Employment equity

An advisory board comprising representatives of aboriginal organizations, senior managers, and aboriginal employees in government should be established to further policy efforts and programs aimed at employment of aboriginal peoples. Aboriginal peoples must be involved within the Public Service Commission in the development and implementation of staffing policies, programs, and operations.

The Public Service Employment Equity Program must be strengthened to ensure that employment equity is an integral part of managing a diverse workforce and to provide clear distinction and accountability in management and personnel functions to achieve the desired results.

An expanded Aboriginal Special Measures Program would set aside resources (as in the Career Assignment Program) to allow for exposure and experience at officer and management levels by aboriginal employees in various departments. Participants in the program should be monitored so that third-party intervention can assist both managers and participants.

Cross-cultural training for all non-aboriginal staff, including managers, is a requirement to dispel stereotyping. Discriminatory practices in the work environment must be documented during performance review and evaluations.

New and current aboriginal employees should be educated about government functions, reporting systems, redress mechanisms, and work environments through on-going orientation sessions.

Aboriginal mentors should be identified for aboriginal people entering the public service. The mentors would provide feedback in career planning and identify required experience and training. A networking system is needed for aboriginal employees in the public service. Efforts should be made to provide developmental program opportunities for broader experience and exposure in positions of responsibility within aboriginal-related areas as well as in the mainstream public service to complement the mentor program.

Testing elements should be balanced with other selection tools, such as interviews, in competitions in the public service, and language requirements should be reassessed according to job requirements. Both factors would enhance aboriginal employment prospects.