Saturday, July 2, 2011

sedentary semantics

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Reginas police chief says the

force is making steady

progress in its

employment-equity goals.

Custom Essays on sedentary semantics

Its a milestone report, Chief

Cal Johnston said Wednesday

at a meeting of the Board of

Police Commissioners. The

Regina Police Service is

mid-way through a 0-year plan

to hire more women, aboriginal

people, persons with

disabilities, and visible


In an interview, Johnston

admitted the force isnt halfway

to meeting all its goals. For

example, while the plan is to

have a workforce with 45 per

cent of women in management

and non-traditional jobs (i.e.

police officers), the service is at

17.6 per cent after 10 years.

The number for women in

police is, in my view, very

ambitious. That (45 per cent)

represents the percentage of

women in the Canadian

workforce. Not every woman has

a desire to be a police officer,

he said.

Donna Scott, chief commissioner of the Saskatchewan Human Rights

Commission, agreed the long-term goals of an equity plan are the ideal -- and it

takes time.

For us, whats more important is the commitment to changing the workplace

environment, she said in an interview.

Johnston is optimistic momentum -- as more of the targeted groups are hired --

will drive the force towards its goals. Im hoping what youll see is as we get to a

certain point, success will build on success, and it will take off even more.

The employment-equity plan has been in place since March 1. Aside from

women, the other long-term goals are to have a workforce with 1. per cent

aboriginal employees, .7 per cent persons with disabilities, and 5.4 per cent

visible minorities. A decade later, the force has achieved 7.5 per cent aboriginal

employees, . per cent disabled persons and .1 per cent visible minorities.

Scott said her organization has not yet analysed the report. However, the

commission generally focuses less on the actual numbers and more on the trend.

If there is ongoing progress, and there is clearly a commitment to continue to

move in that direction, then we think thats probably more significant than the

specific numbers, she said.

Scott commended Regina for being the first police force in the province to have an

employment-equity plan. Saskatoon police adopted a similar plan last fall.

If we just leave it (equity) up to chance and goodwill, its going to take much

longer, Scott said.

Johnston said work has been done to remove any potential barriers to minorities,

such as changing pension benefits to accommodate same-sex couples. In

addition, about a year and a half ago, a new IQ test used in hiring was developed

since it appeared the previous test disadvantaged some people.

He said the police service has also examined its physical testing requirements to

ensure they arent unfair to women.

Scott said that beyond hiring, the commission also looks at the workplace as a

whole -- including anti-harassment and anti-discrimination policies -- to ensure

equity for all employees.

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