Employer Advisory Council

The is a forum for raising, examining, discussing and acting on issues related to the prevention of discrimination in workplaces and services. The diverse membership allows for prevention-related matters, best practices, tools and resources to be communicated more broadly throughout various industry sectors represented on the Council.

Terms of Reference

1. Purpose

The purpose of the Employer Advisory Council is to provide a forum for raising, examining, discussing and acting on issues related to the prevention of discrimination in workplaces and service centres across Canada. Under the direction of the Canadian Human Rights Commission (CHRC), the diverse membership also allows for prevention-related matters, best practices, tools and resources to be communicated more broadly throughout various sectors via representatives from federally-regulated employers on the Employer Advisory Council.

2. Membership

The membership of the Employer Advisory Council is made up of the Director General, Discrimination Prevention Branch, CHRC (Chair); Director, Prevention Initiatives & Liaison Division, CHRC (Co-Chair); Administrative Assistant, Prevention Initiatives & Liaison Division, CHRC (Secretary); and representatives from employer organizations that have agreed to participate through a Memorandum of Understanding with the CHRC, the current list of signatories being the following (in alphabetical order):

  • Bell Canada
  • Canada Border Services Agency
  • Canada Post Corporation
  • Canadian Forces
  • Canadian Pacific Railway
  • National Bank of Canada
  • Purolator Inc. 
  • Royal Canadian Mounted Police
  • Servisair/GlobeGround
  • WestJet Airlines

3. Roles & Responsibilities

  1. Director General, Discrimination Prevention Branch, CHRC (Chair): to chair Employer Advisory Council meetings; to raise concerns and identify risks to the Employer Advisory Council related to the discrimination prevention.
  2. Director, Prevention Initiatives & Liaison Division, CHRC (Co-Chair): to co-chair Employer Advisory Council meetings; to replace the Chair during Employer Advisory Council meetings in the absence of the latter or when so delegated; to communicate minutes and action items (if so identified) to the members of the Employer Advisory Council; to raise concerns and identify risks to the Employer Advisory Council related to the discrimination prevention.
  3. Administrative Assistant, Prevention Initiatives & Liaison Division, CHRC (Secretary) : to record minutes and actions items of Employer Advisory Council meetings; to raise administrative concerns and identify risks to the Chair related to the discrimination prevention; to provide input to the Chair on the administration of the Employer Advisory Council as requested.
  4. Representatives from employer organizations that have agreed to participate through a MOU with the CHRC: to assist the Chair of the Employer Advisory Council during Employer Advisory Council meetings; to participate actively in Employer Advisory Council meetings; to raise concerns and identify risks and emerging issues to the Chair related to the discrimination prevention; to share best practices, tools and resources with other members of the Employer Advisory Council as appropriate; to provide input to the Chair on prevention-related matters as requested and if available to do so.

4. Sub-Committees

For the purposes of increasing opportunities for focussed attention to a particular human rights issue that may have an impact on various members, sub-committees may be established to explore the said issue in more detail. The sub-committee so created will report to the Employer Advisory Council and be responsible for proposing terms of reference and action plans for the approval of the Employer Advisory Council and consideration of the Commission.

5. Meetings

Employer Advisory Council meetings will be held quarterly in January, April, June and September.

6. Quorum

The Chair (or delegate) and 5 representatives from employers that have signed an MOU with the CHRC are required at a minimum to endorse minutes and action items of the Employer Advisory Council.

 

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