2017 /18 Report on Multiculturalism NATIONAL LIBRARY OF CANADA CATALOGUING IN PUBLICATION DATA
Main entry under title: Report on Multiculturalism, Government of British Columbia -1993/94- Annual Includes: Multiculturalism BC annual report 1993/94- Includes: Report on the activities of the Multicultural Advisory Council, 1993/94- Imprint varies: 2000/01, Ministry of Multiculturalism and Immigration; 2001/02–2003/2004, Ministry of Community, Aboriginal and Women’s Services; 2004/05–2007/08, Ministry of Attorney General; 2008/09, Ministry of Citizens’ Services; 2009/10, Ministry of Regional Economic and Skills Development; 2010/11, Ministry of Social Development; 2011/12, Ministry of International Trade; 2012/13, Ministry of International Trade; 2013/14, Ministry of International Trade; 2014/15, Ministry of International Trade; 2015/16, Ministry of International Trade; and 2016/17, Ministry of International Trade 2017/18, Ministry of Tourism, Arts and Culture
ISSN 1201-7310 = Report on Multiculturalism, Government of British Columbia
1. British Columbia. Multiculturalism Act – Periodicals. 2. Multiculturalism British Columbia – Periodicals. 3. British Columbia. Multicultural Advisory Council – Periodicals. 4. Multiculturalism - British Columbia – Periodicals. 5. Minorities – Services for – British Columbia – Periodicals. I. Multiculturalism British Columbia II. British Columbia. Ministry of Multiculturalism and Immigration III. British Columbia. Ministry of Community, Aboriginal and Women’s Services IV. British Columbia. Ministry of Attorney General V. British Columbia. Ministry of Citizens’ Services VI. British Columbia. Ministry of Regional Economic and Skills Development VII. British Columbia. Ministry of Social Development VIII. British Columbia. Ministry of International Trade IX. British Columbia. Ministry of International Trade X. British Columbia. Ministry of International Trade XI. British Columbia. Ministry of International Trade XII. British Columbia. Ministry of International Trade XIII. British Columbia. Ministry of International Trade XIV. British Columbia. Ministry of Tourism, Arts and Culture
FC3850.A1 M84 354.7110084’84 C95-960166-X F1059.7.A1 B73 Letter to Letter to the Lieutenant the Minister
Governor of HONOURABLE LISA BEARE MINISTRY OF TOURISM, ARTS British Columbia AND CULTURE
Honourable Minister: TO HER HONOUR THE LIEUTENANT GOVERNOR I respectfully submit the Report on OF BRITISH COLUMBIA Multiculturalism: Government of British Columbia 2017/18. This report documents the activities of May it please Your Honour: the Government of British Columbia, and Crowns in support of the Multiculturalism Act for 2017/18. Pursuant to section 7(3) of the Multiculturalism Act, I respectfully submit the 24th annual report on the Sincerely, operation of the Act. This report covers the activi- ties for the 2017/18 fiscal year.
Respectfully submitted,
Sandra Carroll Deputy Minister Ministry of Tourism, Arts and Culture Honourable Lisa Beare Minister Ministry of Tourism, Arts and Culture
2017/18 REPORT ON MULTICULTURALISM [ 1 ] Table of Contents
LETTER TO THE LIEUTENANT GOVERNOR OF BRITISH COLUMBIA ...... 1
LETTER TO THE MINISTER ...... 1
MINISTER’S MESSAGE ...... 4
FOREWORD ...... 5
MULTICULTURAL ADVISORY COUNCIL ...... 6
MINISTRIES
MINISTRY OF ADVANCED EDUCATION, SKILLS AND TRAINING ...... 9
MINISTRY OF AGRICULTURE ...... 12
MINISTRY OF ATTORNEY GENERAL, AND MINISTRY OF PUBLIC SAFETY AND SOLICITOR GENERAL ...... 14
MINISTRY OF CHILDREN AND FAMILY DEVELOPMENT ...... 26
MINISTRY OF CITIZENS' SERVICES ...... 32
MINISTRY OF EDUCATION ...... 34
MINISTRY OF ENERGY, MINES AND PETROLEUM RESOURCES ...... 42
MINISTRY OF ENVIRONMENT AND CLIMATE CHANGE STRATEGY ...... 44
MINISTRY OF FINANCE ...... 47
MINISTRY OF FORESTS, LANDS, NATURAL RESOURCE OPERATIONS AND RURAL DEVELOPMENT ...... 50
MINISTRY OF HEALTH ...... 52
MINISTRY OF INDIGENOUS RELATIONS AND RECONCILIATION ...... 56
MINISTRY OF JOBS, TRADE AND TECHNOLOGY ...... 67
MINISTRY OF LABOUR ...... 71
MINISTRY OF MENTAL HEALTH AND ADDICTIONS ...... 73
MINISTRY OF MUNICIPAL AFFAIRS AND HOUSING ...... 76
MINISTRY OF SOCIAL DEVELOPMENT AND POVERTY REDUCTION ...... 79
MINISTRY OF TOURISM, ARTS AND CULTURE ...... 82
MINISTRY OF TRANSPORTATION AND INFRASTRUCTURE ...... 86 CROWN CORPORATIONS
BC ASSESSMENT ...... 91
BRITISH COLUMBIA COUNCIL FOR INTERNATIONAL EDUCATION (BCCIE) ...... 92
BC GAMES SOCIETY ...... 94
BC HOUSING MANAGEMENT COMMISSION ...... 96
BC HYDRO ...... 101
BC IMMIGRANT INVESTMENT FUND LTD. AND BC RENAISSANCE CAPITAL FUND LTD...... 104
BC LIQUOR DISTRIBUTION BRANCH ...... 105
BC OIL AND GAS COMMISSION ...... 107
BC PAVILLION CORPORATION ...... 109
BC TRANSIT ...... 110
BRITISH COLUMBIA LOTTERY CORPORATION ...... 113
BRITISH COLUMBIA SECURITIES COMMISSION ...... 116
COLUMBIA BASIN TRUST ...... 117
COLUMBIA POWER CORP...... 119
COMMUNITY LIVING IN BRITISH COLUMBIA ...... 120
DESTINATION BC...... 123
FIRST PEOPLES' HERITAGE, LANGUAGE AND CULTURE COUNCIL ...... 125
FOREST ENHANCEMENT SOCIETY OF BC ...... 128
FORESTRY INNOVATION INVESTMENT ...... 129
INDUSTRY TRAINING AUTHORITY ...... 131
INNOVATE BC ...... 134
THE INSURANCE CORPORATION OF BRITISH COLUMBIA ...... 136
KNOWLEDGE NETWORK CORPORATION ...... 139
LEGAL SERVICES SOCIETY ...... 141
PARTNERSHIPS BC ...... 143
ROYAL BC MUSEUM ...... 143 »» Training front line, managerial and executive Minister’s Message staff across government on cultural agility, Indigenous cultural safety, unconscious bias and FROM THE MINISTER OF inclusive service delivery and leadership. TOURISM, ARTS AND CULTURE »» Offering telephone interpretation services in up to 170 languages at multiple ministries, As the Minister agencies and crowns, along with translated responsible for brochures, fact sheets and other print Multiculturalism, it's materials in up to 15 languages. my pleasure to present the 2017-18 Report on »» Negotiating partnership agreements and Multiculturalism. Memoranda of Understanding with First Nations, Indigenous organizations and immigrant serving B.C. is the most diverse organizations to develop culturally appropriate province in Canada. programs, services and policies. Our government is committed to the A key part of our work is supporting reconcilia- principles of inclusion, respect and equality. We tion with Indigenous Peoples. Our government is recognize that advancing and strengthening multi- committed to moving forward on the Truth and culturalism in our province leads to a better future Reconciliation Commission’s Calls to Action with for all British Columbians. respect to the United Nations Declaration on the Rights of Indigenous Peoples. Currently, the Royal BC In 2018, we mark the 25th anniversary of B.C.’s Museum is engaging with First Nations to advance Multiculturalism Act. This Act recognizes the diver- cultural reconciliation by supporting Indigenous sity of British Columbians and promotes respect for Peoples seeking the return of ancestral remains and the province’s multicultural heritage. The Act guides cultural objects to their communities. our government’s actions as we work to build on British Columbia’s strength as a place where diversity We are proud of the progress we are making on this is celebrated, respected and honoured. important issue as well as the work we are doing in other areas. Many people work in our province B.C. strives to be a leader in diversity and inclusion. to encourage respect, inclusiveness and under- This report outlines the commitments, policies and standing of other cultures. Our collective efforts are accomplishments that support and celebrate B.C.’s enhancing opportunities for all British Columbians diversity and multicultural heritage. One of the key to fully participate and thrive in our province. In the priorities of our government is “delivering services coming year, I look forward to continuing the work people count on.” Here are just a few examples of to build nurturing welcoming and inclusive commu- the wide breadth of initiatives that government is nities throughout B.C. undertaking to ensure public services are delivered in a culturally sensitive, accessible manner: Sincerely,
»» Appointing staff specifically responsible for client and customer experience within targeted communities, particularly Indigenous communities. »» Undertaking targeted employee attraction and Honourable Lisa Beare retention initiatives aimed at building a workforce Minister that truly reflects our diverse population. Ministry of Tourism, Arts and Culture
[ 4 ] 2017/18 REPORT ON MULTICULTURALISM Our work in multiculturalism reaches out to Foreword many different government ministries and Crown corporations. The ministry works closely FROM THE PARLIAMENTARY SECRETARY with the Multicultural Advisory Council and FOR SPORT AND MULTICULTURALISM the Premier’s Chinese Canadian Community Advisory Committee to ensure that issues of I am honoured to diversity and inclusion are considered in all of join Minister Beare government’s actions. in presenting the Annual Report on As we mark the 25th anniversary of our Multiculturalism for Multiculturalism Act in 2018, there is no better 2017/18. This report time to reflect on our successes and look ahead highlights concrete to how we can continue to build a more inclusive, actions that the multicultural British Columbia together. Government of British Columbia Sincerely, has undertaken over the past year to advance the objectives of the British Columbia Multiculturalism Act, legislated in 1993. I am deeply impressed by the wide range of efforts that ministries, agencies and crown corporations are making to embrace multiculturalism in principle as well as in Ravi Kahlon everyday practice. Parliamentary Secretary for Sport and Multiculturalism Throughout the report, the sincere commitment Ministry of Tourism, Arts and Culture of all ministries, agencies and crowns to reconciliation with Indigenous peoples is a key theme. The report highlights important work that has been undertaken in partnership with British Columbia First Nations and other Indigenous stakeholders in the last year to develop action plans and strategies on a wide variety of critical issues, including justice, education, employment, natural resource management and the revitalization of Indigenous languages.
The report also highlights important work undertaken in the last year to acknowledge historical wrongs experienced by British Columbia’s Indigenous, Chinese-Canadian, Japanese-Canadian, South Asian-Canadian and Doukhobor communities. Several legacy projects were undertaken in 2017/18 aimed at promoting healing, understanding and celebrating our diversity.
2017/18 REPORT ON MULTICULTURALISM [ 5 ] »» REPORT ON MULTICULTURALISM: Multicultural Another important accomplishment of the Council was to create the annual Report on Multiculturalism (ROM) as part of the Advisory Council BC Multiculturalism Act. The annual ROM As the Chair of B.C.’s Multicultural Advisory Council, reflects the BC government’s commitment to it is my pleasure and honour to present the provin- multiculturalism and anti-racism and informs cial Report on Multiculturalism for 2017-18. all British Columbians of how each ministry and all Crown Corporations are proactively MANDATE embracing and promoting multiculturalism in Since its establishment in 1988, the Multicultural their services, policies and programs. Advisory Council’s mandate has been to advise »» ANNUAL PROVINCIAL the Minister Responsible for Multiculturalism on MULTICULTURALISM WEEK: issues respecting multiculturalism, anti-racism and Upon the recommendation of the Council, for anti-hate, and to perform any other duties or func- the past 25 years the province has proclaimed tions outlined by the Minister as set out in British the third week of November “Multiculturalism Columbia’s Multiculturalism Act. Week” across British Columbia. It is a time to celebrate the contributions of our ACCOMPLISHMENTS multicultural communities and to appreciate In 2018, we proudly celebrate the 25th anniversary the way diversity enriches British Columbia. of British Columbia’s Multiculturalism Act, an Act that recognizes the diversity of British Columbians, COUNCIL PRIORITIES FOR encourages respect for the province’s multicultural 2017-18 AND BEYOND heritage, promotes racial harmony and cross- With appointments of nine new members to the cultural understanding, and fosters the creation Council in late 2017, the new Council held its first of an inclusive society that supports the free meeting in February 2018 with Minister Lisa Beare and full participation of all British Columbians in and Parliamentary Secretary Ravi Kahlon. the economic, social, cultural, and political life of British Columbia. As the current Chair of the A highlight of the Council’s work for the year Multicultural Advisory Council, it’s an honour to 2017-18 was a panel engagement in March 2018 illustrate some of the accomplishments of the with the province’s Organizing Against Racism and Council over the years. Hate Program members, Parliamentary Secretary Ravi Kahlon, and Council representatives Melanie »» SHAPING THE LEGISLATION: In 1993, following the province wide Mantining and myself, Naveen Girn. consultations initiated by the Multicultural Advisory Council, the Council was instrumental We had the opportunity to share perspectives and in providing advice on the legislation which learn from 36 community program members from resulted in BC Multiculturalism Act. The Act was all across the province on the outstanding work in passed unanimously by the B.C. Legislature in anti-racism and anti-hate that is making a positive July 1993. difference in our communities.
»» BC HATE CRIMES TEAM: In the years ahead, we must guard not only In 1996, with the Council’s support, the against the ever-present discourses of hate and B.C. Hate Crime Team was created with a racism, but narratives that skim the surface of mandate to ensure the effective identification, multiculturalism and do not engage with its investigation and prosecution of crimes deeper values. motivated by hate.
[ 6 ] 2017/18 REPORT ON MULTICULTURALISM The ambitious goals that have been set by this CURRENT MEMBERSHIP OF THE MULTICULTURAL Council cannot be completed in one term. For this ADVISORY COUNCIL (MAY 2018) : reason, I acknowledge the hard work of previous Naveen Girn (Chair) Multicultural Advisory Councils in furthering the Tracy Wideman (Vice Chair) Provinces’ responsiveness to the nuances of multi- culturalism and the necessity for implementing Amir Bajehkian equitable strategies across all ministries. Patricia Barkaskas Candace Campo On behalf of the Council I would like to thank Minister Beare and Parliamentary Secretary Kahlon Angela Hollinger of the Ministry of Tourism, Arts and Culture for Melanie Matining providing us with an important opportunity to Hira Rashid contribute to strengthening our province’s multi- cultural foundations. I know that all the Council Shelley Rivkin members share the same thoughts as me in Hana Woldeyes expressing our gratitude. David HoyTin Wong At the time of writing this report, the Council was deeply saddened to learn of the death of Dr. David Chuen Yan Lai, a distinguished and passionate member for two terms. Dr. Lai will be dearly missed by many across the province, and recognized for his many contributions to B.C. The Council offers heartfelt condolences to Dr. Lai’s family and friends.
