In a victory for women across the federal public service, The Treasury Board has agreed to cover all forms of contraceptives under the Public Service Health Care Plan pending an agreement with federal public sector unions.

The decision comes after mounting pressure from Public Service Alliance of Canada National President Robyn Benson to offer greater choice for women taking birth control.

“Women in Canada deserve better birth control coverage, plain and simple. It is 2017, after all,” said Benson. “All women have the right to choose the method that works best for them, instead of simply what they can afford.”

Treasury Board President Scott Brison said that his department would have to reach a consensus with PSAC and other major federal public sector unions before an agreement can be reached.

“To be clear, PSAC will not offer any concessions to current benefits under the plan in order to provide non-oral contraceptives to our members,” added Benson. “It is absurd that our government does not already cover any contraceptives other than the pill for federal public service workers.”

The changes could be implemented as early as January 2018.

PSAC has been lobbying the Treasury Board for years to cover the cost of intrauterine devices, the patch and other forms of non-oral contraceptives under the federal health care plan. Such an agreement was reached in 2012, only to be arbitrarily taken off the table by then Treasury Board President Tony Clement.

Currently, only the birth control pill is covered under the health care regime, and women must pay for all non-oral contraceptives out of their own pockets.Depending on the news announced today this could be removed.

Victoire pour les femmes à l’emploi de la fonction publique fédérale! Le Conseil du Trésor accepte que le Régime de soins de santé de la fonction publique (RSSFP) rembourse tous les types de contraceptifs en attendant de conclure une entente avec l’ensemble des syndicats du secteur public fédéral.

Le CT a rendu cette décision après de nombreuses pressions de la part de la présidente de l’Alliance de la Fonction publique du Canada, Robyn Benson, dans le but d’offrir aux femmes fonctionnaires un plus grand choix quant aux moyens contraceptifs remboursés par le régime.

« Les femmes au Canada ont droit à une meilleure couverture d’assurance pour leurs contraceptifs, c’est aussi simple que ça! Après tout, nous sommes en 2017, souligne R. Benson. Elles ont toutes droit de choisir la méthode de contraception qui leur convient, pas uniquement celles couvertes par le RSSFP. »

Le ministre Scott Brison, président du CT, a indiqué qu’il souhaitait obtenir le consensus de l’AFPC et des autres syndicats du secteur public fédéral avant de conclure une entente.

« Soyons bien clairs, ajoute R. Benson, il n’est pas question que l’AFPC fasse des concessions pour obtenir la couverture des autres types de contraceptifs. Il ne fait déjà aucun sens que le gouvernement limite la couverture d’assurance à la pilule contraceptive pour son personnel. »

Soulignons que ces modifications devraient être mises en œuvre dès janvier 2018.

Depuis de nombreuses années, l’AFPC exerce des pressions sur le CT afin qu’il ajoute au RSSFP le remboursement des stérilets, timbres et autres types de contraceptifs non oraux. Une entente à ce sujet avait été conclue en 2012 pour être ensuite arbitrairement retirée par le ministre Tony Clement, alors président du CT.

Actuellement, uniquement les contraceptifs oraux sont couverts par le régime fédéral. Autrement dit, si elles souhaitent choisir d’autres méthodes contraceptives, les femmes fonctionnaires fédérales doivent les payer de leurs poches.

On the National Day of Remembrance and Action on Violence Against Women, PSAC recommits to ending gender-based violence in all forms.

À l’occasion de la Journée nationale de commémoration et d’action contre la violence faite aux femmes, l’AFPC réaffirme sa volonté d’éliminer toutes les formes de violence fondée sur le sexe.

Human rights cannot be taken for granted. Support Indigenous rights, work for trans rights, stop domestic violence, reject racism, take action on accessibility legislation.

Il faut se rappeler que le respect des droits de la personne n’est jamais acquis. Défendons les droits des Autochtones, militons pour les droits des personnes trans, mettons fin à la violence conjugale, luttons contre le racisme...

PSAC has succeeded in achieving two long-overdue improvements to the Public Service Health Care Plan (PSHCP): coverage of non-oral contraceptive methods and an electronic system for making vision care and paramedical claims.

PSHCP partners recommend expanded birth control coverage begin in April

In October 2017, PSAC declared victory in a long battle when Treasury Board President Scott Brison committed to expanding contraception coverage for federal public service workers. On February 13, 2018 an agreement between the PSHCP partners committee, which includes employer and union representation, was signed to recommend coverage for non-oral birth control methods, including IUDs (both hormonal and non-hormonal), the ring, the patch, and injections.

This recommendation will go to Treasury Board for official approval. The agreement also recommends this coverage become effective as of April 1, 2018.

Once approved by Treasury Board, these birth control methods will be added under the drug benefit, which means the plan will cover 80% of the reasonable and customary charges for such contraceptives. Full details will be made available on the health plan’s website.

“As the health plan for Canada’s largest employer, this extended coverage will provide thousands of women more contraceptive options. I am proud of what we have accomplished,” said PSAC National President Robyn Benson. “And PSAC will continue the fight, in partnership with the Canadian Labour Congress, other unions and our allies, to make this coverage available to all women in Canada through a national pharmacare plan.”

Electronic claim submission

A new electronic claims system will be in place as of April 1, 2018. It will be accessible through both the web and a mobile app. Federal public service workers will be able to submit claims in a much easier manner and will receive reimbursements much more quickly. 

This new system will be available for vision care claims, any covered paramedical service, such as massage therapy and physiotherapy, as well as some medical equipment and supplies. You must register with Sun Life to access this service. Please refer to both the health plan and Sun Life websites for more details, which will soon be released.  

Still fighting for more improvements

PSAC has reviewed all of the input that we received from our November 2017 survey and are prepared to begin our full round of negotiations for the PSHCP this spring. The Plan is overdue for other significant improvements and we plan to fight hard to make that happen. 

L’AFPC a finalement eu gain de cause! Après une longue attente, le Régime de soins de santé de la fonction publique (RSSFP) couvrira désormais les contraceptifs non oraux. On pourra aussi envoyer des demandes de règlements électroniques (soins de la vue et services paramédicaux).

Mise en œuvre recommandée pour avril 

En octobre 2017, l’AFPC a remporté une victoire pour les femmes fonctionnaires puisqu’après une longue bataille, le président du Conseil du Trésor, Scott Brison, a finalement consenti à ce que le RSSFP rembourse le coût des contraceptifs non oraux.  Le 13 février 2018, le Comité des partenaires du RSSFP, composé de membres de la partie patronale et syndicale, a signé une entente qui recommande l’ajout des contraceptifs non oraux à la couverture du Régime, y compris les stérilets (avec et sans hormone), l’anneau vaginal, le timbre contraceptif ainsi que les injections contraceptives.

Cette recommandation doit maintenant être approuvée officiellement par le Conseil du Trésor. L’entente préconise également l’entrée en vigueur des dispositions le 1^er avril 2018.

