ALL UNION EMPLOYMENT EQUITY UPDATE

Thursday, November 18, 2004
9:00 to 12:00
200 Laurier Ave,. West
2nd Floor, Classification Boardroom

Attendees:

Management

Elaine Courtney
Manda Noble-Green
Bonnie Lehman

Union

Linda Cassidy (UTE)
Lina Ruel (UTE)
Carolyn McGillivray (CEUDA)
Ann Ferrish (CEUDA)
Norm Barnoff (PIPSC)

Speaking Notes

Summary of Discussions/
Commitments

Update from last meeting commitments:

Commitments from the last Union/Management Committee Meetings:

1. Share with and brief the union on the Conference Board of Canada case study on maximizing the talents of visible minorities (UTE)
   • The Conference Board of Canada held a Leader’s Summit on May 27th, 2004.  The CRA was invited to participate.
   • Darrell Mahoney, Director General, Employment Organization and Operation, attended the Summit on behalf of the CRA. The issues that were discussed included:
     • What do you believe may block or slow the advancement of visible minorities in organizations and in Canadian society overall?
     • If you could change one thing in your organization to realize the potential of visible minorities, what would you do?
     • How would you know that you had been successful in removing barriers and fully realizing the talents of visible minorities?
   • From these discussions, the Conference Board of Canada is developing an Employer's Guide, Business Critical: How to Maximize the Talents of Visible Minorities.
   • This guide has not yet been published – it will be shared with the union once we receive it.

• Share with union representatives as soon as the guide is released.

2. Update on the review of the NAC roles and responsibilities (CEUDA)
   • During the last meeting in June 2003, between the National Advisory Committee Chairs and Co-chairs and the Senior Employment Equity Coordinators (SEECs), the SEEC from the Prairie Region had volunteered to review the roles and responsibilities of the NACs.
   • This activity has been put on hold until the upcoming meeting between the Commissioner and the NAC Chairs and Co-Chairs, scheduled for November 25th, 2004.
   • The Commissioner would like to discuss with the NAC Chairs and Co-Chairs the framework and the membership for the committees.

2. Keep union representatives updated regarding any changes in relation to the NAC roles and responsibilities.

Agenda Items from CEUDA

1. Upcoming EE meetings that the Unions previously attended.
   • The upcoming meetings are “NAC working meetings”.  These are not different from the past.
   • The last NAC working meetings were held in June 2003.  While some NAC members are union representatives, for the purpose of the NAC, they are representing designated group members.
   • Unions are consulted regularly through meetings such as today and through official consultation meetings for specific items such as the Strategic Direction.
   • Unions also receive regular updates of information and statistics throughout the year.
   • A few years past, we had a Summit where all EE stakeholders were invited.  This event was organized to provide everyone with the same level of knowledge about the new HR Regime and how EE fit into this regime. 

1. Union is of the opinion that a “Summit” provided an opportunity to get all parties together (NAC, SEEC, Unions etc).  Management will considers the union’s suggestion regarding another summit.  Keep unions updated. 

2. Update on the Quebec pilot project.
   • This item will be addressed under the update of the Strategy for Persons with Disabilities 

UPDATES

1. Workforce Analysis

   • The National EE Section has completed its new Workforce Analysis, as of March 31, 2004.   A copy has been shared with the union in July 2004.  The new Workforce Analysis reflects CRA employees only, excluding CBSA, and is compared to the labour market availability (LMA) from the 2001 Census data.
   • The LMA for Persons with Disabilities is taken from the 2001 Participation and Activity Limitations Survey (PALS) .
   • The change in our internal workforce together with the new LMA has resulted in new gaps – therefore, we have new benchmarks.

2. EE Annual Report 2003-2004

   • The National EE Section is currently working on the EE Annual Report for 2003-2004.
   • Highlights of the Report were presented to AMC and BOM in September 2004.
   • The result of the Workforce Analysis, which was shared with the Unions in July is reflected in the EE Annual Report.
   • Once the Report is tabled in Parliament, a copy will be distributed to the unions.
   • The Public Service Human Resources Management Agency of Canada is responsible to table the EE Reports – they have until March 31st to table the Reports.

• Copy of the Report will be sent to the Unions once tabled in Parliament by PSHRMAC.

