The former department of Human Resources Development Canada (HCDC) was split into two separate departments:
1. Social Development Canada (SDC)
2. Human Resources and Skills Development Canada (HRSDC)
The Department of Human Resources Development Act of 1996 defines the powers, duties and functions of the Minister of Human Resources Development. They extend to and include all matters over which Parliament has jurisdiction relating to the development of the human resources of Canada not by law assigned to any other Minister, department, board or agency of the government of Canada and are to be exercised with the objective of enhancing employment, encouraging equality and promoting social security (s. 6).
The Labour Programme of HRSDC is mandated to promote fair, safe, healthy, stable, cooperative and productive work environments that contribute to the social and economic well-being of all Canadians. The Labour Program deals with equal employment opportunity issues. It also offers various kinds of services and programs, such as the Federal Mediation and Conciliation Service, Labour-Management Partnerships Program, and the Equal Pay Program. It supports the implementation of the Federal Contractors Program.
Workplace Equity Programmes of HRSDC
In addition to these programs, former HRDC has also undertaken other activities. In 1993, it hosted a workshop on Women in non-traditional occupations. Representatives from labour and business suggested initiatives to help retain women in non-traditional occupations. This was followed with a round table in 1994 with women=s groups in the trade, operational, science and engineering sectors, unions, employers and government representatives to discuss strategies for the recruitment and retention of women in these occupational categories. The round table raised many issues that impacted on women=s advancement opportunities, including isolation due to high male representation in occupational categories, harassment based on gender, and differential treatment for training that was essential for entry-level positions and for promotions. Marginalisation, social exclusion and stereotyping were listed as barriers to women=s advancement. Ergonomic problems like the size of equipment in general, and adequacy of protection or safety equipment were also barriers. Recruitment and retention, and opportunities for promotion were threatened by these barriers.
Finally, Crown Corporations and federally regulated employers with 100 or more employees are required to develop employment equity plans and to report annually to HRSDC on their progress in achieving a representative workforce. The Minister's annual report to Parliament analyses these employer reports. See the Legislated Employment Equity Program (LEEP)