Une fois approuvées par le Conseil du Trésor, ces méthodes de contraception seront ajoutées à la liste de médicaments admissibles et le RSSFP remboursera 80 % des frais habituels et raisonnables. On trouvera plus de détails sur le site Web du Régime.

« Le RSSFP, c’est le régime de soins de santé du plus grand employeur au Canada. Je suis très fière que nous ayons réussi à élargir la gamme de contraceptifs admissibles et à offrir ainsi plus de choix à des milliers de femmes fonctionnaires », déclare Robyn Benson, présidente nationale de l’AFPC. « Et la lutte continue. L’AFPC, le Congrès du travail du Canada, d’autres syndicats et leurs alliés ont un objectif commun : mettre en place un régime d’assurance médicaments universel pour que toutes les Canadiennes aient accès au contraceptif de leur choix. »

Nouveaux services numériques

Le 1^er avril 2018, Sun Life lancera un nouveau service sur les plateformes Web et mobile : la présentation des demandes de règlement en ligne. Avec ce service très convivial, les fonctionnaires recevront leurs remboursements beaucoup plus rapidement qu’avant.

Grâce à ce service, vous pourrez réclamer un remboursement pour certaines dépenses que vous avez engagées (soins de la vue, massothérapie, physiothérapie, fournitures et appareils médicaux, par ex.). Il suffit de s’inscrire sur le site Web des Services aux participants du RSSFP. Pour en savoir plus, consultez le site du RSSFP et celui de la Sun Life.

La lutte continue

L’AFPC a examiné tous les commentaires reçus dans le cadre du sondage qu’elle a mené en novembre 2017. Elle est prête pour la ronde de négociation sur le RSSFP qui débutera ce printemps. Il y a encore beaucoup d’améliorations à apporter au régime et nous nous battrons pour les obtenir.

The Public Service Alliance of Canada (PSAC) is encouraged by the funding commitment for Phoenix in this budget. However, the budget does not include an exemption from paying back the gross amount for overpayments in 2017.

Our members complied with this government’s instructions to report overpayments by January 19 and yet thousands of members will still need to pay back the gross because of the government’s inability to process their reports.

“The government is finally listening to our demands thanks to the hard work and pressure from our members,” said PSAC National President Robyn Benson. “We are encouraged by the commitment to hiring compensation advisors – but we will need to hold this government’s feet to the fire to ensure they deliver.”

“We will only have a decisive victory when our members are finally made whole, and they’re paid correctly and on time. Until then, the government is not off the hook.”

More action needed on gender equality

The government’s commitment to introduce pro-active pay equity legislation in 2018 is long overdue.

“If this government is truly committed to addressing gender inequality, then they need to go further – we need more investments in affordable, quality child care,” said Benson.

“The federal budget does not include any new funding to increase affordability and accessibility to child care, even though it is the most significant barrier to women’s equal participation in the workforce.”

L’Alliance de la Fonction publique du Canada (AFPC) se réjouit des engagements financiers pris aujourd’hui par le gouvernement fédéral en ce qui concerne Phénix. Malheureusement, le budget fédéral ne prévoit pas d’exempter les fonctionnaires de l’obligation de rembourser le montant brut des trop‑payés.

Nos membres ont suivi les instructions du gouvernement et signalé les sommes trop payées avant le 19 janvier. Malgré tout, des milliers d’entre eux devront rembourser le montant brut parce que le gouvernement a été incapable de traiter leur dossier.

« Grâce aux pressions que nos membres ont exercées, le gouvernement écoute enfin nos revendications, déclare la présidente nationale de l’AFPC, Robyn Benson. Nous sommes heureux qu’il se soit engagé à embaucher des conseillers et conseillères en rémunération, mais nous devons veiller à ce qu’il tienne ses promesses. »

« Nous ne crierons pas victoire tant que nos membres ne seront pas dédommagés et qu’ils ne seront pas payés correctement et à temps. »

Encore du travail à faire pour éliminer les inégalités entre les sexes

Il est grand temps que le gouvernement s’engage à adopter une loi proactive sur l’équité salariale en 2018.

« Si le gouvernement a la ferme intention de s’attaquer aux inégalités hommes-femmes, il doit en faire plus, notamment en investissant davantage dans les services de garde d’enfants pour qu’ils soient abordables et de qualité », ajoute M^me Benson.

« Le budget fédéral ne prévoit pas de fonds supplémentaires pour améliorer l’accessibilité des services de garde, même s’il s’agit du principal obstacle à la participation égale des femmes au marché du travail. »

INTERNATIONAL WOMEN’S DAY 2018

This International Women’s Day, PSAC is calling on the Liberal government to take real action to advance gender equality.

Universal Child Care

Justin Trudeau’s Liberals promised to create “a framework to deliver affordable, high-quality, flexible, and fully inclusive child care for Canadian families.” So far, their actions have fallen short.

The framework agreement announced last June earmarks funding for specific families but leaves the promise of universality unfulfilled. The majority of Canadians are still paying high fees: for the average family, almost one-quarter of their income will go to childcare, far more than the ratio in most other comparable countries. And that’s if they can find a space at all.

In most Canadian cities, nearly three-quarters of child care centres maintain waitlists. Overall, only 24% of children ages 0-5 have access to a licensed child care space, even though the demand for spaces is double that. The fact of the matter is that the cost of childcare has increased – not decreased – under this government.

The Liberals can show their commitment to women’s economic security this International Women’s Day by making the investment in accessible and safe child care that Canadians so desperately need.

Take action! Show your support at Child Care For All.

Ending gender-based violence

As the #MeToo movement has shown, far too many women are subjected to sexual harassment, assault and violence. In Canada, over a third of women experience domestic violence in their lifetime and more than half report experiencing sexual harassment at work. Workplaces must be safe and free from violence. And when workers are subjected to violence at home, they need workplace supports to get help without risking their jobs.

Manitoba and Ontario have both provided workers who are victims of domestic violence with five days of paid leave. In November, the federal government introduced legislation to grant ten unpaid days to victims of family violence every calendar year.

These are huge first steps – but they don’t go far enough. Five days often isn’t enough to attend to ongoing medical, legal, emotional or housing needs. The financial burden that moving or accessing resources can take means that victims often can’t afford to miss out on wages. The Liberal government needs to offer 10 days of paid domestic violence leave now.

Take action! Send a letter to the Minister of Labour.

Proactive pay equity

In Canada, women earn 13% less than men. For Indigenous and racialized women, the pay gap is even worse. The most recent available data suggests that racialized women earned 55.6 cents for every dollar that non-racialized men earned in 2005. And the most recent Census data shows that not only does the gender pay gap persist, but in some parts of the country it is actually widening.

Women have the right to be paid wages that are free of gender discrimination. The right to pay equity – equal pay for work of equal value – is one of the most basic of workplace human rights.

The Liberals promised proactive pay equity legislation this year. In 2017, Prime Minister Trudeau reiterated this commitment to the United Nations General Assembly, but women in Canada are still waiting.

PSAC is calling on the federal government to introduce robust pay equity legislation without delay that includes fair assessments of work of equal value, ongoing monitoring and retroactive remuneration where wage discrimination has existed. 