Respectfully submitted with gratitude,
Naveen Girn Chair of the Multicultural Advisory Council for B.C.
2017/18 REPORT ON MULTICULTURALISM [ 7 ] Ministries
[ 8 ] 2017/18 REPORT ON MULTICULTURALISM Its commitment to supporting multiculturalism Ministry of through post-secondary education and skills training partnerships is demonstrated in its approach to English Language Learners (ELL) Advanced Education, training and International Education. In addition to advancing multiculturalism, it is also advancing Skills and Training reconciliation with Indigenous peoples. The Province has committed to fully adopting and MANDATE implementing the United Nations Declaration on It is the role of the Ministry of Advanced the Rights of Indigenous Peoples (UNDRIP) and Education, Skills and Training to ensure that British the Calls to Action of the Truth and Reconciliation Columbians can access affordable, relevant and Commission of Canada (TRC). A number of the responsive education and skills training that builds TRC Calls to Action are relevant to post-secondary up our province, communities and citizens. The education and training and highlight the impor- ministry provides leadership and direction for tant role education plays in lasting reconciliation post-secondary education and skills training in by fostering access and success in post-secondary British Columbia to ensure that citizens from across education and training. the province and from every background have opportunities to thrive, succeed and reach their HIGHLIGHTS OF INITIATIVES full potential. INDIGENOUS POST-SECONDARY EDUCATION AND SKILLS TRAINING EXECUTIVE COMMITMENT TO MULTICULTURALISM »» An Aboriginal Post-Secondary Education and The Executive welcomes and values diversity in Training Policy Framework and Action Plan was the workplace and is committed to ensuring a developed in partnership with the First Nations respectful environment, free from discrimina- Education Steering Committee, the Indigenous tion and harassment. The Executive works to Adult and Higher Learning Association, Métis ensure that a diverse perspective is embedded Nation BC, the First Nations Public Service, B.C. into the workplace culture and the approach colleges, BC Association of Universities and to its programs, policies and services. All of its Institutes, the Research Universities’ Council employees are supported as active participants in of BC, and government representatives. this work. The ministry continues to implement the Aboriginal Post-Secondary Education and KEY PROCESSES, POLICIES AND Training Policy Framework and will be STRUCTURES IN SUPPORT engaging with Indigenous and post-secondary OF MULTICULTURALISM partners to develop a comprehensive post- The Ministry of Advanced Education, Skills and secondary strategy that responds to the TRC Training acknowledges the strength gained in Calls to Action and UNDRIP in 2018/19. its workplace and in the province by embracing »» Funding for the implementation of Aboriginal diversity and understands the role our organiza- Service Plans is provided to 11 public post- tion has to play in that regard. The ministry’s secondary institutions in support of initiatives approach to multiculturalism is guided by the for Aboriginal learners, to strengthen corporate Diversity and Inclusion Action Plan partnerships and collaboration in Aboriginal ( https://tinyurl.com/y9cr2yx8 ). The actions within post-secondary education, and to increase the the plan direct its efforts to embed the principles receptivity and relevance of post-secondary of cultural diversity within its programs and institutions and programs for Aboriginal services to reflect the diverse needs of its learners. learners, including providing support for initiatives that address systemic barriers.
2017/18 REPORT ON MULTICULTURALISM [ 9 ] »» In 2017/18, the ministry provided mandate »» The SLMP program supports Indigenous letters to all 25 public post-secondary communities and organizations to identify institutions and the Industry Training Authority, workforce challenges, develop strategies, and directing them to incorporate UNDRIP and TRC pilot new workforce development initiatives. Calls to Action within the specific mandate In 2017/18, the SLMP program supported work and context of their organizations. with the BC First Nations Forestry Council, the First Nations Tech Council, Aboriginal Tourism The Aboriginal Community-Based Training »» BC, Indigenous Works, and the BC Association Partnerships Program continues to provide of Aboriginal Friendship Centres. funding for post-secondary education and training programs to be delivered in Aboriginal »» Through the Canada-BC Workforce communities in partnership with public post- Development Agreement (formerly the secondary institutions. Canada-BC Job Fund Agreement), the Industry Training Authority delivers pre-apprenticeship $30 million has been committed to the »» trades training for members of Indigenous Skills Training Development Fund underrepresented groups (including women over the next three years. Transitioning the and Indigenous people) facing barriers to Indigenous Skills Training Development Fund entering trades occupations (approximately from the Ministry of Indigenous Relations and $10M annually). Reconciliation to Advanced Education, Skills and Training brings the majority of Indigenous ENGLISH LANGUAGE LEARNERS (ELL) skills training under one ministry, providing an opportunity to increase access to training for »» Public post-secondary institutions recognize Indigenous communities across the province. the benefits of integrating international and domestic students in all of their courses and The ministry engaged with stakeholders in »» programming, including English Language the construction trades over three sessions Learning (ELL). to gather advice and guidance on an approach to requiring specified levels of »» Since September 2017, the ministry has apprenticeship on public projects, and to provided tuition-free ELL programs to identify ways to increase participation in British Columbians through 16 public the skills trades of equity-seeking groups, post-secondary institutions. including Indigenous people. »» Permanent residents, Canadian citizens and »» Through the Sector Labour Market refugees enrol in these programs to gain the Partnerships (SLMP) program, the ministry English language skills they need to transfer supported the development of the Diversity to post-secondary career and academic & Inclusion in the BC Tech Sector report courses, and to help them find work that is ( https://tinyurl.com/ya9ojd97 ). The project commensurate with their previous education brought together key stakeholders from across and experience. B.C.’s tech sector to better understand the Some institutions also provide settlement- challenges and to identify opportunities to »» based language instruction funded by the enhance diversity and inclusion in the sector. federal government. Language Instruction Project partners included organizations such for Newcomers to Canada, or LINC, provides as the Vancouver Economic Commission, BC immigrants and refugees at all language levels Tech, The Minerva Foundation, First Nations with information and the English they need to Technology Council, and the Immigrant integrate into their new communities in B.C. Employment Council of B.C.
[ 10 ] 2017/18 REPORT ON MULTICULTURALISM »» With an annual budget of $2.4 million, the »» Through StudentAidBC, the ministry supports ministry supports the Community Adult eligible students with grant and loan funding Literacy Program, which brings together while studying abroad at designated post- language and literacy learners in more than 90 secondary institutions. In 2017/18, financial communities across the province and matches assistance was provided to approximately them with dedicated volunteers. 1,550 students studying outside of Canada. The Westcoast Reader, a well-respected, »» DEVELOPING MINISTRY CULTURE longstanding resource for ELL students and teachers, receives ongoing annual funding »» The ministry continues to promote and from the ministry. provide access for staff to participate in cultural awareness and diversity activities INTERNATIONAL EDUCATION and training. In February 2017, Camosun College presented on Indigenous Leadership International education is the global, two-way »» and Métis Nation BC presented on the Métis flow of students, educators and ideas in B.C. In June 2017, Building Bridges Through between countries. Engaging in international Understanding the Village© workshops were education activities increases the global held for ministry staff, and on National orientation of British Columbia’s education Indigenous Peoples Day, ministry staff ecosystem, and enhances diversity, innovation participated in cultural activities, including a and intercultural awareness. It also provides game of Slahal. opportunities for British Columbia students to study and work abroad. »» The ministry’s Sector Labour Market Partnerships program completed a third- In 2017/18 the ministry strengthened global »» party service delivery review of the cultural education relationships through government- responsiveness of its program. As a result of to-government engagement with officials the Culturally Responsive Service Delivery from China, Colombia, Japan and South Korea, review, the program area has rewritten highlighting further opportunities for two-way its program guidelines and is instituting a student exchanges, education cooperation, learning framework for its staff that includes and joint research initiatives. specific commitments to improving cultural »» The ministry works closely with key partners in sensitivity, agility and awareness, leading to international education, including the British greater cultural safety and improved outcomes Columbia Council for International Education, for its Indigenous partners. the Ministries of Education and Jobs, Trade The ministry has established a partnership with and Technology, as well as post-secondary »» the BC Public Service Agency Hiring Centre to institutions, to support the international create and provide informal training for hiring education sector in the province. managers to assist in promoting diversity and »» The ministry is engaging with partners to removing barriers throughout the recruitment develop a balanced and strategic approach and selection process. to international education that includes The ministry continues to offer support and benefits and opportunities for all regions and »» employment opportunities through the communities of the province. Providing a safe, Indigenous Youth Internship Program. inclusive and enriched learning environment for all students is a priority for the Government of British Columbia.
2017/18 REPORT ON MULTICULTURALISM [ 11 ] the industry provides, and the fresh, healthy foods Ministry of provided to the people of British Columbia is the impetus for the Ministry of Agriculture to support Agriculture these deserving contributors.
MANDATE Grow BC, Feed BC and Buy BC are in their early The Ministry of Agriculture is responsible for the stages of development, and have already accom- production, marketing, processing and merchan- plished so much. Through this strategic lens, the dising of agriculture and seafood products; and ministry has developed a long-term comprehen- carrying out of advisory, research, promotional, sive Buy BC Branding Strategy; launched the Buy sustainability and adaptation, food safety or plant and BC: EAT, DRINK LOCAL campaign; initiated engage- animal health programs, projects or undertakings ment and partnerships with industry, academia, relating to agri-food and seafood; and the collection local governments and other key stakeholders to of information and the preparation and dissemina- advance the creation of Food Innovation Centres tion of statistics relating to agri-food and seafood. and regional food hubs; inventoried land use and land cover on 500,000 hectares of potential agri- »» Revitalize the Agriculture Land Reserve and the cultural lands; completed export market how-to Agricultural Land Commission. guides for priority markets; and launched a pilot »» Establish Grow BC to help young farmers access agriculture land-matching project for new farmers. land, and support fruit and nut growers and processors to expand local food production. EXECUTIVE COMMITMENT TO MULTICULTURALISM »» Initiate Feed BC to increase the use of B.C.- The Ministry of Agriculture is constantly working grown and processed foods in hospitals, schools toward improving its culture of diversity. As an and other government facilities. organization, it has asked itself: “Are our employees »» Bring back an enhanced Buy BC marketing invited to be their whole selves at work?” Through program to help local producers market their senior leadership’s annual gathering, they have rein- products, and work with local producers to forced the importance of diversity and inclusion by expand market access in the rest of Canada facilitating information sessions by the Public Service and abroad. Agency and support, corporately, the upcoming training available for leadership and all staff. »» Work with growers, processors, colleges and universities, as well as the Minister of Advanced The ministry corporately funds two Indigenous Education and the Minister of State for Trade, Youth Intern programs per fiscal year and to develop a B.C. Food Innovation Centre to promotes the broader use of this program to innovate in the processing, packaging and its branches as part of the hiring process. It marketing of B.C. food products, linking local has created the Indigenous Agrologist role to food producers with new technology, and focus specifically on the agricultural interests of expanding exports and access to world markets. Indigenous people.
Grow BC, Feed BC and Buy BC are its three-pillared KEY PROCESSES, POLICIES approach to implementing the ministerial mandate. AND STRUCTURES IN SUPPORT Through these three pillars, the ministry is acting OF MULTICULTURALISM on its commitment to support the full spectrum The Ministry of Agriculture provides a range of of B.C.’s agriculture, seafood and value-added education and program outreach and tools in the processing sectors. Recognizing the economic and languages of prominent communities represented social role that the agriculture sector has in our rural in the B.C. agricultural sector. This includes the and urban communities, the good-paying jobs that following actions and activities:
[ 12 ] 2017/18 REPORT ON MULTICULTURALISM »» Translating the on-farm Food Safety GAP »» Worked with industry and government Manual (a manual to assist producers to partners to create and implement an improve on-farm food safety practices) into international marketing strategy that guides four languages: Spanish, Punjabi, Mandarin market development and trade access Chinese and French. priorities and continues to build on the province’s export successes. »» Translating the farm worker informational video and booklets on personal hygiene »» Helped producers and processors to capitalize and sanitation. on new domestic and international market opportunities by supporting marketing Providing periodic interpretation for »» skills training for over 250 individuals and by non-English-speaking producers and the publishing 14 marketing how-to guides. general public who make inquiries at the ministry’s Abbotsford office. »» Completed Export Market How-To Guides for priority markets identified in the AGRI-JTT Conducting educational workshops by staff »» International Market Development Strategy, that utilize translators to meet the language including China, South Korea, Japan, Hong needs of the participants. Kong, Philippines, Singapore, Vietnam, Taiwan »» Reprinting translated signage with key food and the United Kingdom. safety messaging to maintain their availability. »» Planned, organized and delivered a »» Meat inspection staff have utilized many coordinated B.C. presence at two of the largest of these languages to more effectively international seafood tradeshows – “Seafood communicate with the operators and staff in Expo Global” and “China Fisheries and Seafood our provincially licensed abattoirs. Expo” – resulting in $3.2M in combined sales at the shows, and $28.5M in estimated sales by Offering translation services (Punjabi) at »» B.C. exporters over the next year. industry extension meetings on plant health issues, in cooperation with industry partners. »» Provided funding to the B.C. Ministry of Jobs, Ensuring that Punjabi translation is available for Trade & Technology to manage two B.C. Trade clients submitting to the Plant Health Lab in & Investment Representatives (TIRs) – one Abbotsford, and for Business Risk Management in South Korea and one in Hong Kong – and services in Kelowna, Oliver and Abbotsford. planned, coordinated and delivered 18 international trade activities resulting in over Offering Business Risk Management (BRM) »» $14.5M in estimated sales. program information and online videos in Punjabi on the ministry’s website. »» Provided $0.6M in B.C. Agri-food and Seafood Export Program funding to 56 exporters and Developing outreach materials on critical plant »» associations to support 125 international pests, such as the spotted wing drosophila, in trade activities. both English and Punjabi, to reach the majority of growers of these commodities affected by »» Provided $0.5M in B.C. Agri-food and Seafood the plant pests. Market Development and Preparedness Program funding to 25 producers, processors, HIGHLIGHTS OF INITIATIVES businesses and associations to support 18 EXPANDING INTERNATIONAL MARKETS market research activities, 12 strategic market International market development staff partici- development planning activities, and one pated in incoming and outgoing trade missions marketing skills training activity. and undertook other initiatives including:
2017/18 REPORT ON MULTICULTURALISM [ 13 ] ACTIVITIES AND ACHIEVEMENTS Ongoing support for agriculture business devel- Ministry of opment for Indigenous communities; response to information inquiries; and facilitation for enhancing business networks. Attorney General, »» Resources, workshops and skills training and Ministry of developed and delivered to Indigenous clients to promote and support the start-up and growth of agri-food businesses and projects. Public Safety and »» Support for Indigenous producers through Solicitor General the Farm Business Advisory Service, Strategic Outreach Initiative, and Environmental Farm MANDATE Plan program. The Ministry of Attorney General and the »» Continued support for local food initiatives Ministry of Public Safety and Solicitor General and participation with the Indigenous Food share the vision of a safe, secure, just and Systems Steering Committee. resilient British Columbia. The mission of the ministries is to administer justice, deliver public »» Organized and supported the Indigenous safety services and programs, and provide legal Food Systems session at the Canadian advice to government. Institute of Food Science and Technology’s annual conference in Vancouver. This session The Ministry of Attorney General is responsible highlighted Indigenous peoples’ approaches for the following program areas: administrative, to food, agriculture and aquaculture business civil and family justice services; court services; development. family maintenance enforcement; legal advice »» Supported the salmon aquaculture sector and services to government; legal aid; prosecu- where Indigenous peoples are active tion services; protection and promotion of participants, with 78% of production coming human rights; gaming regulation and enforce- from traditional territories. ment; and liquor licensing, enforcement and distribution. »» Continued support for Indigenous aquaculture development, working with the Aboriginal The areas of responsibility of the Ministry of Aquaculture Association and responding to Public Safety and Solicitor General are: policing requests for information from band offices. and law enforcement; correctional services; »» Ongoing support for the B.C. 4-H program restorative justice; crime prevention; victim that works with over 2,200 youth, ages 6 to services; coroners service; civil forfeiture; 25, in a variety of leadership and agriculture criminal record checks; private security industry youth development programs across the regulation; cannabis legalization and regula- province and that involves youth from many tion; road safety; consumer protection; guide cultural backgrounds. dog and service dog certification; emergency management, including planning, preparedness, mitigation/prevention, response and recovery; flood protection and mitigation; and fire preven- tion and safety.
