Written By: Lesly Nzeusseu

In June 2024, the Federation of Black Canadians (FBC) had the chance to participate in a roundtable discussion organized by Employment and Social Development Canada(ESDC), alongside other community groups representing Black people, racialized people, religious groups, youth, migrant workers, and precarious workers. During this roundtable, we focused on two main themes of the updated Act: Theme Three (“Strengthen Enforcement and Compliance”) and Theme Four (“Improve Reporting and Public Accountability”).  

“Strong policies that promote workplace inclusion are essential for Canada to maintain its leadership in employment equity and continue building a fair and prosperous society for all.”

Since the adoption of the Act in 1986, Canada has been an international leader in the area of employment equity (Government of Canada, 2022). However, more work can be done to address persistent systemic barriers and ensure the inclusion of all marginalized groups in the workforce. Creating inclusive workplaces will not only help bridge gaps in access to opportunities, but it will also ensure innovation and creativity driven by diverse perspectives, ultimately contributing to the strength and growth of the Canadian economy. Therefore, strong policies that promote workplace inclusion are essential for Canada to maintain its leadership in employment equity and continue building a fair and prosperous society for all.

First page of the Report of the Employment equity Act Review Task Force, © Government of Canada

Over the course of two hours, the FBC participated in a roundtable discussion on employment equity, hearing other stakeholders’ perspectives on these issues. We discussed how we can strengthen the compliance and enforcement framework, including obligations related to barrier removal and making reasonable progress, as well as the necessary steps to improve public reporting and data transparency. Regulatory oversight, penalties, and the effectiveness of the current system were also addressed, with suggestions for enhancing employer accountability and employee complaint mechanisms. Overall, we were able to explore different ways to enhance labour policies and practices, allowing us to identify actionable recommendations to advance employment equity and ensure inclusive workplaces in Canada.

Photograph, Lesly Nzeusseu, volunteer at the Federation of Black Canadians

As a research and public policy volunteer for FBC, I was happy to be part of such a discussion involving various stakeholders as well as policy officials. I believe in the power of cross-collaborations. Engaging civil society in the discussion is essential, especially when the policy affects them directly. Our close relationships with the community provide invaluable insights into the unique challenges and barriers faced by Black communities. By involving community organizations, advocacy groups, and other stakeholders, we can ensure that policies and practices are grounded in real-world experiences and needs.  

“Together, we can build a fairer, more prosperous society where everyone has the opportunity to thrive.”

As we move forward, it is essential for all stakeholders—policymakers, employers, employee resources groups (ERGs), and others—to collaborate to ensure that the principles of equity are embedded in every aspect of the workplace. This modernization of the Employment Equity Act is not just about compliance; it is about creating a future where every individual, regardless of their background, has the opportunity to succeed in their professional lives. Together, we can build a fairer, more prosperous society where everyone has the opportunity to thrive.

If you want to learn more about the modernization of the Employment Equity Act, visit the following website on the Government of Canada: Employment Equity Act Review Task Force