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  • Accommodation Works ! | Canadian Human Rights Commission
    Equal Employment Opportunities We ve been named in a discrimination complaint What can we expect How do we prepare a response to the complaint I want to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources Accommodation Works Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Accommodation Works About the Publication A user friendly guide to working together on health issues in the workplace Download PDF This publication is only available in electronic format If you require a paper version please contact the Commission directly Please allow 5 8 business days for processing A user

    Original URL path: http://www.ccdp-chrc.ca/eng/content/accommodation-works (2016-02-13)
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  • A Guide to Balancing Work and Caregiving Obligations | Canadian Human Rights Commission
    I want to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources A Guide to Balancing Work and Caregiving Obligations Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources A Guide to Balancing Work and Caregiving Obligations About the Publication Human rights law prohibits discrimination based on the ground of family status This means that when an employee must care for a family member employers have a legal obligation to accommodate that employee This guide provides tips for developing accommodation solutions that are in harmony with human rights law It outlines the rights and responsibilities of

    Original URL path: http://www.ccdp-chrc.ca/eng/content/guide-balancing-work-and-caregiving-obligations (2016-02-13)
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  • Report on Plans and Priorities 2014–2015 | Canadian Human Rights Commission
    renewal the decision specifies the scope funding level and duration Whole of Government Framework A map of the financial and non financial contributions of federal organizations receiving appropriations that aligns their Programs to a set of high level outcome areas defined for the government as a whole Table of Contents Chief Commissioner s Message Section I Organizational Expenditure Overview Organizational Profile Organizational Context Planned Expenditures Alignment to Government of Canada Outcomes Departmental Spending Trend Estimates by Vote Section II Analysis of Programs by Strategic Outcome Strategic Outcome Human Rights Knowledge Development and Dissemination Program Discrimination Prevention Program Human Rights Dispute Resolution Program Internal Services Section III Supplementary Information Future Oriented Statement of Operations Supplementary Information Tables Tax Expenditures and Evaluations Report Section IV Organizational Contact Information Endnotes Chief Commissioner s Message I am pleased to submit the Canadian Human Rights Commission Commission Report on Plans and Priorities for 2014 15 Over the past year I have engaged the entire staff of the Commission in an ambitious initiative to redefine our vision so as to better serve Parliament and the people of Canada This has culminated in a restructuring of our human rights work into two basic streams Protection and Promotion of Human Rights Protection embraces all aspects of complaint processing from intake to investigation to litigation before the Canadian Human Rights Tribunal and the Courts It also includes our work as auditors of compliance with the Employment Equity Act by federally regulated employers Promotion includes the work we do to foster understanding of the Canadian Human Rights Act whether through research policy development education training stakeholder engagement or public outreach This document presents the Commission s plans to continue our transformation in 2014 15 Our first priority is to advance human rights justice for the most vulnerable people in Canada in particular Aboriginal women We will work to improve access to human rights justice for Aboriginal women and girls and other vulnerable groups Our second priority is to strengthen key networks and partnerships Promoting and protecting human rights is a responsibility we share with provincial and territorial commissions governments and organizations representing the interests of a wide cross section of Canadians Our third priority for 2014 15 is to ensure sustainability and service excellence We will ensure that our programs business processes and use of technology are aligned to deliver on our mandate and serve Canadians in the most effective and efficient way The year ahead will bring its share of challenges I am confident that we will be successful in achieving the plans outlined in this report with the professionalism skills and commitment of our employees and commissioners Together we will continue to strive to achieve our vision of an inclusive society where everyone is valued and respected David Langtry Acting Chief Commissioner Section I Organizational Expenditure Overview Organizational Profile Minister The Honourable Peter MacKay P C M P A Deputy head David Langtry Ministerial portfolio Justice Year established 1977 Main legislative authorities Canadian Human Rights Act and Employment Equity Act Organizational Context The Canadian Human Rights Commission was established in 1977 under Schedule II of the Financial Administration Act in accordance with the Canadian Human Rights Act CHRA The Commission leads the administration of the CHRA and ensures compliance