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


minorities.


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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