The federal Employment Equity Act is designed to ensure that no Canadians are denied jobs for reasons unrelated to their abilities. The law is also intended to help correct the employment disadvantages sometimes encountered by four defined groups: women, members of visible minorities, aboriginal peoples, and persons with disabilities.

Large employers — the federal public service, Crown corporations and agencies (such as the CBC and the National Film Board), or private businesses with a hundred or more employees — are required by the Act to determine whether their workforces fairly represent the four disadvantaged groups listed above. In making this assessment, they may take into account such factors as qualifications, location and industry.

Employers designated under the Equity Act are required to submit an annual statistical report to the federal government, detailing the representation of these four groups among their employees. (Employers who fail to file a report are subject to a fine under the Act.) These employment equity reports are made available to the public.

Employers must also work to identify and remove barriers to the employment of members of the four groups; and, where necessary, establish goals for improving their representation.

The Canadian Human Rights Commission is responsible for keeping track of how well employers are doing. Their audits look at factors such as how employers survey their workforces; the measures adopted to provide improved opportunities to members of underrepresented groups; and whether the employers have consulted with employees and unions.

Full Text: Employment Equity Act