Alongside other laws that advance real equality in the workplace—including human rights, pay equity and accessibility legislation, as well as collective bargaining protections—the EEA is a vital tool for workers facing entrenched, systemic barriers to employment. At its core, employment equity is about ensuring workers have fair and equal access to good, stable jobs—also known as decent work.

In 2023, after extensive consultations with workers, unions, employers, and other stakeholders, the federal government’s Employment Equity Review Task Force released a landmark report with 187 recommendations to modernize and strengthen the Act. These recommendations outline concrete steps to tackle systemic discrimination in hiring, promotion, and retention practices, and provide strong enforcement and compliance measures to hold employers accountable.

Following the report’s release, the previous Liberal government announced initial commitments to modernize the Act. These included creating two new designated groups under the EEA: Black and 2SLGBTQI+ workers; replacing the term “Aboriginal Peoples” with “Indigenous Peoples,” and updating the definition to include First Nations, Métis and Inuit people, and ensuring it is consistent with the United Nations Declaration on the Rights of Indigenous Peoples Act; replacing the term “visible minorities” with “racialized people” and updating the corresponding definition; and, aligning the definition of “persons with disabilities” with the Accessible Canada Act to make it more inclusive.

But three years later, workers are still waiting.

The government’s failure to act means that workers from designated groups—who already face significant equity challenges—continue to be held back by outdated legislation and systemic discrimination. The Task Force report provides a clear roadmap for change, and at a time of deepening inequality, implementing its recommendations is more urgent than ever. Modernizing the Employment Equity Act is an opportunity for the federal government to take meaningful steps toward dismantling barriers faced by the many workers covered by the Act.

Canada’s unions are calling on the federal government to fully implement the comprehensive recommendations made by the Task Force and quickly introduce an updated Act. This must also include sufficient funding to support employers in implementing the Act and the resources necessary for the Canadian Human Rights Commission to carry out enforcement and ensure compliance and effective evaluation.

“No more waiting. A strengthened Act that reflects the current realities of Canada’s workforce and labour market is a critical tool for overcoming workplace barriers faced by workers from the existing designated equity groups, as well as those from the proposed new ones,” said Larry Rousseau, CLC Executive Vice-President.” While the EEA alone cannot eliminate systemic discrimination and racism in the workplace and labour market, it is of a broader framework of laws designed to advance fairness and inclusion. When strengthened and properly enforced, it can help correct systemic injustices and ensure that workers who have been historically excluded from opportunity are fully represented in Canada’s workforce.

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“These fundamental supports shouldn’t be available only to those who can afford them. These are necessities to living in dignity and the government of Canada must act urgently to adopt the Canada Disability Benefit,” said Lily Chang, Secretary Treasurer for the CLC. “This bill was introduced over two years ago and just passed second reading recently. The benefit would have a tremendous impact in lifting people with disabilities out of the disproportionately high levels of poverty they experience today. It’s time to act.”

The International Day of Persons with Disabilities aims to promote the rights and well-being of persons with disabilities and to increase awareness of the situation of persons with disabilities in every aspect of political, social, economic and cultural life.

Once adopted, the Canada Disability Benefit bill – or Bill C-22 – will provide a floor for adequate income support for people with disabilities in Canada, who represent close to 40% of working age people in our country. It would be the first federal guaranteed monthly income supplement aimed at people living with disabilities of its kind in Canada.

Working aged people with severe disabilities face the highest rates of poverty in Canada.  And while inflation has skyrocketed across the country, provincial disability benefits are not index-linked. This means people with disabilities who are already struggling to make ends meet and who face existing barriers to accessing the unique and often expensive supports they need, have been hit the hardest by Canada’s ongoing affordability crisis.  

“We continue to urge parties to work together to ensure a swift passage of Bill C-22 before this session of parliament closes, so the benefit can come into effect as soon as possible,” said Chang. “We look forward to collaborating with governments and our allies in the disability rights and anti-poverty movements to ensure the implementation of the benefit is equitable and meets the diverse needs of the people with disabilities in Canada. Canada must be a place to live a life of respect and dignity for people of all abilities.”

