STRATEGY 2
Improve the Diversity of Our Workforce

Where We Are

The Canadian Coast Guard remains committed to being a more representative organization and, during 2008-2009, took a variety of steps to attract and retain members of employment equity groups. When recruiting, CCG encourages participation of employment equity groups to help improve the overall diversity of our workforce. Our efforts to build a respectful and welcoming workplace that employs people as diverse and representative as the population we serve are continuous.

In our Strategic Human Resources Plan 2009-2012, we have incorporated the commitments from the 2008/2011 Department of Fisheries and Oceans Employment Equity Management Action Plan (EEMAP). We have targeted employment equity groups through outreach and, where appropriate, expanded areas of selection to encourage increased participation of these groups in competitive processes. For example, one of the areas identified is the need to increase participation of visible minorities. Also, for women SC candidates, CCG has committed funds to pay for their Marine Emergency Duties training as another proactive approach to address the representation gap. Employment equity recruitment targets are now part of management accountability accords, with annual assessment as part of the executive performance agreement process.

We have recently established the Operational Women’s Network (OWN) which provides a forum for women to share information, provides opportunities for mentoring and advice, and addresses concerns that women may have as seafarers. Six network coordinators have been named and OWN has been very well received by SOs and SCs.

While employment equity trends are positive for the most part, there are still significant gaps and ongoing management commitment will be key to our success. It is important to note that representation is based on the number of employees who have filled out self-identification forms. Of CCG’s workforce, 28.1% or 1,255 employees have self-identified as part of an employment equity group. As of September 30, 2008, there was a representation gap of 190 employees at CCG relative to workforce availability. The gap covered three designated groups: women (137), Aboriginal peoples (13), and visible minorities (40). Persons with disabilities who have self-identified exceed workforce availability by six persons. The most significant representation gap is 26.7%, within the visible minority group. We have expanded areas of selection to increase the participation of visible minorities in competitive processes where they are under-represented within an occupational group.

Difficulties are being encountered as we attempt to close the gap for women within the Ships’ Crew category. It should also be noted that recruiting and maintaining a diverse workforce can be particularly challenging in small communities.

In Graph D, we illustrated CCG representation (as a percentage) within each of the four employment equity groups, relative to WFA.

Table L shows the numerical gaps. In the Aboriginal people’s table, the 2008 representation for the SC group is 12 employees below WFA. CCG will need to focus recruitment and/or promotional efforts to close this gap. CCG representation of Aboriginal peoples within the SO group is two employees above WFA, which is in essence what we are trying to achieve. 

Table L
Representation Gaps of Employment Equity Groups

NOTE: These tables highlight the at-risk occupational groups within CCG; however, recruitment to close EE gaps is conducted across all occupational groups and levels.

What We Will Do

Implementation of 2008/2011 Employment Equity Management Action Plan Commitments

Over the next three years, our focus will be on ensuring that CCG commitments in the 2008/2011 EEMAP are met (see Annex C). Our efforts to recruit, develop and advance members of employment equity designated groups will be ongoing. CCG will also distribute material promoting self-identification to existing CCG employees. The Operational Women’s Network will organize a conference in 2009-2010 to create a more robust network and to discuss the network’s goals (i.e. stand-alone web forum). Another goal will be to inform 300 to 400 CCG women employees about OWN and to encourage participation. Concurrently, Fleet will initiate research on Bona Fide Occupational Requirements for vision for seagoing employees.

Through a bi-annual report card, we will monitor progress on all 2008/2011 DFO EEMAP commitments. CCG will be assertive and creative in our efforts to attract and retain a diverse workforce representative of workforce availability. We will attract members of designated groups by developing recruitment packages and outreach materials, as well as strategically targeting regions and the organizations that support employment equity initiatives. We will also endeavour to retain these employees through targeted succession planning and developmental opportunities.

Improving diversity will continue to be included as a commitment in the executive performance agreements of all Directors General and Assistant Commissioners and they will need to demonstrate concrete evidence of their efforts to recruit designated group members.