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.

The situation improves

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 (LAEE), nevertheless notes that visible minorities are more strongly represented in certain professions.

As of March 31, 2022, 338 public bodies were subject to it LAEE and visible minorities made up 11.2% of their total workforce. This is an increase of 8.5% compared to March 31, 2009.

According to Ms. Pierre, however, there is still a long way to go, particularly in terms of the diverse stereotypes and prejudices that are conveyed in society.

” To rectify this situation, it is important to go beyond simple diversity management and find solutions that effectively address systemic and intersectional discrimination in the employment sector. »

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 also wants the implementation of specific measures aimed at the advancement and promotion of visible minorities in employment.

the CDPDJ also suggests that the government of Quebec develop policies to combat systemic racism and discrimination that take this into account specific realities experienced by people of color and immigrants.

She also proposes public positions remove the systemic barriers with a discriminatory effect that hamper the recognition of diplomas and professional experience acquired in the country of origin or origin of immigrants and that an employer’s requirement to have work experience in Quebec or Canada is an exception and then shown to be justified for the job.

Finally, the Commission recommends organizations that LAEE ensure their HR practices are taken into account the historical, systemic and intersectional nature of discrimination and racism and encourages them to change them if 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.