加拿大不能实行这个不可告人的就业平等政策

 

 

作者按：关于就业平等话题的第一篇文章，请点击http://chinesenewsgroup.com/news/663880

 

1991年，安省就业平等委员会采取行动，要求政府和私营机构根据人口的组成比例招聘员工。但是，省议会的议员组成却不必遵守此规定。

The Ontario Employment Equity Commission in 1991 initiated steps to have job distributions based on demographics in both the public and private sectors. However, it was not applicable to elected members of Provincial Parliament.

根据此政策，每个工作单位招人前必须确定工种类别。在任何一个工种内，雇主最终要把员工的组成比例做到与性别，有色少数族裔，原住民和残疾人的比例一致（配额）。但是，如果目前一个工种的员工组成比规定的要高，雇主无需进行调整和平衡。如果目前一个工种内的女性人数超过50％（配额），现有女性工人的比例不得通过招聘男性工人来减低。

Under this program, each organization must identify job groups encompassing jobs of similar category.  Within the job group, job holders will eventually be aligned proportionally with the demographics in terms of gender, visible minorities, aboriginals, and disabled persons. If, however, the requirements have already exceeded the quota, it will not be addressed and balanced. If there are more than 50% (quota) of females currently within a job group, the excess percentages of female workers cannot be replaced by male workers.

 

拿一个工厂做例子，那些工种包括：高管，经理，主管，技术人员，办公室人员。在车间里，工种将分为经理，技术工人（焊工，机械师，技工）和非技术工人（体力工人）。

As an example, , job groups of a manufacturing company are typically defined as: Executives, Managers, Supervisors, technical staff, office staff in the Office. In the factory, the groups will be Managers, skilled workers (welders, machinists, tradesman), and unskilled workers (labourers).

 

由于我现在无法回忆1991年的确切数字，但我们可以使用2011的人口结构统计数字，即女性占总人口的50.5％，原住民占4％，可见少数民族19.1％，残疾5.8％来看看，如果实施就业平等计划所带来的结果。

Since I cannot recollect the exact figures from 1991 now, let us use the last set of figures available in 2011 to explain the requirements if we were to enforce the Employment Equity Program today. The statistics are as follows – women 50.5%, aboriginals 4%, visible minorities 19.1%, and disabled 5.8%.

 

执行此政策意味着在每100人的工种中，你必须有50名女工，1名土着，20名有色少数族裔，以及1名残疾人（不一定是轮椅使用者），且一个人可以算做多工种内。例如，一个有色少数族裔女性可以在她所从事的每一个工种中算一次人头。此外，为了向政府报工种的人口组成数字，一个人是否属于有色少数族裔是由他/她自己选择，人事部无权决定。

This means that within each job group of 100 people, the constituency will be 50 women, 1 aboriginal, 20 visible minorities (including coloured persons), and 1 disabled person (not necessarily a wheelchair user). A single person can be counted in multiple categories above. For instance, a visible minority woman can be counted once in each of the fitting category. Also, the declaration as a visible minority is up to the individual and not the Human Resources department for reporting purposes to fill the quota.

虽然这个政策看起来不错，但在实践中几乎不可能执行。我们是否应该将那些不合格的人提升到管理职位？我们到哪里找到足够的女性来做那些很脏和体力要求很高的工作？为了达到工种中男女工人的比例要求，我们是否干脆不去填补工人的空缺？

While this looks good on paper, it is near impossible to execute in practice. Do we promote people into managerial positions before they are ready? Where do we find enough females to fill certain filthy and physically demanding positions? What can we do about union positions that has to be vacated to meet gender-based requirements?

 

当年我是公司里调整工人比例工作者中的一员。我与其他人一起试图就以上问题找到答案。我们公司有200名专业焊工， 但女焊工只有3名。这些都是需要专门训练和需要执照的工种，而当时的全加拿大只有不到70名女焊工。一个电焊工需要3年的时间的培训才能拿到执照，才能从事核电厂压力容器的焊接工作。很少有女性希望从事这项工作。因此，政府规定的我所在公司的女焊工要达到焊工队伍的50%是无法做到的事。而且，我们不能从共产主义国家进口女焊工，因为核电项目都属于国家安全项目，不能国外招人。

Sitting on a task force group at my company at that time, I was scratching my head with others trying to resolve all these issues. We had 200 specialty welders and there were only 3 women among them. These are specially trained and qualified positions and there may be only less than 70 females in all of Canada. It takes 3 years to train and qualify welders on Nuclear power plant pressure vessels alone and very few women want to work in a job of this nature. This is just impossible as we cannot import them from communist countries since they are all classified as national security related workers and not allowed to emigrate.

我们公司有10位管理人员，但只有一个有色族裔。我是一名经理，所以我可以被视为一个有色少数族裔。但是，公司其他30个工种中只有一个女性经理。这意味着我们必须提拔更多的女性做经理。除此之外，我们还得把一些现有的经理“赶走”，以保证高层管理层出现空缺并女性等来填补。最终，有人要被解雇或退休，为女性腾出位置！

Out of 10 executives, there was only one visible minority at the company. I was a Manager so I can be counted as one visible minority along with a few others out of 30 in the group but there was only one female manager. This means that we have to promote more females and “move” some managers out of the way to make room by promoting them to the Executive group. Eventually, someone has to be fired or retired to make room for the women!

 

这表明该政策根本执行不下去。按此政策，警察和消防队员该如何组成呢？女性和少数族裔通常看不上这些职位。过去二十年来，我们看到这些行业的就业平等的确有所改善，但是我们是否会达到50％女性的目标？

This shows that the program will never work. What about the police forces and firefighters? These are positions not generally attractive to females and visible minorities. We have seen improvements in employment equity for these professions over the last two decades but are we ever going to reach that 50% goal?

 

联邦政府现在正在推行男女就业平等。安省自由党政府承诺提供免费托儿服务来“解放”女性的就业机会。根据联邦政府的打算，下一步要把此政策扩大到原住民，然后再扩大到有色少数族裔。

The Federal government is pushing the gender equity on employment now. The Ontario Provincial Government is doing this also in a subtle way by promising free daycare to “free up” women for employment. Based on the direction that the Federal Government is heading, the next equity requirement will go to aboriginals, followed by the visible minority category.

 

员工是任何公司中最重要的资产。对于雇主来说，如果你不允许用员工的经验、贡献程度和特点来组建工作团队，那么公司赚钱的机会在哪？作为一名员工，如果你意识到你仅因他/她的性别，种族，肤色或残疾而取代了本该属于你的职位，您会不会很高兴？

Employees are the most import assets in any company. For the employer, if you are not allowed to put your team together and maintain it based on experience, attributes, and merits then what will be the chances of a success operation? As an employee, will you be happy if you realize that you are only selected over another more suitable candidate due to your gender, race, colour, or disability?

 

一句话，加拿大不能实行这个不可告人的就业平等政策！

Canada is not ready for this hidden agenda of legislated employment equity!