Follow the continued advocacy efforts of organisations led by people with disabilities, like Disability Without Poverty and Inclusion Canada, for more updates on the progress of the benefit.

Take action with the United Food and Commercial Workers Canada to support the new disability benefit by urging your member of parliament to fast track Bill C-22 here.  

Learn more about what you can do to support workers with disabilities and advocate for a more accessible union and workplace here.

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“It takes 16 months for women’s median earnings to catch up to what men make in twelve. We mark Equal Pay Day to draw attention to the continued realities of wage discrimination and gender inequality in our country,” said Marie Clarke Walker, Secretary Treasurer of the Canadian Labour Congress. “This year we must also recognize the gendered impact the COVID-19 crisis will have. The pandemic has exposed the lack of concrete protections for workers, especially for workers in sectors where women are often employed, and for women who work in low-wage and precarious jobs.”

The pandemic has demonstrated how important the work traditionally performed by women is to the maintenance of healthy and safe communities. Many undervalued workers have now been deemed essential, but these workers are still underpaid. Their work is often invisible and unrecognized, marked with poor working conditions, exposure to violence and harassment and other health and safety risks, limited job security and access to benefits, including paid sick leave.

“These workers are putting themselves and their families at risk so the rest of us can stay home to slow the spread of COVID-19,” said Clarke Walker. “Not only do these workers deserve higher wages, they should have predictable hours and job security, paid sick days and emergency leave, access to the equipment to do their job safely, support to meet their child care needs, and access to Employment Insurance and health benefits.”
“It’s time to usher in a new normal for our most vulnerable—and valuable—workers.”

According to the Canadian Centre for Policy Alternatives, 13 percent of all working women in Canada are at risk of layoff, compared to nine percent of working men. Low-wage workers, who are disproportionately women, are most at risk.

Canada’s unions say that this is a time for bold, feminist action to recognize the value of women’s work and to end wage discrimination. Canada must make women’s economic justice a priority in the COVID-19 response and in the plan for recovery.

“This crisis has exposed who falls through the gaps in our system. The government has taken an important step with the Canada Emergency Response Benefit, but much more needs to be done to ensure that we leave no one behind as we respond to COVID-19. Every level of government must apply a gender-based analysis plus (GBA+) to how it’s responding to this crisis,” said Clarke Walker.

Join the cross-country Equal Pay Day Virtual Rally on April 4 at 1:00 p.m. by registering here: https://register.gotowebinar.com/register/9119266283687928587

To learn more about Equal Pay Day, go to the Ontario Equal Pay Coalition website.

Click to access the CLC COVID-19 Resource Centre.

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“Violence and harassment should never be part of the job. It’s time for our government to commit to ensuring that any worker who experiences homophobic and transphobic harassment and violence has the support they need,” said CLC President Hassan Yussuff.

May 17 is the International Day Against Homophobia, Transphobia and Biphobia (IDAHOTB), marking the anniversary of the World Health Organization’s (WHO) decision to remove homosexuality from its list of mental disorders and illnesses.

Canada’s unions have long championed LGBTQ2SI rights and safe and healthy workplaces, free from discrimination, violence and harassment. However, homophobia, transphobia and biphobia continue to affect LGBTQ2SI workers on the job and in communities. According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

“LGBTQ2SI workers face more barriers when it comes to reporting these crimes and accessing support services to deal with the impact of violence and harassment,” said Yussuff.

Later this month, the International Labour Organization (ILO) will begin negotiations for a new labour standard on violence and harassment in the workplace. Trade unions from around the world will be pushing for an inclusive standard to protect all workers and address the full spectrum of workplace violence and harassment.

The CLC is calling on Canada’s government to champion a standard that will protect workers who experience harassment and discrimination based on sexual orientation, and gender identity and expression.

“With leadership, education and action from our federal government, we can end harassment and violence and make workplaces safe for all workers, regardless of their sexuality or their gender identity and expression,” said Yussuff.

Add your voice and speak up against violence and harassment.

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