Discussion Paper on Employment
Equity, Women’s Needs and
the implications for the Columbia Basin Trust
Submitted to the Columbia Basin
Trust at their request
by Marcia Braundy, Journeywomen
Ventures Ltd
27 February, 1997
What
is Employment Equity?
Effective
Human Resource Practices
What
this has meant for Provinces and the Private Sector
But
it takes more than legislation to create social change
Contract
Language
What
does all this mean for women, and other Designated Group members in the
Basin?
Local
Issues
In this
Discussion Paper, I have been asked to address the current Canadian background
on equality in employment issues, with a focus on what this means for women in
the context of the Columbia Basin Trust.
In looking at the
future of work, it is essential to examine the concepts and progress of
employment equity. Technology is rapidly
eliminating much of the work that women have traditionally done (clerical and
secretarial, bank tellers, etc.) and the service sector (professionals,
environmental consultants, home support, auto repair and service, food service,
etc. ) is the fastest growing portion of the economy. Without training and opportunity, many people
will be relegated to the low paying, dead-end jobs that service sector work provides at the low end. Historically, the people in those jobs have
been those who are already disadvantaged in the labour market.
Although Canada espouses
a tradition of equal opportunity, movement in this direction has been quite
slow. Equal Opportunity and other
voluntary programs implemented during the early 1970's had little effect
because there were few tools available to counter both the resistance and the
inertia to change ingrained practices.
However, in the past 20 years or so, Canadian labour market needs and
knowledge of the changing demographics of our working population have forced a
reconsideration of the need for legislated incentives to better incorporate
disadvantaged groups into the labour force. Change continues to be slow.
Judge Rosalie Abella presented the findings of the Royal Commission on
Equality in Employment to Parliament in 1984. Judge Abella documented that
historic, overt and covert, conscious
and unconscious discrimination had created a very clear disadvantage in
employment for certain groups in Canada: they have lower paying jobs, access to fewer occupations;
a higher unemployment rate; are out of work longer; are in positions with less
decision-making power; receive fewer promotions; and receive less
training. Decisions were made to put
programs and legislation in place to
mandate special measures and practices to strengthen and accelerate the
integration process: The Employment Equity Acts of 1985, 1996, and the Federal
Contractor’s Program.
What is
employment equity? [Top]
It is a term
applied to the Canadian program for achieving a balanced and integrated workforce
that reflects the diversity of our society, and provides for both equality of
opportunity and equality of outcomes.
Equity means more than being treated the same. In Canada, it may
include special measures to remedy the effects of past discrimination and
requires the reasonable accommodation of differences to enable equality of
outcomes.
“The purpose of this Act is to achieve equality
in the workplace so that no person shall be denied employment opportunities or
benefits for reasons unrelated to ability and, in fulfilment of that goal, to
correct the conditions of disadvantage in employment experienced by women,
aboriginal peoples, persons with disabilities and members of visible minorities
by giving effect to the principle that employment equity means more than
treating persons in the same way but also requires special measures and the
accommodation of differences.”[1]
The term Employment Equity was coined by Judge Abella to distinguish it
from Affirmative Action programs in the U.S. which, while they may have led to
some successful employment integration
for women and African Americans, were interpreted by some as having too rigid
requirements, i.e. “quotas”, which were not backed up with training programs to
ensure skills and qualifications to undertake the work.
The 1985 and 1996 legislation require that federally regulated
companies (transportation, banking,
communications, broadcasting etc) and Crown Corporations report annually to
Parliament on the makeup of their workforces, with specific reference to
hirings, terminations, promotions, salary levels and occupational categories.
The differences were in the enforcement. The 1985 legislation had these reports
appearing in libraries across the country in hopes that public scrutiny would
embarrass companies into improving their workforce diversity. It was written
that employers would develop EE plans, but there were no enforcement mechanisms
for this, nor penalties for not doing so. It was still based on an almost voluntary
model.
Improvements in workforce diversity were slender. Several important Human Rights cases were
filed on the basis of those reports, which did lead to some improvement, but it
was cumbersome and a somewhat ineffective and reactionary process. There was
also a more successful contract compliance program for Federal Contractors
[suppliers of good and services to the Government of Canada] with over 100
employees and $200,000 worth of contracts which required the development and
implementation of an Employment Equity Plan, which included setting targets and
timetables, for improvement based on
their own business requirements and current availability data. Approximately
1350 employers covering over 1.1 million employees have signed on for this
program which enables them bid on federal contracts. Due to heavy lobbying and
commitments to undertake a voluntary program, the Construction Industry was
exempted.