with the Employment Equity Act EEA The CHRA prohibits discrimination and the EEA promotes equality in the workplace Both laws apply the principles of equal opportunity and non discrimination to federal government departments and agencies Crown corporations and federally regulated private sector organizations Responsibilities The Commission promotes the core principle of equal opportunity and works to prevent discrimination in Canada Its services include discrimination prevention dispute resolution and regulatory policy and knowledge development The Commission works closely with federally regulated employers and service providers individuals unions and provincial territorial and international human rights bodies to foster understanding of human rights and promote the development of human rights cultures The Commission s mandate includes protecting human rights through effective case and complaint management This role involves representing the public interest to advance human rights for all Canadians The Commission is responsible for ensuring compliance with the Employment Equity Act This involves auditing federally regulated employers to ensure that they are providing equal opportunities to the four designated groups women Aboriginal people persons with disabilities and members of visible minorities Strategic Outcome and Program Alignment Architecture Strategic Outcome Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve 1 1Program Human Rights Knowledge Development and Dissemination 1 2Program Discrimination Prevention 1 3Program Human Rights Dispute Resolution Internal Services Organizational Priorities Priority Type Strategic Outcome Advance human rights justice in Canada for people who are most vulnerable Previously committed to Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve Description Why is this a priority Historically disadvantaged groups are more likely to live in poverty and have lower levels of education They are often isolated and lack financial and social support They are less likely to have standard work arrangements often working long hours or multiple jobs to earn a living It is difficult for the most vulnerable members of society to speak out when they are the victims of discrimination Isolation lower levels of education poverty and lack of financial and social support are all barriers to accessing human rights justice In order to meet this priority the Commission will Identify appropriate discrimination cases prioritize those cases and target litigation activities where it is in the public interest to do so and foster dialogue and understanding among stakeholders in order to identify strategies to help overcome barriers that limit access to human rights justice for historically disadvantaged groups especially Aboriginal women and girls Priority Type Strategic Outcome Strengthen key networks and partnerships to promote and protect human rights New Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve Description Why is this a priority Inequality and discrimination remain realities in many of Canada s workplaces Understanding and addressing inequality and discrimination in both employment and service delivery is a shared responsibility Strengthening the Commission s engagement strategy is critical to meeting the Commission s mandate and to better targeting the creation and sharing of human rights tools and knowledge In order to meet this priority the Commission will lead collaboration with partners including the Canadian Association of Statutory Human Rights Agencies CASHRA to advance progress on systemic human rights issues and partner with the Labour Program from Employment and Social Development Canada on respective employment equity audit programs to contribute to a whole of government approach Priority Type Strategic Outcome Ensure sustainability and service excellence New Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve Description Why is this a priority The Commission strives to serve Canadians in the most effective and efficient manner possible and is committed to having a stable workforce that is dedicated to service excellence in delivering the Commission s vision and mandate To support a well managed and high performing organization the Commission will further align its programs business processes and use of technology In order to meet this priority the Commission will Implement the new Performance Management Program support the Government of Canada change initiative to transform financial and human resources operation design and implement a new Web 2 0 intranet that optimizes collaboration knowledge sharing and productivity and review its Management Results and Resources Structure to better reflect the Commission s new focus on promotion and protection Risk Analysis Risk Risk Response Strategy Link to Program Alignment Architecture Risk The Commission s current processes may not be accessible to historically disadvantaged groups especially Aboriginal women and girls Explore options for partnerships Use the Commission s influence to foster relationship building between Aboriginal peoples and other people in Canada Reinforce the Commission s messaging on preventing retaliation Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve The Commission may not have the sufficient capacity to undertake activities that address emerging human rights issues Encourage networking partnership and broad consultation The Commission may not be able to support tangible and sustainable