Report of the CIU Equal Opportunity Representative
National Board of Directors Meeting
October 2009

Equal Opportunity
I attended a Union/Management Employment Equity meeting in June. Management stated that in order to plan and achieve tangible activities while waiting for the official EE Plan, a EE Strategy had been prepared.

Examples of the content of the 2009-2010 strategy:

Communication and closing gaps;
Promoting and educating employees about Self-Identification;
Extending Exit Questionnaire to the rest of the Agency employees
and analyzing any EE group results;
Raising awareness about representativeness of selection boards.

When asked whether management would be changing the messaging from the last time a self-identification campaign was done, management stated that this time it would not be an official campaign, but rather more about raising awareness about why it’s important to self-identify. The plan is to attach the questionnaire with every letter of offer.

The Employment System Review (ESR) is currently on hold due to budget restraints. Management will revisit the contract in September, review budget and decide whether to move forward with ESR. No further information has been received.

Questions were raised with regards to the Minnesota Multi-Phasic Inventory (MMPI) test for Arming. The version of the test used, dates back to 1989. The test raises questions that certain equity groups may find difficult to answer therefore skewing the results. The EE team will consult with colleagues in HRB on the psychological assessment and look into the issue. Findings will be shared at the next meeting in November.
We asked for an update on the CHRC Audit and CHRC indicated it would be several more months before anything further.
We asked about Gender-based analysis and if the CBSA does such an analysis. Management is to look into it and report back next meeting.

On June 18, 2009 I attended a Union/Management Committee on Disability and Accommodation Case Management meeting.

Since Committee Members have changed or left this Committee, terms of reference were re-visited. Very low turnout for this meeting.

We raised concerns with regards to accommodation measures and the requirement for re-assessment. Management will follow up on this and report back at the next meeting.
We asked for statistics on the accommodation of employees who were originally successful on duty firearms training but subsequently failed the re-certification test. Management will endeavour to provide these figures.

Thank you to the National Executive, the LRO’s and the support staff of CIU for their guidance.

Respectfully submitted,

Karen Church
CIU Equal Opportunity Representative