EDITORIAL

The Canadian Jobs Strategy was announced by the Honorable Flora MacDonald at the end of June. The Jobs Strategy is a combination of the old job creation and National Training Program with some important new features added. CCLOW was involved in the consultation process which preceded the announcement. Some of our input was heard and incorporated, some was not. On balance, and without the specific details on each of the six program areas forming the Canadian Jobs Strategy, it appears to take a broader approach to skills and employment development in Canada than previous programs.

In assessing any initiatives taken by the Canada Employment and Immigration Commission, it is our view that a set of principles must be established, against which such initiatives can be evaluated. Key principles which would be a major step in equalizing women's access to programs offered through the Department would be:

• Equal representation of women on all advisory bodies to the Department.
  
• Direction of 43% of training funds specifically to women - the proportion
  of women in the Labour Force.
  
• Provide training allowances which cover the cost of living.
  
• Provide for mandatory affirmative action in the workplace,
  both public and private sector.

Unfortunately, none of these principles is reflected in these initiatives.

The principle of equal representation is NOT being implemented; only a 'guarantee' of some female representation. Local Advisory Committees which will play a role in monitoring participation rates in various programs are soon to be set up. If you are interested in serving on the committee in your area, contact the Manager of the Canada Employment Centre in your area AND your M.P. One or both of these people may have responsibility for selection of committee members.

As for training allowances, despite the fact they are being raised, the increase falls far short of providing a livable income, as can be seen in the table:

The dreadful inadequacy of these allowance levels, particularly for larger-sized family units clarifies the government's priority to train single persons without dependents. The chronic problem which women with children have had in the past to access Federally-sponsored training will not be helped by this "increase".

There is no indication in the Jobs Strategy that women will receive a proportion of training funds comparable to our numbers in the workforce. Only one part of one of the six program areas is directed specifically to women: the Re-Entry portion of the Job Entry program. Re-entry is directed to women who have been out of the labour force for at least three years. This sub-program is one which has positive benefits for women and one to which CCLOW is making a contribution through the efforts of our Saskatchewan network and their Bridging Program. Canada Employment Centres around the country are seeking proposals from groups who wish to establish programs for re-entry women. We urge you to call and discuss your ideas with the Re-Entry coordinator.

Attempts are being made to incorporate employment equity measures into the various programs within Canadian Job Strategies. Ironically, the only area in which it has been made mandatory is the Re-entry program which is directed to women anyway. No provisions have been made, however, to make affirmative action mandatory in the workplace or in the other program components.

Those of us involved in women's education and training, whether as students and/or educators, know from vast collective experience that the principles outlined here are key to equalizing women's access. Except for an occasional bright spot in the Canadian Jobs Strategy, we must assume that the government hasn't heard us clearly enough YET!

Susan McCrae Vander Voet
Executive Director
CCLOW