Take action! Share images from the Canadian Labour Congress’ Done Waiting campaign and use the hashtag #DoneWaiting.

JOURNÉE INTERNATIONALE DES FEMMES 2018

En cette Journée internationale des femmes, l’AFPC demande au gouvernement libéral de prendre des mesures concrètes pour promouvoir l’égalité entre les hommes et les femmes.

Des services de garde universels

Les libéraux de Justin Trudeau ont promis de créer un « […] nouveau Cadre national d’éducation préscolaire et de garde d’enfants qui permettra aux familles canadiennes de bénéficier de services de garde d’enfants de haute qualité́, souples et entièrement inclusifs[…]  ». Jusqu’ici, leurs actes n’ont pas été à la hauteur de leurs paroles. 

En juin 2017, le gouvernement libéral annonçait la signature d’une entente en matière de services de garde, laquelle ne s’adresse qu’à un segment de la population. On est loin de l’universalité promise par les libéraux. Rappelons qu’à l’heure actuelle les frais de garde d’enfants au Canada sont exorbitants : une famille à revenu moyen doit consacrer près du quart de son revenu aux frais de garde, un ratio beaucoup plus élevé que celui relevé dans d’autres pays industrialisés. Et cela, c’est si elle arrive à trouver une place en garderie.

Dans la plupart des villes canadiennes, près de trois quarts des centres de services de garde ont une liste d’attente. En général, seulement 24 % des enfants de 0 à 5 ans ont une place dans un service de garde agréé, même si la demande est deux fois plus élevée. En fait, depuis l’arrivée au pouvoir du présent gouvernement libéral, les frais de garde ont plutôt augmenté.

La sécurité économique des femmes doit être une priorité pour le gouvernement libéral. Pourquoi ne pas profiter de la Journée internationale des femmes pour investir dans un réseau de services de garde accessibles et répondre ainsi à un besoin criant des familles canadiennes?

À l’action! Montrez votre appui sur le site Web : Services de garde éducatifs pour tous

En finir avec la violence faite aux femmes

Le mouvement #MoiAussi a révélé qu'un nombre alarmant de femmes sont victimes de harcèlement sexuel, d’agressions sexuelles et de violence. Au Canada, plus du tiers des femmes ont été victimes de violence conjugale et plus de la moitié ont indiqué subir du harcèlement sexuel au travail. Les femmes doivent avoir accès à un milieu de travail sécuritaire et exempt de violence. Et lorsqu'elles sont victimes de violence conjugale à la maison, elles doivent pouvoir compter sur l’aide dont elles ont besoin sans craindre de perdre leur travail.

Le Manitoba et l’Ontario ont modifié leurs normes du travail afin d’accorder cinq jours de congé payé aux victimes de violence conjugale. En novembre 2017, le gouvernement fédéral a adopté une loi accordant dix jours de congé non payé aux victimes de violence conjugale.

C'est fantastique… mais ce ne n'est pas assez. Un congé de cinq jours est insuffisant pour vaquer aux besoins médicaux, juridiques et émotionnels et organiser un possible déménagement. Les femmes victimes de violence doivent pouvoir compter sur leur plein salaire pour couvrir toutes leurs dépenses pour déménager ou accéder aux services et aux ressources dont elles ont besoin. Il est donc important que le gouvernement libéral accorde dès maintenant un congé payé de 10 jours aux femmes victimes de violence conjugale!

À l’action! Envoyez une lettre au ministre du Travail!

Une loi proactive sur l’équité salariale 

Au Canada, les femmes gagnent en moyenne 87 cents pour chaque dollar gagné par les hommes. Pour les femmes autochtones ou racialisées, cet écart est encore plus grand. Selon de récentes études, les femmes racialisées gagnaient, en 2005, 55,6 cents pour chaque dollar gagné par un homme non racialisé. Et le plus récent recensement démontre que non seulement l’écart salarial entre les hommes et les femmes persiste, mais il augmente dans certaines régions du pays.

Les femmes ont droit à des salaires décents sans discrimination. Le droit à l’équité salariale, soit un salaire égal pour un travail d’égale valeur, est un droit fondamental pour l'ensemble des travailleuses et travailleurs.

Les libéraux ont promis une loi proactive sur l’équité salariale. En 2017, le premier ministre Trudeau a réitéré sa promesse devant l’Assemblée générale des Nations Unies, mais les femmes au Canada attendent toujours. 

L’AFPC demande au gouvernement fédéral d’adopter sans délai une loi sur l’équité salariale qui prévoit une évaluation équitable du travail pour un salaire d’égale valeur, une surveillance constante du marché du travail et le versement rétroactif de rémunération lorsqu’il y a discrimination salariale.  

À l’action! Partagez des photos de la campagne Faut que ça bouge! du Congrès du travail du Canada et utilisez le mot-clic #FautQueCaBouge 

The Joint Union/Management TBS Task Force on Diversity and Inclusion released its final report.

The Task Force had a one-year mandate to define, establish the case, and make recommendations towards a framework and action plan to improve  diversity and inclusion in Canada’s public service.

Diversity and inclusion, along with strong employment equity initiatives, are critical to removing systemic barriers and having a workplace that is respectful and free of discrimination and harassment.

The Task Force  identified four key elements  necessary for ensuring a diverse and inclusive workplace which include increased transparency and fairness in people management and staffing processes; better accountability of deputy heads in central agencies and departments; education and awareness training of diversity and inclusion for federal public service workers; and a tool that provides a diversity and inclusion lens.  There are 44 recommendations dealing with these issues in the report.

The full implementation of recommendations will result in a significant culture shift in Canada’s public service toward a more diverse, inclusive and innovative workforce and workplace.

The federal government must implement these recommendations as quickly as possible so that the federal public service can continue to be one of the best public services in the world.

Le Groupe de travail conjoint syndical-patronal sur la diversité et l’inclusion vient de publier son rapport final.

Son mandat d’un an consistait à définir et à justifier la diversité et l’inclusion dans la fonction publique et à recommander un cadre de travail et un plan d’action.

La diversité, l’inclusion et des initiatives efficaces axées sur l’équité en matière d’emploi sont fondamentales pour éliminer les obstacles systémiques et mettre en place un milieu de travail respectueux et exempt de discrimination et de harcèlement.

Le Groupe de travail a relevé quatre ingrédients essentiels pour créer un milieu de travail inclusif et diversifié :

• la gestion des personnes et la dotation;
• la responsabilisation des administrateurs généraux dans les agences et les ministères;
• la sensibilisation aux questions de diversité et d’inclusion des fonctionnaires fédéraux;
• une approche qui tient compte de la diversité et de l’inclusion.

Les 44 recommandations du Groupe de travail doivent être mises en œuvre pour opérer un réel changement de culture dans la fonction publique canadienne et se doter ainsi d’un effectif diversifié, inclusif et innovant.

Par conséquent, le gouvernement fédéral doit mettre en œuvre ces recommandations le plus vite possible pour préserver la renommée mondiale de la fonction publique fédérale.

