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View Celina Caesar-Chavannes Profile
Ind. (ON)
View Celina Caesar-Chavannes Profile
2019-06-06 15:36 [p.28710]
Mr. Speaker, I rise on a point of order, which might be my final act here as a member of Parliament. There have been discussions among the parties, and I want to thank them for those discussions, and if you seek it, I believe you will find unanimous consent for the following motion: Whereas black communities in Canada have been established for over 400 years; whereas Canada is a signatory to the UN initiatives for the International Decade for People of African Descent; whereas the UN working group of experts on people of African descent has noted the disproportionately high unemployment rates among black Canadians, many of whom are forced to take low-paying jobs with little security and poor prospects, and has, accordingly, recommended that Canada should systematically address employment disparity for African Canadians through enactment of employment equity legislation; whereas in 20 years, the black population has doubled in size, going from 573,860 persons in 1996 to 1,198,540 persons in 2016; whereas the very first employment equity program in the federal government for black employees was in Halifax in 1973, and in 150 years of the establishment of Canada, a black person has never been appointed to or promoted to deputy minister in the federal government; whereas employment equity cannot explain the thinning out of visible minorities, particularly black employees, that happens at the assistant deputy minister and deputy minister levels; whereas employment equity cannot explain the virtual absence of black women within the executive cadre, considering over the past 30 years, women in general have come to represent approximately 50% of the population of executives in the federal public service; whereas we need to disaggregate employment equity data to understand the lived experience of black employees; and whereas there have been more than enough qualified, meritorious candidates from the black community in Canada to fill these roles; therefore this House: (1) will examine the systemic barriers which prevent members from black communities from being promoted within the federal system; (2) will review the definition of visible minority with a view to updating this language and concept in ways that are consistent with best and promising practices for effectively addressing racial inequality in Canada's federal labour market; (3) will engage in a process to understand the work lived experience of federal black public servants; (4) will consider using disaggregated data for the next iteration of the employment equity report; (5) will consider the establishment of a commissioner of employment equity; and, lastly, (6) will consider the use of equity and anti-racism training within an anti-oppression framework for all federal employees.
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