[ 14 ] 2017/18 REPORT ON MULTICULTURALISM EXECUTIVE COMMITMENT In September 2017, the ministries and TO MULTICULTURALISM the co-chairs of the B.C. Aboriginal Justice The executive teams of the Ministries of Attorney Council signed a B.C. Indigenous Justice General and Public Safety and Solicitor General lead Strategy Memorandum of Understanding the ministries in the commitment to multiculturalism, ( https://tinyurl.com/ycs8ovaa ) to create an and a diversity competency has been integrated into Indigenous Justice Strategy. the performance expectations of all supervisors and managers. The strategy will focus on: reconciliation with Indigenous peoples; decreasing the overrepresen- The ministries have demonstrated a commitment to tation of Indigenous peoples in the justice system; a representative public service by regularly reviewing addressing violence against Indigenous peoples hiring practices to ensure that the recruitment – especially women and girls; improving access to process is fair and transparent, and that an inclusive justice and justice services for Indigenous peoples; approach to hiring is maintained. The ministries are and designing services for Indigenous peoples that also committed to continuous improvement of and are culturally relevant and appropriate. increased access to, cultural safety and capacity training and other developmental opportunities for all staff. HIGHLIGHTS OF INITIATIVES – FOR MINISTRY OF JUSTICE The ministries work continuously to update and BC PROSECUTION SERVICE improve programs and services to ensure that they The BC Prosecution Service’s diversity are delivered equitably and in a way that reflects »» strategy promotes awareness of diversity sensitivity towards multiculturalism, and to ensure and inclusiveness in the branch, develops compliance with the Charter of Rights and Freedoms, best practices, and ensures consistency the Human Rights Code and the Multiculturalism with the broader initiative to promote the Act. In addition, the ministries are committed to importance of diversity and inclusiveness applying the Draft Principles that Guide the Province within the ministry and the BC Public Service. of British Columbia’s Relationship with Indigenous The ultimate goal of the strategy is to better Peoples ( https://tinyurl.com/y9rz8cgy ) to support understand, respond to, and reflect the culturally responsive and relevant policies, programs communities it serves. Work under this and services. initiative includes: ensuring that branch publications, especially recruitment and KEY PROCESSES, POLICIES retention materials, appropriately reflect AND STRUCTURES IN SUPPORT inclusive language; professional development OF MULTICULTURALISM training on cultural awareness; and translation Work throughout the ministries is being informed of branch publications, whenever possible. by increasing engagement with Indigenous leadership and communities to build stronger rela- »» With the introduction of the federal Canadian tionships and to improve the health and well-being Victims Bill of Rights, the branch collaborated outcomes for Indigenous peoples across B.C. with justice partners to update the Victim Impact Statement, the Statement on The ministries support government’s commitment Restitution, and their related Guides – which to true, lasting reconciliation with Indigenous were translated into nine languages and are peoples in British Columbia, as they move towards now publicly available on the branch’s website. fully adopting and implementing the United The branch developed specialized training for Nations Declaration on the Rights of Indigenous »» both administrative staff and Crown counsel to Peoples ( https://tinyurl.com/yb8w8ozm ) and support French-language prosecutions. the Calls to Action of the Truth and Reconciliation Commission ( https://tinyurl.com/phhrhf8 ).
2017/18 REPORT ON MULTICULTURALISM [ 15 ] »» In addition, as in previous years, the branch: COURT SERVICES BRANCH ºº Maintains information sheets, regarding »» The Court Services Branch maintains the role of B.C.’s prosecution service and multilingual forms and brochures. the role of Crown counsel, that are trans- Court administrative and sheriff services lated into nine languages and are publicly »» are provided to First Nations Courts in New available on the branch’s website. Westminster, North Vancouver, Kamloops, ºº Uses language that promotes multi- Duncan and Prince George. culturalism, diversity and inclusiveness in all internal and external branch »» Aboriginal Family Healing Court Conferences communications. address the overrepresentation of Indigenous children in ministry care. This three-year pilot Actively participates in First Nations Courts ºº in New Westminster will provide a culturally (in New Westminster, Duncan, North appropriate court process for Indigenous Vancouver, Prince George, Merritt and families who are already involved with the Kamloops) that offer a community-based, court system due to a child protection less formal court process for accused who concern and is intended to try to resolve identify as First Nations. The sentencing the disagreement before the case escalates process generally involves the develop- to a trial. ment of a holistic “healing plan” for the offender that aims to address the under- »» The branch maintains a pool of over 240 court lying causes of the crime. interpreters who provide free interpretation ºº Provides specialist legal advice to police services at Criminal, Youth, Traffic and Family and Crown counsel across the province Court hearings, in over 50 spoken languages, working on cases of criminal activity as well as visual language interpreters for deaf motivated by bigotry, intolerance, bias, and hard of hearing individuals. prejudice or hate. »» Criminal and Youth Court proceedings are ºº Maintains a liaison with the conducted upon request in French or in Vancouver Police Department Diversity bilingual French/English at any location. Policing Section. Supreme Court proceedings where a French- speaking jury is required are conducted in New Staffs a French-language ºº Westminster where a bilingual jury panellist prosecutions team. pool is available. ºº Supports alternative measures programs that recognize the traditional values and »» Court Services Branch provides bilingual customs of Indigenous communities and French/English language services in person at have been authorized under section 717 of their New Westminster and Victoria locations, the Criminal Code. as well via their toll-free number. ºº Contributes to a cross-ministry, multi- »» The branch has translated adult criminal lingual website explaining the criminal sentencing information sheets, which are justice system in B.C. provided to accused persons, into eight different languages. ºº Publishes the Crown Counsel Policy on Intimate Partner Violence (IPV 1) in »» The branch maintains a database of French- multiple languages. speaking potential jurors in B.C. and continues ºº Maintains Crown counsel policies to to explore opportunities to promote and specifically address concerns regarding expand the database. hate crimes (HAT 1) and vulnerable victims and witnesses (VUL 1).
[ 16 ] 2017/18 REPORT ON MULTICULTURALISM »» The branch successfully worked with the »» The Responsible and Problem Gambling Tsawwassen First Nation to finalize the program provides Indigenous services Tsawwassen First Nation Final Agreement, which provincially, which are developed and delivered came into effect on April 3, 2009. The branch by service providers with First Nations heritage. continues to work with the First Nation in The Responsible and Problem Gambling implementing their treaty by facilitating »» program is working with an Indigenous civil and criminal matters arising under filmmaker to document the skills and Tsawwassen Law to be heard in B.C. courts. knowledge of Indigenous communities as This implementation represents a historic related to wellness and health promotion. moment in the evolution of the justice system in British Columbia, particularly with respect »» The Responsible and Problem Gambling to the province’s court system, laws and legal program has developed and is implementing processes of a self-governing First Nation. a train-the-trainer program that will provide Narrative Therapy instruction The branch supports the Registry of the »» to allied professionals in remote and Specific Claims Tribunal in the provision Indigenous communities. of administrative support services to the Supreme Court of British Columbia justices »» All Responsible and Problem Gambling when assigned to the Specific Claims Tribunal. program staff and contractors complete two The Specific Claims Tribunal is an initiative of levels of Core Indigenous Cultural Competency the federal government, which is working to training provided by the Provincial Health accelerate the resolution of specific claims Services Authority. in order to provide justice for First Nations The Responsible and Problem Gambling claimants and certainty for government »» program has implemented an early- and industry. intervention outreach service to support »» A key course in the court administration at-risk gamblers, working with and training program is “Self-Wellness and Client offering connections to culturally diverse Service,” which includes diversity in the community services. workplace. »» The Problem Gambling Helpline, facilitated »» The branch has developed and implemented through BC211, offers services in 160 different a policy that permits practising members of languages and dialects. the Sikh faith to wear kirpans in public areas of courthouses, subject to various assessments JUSTICE SERVICES BRANCH and procedures. »» The Child Protection Mediation Program provides brochures in Chinese, Filipino, GAMING POLICY AND ENFORCEMENT BRANCH French, Korean, Persian, Punjabi, Spanish »» The Gaming Policy and Enforcement Branch and Vietnamese languages. In addition, offers clinical counselling and prevention interpretation services and cultural supports services in multiple languages including are used in child protection mediation, where Cantonese, Mandarin, Punjabi, Vietnamese, necessary, to support participation and Korean and some First Nations languages. accessibility for the diverse needs of ethnic Interpreters are offered to clients receiving groups in B.C. clinical services when there is no provider More than a quarter of the mediators on who speaks the client’s first language, »» the child protection roster self-identify and prevention services are modified to as Indigenous – the result of a concerted complement each of the cultural groups effort to increase capacity to better serve identified by these languages. Indigenous communities.
2017/18 REPORT ON MULTICULTURALISM [ 17 ] »» The Parenting After Separation Program (a »» The Civil Resolution Tribunal (CRT), Canada’s free seminar to inform parents about the first online tribunal, has been in operation effects of divorce and separation on children) since July 2016. For parties who are not able is offered online in English, Mandarin to communicate in English, the CRT engages and Punjabi. A handbook for parents is telephone translation services. As well, the also available in English, French, Chinese CRT’s online model promotes the use of and Punjabi. helpers (advocates, friends or family members) by parties who may not have a working Family Justice Services Division local offices »» level of English or who need assistance with and maintenance enforcement outreach CRT procedures. staff make concerted efforts to liaise and coordinate with immigrant-serving agencies »» The branch provides funding to the Legal within their communities. Services Society (LSS). Other funding is provided by non-government entities, such Multilingual family justice mediation »» as the Law Foundation, in support of LSS’s services are offered through the assistance multiculturalism-related initiatives.1 At the of interpretive services. In addition, family national level, the Justice Services Branch justice centres carry materials that are facilitates and coordinates British Columbia’s available in a number of languages. participation in federal/provincial/territorial »» Multilingual staff provide information (FPT) criminal justice reform and justice and and services in a variety of languages to public safety policy discussions. As part of this parents who are supplied with support work, the branch led the development of an enforcement services. FPT justice framework to address the issue of violence against Indigenous women and girls, Through its human rights program, the »» which was publicly released in January 2016. branch funds the British Columbia B.C. has also participated in, and contributed Human Rights Clinic to provide services to, the National Roundtables on Missing and to complainants and respondents who Murdered Indigenous Women and Girls, as require assistance with the prevention and well as the work to plan and implement the resolution of human rights issues. These national inquiry. services, which include intake, triage, information provision, education, resolution »» The branch developed multiple fact sheets and legal services to eligible persons are to help British Columbians understand delivered online, by telephone, through their rights under the Human Rights Code. in-person workshops, and by direct legal The fact sheets have been translated representation. A weekly drop-in triage clinic into a number of languages, including provides an initial evaluation, information on Arabic, Chinese (Simplified and Traditional), options, referrals and recommendations on French, Persian, Punjabi, Spanish, Swahili, services. B.C.’s Human Rights Code protects Tagalog and Vietnamese. British Columbians from discrimination in In December 2017, the Attorney General areas such as employment, housing, and »» attended an FPT Ministers Responsible for services and facilities customarily available Human Rights meeting in Ottawa (the first one to the public on the basis of grounds such in 29 years) and the branch will take the lead as: race, colour, ancestry, place of origin, on ensuring that the key priorities coming out religion, age, marital status, family status, of the meeting are addressed. physical or mental disability, gender and sexual orientation.
1 The Legal Services Society provides its own contribution to the Report on Multiculturalism.
[ 18 ] 2017/18 REPORT ON MULTICULTURALISM »» At a national level, the branch represents »» The branch has an agreement with ServiceBC British Columbia on the FPT Continuing to support members of the public applying Committee of Officials on Human Rights online for a special event permit where there (CCOHR). Through the work of this committee, is no access to the Internet or when English is the ministry reports on British Columbia’s not their first language. compliance on various United Nations human rights treaties (such as the International HIGHLIGHTS OF INITIATIVES Convention on the Elimination of All Forms – FOR MINISTRY OF PUBLIC SAFETY of Racial Discrimination) and participates in AND SOLICITOR GENERAL FPT discussions considering whether Canada BC CORONERS SERVICE will ratify or become a signatory to other Brochures dealing with the BC Coroners instruments. As part of the work of the CCOHR, »» Service’s roles and responsibilities are available British Columbia also participates in several in a variety of languages. consultations every year with civil society and Indigenous organizations on human rights »» Coroners strive to ensure a culturally safe matters including recommendations from environment for families and communities of treaty bodies. the deceased and to ensure that cultural and spiritual needs are respected. LEGAL SERVICES BRANCH »» Coroners work closely with interpretation »» The Legal Services Branch has a specific services provided through police departments position for Indigenous articled students. and police victim services agencies to ensure This program allocates one articling that coroners are able to communicate with position annually for a law student having family members in their chosen language. Indigenous ancestry. »» In May 2014, the BC Coroners Service signed »» The branch assists the ministry and advises a Memorandum of Understanding (MOU) other client ministries to ensure compliance with the First Nations Health Authority of BC with the Charter of Rights and Freedoms, the (FNHA) – the first MOU the FNHA has signed Human Rights Code and the Multiculturalism outside the health care system. As stated in Act, as well as all other laws applicable in the preamble to the MOU, the BC Coroners British Columbia. Service and FNHA “agree that it is our mutual desire to work together to improve the health, LIQUOR CONTROL AND LICENSING BRANCH safety and well-being of First Nations in British Columbia.” The FNHA was formed as a result of The Liquor Control and Licensing Branch »» a tripartite agreement, involving First Nations works with the Provincial Language Service and the B.C. and federal governments, to (PLS) to obtain interpreter services for use transfer control of First Nations health services by branch staff, when required. For example, to First Nations. the branch has used the PLS to translate advertising for a Punjabi Licensee Education »» The BC Coroners Service has launched Program (LEP) session. an initiative to engage members of First Nations as coroners in their communities. The LEP is delivered in communities across »» This will ensure that family and community the province. The education sessions provide needs are clearly understood and that licensees with practical knowledge to better culturally appropriate services are delivered navigate B.C.’s liquor laws and successfully in a timely manner and are consistent with operate their establishment. In-person spiritual beliefs. education sessions were also delivered to licensees in Mandarin.