The 1996 changes to the federal legislation now require federally
regulated employers and Crown Corporations with more than 100 employees,
most federal departments, and the
Canadian Forces to plan for and implement Employment Equity by identifying and
eliminating barriers in systems, policies and practices; instituting positive
policies and practices and making such reasonable accommodation as will ensure
designated group members achieve a degree of representation in each
occupational group that reflects their representation in the Canadian workforce
or those segments from which the employer may reasonably be expected to draw
employees. Stronger enforcement mechanisms are in place, with penalties.
Approximately 350 companies are covered under the Act.
“Sometimes Employment Equity means treating people the same despite
their differences, sometimes it means treating them as equals by accommodating
their differences.” [2]
Special measures (i.e. special
training programs; short term hiring goals; developmental promotions;
etc) and the reasonable accommodation of
differences (i.e. disability accommodation; flex hours; etc) are to be part of the required plan which
“would, if implemented, constitute reasonable progress toward implementing
employment equity...”[3]
There are some who say that these remedial efforts to reverse the
effects of past discrimination are, in fact, reverse discrimination. This
thinking implies that for all the time where conscious and unconscious policies
and practices held back designated groups in favour of white, able-bodied men,
that discrimination was acceptable. Is our society in favour of one kind of
discrimination, but not the remedy to that? It seems to be based on thinking
that those practices were somehow neutral, and by intervening, this neutrality
will somehow be disturbed. “If the day
arrives when men and women are equally represented, and we still continue to
hire more women, then we will be discriminating against men...”[4]
Reasonable targets and goals are set by employers themselves, based on their
workforce needs and their potential labour market.
Human Resource Development Canada (HRDC) has prepared “availability
data” based on post-secondary graduation statistics and other information to
assist employers in setting their targets. It is essential that employers
recognize that this is a floor, and not a ceiling, for setting their goals, and that special
measures include the hiring of “qualifiable” workers and providing them with
the training that will ensure the appropriate skills for the positions. Without
these initiatives, we will continue to discriminate to the current level of
discrimination in our workforce.
Employers must monitor and update plans, communicate, consult, and collaborate with employees regarding
development, implementation and results of EE plans. The Canadian Human Rights
Commission is responsible for enforcement of compliance with the requirements
of the Act, and Human Resources Development Canada is responsible for
conducting information programs to promote and foster public understanding of
the purposes of the Act; undertaking research; publishing and disseminating
information, guidelines and advice, and recognizing outstanding achievement.
They are responsible for the FCP, and providing current labour market
information.
There are many protections for employers built into the Act. We shall
see what impact the new Act has on workforce representation for designated
group members.
Effective Human Resource Practices [Top]
In actuality, many of the activities and requirements called for under
the Act lead to more effective Human Resource practices which benefit everyone:
• undertaking a workforce analysis and
the development of effective data collection systems (HRDC has developed and
shared some excellent computer systems for this);
• analyzing employment systems for
formal and informal biases;
• eliminating systemic discrimination;
• the implementation of Remedial
measures:
· targeted recruitment
· awareness session
· bridging programs
· mentoring programs
· scholarships
· short tem hiring goals
• Supportive measures:
· job-sharing
· child and elder care arrangements
· career planning
· workforce training
• Reasonable Accommodation (required as
long as it does not constitute “undue hardship” [severe risk of going out of
business]):
· Adaptation or Adjustment of physical
plant, materials, environment, policies
· Special equipment
· Flex-Hours
· Job Design[5]
In the early 1990's, when Ronald Regan tried to dismantle Affirmative
Action legislation in the US, many of the Fortune 500 companies publicly
demanded that it be left intact, as the programs and practices had been of
overall benefit to their organizations,
and had led to better business practices for all.
