93 search results for
Private sector
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 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 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 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 35:
The Ministry of Citizens’ Services should establish governmental desks or offices that are competently staffed to support People of African Descent businesses and facilitate their relations with the Government.
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Recommendation 2:
Although this legislative approach is relatively new and untested, its potential for reducing the pay gap, contributing to poverty reduction, and helping other marginalized groups are all significant. Additionally, it approaches the issue in a way that pay transparency and pay equity do not, which ensures that pay discrimination against gender diverse people is identified and rectified. We recommend that this model, and the outcomes from its implementation in Iceland, continue to be studied and considered by policymakers. A pilot implementation period, where the equal pay standard is trialed in a select number of firms or government agencies, or establishing the equal pay standard as a voluntary certification that businesses can independently attain, would be the best ways to determine whether this policy is viable for BC. The BC government should consider consulting with business groups and labour unions about the design of a future equal pay certificate for the province. Such consultations were crucial for getting such a strenuous form of regulation passed in Iceland. These and other efforts to get all affected parties on board with the legislation will all contribute to making this policy more feasible in the future.
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Recommendation 1:
That the BC government, working in collaboration with commercial distribution networks, invest $10M to create regional stockpiles of personal protective equipment (PPE) for future pandemic preparation for B.C.’s health care sector, with an emphasis on seniors’ living and care providers, including non-government home health care operators.
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Recommendation 10:
Support traditional businesses in upgrades to physical infrastructure and technology. For example, credit/debit card machines, and takeout delivery services, or similar programs to past beautification grants.
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