11. We recommend that employers indicate their status as "equal opportunity employers" in the new electronic labour market information system. Being an equal opportunity employer means adapting hiring practices and making the necessary accommodations to give access to members of the equity groups.

An equal opportunity employer puts equity principles into practice, in much the same way that the Task Force adopted its working definition for equity (see The meaning of equity, on page 2 of this report). Later in this report, we recommend various ways of implementing employment equity in the workplace (recommendation 70).

The enhanced labour market information system should provide appropriate information for policymaking. HRD should monitor unfilled vacancies as a basis for adjusting policy response in the areas of training, employer awareness programs, and immigration.

12. We recommend that HRD, the CLFDB, and provincial/territorial and local boards use the data and analysis generated through the new labour market information system to develop policies, programs, and directions for labour market development.
    
    
    

Accessibility of labour market information

Networks are proven to be the most efficient way to find jobs. They exist and will continue to exist. However, this does not preclude the wider dissemination of information. One of the main objectives of the Task Force in recommending the improvement of labour market information systems is to weaken the barriers that the dominance of networking creates, i.e., to offer an inclusive system rather than the exclusive one that networks constitute.

13. We recommend the creation of a one-stop information system, where individuals have access to all information related to unemployment benefits, social assistance, and employment or reemployment services (such as counselling, prior learning and skills assessment, and orientation to training). This requires coordination among federal, provincial/territorial, and local authorities.