[PDF version]

Employment Equity: What is it? 

Employment Equity: How Does it Work? 

Did you know?... Some Facts and Figures 

Myth-Busting 

A Brief History of Employment Equity in Canada 

Employment Equity and Staffing in the Federal Public Service

Consultation with Unions under the Employment Equity Act 

A Glossary of Common Terms

Links and Further Recommended Resources 

EMPLOYMENT EQUITY: WHAT IS IT?

What is employment equity? Answers to Key Questions

WHAT is it?: A program of proactive, positive measures designed to: 1) increase the representation of people from the four “designated groups” in the workplace to a level that reflects their availability in the labour market; and 2) to identify and eliminate artificial barriers in the workplace that prevent designated group members from accessing jobs, promotions, training, etc..

WHO is covered? The designated groups are: women, Aboriginal peoples, racialized people, and people with disabilities. These are groups that have historically faced disadvantage, and who continue to face disproportionate levels of unemployment, underemployment, and barriers in the workplace. 

WHY? It’s about changing workplace culture and hiring practices so that members of these groups get jobs they are qualified to do and they can fully contribute to the workplace. Employment equity recognizes that women, Aboriginal peoples, racialized people, and people with disabilities are often held back – not because they lack ability – but because of things that are unrelated to their ability. Things like racism, discrimination, bias, stereotypes, assumptions, and systems that were not designed inclusively.

WHERE does it apply? The federal Employment Equity Act covers all federally regulated public and private workplaces with more than 100 employees. This includes federal government departments and agencies, federal museums and other separate agencies, crown corporations, airlines, banks, telecommunications companies, and inter-provincial transportation companies. It also covers businesses or organizations that have large contracts with the federal government ($200,000 or more with over 100 employees). In provincial and territorial workplaces, such as school, hospitals, municipalities, and others, employment equity is not specifically mandated under law but it can be put into place by employers voluntarily (it is specifically permitted under human rights laws).

HOW does it work? An employer must analyze its workforce, its policies and practices, and put into place an employment equity plan that sets out measures to address barriers and under-representation of designated groups. More information is included in the document “Employment Equity: How Does it Work?”

What else is important to know about employment equity?

• It’s about ensuring equal opportunity for all, by ensuring that hiring and promotion should be free from biases, favouritism, and prejudice, and that all workers should be recognized for their skills and abilities.
• It’s about recognizing that discrimination is not always obvious and outright: sometimes it is embedded in our systems, practices, and policies. Employment equity is a proactive way of addressing systemic discrimination in the workplace.
• Note that although gay, lesbian, bisexual and trans workers also face employment barriers and discrimination in the workplace, they are not currently included under employment equity legislation. There is a need for more data and information on this group of workers (for example in the Census) in order to determine whether and/or how they should be included as a “designated group”. 

EMPLOYMENT EQUITY: HOW DOES IT WORK?

Implementing employment equity involves some basic steps:

STEP 1: Workforce Analysis:

• Organizations examine their workforce to see if it reflects the diversity in the labour market.
• If the workforce’s make up does not reflect the external labour market, the organization must take steps to increase representation of the four designated groups. 

STEP 2: Employment Systems Review:

• Organizations also examine their “employment systems” – policies and practices relating to hiring, promotion, training, career development, retention, etc – to determine if there are barriers in place and to then address those barriers

STEP 3: Employment Equity Plan:

• Organizations must then prepare an employment equity plan which addresses both the numbers (the representation rates) and the practices (the barriers identified from the systems review). The employment equity plan will include short term and long term goals (not quotas) for workplace representation from each designated group, measures that will be taken to address barriers, and measures for accommodation.

STEP 4: Review and Revision:

• Employment equity plans are usually 1 to 3 year plans that must be reviewed and revised periodically. Once the previous plan is expired, another analysis will be done of the organization’s progress and another plan created, and so on.

ONGOING REQUIREMENTS:

Throughout all of their work on implementing employment equity, the employer must communicate with employees and engage in consultation and collaboration with workplace unions and employees from the designated groups. 

EMPLOYMENT EQUITY: SOME FACTS AND FIGURES

Did you know...?

• Currently, racialized people (“visible minorities”) represent about 22% of the Canadian population. Statistics Canada projects that by the year 2031 that number will increase to 30%.
• As of March 2016, racialized people represented only 14.5% of federal public service employees, and only 9.4% of public service Executives. 
• In 2015-16 only 3.3% of new hires into the federal public service were people with disabilities, as compared to their workforce availability of 4.4%.
• People with disabilities represented only 3.3% of workers in the federal private sector as of 2016.
• In the 2017 Public Service Employee Survey, 37% of employees with disabilities reported that they had experienced harassment in the workplace.
• Although women make up about 54% of all employees in the federal public service, they are mostly employed in Administrative Support, where they represent almost 80% of workers. In the Technical category, women represent only 25% of the workforce.
• In the federal private sector, women continue to be under-represented in most job categories (as of 2016).
• In 2016, Aboriginal workers only represented 2.3% of workers in the federal private sector, despite having an availability rate of 3.5%.
• Aboriginal workers in the public service are twice as likely as non-Aboriginal workers to be in seasonal jobs.
• More than half of recent immigrants to Canada have university degrees, versus only 28% of the Canadian-born population. The unemployment rate for university-educated recent immigrants is 4 times that of university-educated Canadian born.
• In 2015, the unemployment rate for the working-age Aboriginal population was almost twice the rate for other Canadians of the same age (11% versus 5.7%).

Sources: Statistics Canada (various sources); Treasury Board Secretariat, Employment Equity in the Public Service of Canada; Employment and Social Development Canada, Employment Equity Act: Annual Report; Public Service Employee Survey 2017

EMPLOYMENT EQUITY MYTH-BUSTING

Myth #1: Employment equity is all about quotas

Facts: Employment equity does not involve setting hiring “quotas”, which are fixed numerical requirements for hiring. What it does do is require employers to analyze their workforce, and to set their own numerical goals based on the composition of the labour force as a whole, and a number of other factors. They then must put in place measures that will allow them to make progress on those goals over time.

Employment equity also requires employers to take other steps to achieve a more equal workplace, including making their policies and practices more inclusive and removing discriminatory barriers. 

Myth #2: Employment equity means hiring unqualified people

Facts: Employment equity does not impact on the employer’s ability to set qualifications for a job and require that all applicants meet those qualifications, as long as they are bona fide. The federal Employment Equity Act and the Public Service Employment Act both reflect this reality and recognize that qualifications and merit are concepts that incorporate employment equity rather than conflict with it.

Employment equity is about removing barriers in hiring practices to ensure that otherwise qualified designated group members are not denied jobs based on factors unrelated to their ability.

Myth #3: Employment equity is “reverse discrimination”

Facts: The purpose of employment equity is to remove longstanding barriers to employment and career advancement for historically disadvantaged groups – Aboriginal peoples, women, people with disabilities, and racialized people. And it is about correcting injustices, both past and present, including racism and discrimination, which have prevented members of designated groups from accessing the same employment opportunities as others.