Highlights of the EE Annual Report include:

• The CRA changed its methodology to calculate its Labour Market Availability (LMA), using statistics on all Canadians, to align itself with its staffing requirements, which includes landed immigrants.  This expands our pool of potential qualified candidates.  In the past, only Canadian citizens were included in the LMA calculation.
• This Report includes some Customs initiatives and successes until December 2003;
• A large increase in the LMA of Women in the Professional Employment Equity Occupational Group (EEOG 03), which includes the Audit jobs (AU’s), and in the Administrative and Senior Clerical Group (EEOG 07);
• A substantial increase in the LMA of Visible Minorities in all occupational groups;
• An increase in LMA of Aboriginal Peoples; and
• A decrease in the LMA for Persons with Disabilities.

*NOTE: For Persons with Disabilities, the filter questions used for the 2001 Participation and Activity Limitation Survey (PALS) were different from those used for the 1991 Health and Activity Limitation Survey (HALS).  Therefore, the results from those two Surveys cannot be compared.

As well, the National EE Section continues to validate the National Occupational Coding in order to ensure consistency.  This sometimes results in changes in the workforce analysis. 

In comparison from March 31, 2003 to March 31, 2004:

• The rate of representation of Visible Minorities has increased from 12.1% to 13.2%, still exceeding the increased LMA of 12.5%. 
• The rate of representation of Women increased from 58.7% to 59.7%, equaling the increased LMA.
• The rate of representation of Persons with Disabilities decreased slightly from 5.3% to 5.1%, but still exceeds the decreased LMA of 3.9%.
• The rate of representation of Aboriginal Peoples has decreased slightly from 2.5% to 2.4%, but continues to exceed the increased LMA of 2.2%.

*Note:  A table with these statistics is shared with the Union (Appendix A). 

Provide an electronic version of appendicies to the unions.

Highlights of Executive Group – Compared to March 31, 2003,

• Representation of Women increased from 30.3% to 33.7%, but short of the increased LMA (35.9%) by 2.2%.
• Representation of Visible Minorities increased from 4.3% to 4.9%, short of the increased LMA (11.3%) by 6.4%.
• Representation rate of Persons with Disabilities decreased slightly from 4.1% to 3.6%, but still above the decreased LMA of 2.4%.
• Representation of Aboriginal Peoples increased from 1.6% to 1.8%, above the increased LMA of 1.6%.

*Note:  A table with these statistics is shared with the Union (Appendix B). 

Highlights of Management Development Programs - Compared to March 31, 2003:

• There has been an increase in participation of three of the four designated groups in the Management Development Programs (Visible Minorities, Persons with Disabilities and Aboriginal Peoples).
• The participation of Visible Minorities in these Programs reached 28.5%, which will contribute to the Agency’s efforts of bridging their gap in the Executive Group.
• The participation of Women decreased slightly passing from 47.6% to 46.7%.

*Note:  A table indicating these statistics is shared with the Union (Appendix C). 

Upcoming Challenges:

Aboriginal Peoples

• Need to increase our hiring rate to take advantage of the growing youth Aboriginal population.
• Retention continues to be a challenge.
• Need to increase Aboriginal representation in management positions.

 Visible Minorities

• Under-representation in the Executive Group (6.4% or 28)
• While less severe, continued under-representation in the Middle and other Managers group (0.1% or 28) and in the Supervisors group (4.4% or 80).

Women

• Under-representation in the Professional Group (5.6% or 543). This is the group where we have AUs
• Under-representation in the Program Administrative and Senior Clerical Group where we have our PMs and AS (2.5% or 410).
• Still small under-representation of women in the Executive Group (2.2% or 10) 

Persons with Disabilities

• Accommodation is an area that continues to evolve and we are expecting this to be an issue in the foreseeable future. 

These challenges will be reflected in the Strategic Direction that is currently being developed.

3. EE 3-year Strategic Direction

   • The National EE Section is currently developing the draft EE 3-year Strategic Direction 2005-2008.  We will proceed with consultations on the development of the Strategic Direction in the same order as we did for the last Strategic Direction. 
   • The first level of consultation will start with the National Advisory Committee (NAC) members – during their upcoming working meetings scheduled for December 15-16, 2004.
   • The second level will be with the Senior Employment Equity Coordinators.  We hope to undertake this consultation in mid-January, 2005. 
   • The third level will be with the National Union Representatives.  We should be in a position to undertake this last level in mid-February, 2005.  Comments from previous consultations (i.e. with SEECs and NACs) will be included to the version that the Unions will be consulted on.
   • Once consultations are completed, the 3-year Strategic Direction will be presented to senior management for approval.