progress toward improved human rights protection especially for Aboriginal peoples Review the Commission s current business model to focus its actions on the Commission s promotion and protection mandate Advance human rights justice in Canada for people who are most vulnerable There is a risk that the Commission s processes may not be accessible to historically disadvantaged groups in Canada especially Aboriginal women and girls Risk Driver Historically disadvantaged groups face several barriers to accessing human rights justice In 2013 14 the Commission held a series of roundtable meetings with Aboriginal women to hear about the challenges they face when speaking out against discrimination Three of the most pressing barriers identified were lack of advocacy distrust toward authority and governments and fear of retaliation Although some of the barriers identified fall outside the scope of the Commission s sphere of intervention the Commission can play a role in mitigating these barriers Risk Response Strategy The Commission will explore partnerships with organizations that can represent and guide complainants through human rights processes The Commission will use its influence to foster relationship building between Aboriginal peoples and other people in Canada In addition the Commission will ensure that all those involved in the Commission s dispute resolution process are reminded that people who speak out against discriminatory practices must not fear retaliation Strengthen key networks and partnerships to promote and protect human rights There is a risk that the Commission may not have the sufficient capacity to undertake activities that address emerging human rights issues Risk Driver There is a growing demand for the Commission to provide information sessions to deliver training and to provide advice on human rights employment equity and dispute resolution At the same time the Commission must remain nimble and adaptable to handle changes created by immigration trends a burgeoning Aboriginal population and four generations in the active workforce Risk Response Strategy The Commission will leverage new and existing networks and collaborative mechanisms technology and undertake strategic policy analysis and foresight to respond to complaints equip stakeholders and influence human rights in Canada Ensure sustainability and service excellence There is a risk that the Commission may not be able to support tangible and sustainable progress toward improved human rights protection for the most vulnerable especially Aboriginal people Risk Driver The Commission cannot control the number of complaints that it receives While there are many factors that drive the volume of complaints that come to the Commission the repeal of section 67 of the CHRA continues to be an important factor With the full repeal of section 67 the Commission began receiving additional discrimination complaints against First Nations governments Funding to address issues stemming from the repeal of section 67 comes to an end in fiscal year 2013 14 However the expansion of the Commission s mandate will continue to drive demand for services Many of the post repeal complaints are complex and will require interpretation by tribunals and courts Furthermore much work is still needed to effectively prepare Aboriginal peoples including First Nations Métis and Inuit to prevent manage and resolve human rights disputes at the community level Risk Response Strategy The Commission will streamline its promotion and protection activities to create program efficiencies Planned Expenditures Budgetary Financial Resources Planned Spending dollars 2014 15 Main Estimates 2014 15 Planned Spending 2015 16 Planned Spending 2016 17 Planned Spending 22 099 726 22 099 726 22 099 726 22 099 726 Human Resources Full Time Equivalents FTEs 2014 15 2015 16 2016 17 196 196 196 Budgetary Planning Summary for Strategic Outcome and Programs dollars Strategic Outcome Programs and Internal Services 2011 12 Expenditures 2012 13 Expenditures 2013 14 Forecast Spending 2014 15 Main Estimates 2014 15 Planned Spending 2015 16 Planned Spending 2016 17 Planned Spending Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the Canadian Human Rights Act CHRA and the Employment Equity Act EEA by federally regulated employers and service providers as well as the public they serve Human Rights Knowledge Development and Dissemination 4 313 519 4 123 976 4 224 056 3 436 700 3 436 700 3 408 600 3 408 600 Discrimination Prevention 4 554 675 4 224 128 3 404 874 3 188 000 3 188 000 3 188 000 3 188 000 Human Rights Dispute Resolution 8 828 826 9 241 670 9 717 599 9 532 800 9 532 800 9 560 900 9 560 900 Strategic Outcome Subtotal 17 697 020 17 589 774 17 346 529 16 157 500 16 157 500 16 157 500 16 157 500 Internal Services Subtotal 6 565 303 6 793 402 6 361 478 5 942 226 5 942 226 5 942 226 5 942 226 Total 24 262 323 24 383 176 23 708 007 22 099 726 22 099 726 22 099 726 22 099 726 In 2009 10 the Commission received additional funding for the repeal of section 67 of the CHRA This funding comes to an end in March 2014 which accounts in large part for the variance between forecast spending in 2013 14 and planned spending in 2014 15 The Commission s planned spending will remain stable in 2015 16 and 2016 17 Alignment to Government of Canada Outcomes 2014 15 Planned Spending by Whole of Government Spending Area dollars Strategic Outcome Program Spending Area Government of Canada Outcome 2014 15 Planned