PART V - Measures Adopted by the Governments of the Territories

Yukon

General

  • This report reviews measures adopted by the Government of Yukon in application of the International Convention on the Elimination of All Forms of Racial Discrimination. It updates, until May 2001, the information contained in previous reports.

  • Please refer to the Yukon's contribution to Canada's reports on the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social and Cultural Rights for relevant information not repeated in this report.

Article 2 : Policy and programme initiatives

  • The Employment Equity Policy put into place in 1990 continues to be implemented. The target groups identified in the policy are women, Aboriginal peoples and people with disabilities. Data on visible minorities are regularly collected and monitored. The 1996 census indicates an increase in the visible minority population in the Yukon. Visible minority employees are statistically under-represented in the workforce, along with Aboriginal peoples and people with disabilities. The objectives of the policy are: to achieve an equitable, representative workforce; to identify and remove barriers to employment and advancement; to implement special measures and support programmes to remedy a previous disadvantage; and to contribute to fair and equitable access to employment opportunities and benefits of the Yukon government. Employees are surveyed and data are maintained on target group representation. The data are used for planning and supporting employment equity programmes that are established to eliminate employment disadvantages. Annual employment equity plans are developed and progress is reported in annual corporate reports for the Yukon government.

  • In 1999, the Public Service Commission began a new initiative to strengthen public sector management. A key component of this initiative is the Yukon Government Leadership Forum. This forum focuses on preparing employees to assume senior management positions within the Yukon government. The representation of women, Aboriginal people, visible minorities and people with disabilities was built into the selection process. Twenty three participants completed the programme and graduated in June 2001, with a new intake planned for 2002.

  • The Workplace Harassment Policy, established in 1992, remains in effect. The policy now also provides information to employees about laying complaints under the Human Rights Act. The purpose of the policy is to establish a workplace that does not tolerate harassment and to maintain a work environment that is free from harassment. The policy applies to all individuals, including casual and contract personnel employed with the Yukon government. Definitions are provided for the types of harassment covered under this policy, which include workplace harassment, personal harassment, sexual harassment and abuse of authority.

  • In 1998, a new clause on workplace harassment was negotiated in the Public Service Alliance of Canada and Yukon government collective agreement. Under Article 6 B of the Letter of Understanding "employees do not use the normal grievance procedure on a harassment-related issue". Instead the union refers employees to a harassment investigator in the Public Service Commission. A similar letter of understanding was recently negotiated between the Yukon Teacher's Association and the Yukon government.

  • In 1998, the Public Service Commission created the position Workplace Harassment Prevention Coordinator. This position manages the investigation and complaint resolution process for all workplace harassment complaints under the Workplace Harassment Policy and the Article 6 Letter of Understanding under the Public Service Alliance of Canada and Yukon government collective agreement and under the new letter of understanding with the Yukon Teacher's Association. The position also provides work unit consultation and organization training or workplace harassment prevention and resolution processes.

  • In March 1998, the Yukon government began a training programme for all its employees on Yukon Land Claims. The training consists of three modules that focus on Yukon First Nations culture, intercultural communications and the history and process of First Nations land claims. The training programme was developed jointly with representatives from First Nations governments and the Land Claims Secretariat. The purpose of the training is to foster strong relationships between First Nations and Yukon governments.

  • Chapter 22 of the Umbrella Final Agreement and First Nation Final Agreements require the Yukon government to develop, consult on, implement and review a plan to create a representative public service, both Yukon-wide and in fourteen First Nation traditional territories. In 1996, a joint planning process began with the Public Service Commission, departments and First Nations with Final Agreements to develop the Yukon-wide plan. As of September 1999, the Yukon-wide representative public service plan has been approved in principle along with three traditional territory plans. Departments are implementing activities under the Plan and traditional territory planning with First Nations continues.

  • In 1997, " An Accord to Implement the Understandings and Commitments of the Government of the Yukon and the Council for Yukon First Nations in Relation to the Transfer of Universal Health Programs " was signed. Among the provisions contained in the Accord were commitments to:

    • work together to establish common health plans and priorities;

    • be involved in community health planning processes;

    • consultations on legislation etc.;

    • identify increased employment opportunities for First Nations in health areas;

    • establishment of a Health Partnership Committee; and

    • establishment of a Director of First Nation Health Partnerships position within Health and Social Services.

  • In 1997, Legislature passed "An Act to Implement the Hague Convention on International Adoptions to ensure that the Hague Convention protocols etc. on international adoptions are implemented in law in the Yukon.

  • The Yukon government also passed Adoption Information Disclosure Regulations in 1998 regarding access to and release of adoption information.

  • In 2000, the government amended its social assistance regulations to enable effective implementation of First Nation Self Government Agreements.

  • A number of child welfare protocol agreements with First Nations have been signed that relate to processes, notification and involvement of First Nations in child protection issues/matters.

Article 2
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Article 7 : Education, Culture and Information

  • During the reporting period a review of the Education Act was begun. Final recommendations are expected to be implemented in 2002.

  • The Public Schools Branch continued projects and approaches to include First Nation culture in the curriculum content for all Yukon students. Ongoing work was done in the development and implementation of First Nation language.

  • The Yukon Native Teacher Education Programme has been continued. This Program is designed to assist First Nation people to be teachers in the elementary schools.

  • The Advanced Education Branch produced a booklet and a website to assist newcomers to the territory. The information is of particular benefits to immigrants. It is called the Newcomers Guide to the Yukon Territory-December 1999. The New Yukon Literacy Strategy 2001 is being implemented. The goal of the strategy is to provide maximum opportunity for all Yukon people to acquire the necessary literacy skills to be successful in their community, work and personal life.

  • In 1997, the Womens Directorate sponsored the Yukon Educational Theatre to tour rural Yukon communities to conduct conflict resolution workshops for elementary students throughout the Yukon

Article 7
Other sections: FED | BC | AB | SK | MB | ON | QC | NB | NS | PE | NL | NT | NU