The Charter of Rights and Freedoms and human rights laws recognize employment equity measures are necessary to create a more just society. Therefore, special measures may be put into place in order to correct longstanding injustices. The purpose of these measures is to equalize opportunities in the workplace, not to discriminate against one group or another. 

Myth #4: Because of employment equity, there are no more job opportunities for white able-bodied men.

Facts: Employment equity is about ensuring opportunities for all, not taking away opportunities from anyone. It is to ensure that jobs are allocated fairly and equitably. Employment equity measures do not mean that all new jobs are designated for equity group members – it simply means that they must have access to their fair share of job opportunities. The goal is to achieve a workforce that is representative of our diverse society, at all levels.

Myth #5: With changing demographics, employment equity will just happen over time, we don’t need to intervene. The market can take care of things without government intervention.

Facts: We know that discrimination exists and that barriers continue for women, Aboriginal peoples, racialized people, and people with disabilities. These barriers will not disappear without intervention. To quote Justice Rosalie Abella: “If we do not act positively to remove barriers, we wait indefinitely for them to be removed. This would mean that we are prepared in the interim to tolerate prejudice and discrimination. …It is in the act of remedying the inequity that we show our commitment to equality.”

A BRIEF HISTORY OF EMPLOYMENT EQUITY IN CANADA

Mid 1970s

Canada’s major unions, including the Canadian Labour Congress, Canadian Union of Public Employees, the Public Service Alliance of Canada and others begin their work on workplace equality through Affirmative Action.

1977

Parliament adopts the Canadian Human Rights Act, which prohibits discrimination in employment on a number of enumerated grounds. Most provinces also have comprehensive human rights legislation by this time.

1978

The federal government launches a voluntary Affirmative Action Program aimed at private industry

1982

The Canadian Charter of Rights and Freedoms is enacted. 

1983

The federal government introduces the Federal Affirmative Action Program which focuses on increasing the representation of women, Aboriginal Persons and persons with disabilities in the federal public sector. These voluntary affirmative action programs did not bring about significant changes in employment opportunities for disadvantaged group members.

The Royal Commission on Equality in Employment is established. The Commission was instructed to “explore the most efficient, effective and equitable means of promoting equality in employment” for the four designated groups: women, Aboriginal peoples, persons with disabilities, and visible minority persons.

1984

Royal Commission Report (“Abella report”) is released, which introduces the term “employment equity” and contains a number of recommendations, including the need for implementing mandatory employment equity laws.

1985

Visible minorities are added to the groups covered by the federal government’s Affirmative Action Program.

Section 15 of the Charter of Rights and Freedoms comes into effect, further strengthening the idea of workplace equality. This “Equality Rights” section contains protection against discrimination and makes a provision for special programs whose purpose is the “amelioration of conditions of disadvantaged persons or groups” (employment equity programs). 

1986

The federal Employment Equity Act is passed. This Act does not initially apply to the federal public service, but only to federally-regulated private sector companies and crown corporations.

1988

The National Employment Equity Network is created by a coalition of equality-seeking groups. The mandate of this coalition is to lobby to the federal government to make the employment equity program more effective.

1993

The Ontario Employment Equity Act is passed covering provincially regulated public and private sector workplaces.The Nunavut Land Claims Agreement is formalized. Article 23 of the Agreement, Inuit Employment within Government, provides that “each government organization shall prepare an Inuit employment plan to increase and maintain the employment of Inuit at a representative level.”

1995

The Ontario Employment Equity Act is repealed by the Conservative government.

Parliament adopts a revised federal Employment Equity Act, which applies to the federal Public Service.

1996

Settlement agreements are signed between the federal government, the assembly of Manitoba Chiefs and the Canadian Human Rights Commission. The settlement provides for measures to increase the representation and retention of Aboriginal Persons in the federal public service. 

1997

In National Capital Alliance on Race Relations vs. Health Canada, the Canadian Human Rights Tribunal orders a series of permanent and temporary measures to eliminate discriminatory employment barriers against visible minorities and to redress the effects of past discrimination.

2000

The Embracing Change Initiative is launched in the federal public service, which includes a 20% hiring goal for racialized people, becoming the first such voluntary measure by an employer. The initiative includes funding for employment equity initiatives to increase the representation of racialized workers.

2001

Quebec enacts employment equity legislation by implementing An Act respecting equal access to employment in public bodies and amending the Quebec Charter of human rights and freedoms.

2004

The Senate Standing Committee on Human Rights begins studying “issues of alleged discrimination in the hiring and promotion practices of the federal public service and the extent to which targets to achieve employment equity for minority groups were being met”. The Committee begins hearings and calls several witnesses to testify about employment equity in the public service.

2006

The new Public Service Employment Act is implemented, which contains provisions regarding employment equity in the staffing process in the federal public service.

2007

The Senate Standing Committee on Human Rights delivers its first report, entitled “Employment Equity in the Federal Public Service – Not There Yet”, which finds that not enough progress is being made, and contains a number of recommendations for improving the representation of the four designated groups. 

June 2010

After more in-depth study of the issue, the Senate Standing Committee releases its second report, “Reflecting the Changing Face of Canada: Employment Equity in the Federal Public Service”. This second report is more critical of the failure of the federal public service to achieve employment equity after 15 years under the Act, and makes 13 detailed recommendations.

2010

Harper Conservatives cancel the mandatory long form census and replace it with the voluntary National Household Survey, which creates problems for employment equity data collection.

2012

The federal government budget implementation legislation removes all legal requirements for employment equity for federal contractors, leaving it up to the Minister to determine the requirements

2013

The federal government announces changes to the Federal Contractors Program, reducing the number of employers covered and reducing the requirements of the program.

2016

Trudeau Liberals restore the mandatory long form census and introduces the Canadian Survey on Disability to collect data on persons with disabilities.

EMPLOYMENT EQUITY AND STAFFING IN THE FEDERAL PUBLIC SERVICE

Staffing in the core Federal Public Service is governed by the Public Service Employment Act* (PSEA), and also by policies and directives of the Public Service Commission. The legislation and policies set out different ways in which managers can implement employment equity in the staffing process in order to achieve their employment equity goals.

Employment Equity as part of the merit criteria

The PSEA defines merit. An appointment is made on the basis of merit when the person appointed meets the essential qualifications of the position. In addition, the deputy head may establish and apply any asset qualification, operational requirement or organizational need, currently or in the future in order to find the ‘right fit’ for the organization. The deputy head may also apply the current and future needs of the public service, identified by the employer and deemed to be relevant by the deputy head.

When employment equity considerations are part of a staffing competition, they must be included as one of the above criteria and therefore will be consistent with the definition of merit. 

Employment equity, or being a member of one of the four designated groups, can be a criterion in a staffing process in the following ways:

1) it can be included as an asset qualification

2) it can be included as fulfilling an organizational need

3) it can be included as fulfilling a need of the public service

For example, where there is a need to hire a person who is familiar with Aboriginal culture and languages to provide service a particular Aboriginal community, the department can state that being an Aboriginal person would be considered an asset criteria or an organizational need. Or, where there is a significant under-representation of women in a particular occupational category, a department can list hiring women as an organizational need in accordance with their employment equity plan.