Spending Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the Canadian Human Rights Act CHRA and the Employment Equity Act EEA by federally regulated employers and service providers as well as the public they serve Human Rights Knowledge Development and Dissemination Social Affairs A diverse society that promotes linguistic duality and social inclusion 3 436 700 Discrimination Prevention Social Affairs A diverse society that promotes linguistic duality and social inclusion 3 188 000 Human Rights Dispute Resolution Social Affairs A diverse society that promotes linguistic duality and social inclusion 9 532 800 Total Planned Spending by Spending Area dollars Spending Area Total Planned Spending Economic Affairs Social Affairs 16 157 500 International Affairs Government Affairs Departmental Spending Trend This subsection examines the fluctuations in overall financial resources and expenditures over time and the reasons for such shifts The following figure illustrates the Commission s spending trend from 2011 12 to 2016 17 Text version The gradual decrease in spending depicted in the graph is mainly due to the sunset of funding related to the implementation of the repeal of section 67 of the CHRA The gradual decrease is also due to the cessation of severance payments under the collective agreements Estimates by Vote For information on the Commission s organizational appropriations please see the 2014 15 Main Estimates publication Section II Analysis of Programs by Strategic Outcome Strategic Outcome Strategic Outcome Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the Canadian Human Rights Act CHRA and the Employment Equity Act EEA by federally regulated employers and service providers as well as the public they serve Performance Indicator Target Date to be achieved Number of Canadians who are informed about and protected by the CHRA and the EEA 1 2 million March 2015 Human Rights Knowledge Development and Dissemination Program This program helps foster both an understanding of and compliance with the CHRA and the EEA Knowledge development also ensures that programs interventions and decisions are grounded in evidence and best practices Knowledge products include research policies regulatory instruments and special reports Information and or advice are provided to the Commission itself Parliament federal departments and agencies Crown corporations federally regulated private sector organizations and the public Partnerships with other human rights commissions as well as governmental non governmental research and international organizations are formed and maintained to leverage knowledge development and dissemination activities in areas of common interest Budgetary Financial Resources dollars 2014 15 Main Estimates 2014 15 Planned Spending 2015 16 Planned Spending 2016 17 Planned Spending 3 436 700 3 436 700 3 408 600 3 408 600 Human Resources FTEs 2014 15 2015 16 2016 17 26 26 26 Performance Measurement Expected Results Performance Indicators Targets Date to be achieved Federally regulated organizations are informed of human rights issues Number of federally regulated organizations that received CHRC products 600 March 2015 The Commission contributes to the identification and resolution of systemic discrimination issues Number of systemic issues targeted 5 March 2015 Planning Highlights Based on evolving trends and needs as informed by stakeholder input the Commission will continue to develop and share knowledge products that advance human rights discourse through research and dialogue promote human rights issues in public policy and legislative processes and increase the capacity of organizations to proactively identify and address human rights issues By leveraging the expertise knowledge and networks of a wide range of stakeholders the program will research develop and disseminate products on key human rights issues such as mental health the accommodation of family caregiving responsibilities and access to human rights justice for Aboriginal women It will also develop additional knowledge products on topical issues such as age discrimination The program will also continue to produce

    Original URL path: http://www.ccdp-chrc.ca/eng/content/report-plans-and-priorities-2014-2015 (2016-02-13)
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  • Annual Report 2013 | Canadian Human Rights Commission
    Opportunities We ve been named in a discrimination complaint What can we expect How do we prepare a response to the complaint I want to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources Annual Report 2013 Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Annual Report 2013 About the Publication What were the human rights issues of 2013 What activities did the Commission carry out to promote human rights in Canada The following report provides an account of the Commission s activities in the last calendar year It highlights the key actions taken by

    Original URL path: http://www.ccdp-chrc.ca/eng/content/annual-report-2013 (2016-02-13)
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  • Canadian Human Rights Commission Quarterly Financial Report - 2013 | Canadian Human Rights Commission