2017/18 REPORT ON MULTICULTURALISM [ 19 ] »» Training for all new coroners now includes »» VictimLink BC, a toll-free service that a component delivered by the First provides information and referral services Nations Health Authority to assist coroners’ to victims of crime, including women who understanding of First Nations history, spiritual have experienced violence, is funded by the beliefs and practices. branch. VictimLink BC services are available in more than 110 languages, including 17 There is a data collection commitment that »» Indigenous languages. will see the Coroners Service collect accurate, relevant data to share with the FNHA in support »» Civil forfeiture and criminal forfeiture grant of the community-driven and nation-based funding has been provided to support projects decision making of First Nations. In August 2017, aimed at addressing violence against women, a report with First Nations-focused data on the including those involving immigrant, refugee, illicit drug overdose crisis was released. This newcomer and racial/cultural minority women. is part of the Aboriginal Administrative Data Grant funding has also been provided to Standard adopted by the Coroners Service in Indigenous communities for crime prevention collaboration with the FNHA. and remediation projects, with a focus on projects addressing healing and rebuilding in COMMUNITY SAFETY AND CRIME Indigenous communities. PREVENTION BRANCH »» The Supporting Healthy Relationships project »» The Community Safety and Crime Prevention introduces and provides direct services for Branch offers specialized multicultural and male perpetrators of domestic violence Indigenous victim services, outreach and prior to involvement in the criminal justice counselling support for women impacted system. In February 2017, one-time grants by violence. For example, the branch funds of $60,000 were awarded to 11 community Multicultural Outreach Service programs, organizations across B.C. that presently deliver which provide services to 10 communities in domestic violence prevention/intervention up to 24 languages to ensure that immigrants programming to perpetrators prior to the and visible minority women receive assistance charge, conviction or sentencing stage of by workers who speak their own language the criminal justice process to enhance and are familiar with their culture. The branch their programs. Some of these community also funds 19 victim service and violence organizations provide programming in Punjabi against women programs that are contracted and Farsi or culturally specific programming to to deliver services to Indigenous clients and/or Indigenous men. are delivered by Indigenous organizations. »» The branch has continued to implement a »» In March 2015, government launched the pilot project, supported through federal #SaySomething campaign – a digital public funding, to explore the feasibility of delivering awareness campaign – to focus attention on victim services in rural and remote Indigenous the issue of domestic violence. The campaign, communities. Emphasis has been placed on which was expanded to include focusing the importance of providing culturally safe attention on the issue of sexual assault, also service delivery, such as utilizing elders, as well ran in 2016 and 2017. It uses social media as health and wellness and Indigenous justice platforms to offer practical advice and tips to workers on reserve. Provisions for emergency encourage everyone, especially bystanders, funding to assist victims to leave the to speak up and learn safe ways to help end community to ensure safety were also utilized the silence on domestic violence and sexual as part of this project, as well as opportunities assault. Information is available in Punjabi, for community learning about victim services. Mandarin, Cantonese and English.
[ 20 ] 2017/18 REPORT ON MULTICULTURALISM »» Founded in 2011, The Moose Hide Campaign is ºº Presentations to Indigenous community an Indigenous grassroots movement that aims members were made in Prince George to engage Indigenous and non-Indigenous (November 2017), Kamloops (January men to stand up and speak out about the 2018), and the Little Shuswap Lake violence committed against women and Indian Band (March 2018) about human children. Since 2011, men across B.C. have held trafficking and unique vulnerabilities of a Moose Hide Gathering in February to spread Indigenous people. the message of the campaign. ºº In March 2018, OCTIP trained settlement »» Through the Office to Combat Trafficking in workers in Victoria and delivered a session Persons (OCTIP), the branch maintains dialogue on human trafficking and the prevention and partnerships with immigrant, refugee, of labour exploitation for the Philippine multicultural and Indigenous organizations to Bayanihan Community Centre. identify, protect and provide culturally sensitive ºº In March 2018, two one-time civil services to trafficked persons, including: forfeiture grants were provided to the Inter-Cultural Association of Victoria ºº Ongoing distribution of pocket cards in for a project focused on raising aware- 14 languages with information on human ness about human trafficking amongst trafficking and a toll-free number to call newcomer communities, and to the for assistance. Migrant Workers Centre (formerly West Coast Domestic Workers Association) to A toll-free number (handled by VictimLink ºº build capacity amongst front-line service BC) that directs potentially trafficked providers to assist vulnerable foreign persons who are unable to communicate workers at risk of exploitation. in English to an over-the-phone inter- pretation service for referrals to services CORRECTIONS BRANCH and supports. ºº Ongoing delivery of the first human »» The Corrections Branch recruits widely to trafficking training curriculum in Canada, exemplify cultural diversity, has sponsored Human Trafficking: Canada is Not Immune, student research to examine factors developed in consultation with represen- influencing the recruitment and retention tatives from Indigenous, settlement and of Indigenous staff, and also supports the interpretation organizations, multicultural Indigenous Youth Internship Program. victim services, and immigrant and »» The branch provides training in multicultural refugee service networks – and it is now awareness and discrimination prevention, as also available in French. well as Indigenous Cultural Safety Training. ºº The Human Trafficking in Canadaposter »» The branch offers culturally adapted by the People’s Law School on domestic relationship violence and substance abuse servitude as a form of human trafficking programs for court-ordered individuals. was translated and printed into several languages – including Spanish, Chinese, »» The Aboriginal Programs and Relationships Punjabi and Tagalog – and distributed section was created in January 2008 to around B.C. address the overrepresentation of Indigenous offenders in the justice system. Its purpose is ºº The People’s Law School booklet on to engage communities and organizations in human trafficking is available in five the management of Indigenous offenders. languages (French, Spanish, Tagalog, Chinese and Punjabi) and continues to be distributed.
2017/18 REPORT ON MULTICULTURALISM [ 21 ] »» The branch, in partnership with the Sts’ailes »» The branch also partners with the First Nation, has developed a Memorandum federal government and Indigenous of Understanding for Supported Reintegration communities to implement various culture- into the Sts’ailes Community. This MOU based programs, including: allows for the sharing of information within ºº The Indigenous Justice Program (IJP), the parameters of applicable legislation, and which operates in 34 communities and with the consent of the client, in order to provides community-based services develop a community case management that range from court diversion to the plan that will enhance community safety reintegration of offenders returning from and support the healing and successful custody centres. Partnerships with the reintegration of Sts’ailes members back into federal Department of Justice and the their community. The branch has also entered provincial ministries of Attorney General into a letter of intent to create a memorandum and Children and Family Development of understanding with the Tl’etinqox (Anaham) provide approximately $4.4 million in cost- Government to support community members shared funding for IJP services. under Corrections supervision. Efforts to enter into letters of intent with additional ºº The Native Court worker and Counselling First Nations are ongoing. The letter of intent Association of BC (NCCABC) offers services signals the initiation of a process that may in 28 communities and in 50 percent of take many months to complete. Continuing the province’s courthouses. NCCABC seeks to build these agreements with First Nations to ensure that Indigenous persons in communities is a priority for the justice and conflict with the law receive fair, equitable public safety sector. and culturally sensitive treatment by the criminal justice system. Joint provincial »» The branch has been working with the First and federal Department of Justice funding Nations Health Council (FNHC) and has been of approximately $3.2 million supports supporting community engagement that NCCABC to ensure continued involvement focuses on the social determinants of health throughout provincial courts, including for Indigenous peoples and a government- the Vancouver Downtown Community wide approach to supporting mental health Court initiative. and wellness. This relationship helps to increase our understanding of how to improve »» Indigenous liaison workers provide a variety of health outcomes for Indigenous people, services for Indigenous offenders incarcerated improve access to services, and support in the province’s nine custody centres. Liaison community-based prevention and restorative workers are responsible for developing and justice initiatives. managing the programs for each centre, coordinating Indigenous cultural education »» The branch has partnered with the Justice and counselling programs, and providing Institute of British Columbia (JIBC) to provide release planning services. The ministry training to Indigenous justice workers in continues to enhance the Indigenous Liaison relationship violence prevention, substance Program, in recognition of the importance abuse management, facilitation skills and of culture in rehabilitation and recovery, alternative measures. Approximately 176 through increased resources and support, Indigenous justice workers have been trained standardization of the program, and building to co-facilitate these programs with probation stronger relationships to ensure that programs officers, with a specific focus on culturally are community-driven. appropriate practices.
[ 22 ] 2017/18 REPORT ON MULTICULTURALISM »» The branch provides Community Corrections »» EMBC is co-chair of the Integrated Disaster supports to First Nations courts in New Council of BC, which is comprised of Westminster, North Vancouver, Kamloops, government agencies, ministries, NGOs Merritt, Prince George and Duncan. and volunteer organizations experienced in working with multicultural groups, in order The branch and the JIBC also work with »» to coordinate essential support to those Indigenous justice partners to revise, develop individuals impacted by an emergency and deliver training to make sure that staff or disaster. are trained in a manner that ensures that they understand the impacts of colonization »» On April 1, 2017, a 10-year bilateral agreement and the unique needs and socioeconomic with Indigenous Services Canada came into challenges and barriers facing Indigenous effect to enhance emergency management peoples to better inform programs and services. support for First Nations communities. Additionally, the branch is a member of the Through the implementation of the agreement, JIBC’s Aboriginal Education Advisory Committee EMBC has: to support the cultural safety of the JIBC’s ºº Adapted its recruitment process to incor- learning environment and cultural relevancy of porate Indigenous Relations Behavioural their educational programs. Competencies into all job profiles and »» To address violence by men within intimate invited people of Indigenous heritage to male-female relationships in certain cultural participate as part of the hiring panel. communities, the branch developed the ºº Provided all EMBC employees with diverse Relationship Violence Prevention Program – learning opportunities to increase their Cultural Edition. The program is adapted from the awareness, understanding and knowledge 10-session Respectful Relationship Program and of cultural safety and agility. the 17-session Relationship Violence Program. ºº Hosted two Indigenous Youth Interns for This program introduces offenders to the range the 2017/18 term. of abuse that occurs in relationships, including abuse that occurs in cultural communities. The »» In March and April 2017, EMBC held program requires the men to explore some of several engagement sessions with First the underlying factors that contributed to their Nations communities from across the resorting to abusive behaviours. The sessions and province to learn about their strengths exercises are done in the client’s native language. and limitations concerning emergency management programming. EMERGENCY MANAGEMENT BC EMBC currently offers some public education Emergency Management BC (EMBC) continues to »» materials in languages other than English. provide leadership, management and support to Examples of those materials can be found here all British Columbians in a manner that is respectful ( https://tinyurl.com/y8h9f55w ). to the various cultures that make up our province. EMBC works with local governments, First Nations, »» PreparedBC, EMBC’s public education program, federal departments, industry, non-government is also in the process of identifying which of organizations and volunteers with diverse back- its core guides and plans should be translated grounds to support the emergency management and into which languages. phases of mitigation/prevention, preparedness, At the request of the RCMP, coroners and response and recovery as follows: »» First Nations Communities, the Office of the »» EMBC supports local authorities in the Fire Commissioner (OFC) has supported fire development of culturally appropriate investigations for serious injury and fatality emergency preparedness, response and fire incidents. recovery plans.
