Canadian Coast Guard
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2010-2013 Strategic Human Resources Plan
Annex C: 2008-2011 Employment Equity Management Action Plan
In 2003, the Canadian Human Rights Commission (CHRC) conducted an employment equity compliance audit of the Department of Fisheries and Oceans (DFO) to determine whether it was in compliance with the Employment Equity Act. The Employment Equity Management Action Plan (EE MAP) was developed to address barriers noted in the report findings.
The following table summarizes CCG's commitments as identified in the 2008-2011 DFO EE MAP and our results as of March 2010.
| 2008-2011 DFO EEMAP Commitments | Lead | Target Date |
|---|---|---|
| Annually - 2008-2011 - CCG had committed to... | ||
| Set aside some funds to pay for Marine Emergency Duties (MED) certification for women candidates and other candidates from EE designated groups, where representation gaps exist in DFO. | DG, Fleet | April - Annually |
| Consider EE designated group members first when loading Ships' Crew inventories. | ACs | Ongoing |
| Increase the use of targeted recruitment tools (e.g., FSWEP, Student Bridging, DFO and PSC EE Recruitment Programs). | DGs, ACs and ED, CCG College | Ongoing |
| Share more employment opportunities through a wider variety of mechanisms such as ethno cultural and alternate format media when conducting advertised processes. | DGs, ACs and ED, CCG College | Ongoing |
| Deliver information presentations on EE to management committees (in regions and sectors) and their extended management teams, and that attendance at a session be mandatory. | DG, IBMS | Ongoing |
| Provide career counselling/mentoring sessions to SC women for employee career growth. | ACs | Ongoing |
| Maintain a network of women who represent Ships' Crew members to provide support and suggestions for managers. | DG, Fleet | Ongoing |
| Educate hiring managers on the Official Languages requirements for positions. | ACs | Ongoing |
| Provide members of EE designated groups with more acting opportunities in the Scientific and Professional, Technical and Operational categories where they are under-represented, through HR Planning processes. | ACs | Ongoing |
| Encourage regional participation on EE/Diversity Committees. | DGs, ACs and ED, CCG College | Ongoing |
|
National/Regional EE/Diversity Committees will :
|
DGs and ACs | Ongoing |
| 2009-2010 - CCG had committed to... | Lead | Target Date |
|---|---|---|
| Annually - 2008-2011 - CCG had committed to... | ||
| Develop a form letter to be sent to women applicants for SC positions who have sent in unsolicited resumes but do not meet the requirements, informing them of the need to possess MED and where the training is available. | DG, Fleet | Completed |
| Remove the requirement for women to possess a Marine Emergency Duty (MED) certification in order to apply for Ships' Crew positions. Successful completion of MED would become a Condition of Employment. This initiative may be extended to other EE designated groups, where EE representation gaps exist. | DG, Fleet | Completed |
| Eliminate the requirement for Canadian Coast Guard Ships' Officers-cadet candidates to possess two credits of high school, post-secondary or equivalency in French or English as a second language. | ED, CCG College | Completed |
| As part of the Canadian Coast Guard National Ships' Crew Recruitment Program currently under development, develop a Ships' Crew recruitment package for use internally and externally in the regions that are strategically located in selected organizations of and for persons with disabilities. | DG, Fleet | Completed |
| Review all promotional material under development to ensure that women are depicted and considered in the material. | DG, IBMS | Completed |
| As part of the Canadian Coast Guard National Ships' Crew Recruitment Program currently under development, develop a Ships' Crew recruitment package for use internally and externally in the regions that are strategically located in selected organizations of and for women. | DG, IBMS | Completed |
| The outreach material will target women and allow them to see themselves in work at sea. | DG, IBMS | Completed |
| The outreach material will target persons with disabilities and allow them to see themselves in work at sea. | DG, IBMS | 2010-2011 |
| Provide members of EE designated groups with more acting opportunities in the Scientific and Professional, Technical and Operational categories where they are under-represented, through HR Planning processes. | ACs | Ongoing |
| Make outreach material available to regions for distribution at career and outreach events targeting secondary and College students, emphasizing the Agency's need for a diverse workforce. | Executive Director, NLFRD | 2010-2011 |
|
Continue DFO's participation in the Partners for Workplace Inclusion Program where it has offices:
|
ACs in Pacific, and NFLD | 2010-2011 |