    for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources Canadian Human Rights Commission Quarterly Financial Report 2013 Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Canadian Human Rights Commission Quarterly Financial Report 2013 About the Publication The Quarterly financial Report consists of financial tables comparing planned and actual expenditures for both the quarter and year to date as well as comparative information for the preceding fiscal year The report also contains a narrative section which provides a concise discussion on the significant changes affecting both the quarter and year to date financial results and changes in relation to operations

    Original URL path: http://www.ccdp-chrc.ca/eng/content/canadian-human-rights-commission-quarterly-financial-report-2013 (2016-02-13)
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  • Policy on Environmental Sensitivities | Canadian Human Rights Commission
    Page Organizations and Businesses I want to know my obligations Equality Duty to Accommodate Equal Employment Opportunities We ve been named in a discrimination complaint What can we expect How do we prepare a response to the complaint I want to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources Policy on Environmental Sensitivities Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Policy on Environmental Sensitivities Download PDF This publication is only available in electronic format If you require a paper version please contact the Commission directly Please allow 5 8 business days for processing

    Original URL path: http://www.ccdp-chrc.ca/eng/content/policy-environmental-sensitivities (2016-02-13)
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  • Departmental Performance Report - 2012-13 | Canadian Human Rights Commission
    communities The Toolkit encourages First Nations communities to use their unique traditions and customs to shape community based dispute resolution processes It is the third of a series of educational publications on human rights protection and promotion developed for First Nations and other Aboriginal people The Toolkit was featured on panels at two major conferences was cited in Parliament and at Parliamentary committees and has attracted positive media attention Risk Analysis Risk Risk Response Strategy Link to Program Alignment Architecture Link to Organizational Priorities Inability to meet the increase in complaint volumes This risk was identified in the 2012 13 RPP In response the Commission Temporarily reallocated human resources to process complaints Developed a complaint prioritization process Human Rights Dispute Human Rights Dispute Resolution Support employers and service providers in resolving human rights issues at the source Inability to meet the increase in requests for outreach consultation and dialogue sessions on human rights employment equity and dispute resolution services This risk was identified in the 2012 13 RPP In response the Commission Explored a blended learning strategy Developed online training tools Discrimination Prevention Support employers and service providers in resolving human rights issues at the source In the long term employer policies and practices established long ago may inadvertently create patterns of inequality that become barriers for Canadians This risk was identified in the 2012 13 RPP In response the Commission Created guides and templates for policies on accommodation harassment and pregnancy discrimination and made them available electronically Developed and disseminated the Toolkit for Developing Community based Dispute Resolution Processes in First Nations Communities Sponsored targeted research Human Rights Knowledge Development and Dissemination Discrimination Prevention Address systemic human rights issues that have the greatest impact on Canadians The Commission expected an increase in complaint volumes in 2012 13 Initially the number of complaints did increase In order to mitigate this risk in the short term and address the increasing service demands the Commission postponed certain Discrimination Prevention Program initiatives planned for the beginning of the fiscal year In addition the Discrimination Prevention and Internal Services Programs temporarily reallocated resources to the Dispute Resolution Program Longer term mitigation strategies included the development and implementation of a complaint prioritization process which will assist the Commission in identifying complaints for priority treatment based on the Commission s priorities as well as the public interest The Commission also anticipated an increase in requests for outreach consultation and dialogue sessions on human rights employment equity and dispute resolution services These demands did increase The Commission responded by exploring a blended learning strategy that included multiple training methods while maximizing the reach of the training sessions The Commission also developed online training tools in collaboration with other organizations For example the Commission worked with the Labour Program of Human Resources and Skills Development Canada HRSDC to develop and implement an online employment equity course to assist employers in meeting their obligations towards equality in the workplace for the four designated groups The Commission identified the longer term risk that employer policies and practices established long ago may inadvertently create patterns of inequality that become barriers for Canadians The Commission gathered knowledge on two specific issues ageism and mental health in the workplace Summary of Performance The information provided in this subsection is concise as the Commission s planning is explained in greater detail at the program level under Section II 2012 