165 search results for
Employment
Recommendation 46:
To meet the Black-educator deficit in BC schools, the Province must design a credential recognition system that recognizes and allows qualified Black educators who have immigrated to BC to more easily practice their teaching in BC. A supplementary approach is to encourage and support opportunities for part-time teaching, talks and sessions for Black professionals including interested retirees. The education Ministries can maintain a list of willing participants.
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Recommendation 24:
To address safety concerns expressed by interviewees, there are several larger structural solutions such as increasing the number of safe and affordable housing units, access to health-focused treatment, and equitable employment opportunities. One short-term measure could be to install lighting on streets and in alleyways to help people feel safe during evenings and at night.
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Recommendation 15:
There should be a drive for greater gender and racial equity in gallery exhibitions. For instance, a guiding principle might mandate that Black women artists booking a solo exhibition be paid the same rate as the highest paid white man artist. In fact, institutions should recognize that certain communities deserve to be paid more for their time and adopt an equity payscale. This can be considered another form of restitution for historic and ongoing marginalization of Indigenous and Black individuals and communities, which requires more labour to participate in the industry compared to non-Indigenous, white peers.
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Recommendation 57:
There must be priority to keeping income levels consistent to avoid an influx of youth experiencing homelessness. Provide youth with resources and adequate preparation time to transition off government support to employment.
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Recommendation 15:
The Public Service Agency should commit to hiring more employees of African descent. At the very minimum, it is imperative that a People of African Descent youth internship program be implemented before the end of the Decade to recruit future People of African Descent graduates and undergraduates in jobs showing high demands for qualified workers at all skills levels. The PSA should also commit to support and establish a People of African Descent Leadership program that will provide dedicated mentoring, coaching and career development services to employees of African descent in middle-management positions.
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Recommendation 13:
The PSA should be provided with adequate authority under the race-based data legislation to collect, analyze and publish periodic reports on the number of People of African Descent across the public service and their relative distribution in leadership and strategic positions.
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Recommendation 21:
The Province, through responsible ministries, should provide dedicated funding to establish scholarships and mentorship programs to attract more People of African Descent to BC’s healthcare industry as well as studies in health-related fields. It is crucial that admission barriers for Black students are replaced with a reflexive system of admissions and support that accounts for the structural challenges faced by Black and People of African Descent in BC.
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Recommendation 12:
The Ministry of Social Development and Poverty Reduction should include mental health and substance use-related accommodations in accessibility guidelines given to WorkBC service providers such as varying levels of privacy and openness in waiting or self-serve areas, flexibility in pace and frequency of programs, and mental health literacy training for all staff.
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Recommendation 10:
The Ministry of Social Development and Poverty Reduction should align the provision of WorkBC’s customized employment (CE) program with the Individual Placement and Support (IPS) model that prioritizes strengths-based, rapid job search and placement, and reduce barriers to entering the program for people living with mental health or substance userelated disabilities, such as repeat information gathering and skills assessments.
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Recommendation 9:
The Ministry of Public Safety should fund efforts by officers of African Descent to build solidarity amongst themselves and establish a People of African Descent community of practice for law enforcers. This is critical in leveraging People of African Descent’s agency in understanding and restoring trust and confidence in policing for the People of African Descent community at large. The Association of Black Law Enforcers provides a useful model for promoting justice and equity in policing.
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