176 search results for
Workers
Recommendation 16:
The Ministry of Labour, The Ministry of Advanced Education, the Ministry of Education, and the Ministry of Jobs, Economic Recovery should work with employers, particularly those of African Descent, to provide dedicated employment, internship, volunteer and on the job training opportunities. This should include, but not be limited, to subsidized work placements opportunities for youth at risk.
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Recommendation 10:
The Ministry of Labour should ensure that there is an Anti-racism legislation that provides explicit levers against racism in employment and at the workplace. Amongst these levers, the Minister should be empowered to monitor and address the use of algorithms in sorting job applicants as they are most likely to extend human and historical biases against People of African Descent. It is also recommended that the legislation supports the establishment of a dedicated office for advising People of African Descent, and other minorities, on best practices in navigating labour relations in areas such as negotiating employment contracts or severance packages.
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Recommendation 12:
The Ministry of Labour should ensure that the race-based data legislation provides sufficient authority to collect, share and use data to evaluate fairness and equity in the wages provided to workers of African descent. This is critical to promote genuine, fair and accountable anti-racism mechanisms, both in the private and public sectors, that have been identified as non-negotiable prerequisites in contextualizing anti-racism complaints.
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Recommendation 17:
The Ministry of Labour should collaborate with People of African Descent community organizations to promote and fund People of African Descent-led mentorship, skills development, and leadership training programs for People of African Descent professionals and youth.
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Recommendation 11:
The Ministry of Labour and the Public Service Agency should promote and implement anti-Black racism training for human resource managers and recruiters, both in the public and private sectors. This is particularly critical considering concerns of lack of racial diversity on hiring committees. It is recommended that the PSA introduce specific anti-black racism modules or courses alongside its current diversity and inclusion training.
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Recommendation 14:
The Ministry of Labour and the BC Public Service Agency should embrace and champion equitable hiring practices such as blind hiring and interviewing to further increase fairness in recruitment. This is particularly critical for the PSA whose hiring practices have been strongly criticized by respondents and participants.
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Recommendation 33:
The Ministry of Jobs, Economic Recovery and Innovation should work with People of African Descent business organizations to establish a permanent mechanism to understand the peculiar profiles, models, challenges, concerns, and opportunities of People of African Descent-led businesses. Using the Knowledge Hub component of the national Black Entrepreneurship Program, this mechanism would foster and enhance understanding of People of African Descent businesses contributions to the advancement of the Province.
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Recommendation 38:
The Ministry of Jobs, Economic Recovery and Innovation should invest in advisory, consulting, and mentoring services for People of African Descent businesses accessing loan programs. This should come through both a centralized funding stream through People of African Descent business organizations and a separate stream directly accessible by People of African Descent business owners.
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Recommendation 34:
The Ministry of Jobs, Economic Recovery and Innovation should ensure that the “Race-based” data legislation provides sufficient levers for business associations and chambers of commerce to collect and use data to evaluate equity of awarding decisions of existing funding schemes along the lines of gender, race, and economic background.
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Recommendation 37:
The Ministry of Jobs, Economic Recovery and Innovation must commit to creating dedicated and adequate funding pathways, including grants and concessionary loans for business owners of African descent, that are less complex to access and have clearer criteria than the federal-level Black Entrepreneurship Loan Fund under the Black Entrepreneurship Program. Considering historical and structural risks and biases People of African Descent businesses have to contend with, It is also critical for these programs to reduce or attenuate emphasis on collaterals by Banks.
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