13 Financial Resources thousands Total Budgetary Expenditures Main Estimates 2012 13 Planned Spending 2012 13 Total Authorities 2012 13 Actual Spending authorities used 2012 13 Difference Planned vs Actual Spending 23 086 23 086 25 660 24 383 1 297 2012 13 Human Resources Full Time Equivalents FTE s Planned 2012 13 Actual 2012 13 Difference 2012 13 209 202 7 Performance Summary Excluding Internal Services Strategic Outcome Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the Canadian Human Rights Act CHRA and the Employment Equity Act EEA by federally regulated employers and service providers as well as the public they serve Program Total Budgetary Expenditures Main Estimates 2012 13 Planned Spending Total Authorities available for use 2012 13 Actual Spending authorities used Alignment to Government of Canada Outcomes 2012 13 2013 14 2014 15 2012 13 2011 12 2010 11 Human Rights Knowledge Development and Dissemination 3 583 3 583 3 577 3 137 4 429 4 124 4 313 3 331 A diverse society that promotes linguistic duality and social inclusion Discrimination Prevention 4 323 4 323 4 192 4 013 4 816 4 224 4 555 4 987 Human Rights Dispute Resolution 8 838 8 838 9 229 8 739 9 531 9 242 8 829 8 660 Sub Total 16 744 16 744 16 889 15 889 18 776 17 590 17 697 16 978 Performance Summary for Internal Services thousands Program Total Budgetary Expenditures Main Estimates 2012 13 Planned Spending Total Authorities available for use 2012 13 Actual Spending authorities used 2012 13 2013 14 2014 15 2012 13 2011 12 2010 11 Internal Services 6 342 6 342 6 485 6 009 6 884 6 793 6 565 6 089 Sub Total 6 342 6 342 6 485 6 009 6 884 6 793 6 565 6 089 Performance Summary Total thousands Program Total Budgetary Expenditures Main Estimates 2012 13 Planned Spending Total Authorities available for use 2012 13 Actual Spending authorities used 2012 13 2013 14 2014 15 2012 13 2011 12 2010 11 Total 23 086 23 086 23 483 21 898 25 660 24 383 24 262 23 067 In 2012 13 the Total Authorities allocated to the Commission by Parliament were 25 7 million 23 million through the Main Estimates and 2 7 through Supplementary Estimates The Supplementary Estimates included 1 1 million for the carry forward of the previous operating budget and the reimbursement of 1 3 million for eligible pay list expenditures related to severance pay and parental benefits as well as an adjustment of 0 3 million to the Employee Benefits Plan The Commission s actual spending in 2012 13 was 24 4 million 1 3 million less than the Total Authorities The savings were a result of 0 6 less in salary expenses due to staffing delays and 0 7 million less in operational expenses Much of the unused amount of 1 3 million represents the carry forward lapsed to 2013 14 The number of planned FTEs reflects the Commission s allocation of Total Authorities for human resources Actual FTEs represent 97 of the planned FTEs The decrease of 7 FTEs is primarily due to delays in staffing and not staffing vacant positions The decrease in actual expenditures between 2011 12 and 2012 13 for the Human Rights Knowledge Development and Dissemination and the Discrimination Prevention programs was in part the result of a temporary reallocation of resources to the Dispute Resolution Program in order to address the influx of new complaints Expenditure Profile This subsection examines the fluctuations in overall financial resources and expenditures over time and the reasons for such shifts The following figure illustrates the Commission s spending trend from 2010 11 to 2015 16 Text version In 2009 10 the Commission received additional funding for the repeal of section 67 of the CHRA This funding will sunset in March 2014 although the requirements associated with the expansion of the Commission s mandate are ongoing Funding from within other programs was temporarily reallocated to respond to the demand for services related to the repeal of section 67 The Commission continues to closely monitor the need for additional resources beyond the temporary funding envelope The spending related to the repeal of section 67 of the CHRA was 1 0 million in 2009 10 1 9 million in 2010 11 2 2 million in 2011 12 and 1 3 million in 2012 13 Estimates by Vote For information on the Commission s organizational Votes and or statutory expenditures please see the Public Accounts of Canada 2012 Volume II An electronic version of the Public Accounts 2012 is available on the Public Works and Government Services Canada s website i Section II Analysis of Programs by Strategic Outcome Strategic Outcome Strategic Outcome Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the Canadian Human Rights Act CHRA and the Employment Equity Act EEA by federally regulated employers and service providers as well as the public they serve Performance Indicator Target Actual Result Number of Canadians who are informed about and protected by the CHRA and the EEA 1 2 million 1 6 million In 2012 13 the Commission informed a significant number of Canadians about the CHRA and the EEA through various program activities The Commission represented the public interest in 38 cases before the Canadian Human Rights Tribunal and the Courts including the First Nations Child and Family Caring Society and Assembly of First Nations case Success in systemic litigation cases results in significant numbers of Canadians being protected from discrimination In 2012 13 the Commission received 18 113 calls and managed a caseload of over 2 450 complaints the resolution of complaints