What this has meant for Provinces and the Private Sector [Top]
What the federal legislation and Federal Contractor’s Program have done
is to reinforce the need for and foster
program and legislative action in many of the Provinces, and remind private
sector employers that they to have a job to do. To speed up the pace of equity
integration in the workforce by modelling appropriate behaviour, all provincial
and territorial governments except Alberta and Prince Edward Island have put in
place public service employment equity requirements. Manitoba,
Ontario and Quebec
have specific EE contract compliance programs, (Ontario’s may have been eviscerated in the
recent shredding of EE and Human Rights legislation in that province). Ontario, British Columbia, Saskatchewan, Manitoba, Quebec, New Brunswick, and Nova
Scotia have all developed program interventions such
as:
n Build BC Act (1993) has as it’s
purpose: to facilitate the expansion and diversification of the British Columbia economy
by:
a) coordinating
the government’s activities to achieve overall economic development and job
creation goals,
b) ensuring that
all regions of the Province benefit from economic expansion and
diversification,
c) encouraging
public and private sector investment and job creation activities in an
innovative manner,
d) promoting
training and investment in people as a significant component of public sector
investment activity, and
e) targeting
activities under this Act toward traditionally disadvantaged individuals and
groups.
n In BC, the Public Service Act (1993)
mandates Employment Equity for pubic sector employees, including Crown
Corporations, Agencies and Commissions.
n Developmental programs for designated groups
in the Provincial Public Service have been mandated in British
Columbia, Ontario,
Saskatchewan and other provinces
n Requiring employment equity plans being
filed by educational institutions (Ontario);
n Requiring specific training and
employment targets for women and aboriginal people on construction projects
(Limestone in Manitoba, Niagra Courthouse, Coop Housing and Northern Projects
in Ontario, targets for First Nations participation in construction in
Saskatchewan, the Hibernia project in Newfoundland, the Island Highway in
British Columbia);
n In collaboration with community
agencies and private sector employers, special training and construction
projects targeted at and for designated group members have been developed, such
as:
The Downtown Women’s Project in Victoria which
trained women who had been living on the streets to renovate a 5 story heritage
building for an emergency shelter with services for street women dealing with
addictions and prostitution issues. This resulted in 5 apprenticeships and many
other self-esteem and work benefits.
Highway Constructor’s Limited (HCL) used the training course in road building for
designated group members to build roads for residential construction on a reserve through which the Island Highway was
routed.
n Equity Access to Apprenticeship
projects in Ontario
have been very successful, increasing the numbers of apprentices trained in
that province by employers.
n Exploratory courses in trade and
technology for women,
n Industry-based training programs for
women to become machinists
n Bridging programs to move women from
clerical into trades and technical jobs at the City of Toronto, Roger’s Cable, Consumer’s Gas,
Unitel, Syncrude and Merit Contractors Association.
n Downtown revitalization used to train
and employ designated groups in Winnipeg
n Through bridging initiatives, targeted
recruitment, and internal developmental opportunities, Syncrude in Ft. McMurray
has increased the percentage of women in their
trades/technical/operations (TTO) workforce to 17%. Women make up 25% of
their heavy equipment operators and that number is still growing.
n Special hiring and training initiatives
at Ontario Hydro, Nova Scotia Power, NB Power, Hydro Quebec CN, Bell Canada,
B.C. Tel, Chrysler/GM/Ford and the CAW, and others have been found to be very
successful and good for morale.[6]
Many of these initiatives were undertaken without the need for specific
legislation, and some were innovative approaches to social and employment
issues which have been recognized more widely over the past several years. A
number of these initiatives have been evaluated, and would be useful to the
Trust in moving forward on these issues.
But it takes more than legislation to create social change [Top]
“We have asked ourselves repeatedly: could employment equity be achieved
through natural societal changes? ....without legislation? We had hoped that
patience would work miracles and, after all, we are so used to waiting.
Although there are tons of equity guidelines and anti-discrimination education
programs, we still have employment agencies saying they prefer white
applicants.” John Tang, Ex. Dir. Chinese Canadian National Council, August
1995.[7]
Demographic forces will have some impact here as well. “No employer can afford to ignore any
available source of talent including designated groups such as women, visible
minorities, aboriginal peoples and people with disabilities. In fact, by the
year 2000, less than 20 % of the new
entrants to the workforce will be white and male. Any organization which
does not prepare itself to successfully manage and motivate a highly diverse
workforce is likely to encounter a multitude of employee relations and other
business issues.” Sherran L. Slack, VP Human Resources, Warner-Lambert Canada
Inc. 1995.[8]
From 1970 to 1985, there were 300,000 new entrants to the labour market
every year. In 1990, there were about
160,000, and that number will go down every year until 2010. We are in the “Baby Bust” period, the “Birth Dearth”. While our parents generation averaged 4.5
children per family, the Baby Boomers generation has averaged 1.7. Immigrants to Canada
have come from areas other than Europe, our
traditional source of skilled labour during times of need. Native youth will make up 25% of the new
entrants to the labour force in Western Canada
in the next 10 years.[9]
By the year 2001, approximately 66% of the Canadian population aged 15-64 will
be made up of designated group members.[10]
Today we have a situation where there are 500,000 single parent
families, and 85% of them are headed by women; where 40% of marriages end in
divorce, where 75% of divorced fathers do not pay child support; where after
divorce the standard of living drops an average of 73% for a woman while it
increases an average of 42% for a man; where 70% of women earn less than
$20,000 per year, compared to 28% of men.
