Employment Equity (Canada) - Women Equity

Women Equity

Women status within the public service has improved over the years, but continuation of women being underrepresented in some employment fields. The Employment Equity Act was passed in 1986, then amended in 1995. Provision of the Employment Equity Act function is to reduce inequalities in employment and workforce representation from employers. To achieve equality in the workplace unequal employment opportunities or benefits for reasons to ability will be eliminated, to correct the conditions of disadvantage in employment experienced by women. Prevention of discrimination towards women, the Employment Equity Act requirement only occurs in limited industries: banking, communications, transportation and federal government departments and agencies.

Canada, one of the first to sign the ‘Convention on the elimination of all forms of discrimination against women,’ to eliminate any gender discrimination. Women are allowed to submit complaints to the committee on the elimination of discrimination against women. The committee will conduct investigations and inquiries on the violations.

A representative of the Fe´de´ration des femmes du Que´bec and the National Association of Women and the Law challenged government officials. Equity groups challenged the government solutions, doubting it could change workplaces for women. Equally between women and men allow equal participations and decisions making, women can fully implement their right and equal benefits with men.

Women roles in workplace are increasing, in 2004 58% of all women over the age of 15 were part of paid workforce compared to 52% in 1987. The increase workforce of women in Canada are generally paid less than men, and still underrepresented in certain sectors and occupations. The representation and availability of women in the federally regulated private sector by region showed a significance increase since the Employment Equity Act was passed. In year after the Employment Equity Act in 1987 women representation regulated in private sector was 4.7%, in 2007 it increased to 21.9%.

The Employment Equity Act not implied in certain sectors, various workplaces continues discrimination against women. Gendering of jobs roles occupations position such as: managers, engineers, or skilled craft workers. Men are more preferred over women. Workplaces that are imposed with the Employment Equity Act, women were hired disproportionately to secondary jobs.

The employment equity has been present for over 20 years, visible minorities and women still face glass ceilings in higher level occupation. Attentions are still needed in:

1.)Increased enforcements by the Canadian Human Rights Commission (CHRC) especially in smaller firms

2) Additional focus on occupational inequities. Organizations must create a climate of acceptance and tolerance by sensitizing top management to the need to eliminate glass ceilings for both women and visible minorities.

3) Additional focus on industrial sector differences where women and minorities are underrepresented(e.g. communication and transportation sectors)

4) Increased vigorous monitoring of the underrepresentation employment equity programs to effect change

Managerial responsibilities Several notions are required to take in account for managerial positions to prevent discrimination of women equity in the workplace:

1) Career and co-operative programs attraction for female schools

2) Selection boards are composed of both women and men

3) Women employers must be aware for their potential

4) Establish programs to enable women who have potential to qualify in higher job positions (e.g. making the transition to supervisory and management positions)

5) Women recognitions for their ideas

Employers who recognizes the Employment Equity Act for women, in general would support the policies and programs required creating an equitable working environment for women.