that affected policy had an impact on over 470 000 federally regulated workers The Commission s work in employment equity audits reached a potential audience of more than 337 000 Canadians working in federally regulated organizations Through its Discrimination Prevention Program the Commission provided training sessions webinars and webcasts to 475 participants from organizations across Canada Through its National Aboriginal Initiative the Commission participated in 36 awareness building and training events reaching over 9 800 leaders and influencers from First Nations communities The number of employers registered in the Commission s Human Rights Maturity Model rose to 49 with a potential impact on close to half a million working Canadians The Commission s websites attracted over 290 000 unique visitors looking for information policies and guidance Apart from the above communication activities sparked hundreds of news stories interviews and editorials in mainstream media including online print and broadcast with an estimated potential audience reach of over 4 million Canadians Human Rights Knowledge Development and Dissemination Program This program helps foster both an understanding of and compliance with the CHRA and the EEA Knowledge development also ensures that programs interventions and decisions are grounded in evidence and best practices Knowledge products include research policies regulatory instruments and special reports Information and or advice are provided to the Commission itself Parliament federal departments and agencies Crown corporations federally regulated private sector organizations and the public Partnerships with other human rights commissions as well as governmental non governmental research and international organizations are formed and maintained to leverage knowledge development and dissemination activities in areas of common interest 2012 13 Financial Resources thousands Total Budgetary Expenditures Main Estimates 2012 13 Planned Spending 2012 13 Total Authorities available for use 2012 13 Actual Spending authorities used 2012 13 Difference 2012 13 3 583 3 583 4 429 4 124 541 2012 13 Human Resources Full Time Equivalents FTE s Planned 2012 13 Actual 2012 13 Difference 2012 13 27 28 1 Expected Results Performance Indicators Targets Actual Results Federally regulated organizations are informed of human rights issues Number of federally regulated organizations that received Commission products 600 by March 2013 Over 600 1 The Commission contributes to the identification and resolution of systemic discrimination issues Number of systemic issues targeted 5 by March 2015 2 systemic issues targeted in 2012 13 2 Additional issues will be identified in the coming years The Commission provided knowledge products to 710 attendees at events held for federally regulated organizations in 2012 13 and distributed over 1 500 copies of publications and products to the general public The systemic issues targeted were 1 inequity of service for First Nations children living on reserves and 2 discrimination in the provision of services for inmates with mental disabilities in federal corrections Performance Analysis and Lessons Learned In 2012 13 the Commission developed research exchanged knowledge with stakeholders and informed federally regulated organizations about several complex and systemic issues that affect the most vulnerable members of society In June 2012 the Commission partnered with the Mental Health Commission of Canada by participating in an international conference to raise awareness on the issue of accommodating mental illness Together Against Stigma Changing how we see mental illness was attended by an international audience of over 600 mental health decision makers The Commission organized two workshops and a plenary session and participated in a panel on mental health and the media The Commission produced the Report on Equality Rights of People with Disabilities The Report outlines how this group of people in Canada fares in seven dimensions of well being economics education employment housing justice and safety and political and social inclusion The Report creates a benchmark for measuring future progress The Commission completed a data analysis on the issue of accommodation of religious practices in employment and services It also held discussions with its Employer Advisory Council to identify next steps The Commission conducted a literature review on ageism to help identify systemic related factors that contribute to this type of discrimination in the workplace The research will inform the types of policy and prevention tools e g guides training that employers may need to address age discrimination The Commission s National Aboriginal Initiative NAI was integral in informing federally regulated organizations of human rights issues Over 600 organizations received Commission materials and information through 36 NAI training and dialogue sessions and displays at large events As a result the NAI reached 9 820 people in 2012 13 nearly doubling the number that the Commission reached in the previous year The Commission continued to engage key stakeholders in order to create the most useful and relevant products related to systemic discrimination In March 2013 for example 21 stakeholder organizations contributed to a draft guide on the accommodation of employees with family caregiver needs The Commission continued to serve as a general source of knowledge and guidance on human