2017/18 REPORT ON MULTICULTURALISM [ 23 ] »» EMBC/OFC supports local fire departments communities in the Stl’atl’imx territory. In through public education and fire safety addition, the treaty Tsawwassen First Nation awareness initiatives. has an agreement with the City of Delta for the dedicated services of one Delta police Due to their remote and rural location, »» officer to provide an enhanced service to wildland interface fires can have a devastating their citizens. The Province also supports an effect on First Nations communities. The Integrated First Nations Policing Unit to provide OFC and BC Wildfire Service administer the enhanced policing services to the Squamish Structure Protection Program and have First Nation and Tsleil-Waututh First Nation with provided Structure Protection Specialists members from the RCMP and West Vancouver and their crews with training for working Police Department. with and offering assistance to First Nations communities. »» British Columbia recognizes the importance of incorporating issues relating to diversity An EMBC strategic goal is “equitable »» and policing into its overall law enforcement emergency management for every person agenda. As a result, the Policing and Security in B.C.” and a strategic priority is to “engage Branch leads the Provincial Committee on in culturally appropriate ways to support the Diversity and Policing, which operates to distinct needs of all people.” enhance understanding, communications and participation between police and ethno- POLICING AND SECURITY BRANCH cultural minorities in B.C. The Committee is »» Police Services Division cost shares with Public composed of senior police officers, other law Safety Canada (48/52 percent) the provision enforcement partners, and representatives from of a dedicated policing service to many B.C.’s ethnic communities. First Nations communities in the province. As part of the Province’s annual delegation The goal of the First Nations Community »» grant to the Police Academy of the Justice Policing Service is to ensure that First Nations Institute of British Columbia to fund, recruit and communities receive policing services that advanced training, the Policing and Security are culturally sensitive and responsive to the Branch outlines specific deliverables and strategic particular needs of the communities and priorities for the fiscal year. For 2017/18, one that enhance the level of policing services deliverable of the delegation letter included the normally provided by the RCMP under the development of a mission and vision statement Provincial Police Service Agreement. Police that promotes and reinforces the themes of officers providing an enhanced service spend ethics and accountability, crisis intervention and 100 percent of their time policing the First de-escalation, as well as cultural competency Nations communities. Where possible, the and bias-free/fair and impartial policing concepts police officers assigned to a First Nations with a particular emphasis on vulnerable persons. community are Indigenous or are familiar with the culture and traditions of the First Nation. »» Work on provincial policing standards to Since 2014/15 there has been an authorized promote unbiased policing is underway and strength of 108.5 police members providing a public consultation process was held in an enhanced service to 132 First Nations March/April 2018, which included an online communities throughout B.C. through 55 feedback form and public submissions from Community Tripartite Agreements. Ten First organizations. A report of what was heard Nations communities within the Stl’atl’imx during the engagement was made public Nation receive service from a Designated in May 2018 and will further inform the Police Unit called the Stl’atl’imx Tribal Police development of policing standards. Service that provides culturally sensitive policing and law enforcement to participating
[ 24 ] 2017/18 REPORT ON MULTICULTURALISM »» In 2017, the branch launched a new course to English, Stroh Health Care offers sessions entitled British Columbia Fair and Impartial in several different languages including Policing (BC FIP) which aims to promote an Punjabi, Hindi, Cantonese, Mandarin, Korean, understanding of the science of implicit bias, Vietnamese and Spanish. Stroh Health Care how bias may impact decision making, and also welcomes translators into counselling to recognize and reduce its influence. To date, sessions, as a user-pay service. four sessions of the BC FIP Train-the-Trainer course have been delivered. Seventy-two STRATEGIC PUBLIC SAFETY INITIATIVES BC FIP facilitators have now been trained, The Province continues to fully participate providing all B.C. police agencies, the JIBC and »» in the National Inquiry into Missing and the RCMP in the province with access to BC FIP Murdered Indigenous Women and Girls. This instructors and training materials. The branch includes participation in community, expert continues to track the implementation of this and institutional hearings; coordinating initiative throughout the province. responses to requests for information/ »» As part of British Columbia’s Enhanced Traffic summons; and facilitating the creation of Enforcement Program, public awareness submissions to the National Commission, radio messages promoting the B.C. Chiefs of among other roles. Police’s targeted road safety campaigns are In addition to providing provincial leadership broadcast on multi-ethnic radio stations in »» on the National Inquiry, the Strategic Public Cantonese, Mandarin and Punjabi, as well as Safety Initiatives unit also oversees B.C.’s Family on the northern B.C. First Nations radio station, Information Liaison Unit (FILU). BC FILU is a to help combat impaired, distracted and provincial front-line victim service unit for high-risk driving. families of missing or murdered Indigenous women and girls—designed to assist them in ROADSAFETYBC accessing information they are seeking related »» RoadSafetyBC has created a comprehensive to the loss of their loved one. training program for new and existing staff. New employees are provided with an onboarding and orientation package that includes program-specific information and diversity training, which must be completed within the first 60 days of work. The branch also requires all supervisors to complete the Supervisor Development Certificate Program, which includes courses on discrimination prevention and appreciating diversity in the public service. »» The Responsible Driver Program is a remedial program for drivers with prohibitions related to drinking and/or drug use and driving. Every Canadian province and many jurisdictions throughout the world have similar programs and they have been shown to reduce the risk of repeat alcohol and/or drug-related motor vehicle collisions and convictions. British Columbia contracts with Stroh Health Care to deliver the program province-wide. In addition
2017/18 REPORT ON MULTICULTURALISM [ 25 ] A critical focus for the MCFD is working in partner- Ministry of ship with Indigenous communities to improve services and outcomes for Indigenous children, youth and families. Indigenous cultural training Children provided to staff encompasses cultural safety, and Family awareness, sensitivity and agility training. The ministry has made it its first strategic goal to Development address the overrepresentation of Indigenous children, youth and families in the child welfare MANDATE system. It also recognizes that issues associ- The primary focus of the Ministry of Children and ated with Indigenous peoples should not be Family Development (MCFD) is to support all chil- grouped in with “multiculturalism.” They see dren and youth in British Columbia – Indigenous 2 their work around reconciliation and jurisdic- and non-Indigenous – to live in safe, healthy and tion associated with Indigenous child welfare nurturing families and be strongly connected as consistent with the commitment to the UN to their communities and culture. The ministry’s Declaration on the Rights of Indigenous Peoples approach is to deliver inclusive, culturally respectful, ( https://tinyurl.com/yb8w8ozm ) and the minis- responsive and accessible services that support the try’s commitment to working together with well-being of children, youth and families in B.C. Indigenous peoples to improve outcomes.
The ministry delivers on its mandate through The ministry has refocused its strategic priori- approximately 4,825 ministry staff working in ties and actions, taking into consideration a partnership with Delegated Aboriginal Agencies, number of reports and recommendations made Indigenous service partners, approximately 5,400 to the ministry, including Grand Chief Ed John’s contracted community social service agencies report: Indigenous Resilience, Connectedness and and foster homes, as well as cross-government Reunification – From Root Causes to Root Solutions and social-sector partners. The ministry is also ( https://tinyurl.com/y7d5xw6s ) and the Truth responsible for a number of provincial services, and Reconciliation Commission Calls to Action such as youth custody, youth forensic psychiatric ( https://tinyurl.com/phhrhf8 ). Efforts have been services, services for deaf and hard of hearing redirected towards reconciliation, prevention, children and youth, and the Maples Adolescent cultural connections, child care and early years Treatment Centre and Complex Care Unit which services, youth transition to adulthood, and supports youth who have mental health concerns supports that help families to stay together. The or troubling behaviour. ministry continues to respond to the priorities identified to achieve its long-term vision that EXECUTIVE COMMITMENT children and youth live in safe, healthy and TO MULTICULTURALISM nurturing families. The ministry embraces cultural diversity in the workplace through a commitment to providing KEY PROCESSES, POLICIES programs, training and services that support a AND STRUCTURES IN SUPPORT culturally safe, sensitive and competent approach OF MULTICULTURALISM to building relationships and to how it supports children, youth and families. »» Collectively, ministry staff throughout B.C. speak over 60 different languages and represent over 80 different cultures, and the 2 In this document, the terms “Indigenous” and “Aboriginal” ministry embraces this diversity as part of our refer to Inuit, Métis and First Nations. We acknowledge that these terms are not all-inclusive and the use of them are not corporate culture. intended to exclude any group.
[ 26 ] 2017/18 REPORT ON MULTICULTURALISM »» B.C. has 24 Delegated Aboriginal Agencies HIGHLIGHTS OF INITIATIVES throughout the province, delegated at various CULTURAL ENHANCEMENT WORK PLAN levels to deliver child welfare services. »» During the 2017/18 fiscal year, the Maples and Complex Care Unit has worked on the TRANSLATION SERVICES four goal areas in its Cultural Enhancement »» Access to translation services helps to ensure Work Plan: Policy, Training, Culturally Safe that families from different cultures can Worksites and Indigenous Recruitment and fully communicate their needs. The ministry Retention. They developed a two-day training continues to increase our translation capacity module for staff on the history of Indigenous so that language is not a barrier in accessing people in Canada and cultural agility, our services. reviewed hiring practices, and collaborated with the Indigenous communities to guide Brochures, like the Early Childhood »» non-Indigenous staff in their work with Developmental Wheels, are printed in Indigenous youth and families. different languages – Chinese, Korean and Farsi – and staff are working with the Burnaby PARTNERSHIPS Neighbourhood House volunteer translators to Every year, the ministry is doing more and is translate these wheels into Arabic. achieving greater collaboration with its Indigenous »» Brochures on Autism, Family Support Services, and multicultural partners to find more and better and Children and Youth with Special Needs ways to keep children and youth living safely with have been translated into three languages: their families and in communities. Here are some Chinese, Arabic and Punjabi. This information of our partnerships with other organizations that is included in orientation packages that are have supported multiculturalism: mailed out to families and shared with other The Falcon Program in Kamloops – led by service delivery areas. »» MCFD, in partnership with the Boys and »» Autism Information Officers provide support, Girls Club, School District #73, MCFD, The information and referral services to individuals Royal Canadian Mounted Police (RCMP) and with autism, as well as their families and the Thompson Rivers University – meets the service providers who support them. Services therapeutic needs of children who have are provided in English, Cantonese, Mandarin, difficulty managing in traditional academic Punjabi and Tagalog. settings. The program provides trauma- informed and culturally safe opportunities for INTERNS children five to nine years of age (half of whom are Indigenous) who have had adverse life The B.C. Government’s Indigenous Youth »» experiences and events. In the program, they Internship Program (IYIP) provides unique learn to self-regulate, develop coping/life skills, employment experiences for Indigenous and feel good about themselves. youth. Over the past 11 years, the ministry has employed an average of four Indigenous »» The Youth Forensic Psychiatric Services’ interns per year. It is aiming to double the (YFPS) new building in the interior region is average and currently has submitted 12 a multicultural site with Indigenous-themed proposals to the IYIP to match and host interns rooms and décor. Westbank First Nations for the upcoming year. Interns are involved in (WFN) band consulted with the designers on various positions; for example, an Aboriginal correct language and terminology for the new Youth Intern at the Maples and Complex site and smudged the new site before YFPS Care Unit has been integral to the diversity moved in. and inclusion of Indigenous youth voices in the organization.
2017/18 REPORT ON MULTICULTURALISM [ 27 ] »» MCFD’s Child Welfare, Innovation & Indigenous »» In the Cariboo LSA, dialogue with Chief and Policy Branch co-leads the Indigenous Council is ongoing, leading to better planning Employee Network – a cross-government for Indigenous children and youth in care, network with monthly gatherings for increased focus on preserving Indigenous Indigenous employees. families, and better collaboration with Indigenous communities. »» The Indigenous Recruitment & Cultural Safety branch facilitated a Change-Makers Forum »» Across the province, MCFD is in regular discussion in Comox to support a community model of with community agencies to identify programs cultural diversity and inclusion. Their Cultural that will respond to and meet the needs of Safety Innovation Circle is a partnership with newcomer families. Through partnerships the Tsow-Tun Le Lum Society, B.C. Government with multicultural agencies, MCFD is better and community non-profit organizations able to respond to the changing needs of our supporting inclusion and diversity; they diverse communities. co-created a model of action towards cultural MCFD also made presentations to newcomer and safety through conversations on cultural »» refugee parents around issues such as abuse and awareness, sensitivity, agility and safety. neglect, duty to report, and services for children »» Cariboo Local Service Area (LSA) partnered and youth with special needs. For example, staff with Denisiqi Services Society, the local in Kamloops held Duty to Report sessions with Delegated Aboriginal Agency, to meet the Kamloops Cariboo Regional Immigrants with Chief and Council of each of their five Society for newcomers to Canada. Indigenous communities to review children The South Island Service Delivery Area (SDA) and youth in care and to discuss culturally »» continues to work closely with the Victoria appropriate services. Intercultural Association (ICA) and runs a »» Autism Information Officers attend the psychoeducational parent group with them. following parent support groups to provide The ministry also works closely with the Victoria support and to present information about Immigrant and Refugee Centre Society (VIRCS) Autism Information Services B.C.: community services and, in particular, their ºº Filipino Parents with Special Needs mental health navigator, and continues to consult Children Group; with schools, agencies and its fellow Child and Youth Mental Health (CYMH) teams and supports ºº Chinese parent support groups (attending them in utilizing translators when necessary. programs through the Developmental
Disabilities Association and Chinese TRAINING Christian Mission); and Ministry staff participated in various cultural compe- ºº Reach Child and Youth Development tency training offerings, including: Society Punjabi-speaking parent San’yas Indigenous Cultural Safety training, support group. »» delivered by the Provincial Health Service »» In the Gold Trail LSA, a gathering – P’án’tlhkalh Authority (PHSA), is offered in three streams: Ita Tmicwsa i Skelkekla7lhkálha (Returning to Child Welfare, Core Mental Health and Youth the Land of our Relatives Family Gathering) Justice. In total, ministry staff have completed – took place in the summer of 2017. This 4,908 hours of training in these streams: gathering welcomed home children in care ºº Indigenous Child Safety (PHSA) throughout the province and is part of the = 331 participants ongoing partnership and collaboration with the St’at’imc Nation. ºº Core Mental Health (PHSA) = 44 participants ºº Youth Justice (PHSA) = 34 participants
[ 28 ] 2017/18 REPORT ON MULTICULTURALISM »» “Building Bridges through Understanding the »» Staff at the Fort St. John office spent two Village,” developed and delivered within the days with Doig River First Nations Elders and ministry, is an experiential course which offers community members to learn more about their an opportunity for participants to explore specific culture, including a walk on the land. the effects of colonization on Indigenous children, youth, families and communities, to ONGOING MULTICULTURALISM INITIATIVES understand traditional Indigenous ways and A number of internal activities regularly occur and values, and to become part of the healing support multiculturalism: that is happening. Last year, 618 participants The Maples and Complex Care Unit contracted completed this training, for a total of 5253 »» with four elders and integrated them into hours of training. various aspects of work. The elders were »» As part of its reconciliation dialogue sessions, available to youth and staff in every program for 250 leaders have participated in guided consultation, support and cultural events. workshops about leading reconciliation In the Complex Care Unit, the ministry’s within MCFD. 1500 hours of training have »» Aboriginal Outreach Clinician began conducting been provided. meetings in a Circle process as a way to practice »» 200 hiring managers were oriented to the in a culturally safe way. The Circle process brings Indigenous Recruitment & Retention eGuide, the right people together to collectively plan, the Cultural Self-Assessment Tool, and the make decisions, and commit to actions that Public Service Agency Indigenous Relations ensure the well-being of Indigenous children, Behavioural Competencies – to support the youth and families. recruitment and retention of Indigenous In response to diverse urban Indigenous employees through culturally safe and wise »» populations in South Fraser SDA, a STAR Elder practices, and to improve the culturally started attending Surrey Family Court to support relevant and meaningful services available families, as well as social workers, in child to Indigenous children, youth, families protection proceedings. Under the guidance and communities. 700 hours of training and support of the STAR Elder, families are being have been provided. encouraged to advocate for themselves in a »» Cultural Agility Workshops have supported culturally supportive environment. service delivery staff in their awareness, Throughout the year, the ministry celebrates sensitivity and ability to respond appropriately »» and recognizes statutory events like National when engaging with Indigenous children, Indigenous Day on June 21, with activities and youth, families and communities. discussions to foster better appreciation and »» Staff in the Cariboo LSA attended cultural understanding of Indigenous communities. For events and cultural camps in the communities; example, an event was held in the Surrey-Delta medicine hikes in the mountains; and the area in collaboration with the Fraser Regional Tsilhqot’in Chiefs exoneration event. Aboriginal Friendship Centre and the City of Surrey. This celebration included traditional arts The Child Welfare and Adoptions training »» and crafts, singing and drumming, face painting, programs curriculum was revised to games, a community BBQ and feast, and solo incorporate numerous lenses of practice in and group dance performances from several relation to different cultures. This includes bands and upcoming artists. Community cultural safety, with a view to recognizing groups and service providers also set up their that each child, youth and family is unique information booths to provide information and and therefore requires an individually tailored to generate awareness on the issues impacting approach to service delivery. the community at large.
