Committee invited the PSC to a future meeting to discuss these results.
- The Committee finalized their 2020-21 Year-End Report and proposed 2021-22 Work Plan which were tabled at the Executive Committee’s April meeting. Two new action items were included for next year’s work plan: to provide input on the Employment Equity Act (EEA) review and to increase awareness to the JEEC’s unique purpose and role as a consultative body through a communiqué.
- The Committee was given the opportunity to provide input into two Canada School of Public Service (CSPS) initiatives: a workshop titled “A Conversation on Racism and Racial Discrimination in the Workplace”, and case studies that address violence and harassment against people with disabilities.
- The Committee continues to monitor the implementation of the recommendations from the Final Report of the Joint Union/Management Task Force on Diversity and Inclusion.
Next meetings: September 15, 2021