Provide copy of 2001-2004 Strategic Direction to PIPSC representative.

4. Electronic Workforce Profile Survey

   • We have had a delay in the development of the electronic Workforce Profile Survey.  It has just recently started to be piloted with National Advisory Committee members and Senior Employment Equity Coordinators.
   • Unions have also been asked to pilot this tool.
   • Once the piloting is completed and the recommended changes are done, it will be launched.
   • Communication package for this tool has not yet been developed.  It will include a reminder to employees once a year.

5. CRA Strategy For Persons with Disabilities

   • The Québec Region has started its activities around the Strategy for Persons with Disabilities
   • To date, they have concentrated on raising awareness around this issue and around “what is a person with disabilities”.
   • Statistics done as of June 2004 has demonstrated that the awareness sessions are making a difference.
   • We will need to wait until the project is more advanced before we can make conclusive statements.
   • We will share information from this project as the region progresses with its initiatives.
   • The pilot project will be completed by March 31, 2005.

Management will keep unions apprised.

6. National Committee of Federal Public Servants with Disabilities (NCFPSD)
   • Recap from previous meeting:
     • On November 25, 2002, Deputy Ministers met to discuss the Forum’s report entitled “Interdepartmental Forum of Persons with Disabilities – A Dialogue for Action”.  A committee called the National Committee of Federal Public Servants with Disabilities (NCFPSD) was formed.
     • It was agreed that Michael Wernick, Deputy Secretary to the Cabinet, Privy Council Office, would champion the work of this Committee and assist in developing and implementing the five-year strategy.
     • Various sub-committees were formed to respond to the five-year strategy.  One of these is entitled “Disability Management”.
     • CRA has agreed to sit as an active member on this Sub-Committee.
     • In preparation for this task, consultation with the NAC for Persons with Disabilities (PWD) took place.  Close to 350 suggestions were received and a summary was prepared by the NAC – PWD Chair and Co-Chair, which will be shared with the Sub-Committee.
     • The first meeting of this Sub-Committee was during the week of August 30th.

• What is new:
• Mr. François Guimont has accepted to Champion the Sub-Committee on the Disability Management issue.
• Cathy Scott is Chair of this Sub-Committee, which is formed of approximately 12 federal public servants with disabilities from various departments, representing every province.
• CRA has two members, Joanne Hivon, from the Québec Region and Laurinda Rickman representing the Prairie Region.  Laurinda is also a NAC member.
• A few meetings have been organized so far.  The Sub-Committee is working on the plan of action.
• We will inform the Union of any new development from this Committee.

7. Aboriginal Awareness Training
   • The contract for the Aboriginal Awareness Training had expired.  A Request for Proposal was posted on the MERX – in accordance with the NAFTA.
   • We have just completed assessing the Proposals.  A contract should be awarded very shortly.  For this fiscal year, 6 English sessions and one French will be provided – one per Region.  The English contract has a 3-year renewal option. One French session is being provided by Archetypes-Inter, meeting the Quebec request to have a different service provider.  This is the second time this service provider is retained and we continue to assess the success of this service provider for future consideration for other French sessions. 

8. National Adaptive Technology Support Project
   • A project is currently underway to develop an IT Support Services Model in order to better support employees that require adaptive technology to do their work.
   • This project is being spearheaded by Information Technology Branch and the Adaptive Technology Program (Finance & Administrative Branch).
   • The purpose of this project is to ensure that the architecture, best practices, and ITB standards and norms for acquisition, development and maintenance of Commercial Off the Shelf (COTS) products are applied to all Adaptive Technology solutions.
   • Part of this project includes training for the first level IT support.  This training is starting in the Québec Region, in support of the Pilot Project of the Strategy for Persons with Disabilities.

General

• Management will look into the issue of landed immigrants not being included in promotional competitions.
• Union invitation to have Darrell Mahoney participate in future meetings.
• Question raised as to frequency of meetings and number of seats available to unions. Management will consider unions’ request.
• Union raised concern that local union representatives were not always being consulted in the development of the EE plan in certain regions, or are not involved on a timely basis, for example NORO, Atlantic.  Management will follow-up.