2017/18 REPORT ON MULTICULTURALISM [ 29 ] »» A program called Strength Through Aboriginal »» Drum making and drum painting workshops Resourceful (STAR) Elders was developed in the for staff and clients were hosted at the South Fraser SDA. At STAR, Indigenous Elders Burnaby Outpatient Clinic. empower urban Indigenous children, youth and South Fraser has established the Multicultural families to see the strength and virtues within »» Family Preservation Program through OPTIONS themselves. They assist families and MCFD staff Community Services. The main languages in seeking solutions and guiding meetings, spoken by the counsellors are Punjabi, Mandarin, such as Family Case Planning Conferences and Cantonese, Tagalog and Arabic. The program Family Group Conferences. They also provide became operational in late January 2018. cultural teachings to sensitize the front-line social workers and administrative staff to the socio-cultural needs of the Indigenous ILLUMINATING THE JOURNEY AT THE MINISTRY community, to help them understand the OF CHILDREN AND FAMILY DEVELOPMENT: historical trauma that Indigenous communities INDIGENOUS RECRUITMENT & CULTURAL SAFETY in Canada have experienced, and to find ways We are being called to a journey – a journey to heal and reconcile with our colonial past. towards cultural safety. This call is echoed through This program was a regional finalist for the 2017 the Truth and Reconciliation Commission’s Calls to Premier’s Awards. Action, Grand Chief Ed John’s Report on Indigenous »» The ministry’s contracted agencies continue Child Welfare in B.C., and the United Nation’s to hire staff with a focus on the cultural and Declaration on the Rights of Indigenous Peoples. language needs of the Tri-Cities communities. It is a call that is seen, heard and felt – a call that North Fraser SDA is developing additional places us on a journey with both ourselves and youth services and additional child and youth others. On this journey, we can picture ourselves mental health services that will consider in a canoe, where we are responsible for our own meeting Indigenous cultural needs. paddle and also responsible to our team as we work together to navigate our canoe through the »» The Indigenous Social Policy & Innovation landscape. Throughout our journey, we can see team hosted a Cultural Safety Learning & our ancestors behind us, reminding us to keep Awareness event throughout the month the best of ourselves throughout our journey. We of February 2018. This event included an can see our ancestors around us, encouraging interactive art installation that visually us to develop a rhythm together. We can see our represented the values that support culturally ancestors in front of us, beckoning us to the shores safe workplaces. of cultural safety to celebrate together. »» In the East Fraser SDA, MCFD’s Punjabi- speaking clinicians provided “Chat and Chai” The Indigenous Recruitment & Cultural Safety groups at a local middle school, information Team with the Ministry of Children and Family sessions about mental health at a local Sikh Development is there to support our staff through temple, and worked with the South Asian the journey towards cultural safety. Located in the Community Resource Office to provide Talent Management Branch within the Finance educational sessions about mental health for and Corporate Services Division, the team’s goal Punjabi-speaking families and youth. is to increase Indigenous employee representa- tion and cultural safety within MCFD through the »» Youth Forensic Psychiatric Services Outpatient promotion of an Indigenous worldview, relational Clinics and the Inpatient Assessment Unit practice and Indigenous innovation. received funding to purchase Indigenous books, crafts, music (drum), artwork (commissioned pieces and visual arts), maps and books on First Nations languages and territories.
[ 30 ] 2017/18 REPORT ON MULTICULTURALISM By doing so, the team supports and contributes BURNABY YOUTH CUSTODY SERVICES to the development of culturally relevant, mean- WORKED WITH A KENYAN FAMILY AND THEIR ingful and safe services for Indigenous children, SON WHO WERE NEWCOMERS TO B.C. youth, families and communities. TK was a 17-year-old male who came to B.C. with In 2017/2018, the Indigenous Recruitment & his family as a refugee at the age of three. The Cultural Safety Team created and provided a family led a tumultuous life and experienced many variety of guides, tools and learning experiences hardships while in Africa, having left Kenya and to support MCFD staff to feel prepared: moving from village to village in the Congo region before arriving in B.C. While TK spent time in »» Indigenous Recruitment & Retention custody, he was disconnected with his family and eGuide for Hiring Managers and Supervisors siblings. He also felt disconnected with his culture ( https://tinyurl.com/yam89ack ) and language. He was trying to make reparations »» Cultural Self-Assessment Tool for Supervisors with his family and wanted to pursue connecting and Teams ( https://tinyurl.com/y7j2sv22 ) with them again in the hopes of rebuilding their relationship, as he wanted to become a better son. »» Building Bridges Towards Understanding the Village experiential workshops During his attendance in the Healthy »» Indigenous Recruitment and Retention: Relationship program, he presented as arro- Exploring the Journey workshops gant and entitled. He was demanding, and he expected others to do work for him. We worked »» Reconciliation Dialogue and Cultural Agility with him to build trust and connected with his workshops family to offer them the same support. During »» Beginning the Indigenous Identities, Cultures our one-to-one visit, TK shared his experiences and Rights Training Project with his family and conveyed his goals and dreams. He began to open up about the atroci- The team has had the honour of visiting MCFD ties and violence he witnessed and endured in staff across the province, travelling to service Africa and the traumatic life he led. delivery areas, and hosting and facilitating events and workshops for leadership, service After several one-to-one visits with him, we delivery staff and community. From Fort St. John worked on his personal goals and achievements. to Smithers, Campbell River, Victoria, the Lower He expressed a desire to speak his language with Mainland, Kelowna, Castlegar, Prince George and someone, as he really missed it, and had no one places in between, the Indigenous Recruitment to talk to while in custody. He was connected & Cultural Safety team has connected with and with a support worker from his community who provided learning opportunities and individual- not only spoke his language, but also under- ized support for close to 1,500 staff in 2017/2018. stood his culture and experiences in Africa. The team’s guides, tools and learning experiences offer an invitation to explore possibilities that will TK received regular visits from the support worker support personal intentions, shared responsibility and was able to speak in his language and receive and tangible actions to support cultural safety counselling during the visits. TK felt appreciative and reconciliation. of having this opportunity and felt good after each visit. He also felt cared for and valued as a We invite everyone to become change-makers: person. He felt this was the only time that he was to transform policy, practices and processes able to be himself. Speaking in his own language through appreciative inquiry, openness and was a start in helping him to reconnect with his curiosity. Come join us on the journey: walking culture and with his parents and siblings. together, celebrating culture.
2017/18 REPORT ON MULTICULTURALISM [ 31 ] In collaboration with the Rick Hansen Foundation, Ministry of the ministry is also exploring ways to develop new accessibility standards for citizen-facing government offices as part of the government’s Citizens' Services commitment to Building a Better B.C. for People MANDATE with Disabilities by 2024. The Ministry of Citizens’ Services is focused on providing key services that British Columbians Provincial connectivity is a powerful socio- depend on and creating opportunities for commu- economic enabler, providing the foundation for nities and businesses to benefit from government’s digital opportunities throughout B.C. High-speed purchasing power. The ministry is continuing to Internet provides further access to education and support government’s three key commitments: to health services, grows local economies, and helps make life more affordable for people; to deliver the people to stay connected. The ministry is part- services that British Columbians count on; and to nering with federal and local governments in rural build a strong, sustainable, innovative economy and Indigenous communities to ensure that local that works for everyone. digital infrastructure is affordable, accessible and business-friendly. Connectivity also plays an impor- The Ministry of Citizens’ Services is the face of tant role in the ministry’s support of the United government, with 62 Service BC offices that Nations Declaration on the Rights of Indigenous provide front-line support to residents, businesses Peoples by increasing opportunities to access and and visitors. The ministry also supports the func- participate in the digital economy. tion of government – procuring products and services; managing provincial property; overseeing KEY PROCESSES, POLICIES government records and access to information AND STRUCTURES IN SUPPORT legislation, policy and practices; and delivering OF MULTICULTURALISM the information technology infrastructure that The Ministry of Citizens’ Services has a diverse provides citizens with secure public services multicultural employee base that embraces the and ensures that staff can help people to access strength found in their diversity. programs and services. Employees across the ministry speak more than EXECUTIVE COMMITMENT 33 different languages, including Akan, Albanian, TO MULTICULTURALISM Bosnian, Cantonese, Croatian, Czech, Danish, The Ministry of Citizens’ Services embraces the Dutch, Farsi, Filipino, French, German, Greek, rich multicultural diversity of its employees and Guyanese, Hindi, Hungarian, Italian, Jiangxi, Malay, the people of British Columbia. The ministry is Mandarin, Nepali, Portuguese, Punjabi, Romanian, committed to providing citizens in urban, rural Russian, Serbian, Spanish, Swahili, Swedish, Tagalog, and Indigenous communities with better access to Telugo, Urdu and various First Nations dialects. services; greater accessibility options; the highest quality service experience possible; and the Service BC offices regularly welcome new residents ability to participate in the design or delivery of as their first stop in accessing B.C. Government these services. services, such as medical care, driver licensing and identification. Located in 62 communities across The Real Property Division supports ministry clients the province, Service BC is diverse in both the citi- in building and designing spaces to meet the zens it serves and its workforce. Staff are hired and needs of citizens and employees. This past year, trained for their friendly and professional customer the ministry was involved in constructing a healing service skills and they recognize the importance of room for use by First Nations clients in the treat- a strong multicultural community. ment centre at 255 East 12th Avenue in Vancouver.
[ 32 ] 2017/18 REPORT ON MULTICULTURALISM With many different cultures and backgrounds, The ministry’s Corporate Services Division has several Service BC staff are fluent in multiple continued to build on the Co-op Connect languages and provide translation assistance to program, incorporating the continuous feedback citizens who may not speak English. Collectively, from co-op students following their work term. Service BC staff speak Greek, Dutch, Spanish, The ministry has welcomed 43 co-op students, Punjabi, Italian, Czech, German, Filipino, French, including a number of international students from Hindi and Mandarin. As well, digital signage is countries such as China, India, Nigeria and Brazil. displayed in each Service BC office, welcoming citizens in 10 languages including English. In 2017/2018, Service BC continued to acknowl- edge the importance of multiculturalism by The Service BC Contact Centre provides translation working with a variety of local community organi- services in 110 different languages and responds zations and government agencies to find the best to calls and e-mails from citizens, landed immi- programs and services to fit citizens’ needs. Service grants and temporary visitors who need access to BC staff are engaged in a variety of multicultural government services. Staff are trained to work with activities throughout the year. Although not translators to help understand the caller’s request exhaustive, the list below offers examples of these and assist them to quickly find the right govern- activities at the community level: ment program(s). »» In Vernon, staff took part in Bollywood 2018 – with Bhangra dancers and a live DJ – which HIGHLIGHTS OF INITIATIVES brought people from the community together Ministry executive are invested in building a while raising money for the local Family corporate culture that embraces the strength Resource Centre. of diversity and focuses on collaboration and learning from each other. The ministry hosts an »» The Smithers Service BC office welcomed employee annual learning and development an employee through the Indigenous event with one of the key focus areas being Youth Internship Program who worked with diversity and inclusiveness. The 2017 agenda Indigenous youth across the province to featured sessions focused on gender diversity identify barriers to accessing provincial services in the workplace; supporting transgender, non- and co-facilitated a session at the 2018 Unified binary and two-spirit staff and clients; cognitive Aboriginal Youth Collective in Parksville. biases that impact decision making; and engaging In the community of Prince George, all generations in the workplace. Employees were »» Service BC works with the Immigrant and able to learn from others, share their own experi- Multicultural Services Society, a non-profit ences, gain valuable insight, and develop ways in agency providing settlement and integration which they can create a more inclusive workplace. services throughout Prince George and the The ministry continues to support building northern region of B.C. Prince George, like employee capacity and knowledge of the unique many cities across Canada, has become home and diverse communities and citizens of B.C. for many Syrian refugees. Recently, the Prince George Service BC staff assisted a refugee Creating a public service that reflects the demo- and client of the Immigrant and Multicultural graphics of the province, along with the desire to Services Society to become an ICBC-approved integrate students or recent graduates, are two of translator. Many Syrian refugees have the key drivers of the ministry’s growing student benefited from this new service, increasing engagement program and activities. accessibility in this community. »» In Revelstoke, Service BC staff volunteer for the Revelstoke Multicultural Society Annual Carousel of Nations celebration.
2017/18 REPORT ON MULTICULTURALISM [ 33 ] »» Recognizing the need to further expand services to B.C.’s diverse communities, Service Ministry of BC increased its partnership with Social Development and Poverty Reduction (SDPR) in fiscal 2017/2018. Through this partnership, Education 14 offices were modernized and integrated. MANDATE In these locations, Service BC can now better The Ministry of Education places student success serve citizens seeking SDPR services, including at the centre of its mandate, by continually focus- new immigrants requiring assistance in their sing on improving results and ensuring equity of transition to Canadian citizenship. access and outcomes for all learners. The ministry’s mandate is to develop the “educated citizen,” which Australia, Austria, Brazil, Canada, China, England, is defined as the intellectual, human, social and Germany, Ghana, Hong Kong, Hungary, India, career development of students. The ministry works Ireland, Malaysia, Nigeria, Philippines, Poland, together with school districts, communities, libraries Portugal, Russia, Scotland, Slovakia, Slovenia, and other partners to create a solid education foun- Syria, Taiwan and Wales. It reads like an itinerary dation for the upcoming generation of B.C.’s citizens. for an around-the-world adventure. These coun- tries of origin, however, represent the cultural EXECUTIVE COMMITMENT diversity of the staff working in the Real Property TO MULTICULTURALISM Division within the Ministry of Citizens’ Services. The Government of British Columbia is committed to recognizing and honouring the diversity of all Through some creative ideas, a small team found citizens of the province. Diversity amongst people a way to visualize their group’s diversity and is one of the most prominent features of our society make it a central focus of the branch’s strength. and our schools. A world map was created, and photographs of all staff members were taken and posted to Over the years, B.C. has made an increasing the map, linking them to their place of birth commitment to a school system, with teaching and and a brief family history and background. The operational practices, that honours diversity and hope is to share more personal stories, and the promotes human rights. The Ministry of Education – journey it’s taken for people to get to where they and all boards of education and independent school are today – sharing, working and living on the authorities – are committed to ensuring that every traditional territories of the Coast Salish Peoples. student across B.C. has the same learning opportuni- ties, no matter their background or the community in which they reside. The ministry works to enhance respect for all cultures throughout the school system. Ministry staff are united in their commit- ment to expanding success within the school system, for students of all cultures, and to promote, through our curriculum and related resources, global and cultural understanding.
The ministry continues to work closely with Indigenous peoples’ organizations, such as the First Nations Education Steering Committee (FNESC) and the First Nations Schools Association (FNSA), to ensure that Aboriginal perspectives are an integral part of everything it does, for the benefit of all students.
