Legislation changes to address discrimination in the public service ‘a good start’, union says

Of note, relatively positive commentary on the planned changes. Some of the accommodations may result in challenges further down the road, however:

The federal government recently put into effect the last set of amendments to the Public Service Employment Act, which the Public Service Alliance of Canada (PSAC) said is “a good start” to addressing barriers faced by equity-seeking groups.

The Public Service Commission of Canada (PSC) said last week that the newest updates to the legislation aim to tackle biases in the hiring and staffing of public servants, with the ultimate goal of creating a more inclusive and diverse public service. Roughly 80 departments across the federal government are subject to the act.

Under the new legislation, federal departments and agencies are now required to evaluate how staffing processes, such as interviews and written exams, could disadvantage people belonging to equity-seeking groups, including women, people with a disability, or those who identify as Black, Indigenous or LGBTQ+, and take steps to remove or mitigate any biases or barriers within their practices.

Michael Morin, PSC’s acting vice-president of the Policy and Communications Sector, said the agency has been developing a guidance workshop tool over the past year to help hiring managers and human resources staff identify potential biases and barriers in staffing methods, such as screening, written tests, exams, interviews, reference checks and performance reviews, and see what strategies can be implemented to make them more inclusive.

For example, Morin said that some assessment strategies could be found to offer insufficient preparation time, which could be a detriment to people with disabilities, people who talk or type slowly, or people with little experience with the government’s hiring practices. If that was the case, PSC’s tools, he said, would encourage managers to provide applicants with more time to prepare and deliver their response, and might suggest departments provide questions in advance.

“The key part is that the evaluation has to take place before an assessment method is conducted,” Morin said, adding that the evaluation tool can be used more broadly by a department’s human resources team or by individuals like a hiring manager. “A hiring manager, if they’re conducting an interview, can sort of review that guide to consider how they are conducting the interview and do some sort of course-correction along the way.”

The updates will also expand the capability of PSC and departments’ deputy heads to investigate “errors, omissions or improper conduct” resulting from biases or barriers in staffing processes.

“Anyone can submit a request for investigation regarding irregularities or issues in a hiring process, and this now includes any concerns related to biases and barriers,” Morin said. “What we’re looking at is an added emphasis on minimizing trauma for investigations participants, and also really looking at how can we increase transparency and flexibility as the investigation process unfolds.”

The updates are building on previous amendments made to the act first introduced in the 2021 budget implementation process.

Other updates included revising job qualifications for members of equity-seeking groups, expanding the PSC’s authority to audit for biases or barriers in appointment processes that disadvantage members of those groups and providing permanent residents with the same preference as Canadian citizens when appointments are made through external advertised hiring processes, which Morin said has already led to a shift in the number of permanent residents applying and getting hired.

Morin said changes to the act were made with consultation with employee diversity networks, bargaining agents and federal departments.

In an emailed statement, PSAC said the latest amendments are “a good start”, arguing that more support, resources and legislative changes are needed to address systemic barriers in the public service.

In the past couple of years, PSAC and other unions representing federal workers made several recommendations to update the act, with the union calling for increasing centralized staffing oversight and for the government to address the “use and abuse” of discretion powers in hiring.

PSAC said the union continues to maintain its recommendations, noting that the commission should have the authority to ensure transparency and make changes to hiring practices within departments, and that it must ensure that investigators have the necessary experience and knowledge to identify bias and barriers in hiring.

“Ultimately, our members file staffing complaints with the Public Service Labour Relations and Employment Board,” the statement read. “This bill’s proposed amendments do not address the barriers in the Board complaint process which has become more legalistic, cumbersome, ineffective, and intimidating with limited remedies.”

Morin said “a lot of departments” have already taken measures to implement the changes, adding that the PSC will oversee government hiring practices through audits, surveys and continued engagement with employee diversity networks.

“It’s not sort of the full suite of work that’s underway across the public service or through the PSC in terms of supporting diversity and inclusion and equity,” Morin said, noting the Clerk of the Privy Council’s Call to Action on Anti-Racism, Equity, and Inclusion and the federal accessibility strategy. “We see it as a foundational piece to really support a lot of those initiatives.”

Source: Legislation changes to address discrimination in the public service ‘a good start’, union says