rights in Canada Existing guides and templates to assist employers in developing policies to avoid systemic discrimination were downloaded from the Commission s website over 3 800 times Discrimination Prevention Program This program helps foster and sustain a human rights culture in federally regulated organizations by promoting continuous improvement of an organization s human rights competencies Prevention initiatives employment equity audits learning programs and events are among the program s tools to promote discrimination prevention and achieve employment equity objectives Stakeholder engagement involves federal departments and agencies Crown corporations private sector organizations provincial and territorial government bodies international agencies unions and other non governmental organizations 2012 13 Financial Resources thousands Total Budgetary Expenditures Main Estimates 2012 13 Planned Spending 2012 13 Total Authorities available for use 2012 13 Actual Spending authorities used 2012 13 Difference 2012 13 4 323 4 323 4 816 4 224 99 2012 13 Human Resources FTE s Planned 2012 13 Actual 2012 13 Difference 2012 13 39 34 5 Expected Results Performance Indicators Targets Actual Results Federally regulated organizations sustain human rights cultures Number of federally regulated organizations implementing a Human Rights maturity model approach 8 by March 2013 12 organizations Each EEA designated group is fairly represented in the federally regulated workforce Percent reduction between the workforce representation and the workforce availability of groups designated by the EEA 5 by March 2015 Pending results of the 2011 National Household Survey Statistics Canada Performance Analysis and Lessons Learned In 2012 13 the Commission worked with federally regulated employers to ensure their compliance with the EEA The Commission completed 44 employment equity audits with employers who were less successful in achieving employment equity in the workplace The Commission also issued 41 status reports to more successful employers to acknowledge their success and identify areas for improvement To help employers address challenges in achieving employment equity the Commission partnered with the Labour Program of Human Resources and Skills Development Canada Labour Program to develop a new online employment equity course With this tool employers can learn how to develop implement and maintain an employment equity program within their organization that meets the requirements of the EEA The Commission also collaborated with the Labour Program to launch a new module in the Workplace Equity Information Management System a web based electronic system that organizations can use to collect store and analyze employment equity data The active promotion including a webcast of the Human Rights Maturity Model HRMM to its stakeholders led the Commission to exceed its target Since the 2012 release of the HRMM 12 of the 49 Canadian workplaces registered in the HRMM have implemented it to improve human rights cultures within their organizations Employers and service providers with a self sustaining human rights culture are better able to resolve human rights issues at the source The Commission led the Fitness to Work Working Group which comprises employers medical associations unions and insurance boards from across Canada The goal of the working group is to explore issues of cost education and the kinds of tools required for a fitness to work medical assessment process The Group developed a mobile application to be launched in 2013 14 It will serve as a knowledge sharing portal for anyone involved in a medical assessment process in the workplace Human Rights Dispute Resolution Program This program addresses discrimination by dealing with individual and systemic complaints and issues brought by individuals or groups of individuals against federally regulated employers and service providers The Commission exercises its discretion in choosing the most appropriate dispute resolution method including investigation mediation and conciliation The Commission serves as a screening body in determining whether further inquiry is warranted participates in all pre tribunal mediations and represents the public interest in appearing before the Canadian Human Rights Tribunal The program helps ensure that all parties to a complaint benefit from a fair expeditious and accessible human rights process and gain an increased understanding of

    Original URL path: http://www.ccdp-chrc.ca/eng/content/departmental-performance-report-2012-13 (2016-02-13)
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  • Report on Equality Rights of Aboriginal People | Canadian Human Rights Commission
    a response to the complaint I want to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources Report on Equality Rights of Aboriginal People Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Report on Equality Rights of Aboriginal People About the Publication How are the lives of Aboriginal people in Canada impacted by persistent conditions of disadvantage What are the barriers preventing equality of opportunity This report provides a national portrait of Aboriginal people living in Canada It uses seven criteria to determine if there are gaps in the well being of Aboriginal people compared

    Original URL path: http://www.ccdp-chrc.ca/eng/content/report-equality-rights-aboriginal-people (2016-02-13)
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