[ 34 ] 2017/18 REPORT ON MULTICULTURALISM The school system strives to create and maintain The ministry provides supplemental funding to learning conditions that foster success for every boards of education to enable school districts to student and that promote fair and equitable treat- provide necessary supports and services to school- ment for everyone. These conditions include: age students who need language development assistance. In the 2017/18 school year, the Ministry Equitable access and participation in »» of Education provided supplemental funding to quality education. 66,283 students who required additional language »» School cultures that value diversity and development support. The Ministry of Education respond to the varied social and cultural needs also provides learning resources to school districts of the communities they serve. to assist educators in meeting the needs of students who require additional language devel- School cultures that promote understanding of »» opment support. These resources are updated others and respect for all. regularly. This year, school districts are field-testing »» Learning and working environments that the recently revised ELL Standard document. are safe and welcoming – and free from The following documents for English Language discrimination, harassment and violence. Learning (ELL) are available on the Ministry of Education website: »» Decision-making processes that give a voice to all members of the school community. »» ELL Students: A Guide for Classroom Teachers ( https://tinyurl.com/yactoggg ) Policies and practices that promote fair and »» – This guide supports K – grade 12 classroom equitable treatment. teachers who have had limited experience working with ELL students. KEY PROCESSES, POLICIES AND STRUCTURES IN SUPPORT »» ELL Students: A Guide for ELL Specialists OF MULTICULTURALISM ( https://tinyurl.com/ycedtgbs ) Multiculturalism recognizes and values the ethno- – This guide is aimed at ELL specialists, cultural diversity of our society. It acknowledges including district consultants, school-based and values diverse ethnic heritages, and as well teachers and itinerant teachers who work with appreciates and incorporates diverse approaches students at several different schools. to learning and working environments. »» ELL Standards ( https://tinyurl.com/y7yke4kp ) – This resource provides descriptors of It is important to note that Aboriginal Peoples (First language proficiency in reading, writing Nations, Métis and Inuit), as the original inhabitants and oral language, and supports educators of Canada, distinguish their cultural status from to plan and deliver relevant instruction and the broader definition of Canada’s cultural mosaic assessment of ELL students. acknowledged in the concept of multiculturalism. »» ELL Policy and Guideline ENGLISH/FRENCH LANGUAGE LEARNERS, ( https://tinyurl.com/yavh8atz ) NEWCOMERS TO BRITISH COLUMBIA, CHILDREN – This document provides policy and guidelines AND YOUTH FROM REFUGEE BACKGROUNDS to school districts in the delivery of ELL The Province is committed to supporting all services to students. students in achieving the expected learning ELL Planning Tool outcomes of the provincial curriculum. This »» ( https://tinyurl.com/ycleuwwe ) includes students who require additional – This tool is used to facilitate planning language development support either in English processes and to determine the instructional (in all school districts) or in French (in the Conseil support needs of ELL students with diverse Scolaire Francophone). learning abilities.
2017/18 REPORT ON MULTICULTURALISM [ 35 ] English Language Learning supports, and services Through legislation and policy, the Ministry of are designed to further the intellectual, social Education supports cross-cultural awareness and and career development of students; to help respect, both within the organization and across them experience and affirm a sense of self-worth, the school system. The diversity of our province rooted in pride in their heritage; and to develop an is reflected in our education system. The system understanding of the similarities and differences also models and promotes flexibility to respond to between students’ home culture and the values diverse cultural needs and the courage to speak and culture of their local school and community. out against discrimination.
Diversity in B.C. Schools: A Framework HIGHLIGHTS OF INITIATIVES ( https://tinyurl.com/ybqajmjg ) outlines the over- ONGOING EXTERNAL INITIATIVES arching goals of British Columbia’s school system ERASE Bullying Strategy – The ministry continues to with respect to multiculturalism. Goals or purposes support and enhance the ERASE Bullying Strategy, both for multiculturalism and for Aboriginal a comprehensive prevention and intervention Peoples include: initiative designed to promote positive mental health, foster school connectedness, and address Developing a cross-cultural understanding to »» bullying and other harmful behaviours in schools. create sensitivity to and respect for differences. All 60 school districts are required to have in »» Eliminating racism – addressing the effects place school Codes of Conduct – the content of historic, organizational, systemic and and conduct expectations in all codes must meet attitudinal racism by: the provincial standards set out in the Provincial ºº Working to create an awareness of racism. Standards for Codes of Conduct Order. Everyone in the school system is expected to live up to the ºº Educating people about what they can do conduct standards set out in their school codes, about racism. including respecting the rights of all individuals ºº Developing policies and strategies that as expressed in the Canadian Charter of Rights take action against racism. and Freedoms, the B.C. Human Rights Code and the School Act. »» Eliminating systemic and attitudinal barriers that prevent full and equitable participation The ERASE Bullying Strategy includes a comprehen- in community services, employment and sive five-year training program for educators and education: community partners – to date, more than 17,000 ºº Systemic barriers such as policies and have been trained across the province. A key goal practices that intentionally or unintention- of the strategy is to ensure that every child feels ally exclude, limit and discriminate against safe, accepted and respected, regardless of their individuals and groups. gender, race, culture, religion or sexual orientation. ºº Attitudinal barriers that create an environ- The ERASE website, launched in November 2012, ment where people may act out their continues to provide resources, tools and tips for prejudices, assumptions and biases. parents ( www.erasebullying.ca ). As part of the ERASE Bullying Strategy, government launched »» Developing culturally responsive services to a reporting tool for students to report concerns meet the changing needs of the communities anonymously ( www.reportbullyingbc.ca ). The tool they are intended to serve, rather than provides a safe place to report bullying or other expecting clients and consumers to adapt to safety issues using technology that students are prescribed services as they exist. using every day, and more than 1100 incidents have been reported to date. The reporting tool is currently available in English and French to students in both public and independent schools.
[ 36 ] 2017/18 REPORT ON MULTICULTURALISM DIVERSE LEARNING OPTIONS The ministry supports the establishment of Consistent with the calls to action of the Truth French education programs in school districts and and Reconciliation Commission of Canada, the administers a number of cross-Canada student Ministry of Education continues to demonstrate its exchange programs that promote language and commitment to establishing a new and respectful cultural learning. relationship between Aboriginal and non- Destination Clic (grades 8 and 9): Aboriginal people. These respectful relationships »» Francophone students are immersed in are at the root of several of the recommenda- French language and culture on university tions provided in the November 2015 report on campuses in Ontario, Quebec or New Aboriginal education by British Columbia’s Office of Brunswick for three weeks during the summer. the Auditor General. »» British Columbia/Quebec Exchange The ministry supports partnerships between Program (grades 10 and 11): Each fall, school districts and First Nations communities French Immersion or Francophone program to develop language curriculum documents for students and their families welcome Quebec First Nations language study within the public students, with whom they were matched, school system. To date, 17 First Nations language into their homes. For three months, the curriculum documents have been approved for British Columbian and Quebec students addition to the K-12 curriculum, and additional attend school and participate in local documents are currently in development. The activities together. In late January, B.C. ministry is providing network advice and technical students travel to Quebec. They spend expertise to the First Nations Education Steering three months there living with the Quebec Committee for the Internet Connectivity Project for students they hosted (and their families), all First Nation Schools funded under the Tripartite attend school, and experience Quebecois Education Framework Agreement. culture. Participating students receive credit towards graduation. To complement these efforts, the ministry also Explore (grade 11 and up): Students are works with Indigenous and Northern Affairs »» immersed in French language and culture Canada and the FNESC to help build capacity for five weeks on university campuses across in both the First Nations school system and the Canada. Participating students receive credit provincial public education system. By imple- towards graduation. menting the Tripartite Education Framework Agreement (TEFA), the ministry has extended »» Odyssey (requires one year of post- provincial exam program access to First secondary): Participants work full time as Nations schools and continues to work with language assistants in classrooms across First Nations regarding the intent to award the Canada, teaching English to Francophone province’s Dogwood Graduation Certificate to students, or French to English-speaking students graduating from non-independent First students. Participants gain teaching Nations schools. experience, while being immersed in the local language and culture. Host teachers and One of the ways the Ministry of Education learners benefit from having a native speaker promotes the richness and importance of multicul- of whichever official language is being taught turalism is by making it mandatory for all students in the classroom. to learn a second language from grade 5 to grade 8. Moreover, the ministry works closely with the Government of Canada to support educa- tion in French and French language learning in the province.
2017/18 REPORT ON MULTICULTURALISM [ 37 ] The ministry supports free and equitable access »» The ministry encourages the efforts of to public library services across British Columbia school districts and independent schools as a key mandate under the Library Act and our that annually send groups of students to strategic plan. Through the Libraries Branch, the study and participate in academic, sporting ministry continues to work with library partners, and cultural events and programs in including the BC Library Trustees Association, the other countries. BC Library Association, and Public Library InterLINK, The ministry’s International Education Branch to assist libraries in building strong multicultural, »» supports three scholarship programs that inclusive, multi-lingual and culturally sensitive assist multiculturalism, by promoting foreign collections, resources and programs, as well as language study among students, facilitating staff and trustee training on multicultural aware- study and teach abroad opportunities for ness and inclusion. This past year, the ministry students and teachers, and encouraging partnered with the BC Library Association to international students to study here at both improve accessibility of the Summer Reading the K-12 and post-secondary levels. Club ( https://tinyurl.com/ybleevp7 ) through promotional materials in more languages The Ministry of Education supports a number of and an American Sign Language video. early learning initiatives, including StrongStart BC NewToBC ( https://tinyurl.com/y7vhd93b ), and Ready, Set, Learn (RSL). managed through Public Library InterLINK, continues to provide key supporting materials »» StrongStart BC programs are daily drop-in for new immigrants, and the Library Champions programs for families and their children aged program ( https://tinyurl.com/yag7z7pk ) creates 0-5. These programs are often reported as strong community connections between being invaluable for newcomers to Canada newcomers and public libraries in the and those who speak languages other Lower Mainland. than English. StrongStart BC programs are required to British Columbia’s leadership on international »» use the British Columbia Early Learning education also enhances multiculturalism: Framework (ELF) as a guide for their »» Across the province, everyone benefits from programs. The ELF states that children’s the cultural diversity that the approximately learning experiences in the early years have 21,130 K-12 international students bring to our long-term implications for their whole lives. schools, communities and families. Children benefit from opportunities to build relationships, to learn about their own International education underscores the value »» heritage and culture and that of others, and for young people to become fluent in different to recognize the connection between their languages, to experience other cultures, and own actions and the wider world. These to develop skills in a variety of international activities help build the ethical foundation for competencies that contribute to B.C.’s respect social and environmental health and well- for and celebration of cultural diversity. being, now and in the future. British Columbia Certified Offshore Schools »» The Ready, Set, Learn (RSL) program supports are active in eight countries across four »» school and community-based events continents. These 45 schools, which provide that foster positive connections between a B.C.-certified high school education to families and the school system, as well as approximately 12,000 international students, with community agencies and other early regularly partner with our elementary and childhood services. A parent booklet, Ready, secondary schools to promote exchanges, Set, Learn: Helping your pre-schooler get ready short-term study opportunities and other for school, offers parents helpful tips and learning collaborations.
[ 38 ] 2017/18 REPORT ON MULTICULTURALISM easy and fun learning activities for three to »» Social awareness and responsibility involves five-year-old’s and is available to support the ability and disposition to cooperate these events. The booklet has been translated and collaborate with others, to consider into 13 languages and can be accessed the interdependence of people with the online from Ministry of Education web pages natural world, to resolve conflicts peacefully, ( https://tinyurl.com/ya5aoc8m ). to value diversity, to empathize with and appreciate others’ perspectives, and to create In association with B.C. Budget 2018, which »» and maintain healthy relationships within includes a strong focus on expanding early one’s family, community, society and the care and learning (ECL) services in B.C., natural environment. the Early Learning Team at the Ministry of Education is revising the Early Learning »» Personal awareness and responsibility Framework (ELF), which was originally created involves developing all aspects of personal in 2008. The aim of this revision is to ensure well-being, making ethical decisions and that the Early Learning Framework continues taking responsibility for one’s actions and to be current and relevant in guiding early how they impact themselves and others. learning programs and early learning professionals. Integrating new content As part of the curriculum redesign, concepts focused on supporting multiculturalism, related to multiculturalism are being embedded diversity and inclusion, as well as Indigenous throughout the curriculum. Social Studies and worldviews and perspectives is a key priority Physical and Health Education, in particular, have in this revision project. strong focuses on multiculturalism and diversity.
NEW EXTERNAL INITIATIVES One key part of the implementation of the new Curriculum Redesign – The Continuing Work – The curriculum will be to evaluate how it is inte- Province’s redesigned curriculum includes equity grated into classrooms and its effect on students, and inclusiveness as an underlying principle. through the Student Learning Survey (SLS). The These principles are also embedded in provincial SLS is administered to all students in grades 4, 7, assessment policies. 10 and 12, and contains a number of questions that measure student and system attitudes Central to the redesigned curriculum are the core towards a host of topics including diversity and competencies of communication, thinking, and multiculturalism. personal and social. Most relevant to multicultur- alism are the personal and social competencies The SLS is a regular and widespread source that include the abilities students need to thrive of information, as it relates to the school as individuals, to understand and care about environment, curriculum, learning processes, themselves and others, and to find and achieve achievement, satisfaction, and health and their purpose in the world, including: wellness. The ministry is currently developing a parent component of the SLS, intended to Positive personal and cultural identity »» engage parents from a variety of backgrounds involves the awareness, understanding and in the education of their children. The Student appreciation of all facets that contribute Learning Survey has now been translated into 17 to a healthy sense of oneself. It includes different languages. awareness and understanding of one’s family background, heritage(s), language(s), beliefs, perspective and sense of place.