Employment equity as the area of selection

Another way in which employment equity can be part of the staffing process is through the “area of selection”. The area of selection defines who will be eligible to apply for a job. It can refer to a geographic area (for example, a job will only be open to people in the National Capital Region), organizational (a job will only be open to members of the same department), or occupational criteria (a job will only be open to members of a certain occupation), or employment equity (a job will only be open to members of one or more of the employment equity groups). However, according to Public Service Commission policy, a department can only limit the Area of Selection to an employment equity group where it is justified by the department’s employment equity plan. That means, there must be evidence of a significant gap in representation for that designated group (the representation of the group in the workplace or occupation is much lower than their representation in the external labour market).

Other ways in which employment equity can be integrated into the staffing process

An employment equity plan will set out a number of specific measures that an employer will take to increase representation of the designated groups. These can include specific measures to make the staffing process more open and accessible.

For example:

• making the area of selection as wide as possible to ensure that there will be a larger number of candidates from designated groups
• ensuring that the qualifications and requirements for the job actually reflect the work to be done, and not using criteria that create unnecessary barriers or that favour certain types of candidates
• ensuring that all parts of the process are accessible to people with disabilities (advertisements, websites, documents, interview formats etc)
• reviewing testing and interviewing processes to ensure that needs of individuals such as those with visual, hearing, or cognitive impairments, are accommodated
• ensuring that hiring boards are diverse and members are trained to recognize their own biases
• advertising jobs widely and using community newspapers or organizations to attract applicants from different communities
• reducing the use of casual and temporary hiring
• reducing the use of non-advertised appointments

The Union’s Role

Legislation covering labour relations in the federal public sector prohibits unions from negotiating staffing issues at the bargaining table. While the union cannot bargain staffing, the employer does engage the unions in some consultation, in various forums, on staffing issues. PSAC is continuously challenging the employer to ensure fairness in staffing and a commitment to employment equity. Union representatives on consultation committees, including workplace employment equity committees, can also address concerns and provide input on employment equity in the staffing process at those consultation tables.

PSAC supports employment equity and encourages the use of the tools provided in the Public Service Employment Act in order to increase the representation of the designated groups.

* Includes federal departments covered under Schedules I and IV of the Financial Administration Act. This includes the RCMP and Canada Border Services Agency. It does not include separate agencies such as Canada Revenue Agency, Parks Canada, Canadian Food Inspection Agency and not including other federally regulated workplaces that are covered under the Canada Labour Code.

CONSULTATION WITH UNIONS UNDER THE EMPLOYMENT EQUITY ACT

What Does the Legislation Say?

Section 15 of the Employment Equity Act states:

(1) Every employer shall consult with its employees’ representatives [bargaining agents] by inviting the representatives to provide their views concerning

(a) the assistance that the representatives could provide to the employer to facilitate the implementation of employment equity in its workplace and the communication to its employees of matters relating to employment equity; and

(b) the preparation, implementation and revision of the employer’s employment equity plan. ...

(3) Every employer and its employees’ representatives [bargaining agents] shall collaborate in the preparation, implementation and revision of the employer’s employment equity plan.

What Does this Mean?

Employers must consult and collaborate with unions regarding employment equity. This must be meaningful consultation.

A document entitled Consultation and Collaboration between Departments/Agencies and Bargaining Agents Under Section 15 of the Employment Equity Act was prepared by a joint committee of both management and union representatives.

It defines consultation as follows: “It is an ongoing process of providing information to bargaining agents and seeking from them opinions, advice and information in order to better implement employment equity activities in an organization.”

Collaboration, for departments/agencies, means “making reasonable efforts to enlist the support and assistance of bargaining agents at all stages of employment equity implementation. For unions, collaboration means making reasonable efforts to support and assist in initiatives taken to achieve employment equity in the workplace. “

Human Resources and Skills Development Canada, Labour Program, Guideline 3: Consultation and Collaboration:

“Consultation and collaboration ensure that all workplace partners play an active role in the implementation of employment equity... Effective consultation and collaboration require the willing participation of all parties in the workplace. There must be a genuine desire to work cooperatively present on all sides.”

“To be effective, consultation and collaboration necessitates an open dialogue and sharing of information between employer and employee representatives. This can usually be achieved through the establishment of a joint labour-management mechanism or committee to facilitate the planning and implementation of the employment equity plan.”

There should be involvement by union representatives at each stage of the employment equity process, including:

• the communication to employees of the commitment to implement employment equity in the workplace;
• the workforce survey;
• the employment systems review,
• the preparation of the employment equity plan;
• the implementation of the employment equity plan;
• the monitoring of progress in implementing the employment equity plan; and
• the review and revision of the employment equity plan.

The best mechanism for consultation is through a joint union-management employment equity committee. Union representatives should insist that the employer has such a specialized committee, at the national level, and in a large department/agency or workplace, there could be regional or even local sub-committees. If there is no employment equity committee in place, management must consult at other forums, such as joint union-management or labour-management consultation committees. If you are not aware of what mechanisms are in place for joint consultation, ask your union or the HR department at your organization to provide you with this information. 

In order for consultation to be effective, the employer must share information with union representatives. This information should include items such as:

• employer policies and practices regarding recruitment, retention, promotion, transfers, and terms and conditions of employment;
• the employment equity plan itself
• results of the workforce survey, workforce analysis, and employment systems review.

The union should choose who its representatives are on any committees involved in consultation. These representatives should be members of designated groups and should have some experience or training on employment equity and/or human rights, where this is possible.

EMPLOYMENT EQUITY: A GLOSSARY OF COMMON TERMS

Aboriginal Peoples: As defined in the Employment Equity Act, personswho are Indians (First Nations), Inuit or Métis.

Barrier:Barriers, for the purpose of employment equity, are de­fined as formal or informal policies or practices (written or unwritten) that disproportionately restrict or exclude designated group members based on factors unrelated to the nature of work, merit, or safety. Barriers can be obvious and direct, or they can be imbedded in systems and may seem neutral on their face but have negative impacts on a particular group.

Discrimination:A denial of rights or differential treatment of an indi­vidual or group based on a certain characteristic such as their age, race, national or ethnic origin, religion, sex, sexual orientation, family or marital status, or disability.

Employment Systems: For employment equity purposes, the employment systems are: recruitment, selection, hiring, development and training, promotion, retention and termination, and accommodation

Employment Systems Review: An examination of an employer’s policies and practices governing the employment systems, in order to determine if there are barriers to members of the designated groups embedded in any of those policies or practices.

External Representation: See “Workforce availability/labour market availability”

Gap: Also referred to as the “degree of under-representa­tion.” For employment equity purposes, this refers to a situation in which a designated group has a lower representation in the workplace than their representa­tion in the labour market. The difference between the internal representation and the external representation, expressed as a negative number, is the gap.