One out of every five women in Canada is poor (that is up from 1
in 6 in 1991). Is this the legacy we
want to continue for the young girls and women of our communities? I think not.
Contract Language [Top]
When the Columbia Basin Trust came into being, and took over
responsibility for decision-making and construction in relation to some of the
power projects in the Basin, it inherited and was part of the renegotiation of
a collective agreement with the Building Trades/Allied Hydo Council and B.C.
Hydro and the Columbia Power Corporation. Contract clauses in that
original agreement, negotiated as a part
of this Province’s Employment Equity commitment to the social and economic
components of the Build BC Act, were
also used for the Collective Agreement guiding the Island Highway construction by HCL.
There were no guidelines about how to implement that contract language,
and at HCL, the contracts with the sub-contractors did not contain similar
language, which led to late starts and some considerable confusion about the
most effective strategies and where responsibility lay for effective
implementation. If the construction contractors did not have to encourage nor
accept equity participation on their jobs, meeting targets became more
difficult for the unions, even when they instituted special measures (targeted
recruitment, training, and short term hiring goals). Ultimately, the Provincial
Government provided training dollars for equity candidates, but their training
only covered very specific job related skills such as how to drive a particular
piece of equipment, and not how to deal effectively with new training and
working environments.
An Equity Integration Committee was formed to examine the difficulties,
suggest solutions, request effective data,
monitor and applaud successes. The committee was made up of
representation from WITT (Women in Trades and Technology), HMC (The Aboriginal
Contractors representatives), the Nanaimo Multicultural Society , the
Ministries of Women’s Equality, Social Services, Employment and Investment,
several Building Trade Unions, and HCL.
At HCL, the Equity Integration Committee worked for months to ensure
effective and accurate reporting and good working relationships between the
parties enabled effective special measures to be put in place to achieve their
goals. At its prime, the Island
Highway achieved overall equity targets of 18.9%,
with approximately ½ of that women and ½ aboriginal men. There was a small but
steady increase for people with disabilities, and minuscule numbers of members
of visible minorities. HCL had set their goals at 20% overall, the unions set
theirs at about ½ of that. Because implementation was not planned from the
beginning, there was no opportunity to
train and prepare the designated group members for the challenges they would
face in this unique and unfamiliar unionized construction work environment.
This created some unforseen problems, but still, much was achieved.
The HCL initiative and many of these issues are currently being
evaluated by Peter Ferris for the Crown Corporation Secretariat. (Mr. Ferris
was the manager responsible for equity initiatives at the Limestone Dam
development project in Northern Manitoba.) We
can look forward to clear and positive recommendations for improvement.
In 1996, Columbia Power Corporation managed the process of the first
small construction project. Again, no overall equity implementation strategy was put in place, and
people without a great deal of experience on the issues were “flying by the
seat of their pants,” without accessing the benefit of the experience at HCL. Targets, 5% Aboriginal workers and 2% for women were set very low. These were
exceeded, achieving 6% of hours worked for Aboriginal workers and 5% for women.
Women were double counted if aboriginal, and stats were not as well
collected and presented as they might have been. Targets were set low on the
basis of inaccurate availability data, but they were achieved through the
efforts of the staff at CPC, who also are successfully encouraging equity
hiring among the companies i.e.
Environmental Consultants, they
work with who are not covered by the Collective Agreement.
It is clear that the Trust must development a clear Employment Equity
Plan and Implementation Strategy to effectively meet the objectives which
precipitated the current collective agreement. Using the lessons learned in BC
and elsewhere, it will be important to adapt and modify the contract language
and identify all of the players who need to be signatory to those agreements.
It needs to be decided on which kinds of contracts and with whom employment
equity language needs to be in place. There needs to be a clear process in
place as to how to implement and change those agreements as the activities of
the Trust progress. EE plans need to be in place for Trust staffing and for
hiring of consultants as well.
