It is about "rebalancing the scales" and providing opportunities for qualified candidates who are often overlooked due to systemic barriers and implicit biases.
Special measures are applied for opportunities in the workplace, not to discriminate against one group or another. The Charter of Rights and Freedoms and human rights laws recognize employment equity measures are necessary to create a more just society. Myth – Employment equity is "reverse discrimination"įact: 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 visible minorities. 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 it. Commonly held myths about employment equity Myth – Employment equity is all about quotasįact: Employment equity does not impact on the employer's ability to set qualifications for a job and require that all applicants meet those qualifications. These are myths, but need to be countered. Yet critics of employment equity will still argue that the employment equity initiatives are themselves violations of fairness and equity against those with the privilege and advantage. In the last 25 years since the Act was passed, there have been some advancements, but many inequities still exist. The Employment Equity Act was introduced into law in 1995. For more tips, see Guide to having courageous conversations about racism and discrimination.Emphasize how your organization is prioritizing goals and measuring success around racial equity.Productive conversations require acknowledging the reality of racism and racial discrimination. Validate and accept the experiences of your racially marginalized colleagues.Acknowledge the uncomfortable realities of the past and the present.Everyone needs to respect each other's boundaries. Respect the sensitivity of the topic while challenging people to go beyond the superficial.Build the intention, focus, and safety needed to have honest conversations about race.
The build, respect, acknowledge, validate and emphasize (BRAVE) framework is a useful tool that provides strategies to explore when having courageous conversations at all levels of an organization. The goal of these conversations is to raise awareness and build empathy.
#COURAGEOUS CONVERSATIONS ABOUT RACE AUDIOBOOK HOW TO#
Tips on how to have courageous conversations Start the conversationĮngaging in dialogue is the first step to understanding one another.
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