2017/18 REPORT ON MULTICULTURALISM [ 39 ] The Ministry of Education continues to collect ONGOING INTERNAL INITIATIVES feedback on and to revise the provincial curric- As part of its ongoing commitment to raising ulum for grades 10-12, to provide more content cross-cultural awareness and respect within the related to multiculturalism. Multicultural-related organization, the ministry is striving to: themes and topics appear in Social Studies Attract, develop and retain a workforce that courses in grades 11 and 12. The Social Studies »» reflects British Columbia’s diversity. courses currently drafted, or those in progress, are designed to have students learn about content »» Embed the principles of diversity into the related to multiculturalism and diversity, as well as practices, policies and services of the ministry. having them consider worldviews and perspec- Remove barriers in our interactions with citizens tives different from their own. »» and within the public service. The ministry is working with FNESC, the Métis The ministry also continues its commitment to Nation of B.C., and other partners to establish becoming a truly inclusive employer that reflects the an Aboriginal Analytics Committee. The purpose diversity of the communities it serves. The ministry of the Committee is to collaborate on data and continues to support the work of the BC Teachers’ analytics that support improved Aboriginal student Council (BCTC), including their review of regula- outcomes. As part of the Committee’s work, joint tory standards. The BCTC has recently approved, in initiatives will be undertaken, such as enhanced principle, a revised set of Professional Standards for reporting on Aboriginal student outcomes. B.C. Educators that modernizes and strengthens the language regarding diversity and Indigenization. ASIA PACIFIC FOUNDATION »» The Ministry of Education awarded the Asia The revised Standards reflect that educators Pacific Foundation (APF) a sum of $250,000 contribute towards truth, reconciliation and healing, for the development of Asia-themed teaching acknowledging the history and contributions of resources and professional development First Nations, Métis and Inuit in Canada. Through the activities. This project intends to educate application of these Standards, educators contribute B.C. students on the socio-political and to a safe and inclusive learning environment that economic contexts of Asian countries, for the reflects the diversity of all students. Educators purpose of generating greater understanding honour the profession through their commitment and collaboration, as well as harnessing to these Standards. professional possibilities between B.C. citizens and Asian populations. This program will Bullying Awareness Day, also known as Pink Shirt ultimately help B.C. students to become more Day, is celebrated provincially each year, as well productive and informed global citizens. as within the ministry. On February 28, 2018, employees were encouraged to wear pink to The Foundation proposes to develop the »» promote the prevention of bullying. resources over a three-year period. Open School BC (OSBC) began working with APF The Orange Shirt Campaign – Every Child Matters on this project in May 2017. The first set of remembers the experiences of former students resources (two for grade 6 and two for grade of Indian Residential Schools and is committed to 9) will be completed in August 2018 and will ongoing reconciliation in Canada. Orange Shirt be available on APF’s website in fall 2018. Day is recognized annually at the ministry, and Following the launch of the first resources, all employees are encouraged to wear orange on OSBC will continue to work with APF to September 30. This day is a chance for employees develop additional resources for grades 10-12. to come together in the spirit of reconciliation and hope, for generations of children to come.
[ 40 ] 2017/18 REPORT ON MULTICULTURALISM NEW INTERNAL INITIATIVES 2017/18 The ministry is also taking steps to support the The ministry continues to strive to create a work- inclusion of LGBTQ2S (lesbian, gay, bisexual, force that is diverse with respect to employees’ transgender, queer, two-spirited) employees. A life experience, education, background and new guide was developed by the BC Public Service culture – to better reflect the diversity of Agency in early 2017 to support transgender students throughout the school system, their and gender diverse employees in the workplace. different views and experience, and to better This guide was promoted to all supervisors and respond to their needs. managers, via e-mail communications, as well as at leadership team meetings. It was also shared with The ministry remains committed to hiring all staff on the ministry intranet site. employees who reflect the diversity of our class- rooms and province. In 2017/18, the ministry In celebration of Pink Shirt Day 2018, the ministry hired four co-op students, under the age of 30, hosted a social media education workshop for staff. to fill short-term, project-based roles. Ministry employees attended the workshop to learn about current apps and social media trends, This helped the ministry to leverage the benefits how to promote independence in youth while of an age-diverse workforce and, in addition, protecting them from online dangers, and how some of the students came from diverse cultural “digital footprints” can impact future career and backgrounds, which added to an already post-secondary opportunities. diverse workplace. An outcome this past year includes: Social media The People and Workplace Initiatives (PWI) team education workshop provided to staff on Pink Shirt reports quarterly to ensure that all employees day – February 28, 2018. complete the mandatory Discrimination Prevention Workshop (half-day session).
The purpose of this training is to ensure that all ministry employees know the policies, proce- dures and definitions related to a respectful workplace. Necessary completion of this course is noted in the ministry’s onboarding procedures for new employees.
The Moose Hide Campaign, which is a grassroots movement of Aboriginal and non-Aboriginal Men standing up against violence towards women and children, was sponsored by an executive member in 2017.
This initiative was promoted throughout the ministry. Men within the ministry took this opportunity to show their support for the cause by wearing a moose hide pin and completing a fast, to raise funds for donation.
2017/18 REPORT ON MULTICULTURALISM [ 41 ] EXECUTIVE COMMITMENT Ministry of TO MULTICULTURALISM The EMPR executive remains committed to respectful, honest, trustworthy and ethical behav- Energy, Mines iour, and to diversity in all of its communications and actions. The executive ensures that policies, and Petroleum programs and decisions across government support the establishment of thriving and compet- Resources itive electricity, alternative energy, oil, natural gas, mining and mineral exploration industries MANDATE that are environmentally and socially responsible. The Ministry of Energy, Mines and Petroleum The current focus is on building awareness and Resources (EMPR) is responsible for British accountability for all by demonstrating cultural Columbia’s electricity, alternative energy, oil, acceptance and mutual understanding and by natural gas and related infrastructure, and the supporting ongoing dialogue. province’s mining and mineral exploration sectors. These sectors are made up of diverse interests that KEY PROCESSES, POLICIES explore for and produce oil, natural gas, coal and AND STRUCTURES IN SUPPORT other valuable minerals – and that develop elec- OF MULTICULTURALISM tricity generation, transmission and distribution EMPR is composed of staff who speak a wide variety infrastructure, clean or renewable energy sources, of languages. Some of the languages spoken in including biomass, biogas, hydrogen, geothermal, EMPR include: Afrikaans, Cantonese, Czech, Dutch, hydro, solar, ocean, wind and low-carbon transpor- English, Farsi, Filipino, French, German, Gujerati, tation fuels, and advance energy efficiency. Hindi, Italian, Japanese, Kwa-Kwa-la, Mandarin, Norwegian, Persian, Polish, Portuguese, Punjabi, Through teamwork and positive working rela- Russian, Spanish, Swedish, Taiwanese, Tagalog, tionships with its clients and stakeholders, the Toishenese, Ukrainian and Yoruba. ministry facilitates thriving, safe, environmentally responsible and competitive natural gas, oil, Employees bring a diverse range of cultures, energy and mining sectors in order to create jobs languages, experiences and backgrounds to their and economic growth in communities across roles. This helps to enrich the corporate culture, to the province. inform the work, and to better meet the expecta- tions of citizens of British Columbia. Different In fulfilling its mandate, the ministry consults with cultures represented in the ministry include: other ministries and levels of government, energy Austrian, British, Chinese, Dutch, East Indian, Fijian, developers and marketers, regulators, mineral Filipino, French-Canadian, Hindu, Irish, Italian, exploration and mining companies, Indigenous Japanese, Korean, Kwa-Kwa-la, Norwegian, Persian, people, communities, environmental and industry Polish, Portuguese, Punjabi, Russian, Scottish, Sikh, organizations, and the public. South African, South Asian, Spanish, Sri Lankan, Tsawataineuk First Nation and Ukrainian. The ministry supports the Minister in her governance responsibilities for the following Some ministry-wide examples of internal diversity Crown corporations: British Columbia Hydro activities that took place in 2017-18 include: and Power Authority (BC Hydro); and the Oil and Gas Commission (OGC). »» The Indigenous Youth Internship Program (IYIP); »» Student Co-op Program; »» Work-Able Program;
[ 42 ] 2017/18 REPORT ON MULTICULTURALISM »» Lunch potlucks that provided an opportunity »» EMPR continues its work with the for employees to come together; Environmental Stewardship Initiative (ESI), working in partnership with MIRR and the Recognition Program with a focus on »» Ministry of Forests, Lands, Natural Resource competencies related to inclusiveness Operations and Rural Development (FLNR). and diversity; This includes: »» A cultural change approach to project ºº Leading the overall program design implementation and inclusiveness; and and development; »» A coaching approach to performance ºº Provincial negotiation management. strategy co-ordination; ºº Corporate co-ordination of team support, HIGHLIGHTS OF INITIATIVES finances, contracts and administration; »» EMPR’s Community Energy Leadership ºº Governance and financial policy Program supports local government and development; and First Nations investments in energy efficiency Oversight of the development of regional and clean energy projects and is currently ºº demonstration projects. implementing projects funded under its third funding intake (2017-18). »» Approximately 30 B.C. First Nations are in the ESI. The ESI promotes First Nations’ »» The main goals of the program are to: opportunities to bring a cultural perspective ºº Support vibrant and resilient communi- to the development of environmental ties in the province to increase energy information that the Province uses in its efficiency; and decision-making processes on the land base. ºº Reduce greenhouse gas (GHG) emis- The ESI also directly supports the development sions in their capital infrastructure and of traditional knowledge for the use of stimulate economic activity in the clean governments, First Nations and proponents in energy sector. their respective lines of business and creates a bridge for these parties to share space and »» Although EMPR manages the program, to talk about environmental stewardship advisors from several other provincial in the province. ministries and BC Hydro provide input into the project evaluation process. These include: »» EMPR continues to collaborate with MIRR and Indigenous Relations and Reconciliation First Nations to support the development of (MIRR); Environment & Climate Change government-to-government agreements and Strategy (ENV); and Municipal Affairs and to ensure that First Nations are engaged in oil Housing (MAH). and gas developments in the province. »» In late 2017, the ministry created the Strategic »» In January 2018, EMPR representatives joined and Indigenous Affairs division to lead a B.C. Government delegation on an overseas engagement with its Indigenous partners and trade mission to strengthen cultural and to support First Nations policy development economic ties with three of B.C.’s largest in relation to mining, natural gas and other trading partners: China, Japan and South Korea. initiatives, treaty land negotiations, UNDRIP implementation, and the implementation of the Environmental Stewardship Initiative.
2017/18 REPORT ON MULTICULTURALISM [ 43 ] The Environmental Assessment Office (EAO) Ministry of administers the environmental assessment process as defined in theEnvironmental Assessment Act ( https://tinyurl.com/yckz5x3y ), which requires Environment and proposed major projects to be assessed for potentially significant adverse environmental, Climate Change social, economic, health and heritage effects. The EAO seeks to meaningfully engage the public and Strategy Indigenous groups in the environmental assess- ment process and is responsible for overseeing MANDATE compliance and enforcement of reviewable The Ministry of Environment and Climate projects throughout the life of the undertaking. Change Strategy is responsible for the protec- tion, management and conservation of EXECUTIVE COMMITMENT B.C.’s water, land, air and living resources. It TO MULTICULTURALISM administers the province’s parks and protected The ministry executive’s leadership on multicul- areas; monitors and enforces compliance with turalism is demonstrated in ministry planning environmental laws and regulations; manages and reporting. Ministry planning documents discharges to the environment from human detail executive commitments to cultural activities; and protects B.C.’s biodiversity, values and engagement with Indigenous ecosystems, native species and natural habi- peoples. Specifically, the2018/19-20/21 Ministry tats. It mitigates and manages the risks and of Environment and Climate Change Strategy consequences from climate change, including and the Environmental Assessment Office Service developing plans to set and meet carbon pollu- Plan ( https://tinyurl.com/yb4cmyre ) outlines tion reduction targets, and it oversees provincial numerous commitments to multiculturalism, environmental assessment. including working with Indigenous peoples, preserving and caring for cultural assets, providing The ministry delivers services directly through new and diverse heritage and cultural visitor expe- staff based in regional offices across the province, riences in parks, and considering heritage effects as well as through partnerships and agreements in the environmental assessment process. with stakeholder groups, local governments, Indigenous groups and the federal government. Ministry executive are accountable for these multicultural activities. This commitment extends The Climate Action Secretariat (CAS) coordi- to how the ministry embraces the diversity of nates the government’s efforts to reduce B.C.’s its stakeholders, both in consultations and in contribution to greenhouse gas emissions in developing partnerships, as different perspectives accordance with legislated targets and prepares provide unique solutions to complex issues. for – and adapts to – the expected changes in our natural and built environment as a result of The ministry is actively implementing the United climate change. The CAS also administers the Nations Declaration on the Rights of Indigenous Greenhouse Gas Industrial Reporting and Control Peoples in the context of its programs, initiatives Act ( https://tinyurl.com/ybeyscdc ) and the and commitments, including but not limited to Climate Change Accountability Act. the revitalization of the environmental assess- ment process, the development of Species at Risk legislation, and the development of a climate action strategy.
[ 44 ] 2017/18 REPORT ON MULTICULTURALISM The ministry continues to be committed to Similarly, the ministry’s Integrated Pest involving Indigenous peoples in economic develop- Management Program accommodates agricultural ment projects. A key priority of the environmental producers for whom English is a second language assessment process is to address and, where by offering pesticide certification exams in Punjabi, appropriate, accommodate any potential effects Chinese and Vietnamese. of major development on established or asserted Aboriginal rights and title. Project proponents are HIGHLIGHTS OF INITIATIVES encouraged to meet with Indigenous communities INDIGENOUS RELATIONS AND RECONCILIATION at their earliest opportunity to learn about their The natural resource ministries jointly communities, issues and concerns. Revitalizing the »» developed a diversity and inclusiveness toolkit, environmental assessment process presents an which is a collection of practical aids to build opportunity to develop a new legal framework and employee understanding and awareness of to make organizational shifts based on recognition diversity issues. The toolkit provides managers, of Indigenous title, rights and jurisdiction, treaty groups and individuals with team building rights, and the legal pluralism that exists in Canada. exercises, a diversity assessment tool, and links to additional resources. The ministry also works with Indigenous commu- nities on economic development agreements »» The new BC Parks Student Ranger program for activities appropriate within protected areas was launched to provide young people when reconciliation agreements or collective throughout B.C. with an opportunity to management agreements are in place. It works in acquire a diverse range of job skills while collaboration with Indigenous communities on park working in the province’s spectacular natural management plans to identify and recommend environment. The program features a 30% strategies for protecting Indigenous interests. The Indigenous hiring target and a range of ministry also supports large forestry offset projects projects including community outreach and with coastal Indigenous communities, as well as Indigenous relations. the development of carbon benefit sharing agree- To reflect ancestral connections and to support ments and forestry modelling on behalf of and with »» reconciliation efforts, three parks are being Indigenous partners. renamed with Indigenous titles: KEY PROCESSES, POLICIES ºº Brooks Peninsula Park on Vancouver AND STRUCTURES IN SUPPORT Island will be renamed Mquqwin/Brooks OF MULTICULTURALISM Peninsula Park, as originally intended The ministry encourages outreach and under- when the name was changed in 2009. The standing with non-English-speaking British word Mquqwin means “The Queen” in the Columbians in a variety of ways. For example, a list Nuu-Chah-Nulth language. of translators allows staff in the ethnically diverse ºº Boya Lake Park near the northwestern Surrey location to communicate with clients in a B.C. border will be renamed Tā Ch’ilā Park, variety of languages including: Afrikaans, Cantonese, meaning “holes in a blanket,” at the request Danish, French, Hindi, Korean, Mandarin, Polish, of the Kaska Dena First Nation. Punjabi, Spanish, Urdue and Vietnamese. ºº Roderick Haig-Brown Park in the Shuswap will be renamed the traditional The ministry also strives to accommodate the Secwepemc name Tsútswecw Park, which many different languages spoken by B.C. residents translates to “many rivers,” at the request of and visitors in its online and printed materials. For the Little Shuswap Indian Band. example, the BC Parks Lower Mainland brochure is available online in English, French, Simplified Chinese, