The organization's operational requirements and the availability of people in the work force are considered in determining the equitable representation and distribution of designated groups. The identification and removal of barriers in employment systems, policies, procedures, and practices, and of organizational attitudes and established behaviours that adversely affect the employment or career progress of members of designated groups. The implementation of special measures to correct the effects of employment disadvantages and promote the participation of designated groups in the work force. We have much more in common than we sometimes realize. It is our differences that can create misunderstandings, discomfort, dislike and discrimination.
Talent comes in a lot of different packages.
It is colour and gender-blind. At the CGC, the key is to embrace the uniqueness of individuals and understand that they bring diverse backgrounds to the workplace. Our employees are our future, our best resource and our greatest asset. Organizations need employment equity. It is our responsibility and it makes good business sense.