What does all this mean for women, and other Designated Group members in
the Basin? [Top]
Women in British Columbia
have substantially increased their educational attainment, but their fields of
study continue to be limited to traditional fields, i.e. health, education,
social sciences, with only a very small proportion in applied science and
technology, which are associated with higher paid jobs in growth sectors of the
economy.[11]
There has been a dramatic growth of employment among women with
children, where currently 77% of lone parent women with children under 16 are
participating in the labour force[12],
and 54% of women with pre-school children are employed. “In 1993, 60% of lone
parent mothers were below the “low income cutoff” compared with 13% in two parent
families. “Lone parent females not only are less like to be employed than women
in husband and wife families, they also face greater difficulty in entering the
labour market compared to twenty years ago.”[13]
On the other side of the equation, we have, for a myriad of reasons,
many young women who have not been encouraged to view their lives in terms of
developing a set of skills that will enable them to make the continual choices
with which they will be faced. We have
not encouraged or insisted that they develop the tool skills, abilities, and
pre-requisites to pursue a broad range of career options and we have not
provided them with the opportunities under which they might become inspired or
challenged to pursue the technical occupations that could provide them with job
satisfaction and economic sustenance.
We must empower them through understanding, excite them through hands-on
exploration, and ensure that they have the opportunity to develop the academic,
communication, tool and life skills, the technological and workplace literacy,
and the occupational health and fitness that will serve as the basis for making
the most effective and informed career choices throughout their lives.
“Diversity is [also] a reality among women that needs to be taken into
account before prescribing policy and program recommendations. This diversity reflects ethnicity,
culture, disability, race and sexual orientation. Women who are immigrants, visible minorities,
those with disabilities, and aboriginal women tend to experience double or
triple disadvantage of racism, sexism and other physical and attitudinal
barriers.
Women in these
groups not only lag behind males in terms of education and employment, but also
confront more difficulty than other women.
Particularly, the lower education for aboriginal women and women with
disabilities brings them little hope to enter and succeed in a difficult labour
market where skill requirements are continually increasing.”
“Aboriginal people who graduated from post-secondary education comprised
only 3% of college graduates and 1.5% of university graduates...lower than
their population shares in 1996.” While the employment outcomes for aboriginal
and non-aboriginal graduates were similar, Aboriginal peoples overall had a
much higher unemployment rate (22% vs 9% for non-Aboriginals). This is most
pronounced for Aboriginal people living on-reserve (34%). The median employment
income was 64% of that for non-aboriginals. [First Nations issues will be dealt
with in another paper.]
Visible Minority people have a higher educational attainment that
non-visible minorities. (17% as opposed to 10%) and concentrate their studies
in business and applied sciences. In 1991, their unemployment rate was 12.1%,
higher than the 10.3% average for the Province of British
Columbia. There were also large variations among
sub-groups, i.e. 19% for Latin Americans compared with 6.7% for Japanese.
“A major disincentive to employing persons with disabilities is the
extra time and expenditures which may be necessary for special needs of persons
with disabilities. Many employers cannot
afford the costs of making their workplaces accessible. They are often mis-informed about the costs
of accommodation, and should be better informed about the long-time benefits
for providing access to persons with disabilities.
Employers' / recruiters' perceptions and attitudes are a major barrier
as they often prejudge capabilities on mis-information about disabilities. For example, they sometimes equate disability
with sickness, and therefore they worry about that employees with disabilities
my have long periods of sick leave.”[14]
Issues for people with disabilities, Aboriginal people and Visible
Minorities are compounded for women from those groups.
Local Issues [Top]
When East and West Kootenay women met
in 1994, to identify issues related to women’s employment and training needs,
their separate responses echoed together.
Childcare and transportation were clearly barriers
to access and achievement:
Childcare at education and training centres was
a strongly expressed need, as was childcare availability for shift work.
There are towns in the West
Kootenay where bus service comes within a few miles of meeting,
but there are no connections. Until bus service runs between communities,
women’s ability to access education and jobs remains limited.
Education and training should be more available
through electronic learning centres in rural communities.
Support for centres such as the Salmo Coop for
women owning home-based businesses around the Basin.
Employment opportunities which provide a family
wage and job satisfaction.
Exploratory Course in trades and technology for
women that focus on skill development and have access to child care and
transportation assistance.
Special measures must be undertaken to ensure
that those women who have been denied exposure and prior experience with
mechanical tools and materials, are given sufficient orientation training to
enable them to develop the skills, confidence and background necessary to
become successful workers and managers in technical occupations. They must address the other barriers that
women experience - the multiple roles women play as workers and caregivers; the
realities of poverty and childcare responsibilities that circumscribe women's
lives; gender stereotyping and women's often limited experience with trades,
technical and operational (TTO) work.