Goals:Numerical and non-numerical objectives that an organi­zation plans to achieve within a specified period of time.

Internal representation:  The percentage of employees in an organization that are from a designated group. Determined by dividing the number of designated group members by the total number of employees in an organization.

Labour force:A term used by Statistics Canada which refers to Canadians who are in the labour market. Defined as the portion of the Canadian population 15 years of age and over who were employed, unemployed and actively looking for work, or on layoff and available for work.

Persons with disabilities:  As defined in the Employment Equity Act, persons who have a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and who:

a) consider themselves to be at a disadvantage in the workforce by reason of that impairment; or

b) believe that an employer or potential employer is likely to consider them to be at a disadvantage because of that impairment.

This includes people whose functional limitations due to their impairment have been accommodated in their current jobs or workplaces.

Positive policies and practices: Initiatives that help create a respectful and responsive working environment for all employees, including designated group members, and that help attract in­creased numbers of individuals from under-represented designated groups into the organization’s workforce. Positive policies and practices go beyond the mere elimination of barriers; they replace barriers with a favourable work environment that actively promotes a representative workforce.

Representative workforce:An organization’s workforce is representative when the representation of each designated group in each occupational group in the workforce reflects the avail­ability of the designated groups in the labour market.

Self-identification: A requirement, under the terms of the Employment Equity Act, for individuals to identify themselves to an organization, as a member of one or more designated groups. Self-identification is voluntary; the organiza­tion may only identify an employee as a member of a designated group with the express voluntary consent of the individual concerned. The organization must collect data on the representation and distribution of designated group members in its workforce in order to plan and implement its employment equity program.

Special measures: Temporary measures, targeted at a specific designated group in a particular occupation (such as targeted re­cruitment or special training initiatives aimed primarily at correcting employment imbalances stemming from past discrimination, over a speci­fied period of time). These measures are intended to expedite the recruitment, selection and promotion of qualified designated group members to achieve full representation.

Under-representation: Occurs when the percentage of designated group employees in an workforce occupational group is less than their percentage availability in the labour market.

Visible minorities:As defined in the Employment Equity Act, persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour.

Workforce analysis: The assessment of an organization’s internal workforce. The purpose of a workforce analysis is to determine whether or not the representation of the four desig­nated groups in the organization is consistent with their external representation in the labour market.

Workforce survey: To obtain information on the composition of an organi­zation’s workforce, a workforce survey is conducted. The organization must provide a self-identification questionnaire to all employees to determine the number of designated group members in each of the occupa­tions throughout its workforce.

Systemic discrimination: The institutionalization of discrimination through policies and practices which may appear neutral on the surface but which have an exclusionary impact on par­ticular groups, such that they are discriminated against, intentionally or unintentionally. This occurs in institu­tions and organizations where the policies, practices and procedures (e.g. job requirements, hiring practices, etc.) exclude and/or act as barriers to designated groups.

Workforce availability: Data for the designated groups compiled from the census and the survey on persons with disabilities, which provides the percentage of designated group members present in the Canadian labour force. This data is provided to employers according to geographic location and occupation.

LINKS AND FURTHER RECOMMENDED RESOURCES

PSAC Employment Equity

Employment and Social Development Canada – Employment Equity 

Joint Learning Program – Employment Equity Workshop

Treasury Board Secretariat – Diversity and employment equity 

Politiques et pratiques positives: Mesures qui contribuent à créer un milieu de travail respectueux et adaptable pour tous les employés, y compris les membres des groupes désignés, et qui aident à attirer un nombre croissant de personnes issues des groupes désignés sous-représentés dans l’effectif de l’organisation. Les politiques et pratiques positives vont au-delà de la simple élimination des obstacles; elles rem­placent les obstacles par des politiques et des pratiques qui favorisent activement un effectif représentatif.

Représentation externe : Voir Disponibilité au sein de la population active (DPA)

Représentation interne : Taux de représentation des groupes désignés au sein d’une organisation. On calcule ce taux en divisant le nombre de membres des groupes désignés par le nombre total d’employés au sein d’une entreprise.

Sous-représentation :Il y a sous-représentation d’un groupe désigné dans une catégorie professionnelle quand le pourcentage des employés membres de ce groupe désigné est moins élevé que le pourcentage de leur disponibilité sur le marché du travail.

Systèmes d’emploi : Dans le cadre de l’équité en matière d’emploi, il s’agit du recrutement, de la sélection, de l’embauche, du perfectionnement et de la formation, des promotions, du maintien en poste, de la cessation d’emploi et des mesures d’adaptation.

L’AFPC – Equité en matière d’emploi

Emploi et Développement social Canada – Équité en matière d’emploi

Programme d’apprentissage mixte – Atelier sur l’équité en matière d’emploi

Secrétariat du Conseil du Trésor - Diversité et équité en matière d'emploi

October is women’s history month. This month, PSAC commemorates the dedicated activism of women in the labour movement – and commits to pushing forward.

Pay equity is still not a reality

In 1980, PSAC clerical workers led the largest strike in Canadian history, demanding paid maternity leave and fair wages. It would be another four years until PSAC was able to file a pay equity complaint on behalf of the workers. In 1988, the Canadian Human Rights Tribunal upheld PSAC’s complaint, and in 1999 the Federal Court of Canada supported the Tribunal’s decision. After 15 years, thousands of current and former clerical workers received pay equity settlements.

But the fight for pay equity continues. Under Stephen Harper, pay equity in the federal public sector was gutted and, despite promises, the current federal government has yet to introduce proactive federal pay equity legislation. PSAC will continue to push for proactive legislation to end the gender wage gap.

Slow progress on ending workplace harassment and violence

In 1987, PSAC member Bonnie Robichaud filed a human rights complaint related to sexual harassment. Her courageous complaint led to a ground-breaking Supreme Court of Canada decision, which found that “employers are responsible for maintaining a harassment-free work environment”. This year, the federal government finally answered calls from the labour movement and introduced legislation to further address violence and harassment in the workplace.

Despite progress on this issue, women who come forward with allegations of harassment or violence continue to face backlash and are often disbelieved. The #metoo movement has had an impact, but there is still a long way to go. PSAC will keep working to end sexual harassment, domestic violence and all forms of violence on the job.

We need universal child care

Access to quality child care is essential to the well-being of children, and to women’s economic justice. For forty years, PSAC has worked with the broader child care movement to fight for a universal, high quality child care system for Canada.

In 1999, PSAC took our demands for affordable child care to the bargaining table and won a child care fund for members at Canada Post. In 2005, we renewed calls for action on a national child care program. That same year, the Martin government committed to investing $1 billion every year to support a national program but was defeated in the 2006 election.

Today, PSAC is still campaigning for affordable, high-quality, universal child care across the country.    

All PSAC members can be proud of what the women in our union have accomplished. PSAC women will continue to fight for pay equity, an end to violence and harassment, and universal child care.

En octobre, dans le cadre du Mois de l’histoire des femmes, l’AFPC rend hommage au militantisme des femmes au sein du mouvement syndical et s’engage à faire avancer leur cause.

