Fact Sheet #4b) Resources Dedicated to Human Rights

Level 1

Element: Capacity Building and Resources

Outcome 4: Organization has adequate capacity and resources to address Level 1 outcomes of each element.

Indicator 4 b): Organization has committed resources for dealing with discrimination complaints and employment equity.

Possible Measures and Data Sources:

  • Number of human resources employees trained on the Employment Equity Act (EEA) requirements (for example through Employment and Social Development Canada [ESDC] Workshop, ESDC Web-site, etc.).
  • Number of human reources employees trained on the Canadian Human Rights Act (CHRA) Alternate Dispute Resolution (ADR) practices, investigation processes, etc.
  • Trained human rights expert on staff or a contract for services in place.
  • Dedicated resources to implement Employment Equity (EE) requirements to achieve initial compliance.
  • Specific budget line related to the required staff, training and communication.

Indicator Description

Qualified resources are the backbone of an effective system for handling complaints and an efficient EE program. Knowledge and expertise of designated personnel directly affect the quality of their interventions. Accordingly, staff assigned by the organization to these activities must understand human rights principles and the legal obligations of the organization related to both the CHRA and the EEA.

At Level 1, the organization recognizes its legal obligations under the CHRA. The organization therefore assigns personnel to deal with complaints of discrimination in a timely and confidential manner. The organization also assigns resources to develop its EE program. Although at the early planning stage of the HRMM, it must be able to respond to complaints and to meet the minimum requirements of the EEA.

For example, a diversity committee is established to explore how best to establish the EE program. Resources are put in place to examine how human rights complaints are currently handled.

Suggested Approach

To build a foundation for creating a human rights culture in the workplace, an organization would need to address its obligations under the CHRA and EEA. To do this, the organization will assign human, financial and technological resources to:

  • Determine what is required to achieve results: Study the nine requirements of the EEA and determine what the organization needs to put in place to achieve compliance.
  • Analyze current complaints management practices: Is there a process to manage complaints in place? Is there one or more staff members (preferably in human resources) assigned to respond to informal and formal complaints?  
  • Assign personnel to the data collection: Personnel can collect data on human rights complaints and workforce survey results.  
  • Develop human resource capacity: Training or awareness workshops on both the CHRA and the EEA should be provided to senior leadership and human resources professionals.  

Promising Practices

  • Share work/job descriptions: One organization shared the work/job descriptions and salary scales of its Employment Equity and Human Rights Officers with other employers to help them determine which type of competencies are required when hiring persons to deal with human rights.
  • Joint dispute resolution process model initiative: Organizations within an industry joined forces to develop a dispute resolution process model. The organizations using this model were able to develop their own dispute resolution processes while sharing costs and skills.

Useful Tools and Links

Joint Learning Program - Treasury Board of Canada Secretariat

Employment Equity tools, resources and publications - Labour Program

Diversity and Employment Equity - Treasury Board of Canada Secretariat

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