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References

[1] Civil society consists of voluntary organizations representing Aboriginal peoples and members of visible minorities, including immigrant aid organizations as well as academics, employment equity practitioners and other professionals with an interest in human resource management in the organizations covered in this project.

[2] Justice Canada

[3] Ipsos News Center. International Day For The Elimination Of Racial Discrimination. March 21, 2005

[4] Making a Visible Difference: The Contribution of Visible Minorities toCanada’s Economic Growth,

Conference Board of Canada, April 2004.

[5] It should be noted that while the focus of the project was on visible minorities,most of the visible minority participants were also immigrants; therefore overlap in the findings for visible minorities and immigrants exists.

[6] Aboriginal identity refers to those persons reporting membership in at least one of the three Aboriginal groups: North American Indian, Métis and Inuit.

[7] The Employment Equity Act defines visible minorities as “persons other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour.”

[8] http://canada.justice.gc.ca/en/news/

[9] The Daily, Statistics Canada. March 22, 2005.

[10] As quoted by Samuel, John, Constantine Passaris, Lloyd Stanford and Cyril Dabydeen in 21st Century Canadian Diversity (Ed. Stephen Nancoo), Educator’s Press, 2000

[11] The labour market availability for both Aboriginal peoples and visible minorities is based on the 2001 census and is therefore likely to be an underestimate of the availability in 2002.

[12] National Visible Minority Council on Labour Force Development, Building our Future Workforce, Ottawa, 2004, P.53

[13] Employers under the Federal Contractors Program, who are also required to implement employment equity under an expanded mandate of the Employment Equity Act, are not required to submit annual reports.

[14] The figures for 1990 are based on permanent full time employment.

[15] Labour market availability estimates are available only every five years.

[16] Representativity index is the percentage of representation of a group against their availability in the Canadian labour force.

[17] Because of the small numbers of Aboriginal peoples in hiring, promotion and in particular occupations, changes over any two points are subject to large fluctuations and should be interpreted with caution.

[18] Making a Visible Difference: The Contribution of Visible Minorities to Canada ’s Economic Growth,

Conference Board of Canada, April 2004.

[19] Public Policy Forum, Canadian Institute of Public Policy, Montreal, 2004.

[20] The Conference Board of Canada, Ibid.

[21] Annual Report to Parliament on Immigration, 2004

[22] Citizenship and Immigration Canada, Annual Immigration Statistics

[23] Public Policy Forum, Press Release, November 3, 2004.

[24] Ipsos News Center. International Day For The Elimination Of Racial Discrimination, March 21, 2005

[25] Statistics Canada: Ethnic Diversity Study conducted in 2002; please see the Dailyof September 29, 2003.

[26] Although the focus was on the private sector, this did not stop participants from expressing their dissatisfaction with public sector employers. Moreover, several participants were from educational institutions covered under the FCP.

[27] Many of the solutions to barriers against workforce entry apply equally to job retention and promotion. They will not be repeated in these and following sections.

[28] The details of these companies’ initiatives were not discussed during consultations, except that the CEO of both companies took personal interest in promoting the interests of Aboriginal peoples.

[29] It should be noted that the issue of foreign credentials is primarily a provincial jurisdiction. Within the federal government, the responsibility(for what?) rests primarily with Citizenship and Immigration Canada and HRSDC (but not within Labour Branch, which administers Employment Equity).

[30] Details of these partnerships were not discussed during consultations. Further research into these partnerships was outside the mandate of this project.

[31] Becker, Gary: Economics of Discrimination, University of Chicago, Chicago Press.

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Date Modified:
2012-02-27