A new report released on Monday finds that members of visible minorities are still underrepresented in leadership positions in Quebec’s public bodies.

The Commission des droits de la personne et des droits de la jeunesse (CDPDJ) notes that despite the skills of members of visible minorities, there are obstacles not only to access jobs, but even more so to advancement to managerial positions.

The lack of work experience on Quebec soil and the non-recognition of experience and qualifications acquired abroad are among the top barriers to accessing employment for immigrants who have recently arrived in Quebec.

In addition, people belonging to visible minorities, even if born in Canada, continue to face discrimination in hiring today, a trend reflected in their higher unemployment and over-skill rates than the Quebec average.

Commission Vice-President Myrlande Pierre, responsible for the mandate of the Charter and the application of the Law on Equal Access to Employment in Public Institutions (LAÉE), nevertheless notes that visible minorities are more strongly represented in certain professions.

As of March 31, 2022, 338 public entities were subject to the AÉÉ and visible minorities represented 11.2% of their total workforce. This is an increase of 8.5% compared to March 31, 2009.

However, according to Ms. Pierre, there is still a long way to go, especially in view of the “many stereotypes and prejudices that are conveyed in society. To rectify this situation, it is important to go beyond simply dealing with diversity and to find solutions that effectively tackle systemic and intersectional discrimination in the employment sector.”

recommendations

The annual report contains 11 recommendations, some aimed at employers and others at unions and governments.

In particular, the Commission recommends that both employers and trade unions establish mandatory training on mechanisms to combat systemic racism and discrimination in the workplace. She would also like to see the implementation of specific measures aimed at professional development and promotion of people from visible minorities.

The CDPDJ also proposes that the Quebec government develop policies to combat systemic racism and discrimination that take into account “the particular realities experienced by racialized people and immigrants.”

In doing so, she also suggests that public authorities “remove systemic barriers with a discriminatory effect that impede the recognition of diplomas and professional experience acquired in immigrants’ countries of origin or origin” and that the requirement for an employer to have professional experience in Quebec or Canada is the exception and then it is shown to be justified for the position.

Finally, the Commission recommends that organizations subject to the AEA ensure that their human resources practices take into account “the historical, systemic and intersectional nature of discrimination and racism” and encourages them to change them where necessary.

The Commission also undertakes to set up a consultative table, composed of representatives of the main workers’ organizations concerned, to define and clarify their role in the implementation of programs for equal access to employment. It intends to address the obstacles that hamper the representation of persons belonging to visible minorities at table meetings.

The Law on Equal Access to Employment in Public Institutions came into force on April 1, 2001.