L’équité salariale : toujours pas une réalité

En 1980, les commis de bureau ont mené la plus longue grève de l’histoire canadienne pour réclamer un congé de maternité payé et un salaire équitable. Il faudra encore quatre années avant que l’AFPC soit en mesure de déposer une plainte en matière d’équité salariale au nom de ses membres. Le Tribunal canadien des droits de la personne a accueilli la plainte de l’AFPC en 1988. En 1999, la Cour fédérale a maintenu la décision du Tribunal. Après 15 ans d’attente, des milliers de personnes salariées, à la retraite ou au travail, ont eu droit à une indemnisation.

Mais la lutte n’est pas terminée. Sous le gouvernement conservateur de Stephen Harper, l’équité salariale dans la fonction publique fédérale a été reléguée à l’arrière-plan et, malgré ses promesses, le gouvernement libéral actuel n’a toujours pas adopté de loi proactive en la matière. L’équité salariale entre les femmes et les hommes demeure une préoccupation constante de l’AFPC.

Harcèlement et violence au travail : lents progrès

En 1987, Bonnie Robichaud, membre de l’AFPC, a déposé une plainte pour harcèlement sexuel contre son employeur. Sa démarche courageuse devant la Cour suprême du Canada a mené à une décision historique, laquelle statue que « les employeurs sont responsables de maintenir un lieu de travail exempt de harcèlement ». Cette année, soit 23 ans plus tard, le gouvernement fédéral a finalement répondu à l’appel du mouvement syndical et déposé un projet de loi qui s’attaque de front à la violence et au harcèlement au travail.

Malgré les progrès réalisés sur ce dossier, encore aujourd’hui, les femmes qui osent porter plainte pour harcèlement ou violence continuent d’être la cible de réactions négatives et sont souvent confrontées à l’incrédulité. Le mouvement #moiaussi (#metoo) a bien eu un impact, mais il y a encore tant à faire. Enrayer une fois pour toutes le harcèlement sexuel, la violence familiale et toutes autres formes de violence au travail demeure une priorité pour l’AFPC.

Un réseau universel de services de garde d’enfants : une nécessité

L’accès à des services de garde de qualité est essentiel au bien-être des enfants et à la justice économique des femmes. Depuis 40 ans, l’AFPC et le mouvement progarderie revendiquent la mise sur pied d’un réseau pancanadien de services de garde universel et de qualité supérieure d’un bout à l’autre du Canada.

En 1999, les membres de l’AFPC ont choisi les services de garde abordables comme revendication collective. Grâce à ces négociations, les membres de l’AFPC à Postes Canada ont pu obtenir un fonds pour financer des services de garde. En 2005, nous avons redoublé nos efforts pour la mise sur pied d’un réseau national de services de garde. La même année, le gouvernement Martin s’était engagé à investir un milliard de dollars par année pour financer un tel réseau, mais le projet a été abandonné aux élections de 2006.

L’AFPC continue, encore aujourd’hui, à faire campagne pour obtenir des services de garde abordables, universels et de qualité supérieure dans l’ensemble du pays.   

Nous pouvons tous et toutes être fiers du travail accompli par les femmes de notre syndicat. Elles continuent de militer pour l’équité salariale, la fin de la violence et du harcèlement et l’universalité des services de garde.

National Day of Remembrance and Action on Violence Against Women

On December 6^th, PSAC commemorates women who have lost their lives to abuse and re-commits to ending all forms of gender-based violence.

In Canada:

• More than 1 in 3 women experiences domestic violence throughout their lifetime
• A woman is killed by her intimate partner approximately every six days
• Indigenous women are killed at six times the rate of non-Indigenous women
• Four in 10 women with disabilities experience some form of violence and women with disabilities are twice as likely to report severe physical violence
• Trans women are at particular risk of street harassment, domestic violence and homicide

Some progress

In 2017 the federal government introduced a national strategy to address and prevent gender-based violence. The strategy has led to some positive initiatives including 7,000 new and repaired shelter beds across Canada and changes to the Criminal Code that clarify sexual assault and domestic violence offenses.

They also continued the work of the National Inquiry on Missing and Murdered Indigenous Women and Girls.

Moreover, in February they announced 5 paid days of leave for federally regulated workers experiencing domestic violence – a positive first step but short of the 10 paid days that PSAC and other unions have called for.

More action needed

Far too many women continue to suffer violence. PSAC calls on the Government of Canada to:

• Fully implement all recommendations from the MMIWG Inquiry, when they become available
• Ensure every worker has access to 10 paid days of domestic violence leave
• Eliminate barriers to accessing legal supports for women experiencing violence
• Immediately increase funding to women’s shelters and sexual assault centres

On December 6^th and every day, we must fight to eliminate gender-based violence in all forms.

Journée nationale de commémoration et d’action contre la violence faite aux femmes

Le 6 décembre, l’AFPC honore la mémoire des femmes qui ont perdu la vie en raison de la violence et réaffirme son engagement à mettre fin à toutes les formes de violence fondée sur le sexe.

Au Canada :

• Plus d’une travailleuse sur trois (37 %) sera victime de violence familiale au cours de sa vie.
• Tous les six jours, une femme est tuée par son conjoint.
• Le taux d’homicide touchant les femmes autochtones est six fois plus élevé que celui des autres femmes.
• Quatre femmes sur dix ayant un handicap subissent une forme quelconque de violence et ces femmes sont deux fois plus susceptibles d’être victimes d’agression physique grave.
• Les femmes trans sont particulièrement vulnérables au harcèlement de rue, à la violence familiale et aux homicides.

Quelques progrès

En 2017, le gouvernement fédéral a adopté une stratégie nationale pour lutter contre la violence fondée sur le sexe. La stratégie a donné lieu à certaines mesures concrètes, y compris la création et l’amélioration de 7 000 places dans les maisons de refuge et la modification des dispositions du Code criminel en matière d’agression sexuelle et de violence familiale. Par ailleurs, les travaux de l’Enquête nationale sur les femmes et les filles autochtones disparues ou assassinées se poursuivent. En février, le gouvernement a annoncé qu’il accordait cinq jours de congé payé pour violence familiale aux travailleuses et travailleurs assujettis à la réglementation fédérale – une première étape positive, mais en deçà des dix jours de congé payé que réclament l’AFPC et d’autres syndicats.

Ce qu’il reste à faire

Trop de femmes sont encore victimes de violence. L’AFPC exhorte le gouvernement à :

• mettre en œuvre toutes les recommandations qui découleront de l’Enquête sur les femmes et les filles autochtones disparues ou assassinées;
• accorder 10 jours de congé payé aux victimes de violence familiale;
• éliminer les obstacles à l’accès au soutien juridique pour les femmes victimes de violence;
• accroître dès maintenant le financement destiné aux refuges pour femmes et aux centres d’aide aux victimes d’agression sexuelle.

Aujourd’hui et chaque jour, nous devons lutter pour éliminer la violence fondée sur le sexe sous toutes ses formes.