The overall training needs of designated groups
must be met, along with the specific technical skills. To be successful, sponsors of programming
must recognize the differing needs. They must develop, in consultation with
WITT or other designated group representatives, adequate preparatory training,
support and follow-up for women, as well as for members of other designated
groups, either exploring or entering trades and technical training.[15]
Access to GETT (Girls Exploring Trades and
Technology) Camps for 7th and 8th grade girls to broaden career options.
Sponsored by local businesses and labour
organizations girls spend a week getting a crash course in practical building
skills and create a go-cart from scratch.
They learn to use computer assisted design (CAD), mechanic and machine
tools, carpentry tools, paint and then race their go-carts on the last day.
They go on tours of local industry, watch films and videos, and play tool ID
games. These camps have spread to a number of areas of the country and are
successful wherever they occur because of the dedication of role models,
tradeswomen and technologists from local WITT groups who volunteer their time
or have their time donated by an employer or union. And the girls get to learn to use the tools
safely and effectively from women who are doing the work every day. The informal time spent with the role models,
where all questions are fair game, can be just the ticket for some
"occupational research at the point when they are challenged to choose
their secondary school study programs, and by helping them understand the way
those choices will either expand or curtail their future career choices, we can
help them to maximize their future.
The Ministry of Employment and Investment has been working on a
Provincial Women’s Employment Strategy, and has prepared a paper called
Women’s Employment Strategy: Options for Initiatives. This Ministry of
Women’s Equality has been given responsibility moving forward on those ideas,
some of which relate to public sector, and some of which relate to private
sector issues. That paper is 24 pages
long, with 51 very interesting and useful initiatives. I would recommend this
paper to the Trust as they examine the ways in which they might meet their
social, economic and environmental objectives.
Whatever initiatives the Trust becomes involved with to meet those
objectives, it will be important to pursue them within the context of a set of
principles and a framework for your activities as an employer, a granting
agency if that is a direction you take, and as a guiding force for ethical and
sound economic, environmental and social development and change in the Basin.
Parts of this framework need to include an Employment Equity commitment and
broad implementation strategy; a Human Resources strategy for the Trust and a
human resources development plan to support and foster the people of the Basin
to fulfill the mandates of the Trust. We must ensure the population has the
skills it will need to guide that development. As well, the framework needs to
contain principles and practices related to Health and Safety and Environmental
considerations. This overall framework would guide the work of the Trust over
time. A communications/education strategy can assist in bringing about a broader
consensus, that we are all moving in similar directions for similar reasons.
Then, each time a project is being considered, a focus can be placed on
developing appropriate policies, activities, and assessment and feedback mechanisms
to ensure the desired effects are taking place. Evaluation can include the ways
in which the goals of the framework have been met, and whether we are any
closer to the ends we are working towards, one of which is to ensure equitable
access to training, employment, financial support, and service to the community
opportunities for women, Aboriginal people, visible minority people and persons
with disabilities.
[1] Statutes of Canada
1995. Chapter 44. An Act respecting employment equity. Pg 1.
[3] Statutes of Canada 1995. Chapter 44. An Act
respecting employment equity, pg 9
[4] Mintry, Mildred. (1993) Blinkers - A workshop to
explore the value of diversity in trades training. Industrial Training
Division, Department of Education, Province
of Newfoundland. Pg.31.
[5] (1996) Employment Equity in Canada - A
workshop designed for WITT Women. London,
Ontario: WITT
National Network.
[6] Braundy, Marcia, Mng.Ed. (1989) Surviving and
Thriving - Women in Trades and Technology and Employment Equity. Winlaw, B.C.: Kootenay WITT,
[7] Towards Equity. Human Resources
Development Canada
(HRDC). September 1996.
[9] Unpublished notes from HRDC to the Canadian Labour Force Development
Board. 1993.
[10] Towards Equity. HRDC. September
1996.
[11] Training for Whom - Research Background Paper.
Ministry of Education Skills and Training. 1996. Publications Coordinator:
(250) 356-2500.
[12] Profile of Women In British Columbia. BC/Yukon HRDC.
Economic Services, December 1994.
[13] Training for Whom. Pg. 93.
[14] Ibid. Pg 93, 98-100, 104-5, 113.
[15] Braundy, Marcia. (1992) Out of the Stream and Into the River
- an Occasional Paper. Ottawa:Canadian Vocational Association.
Wander
my pages:
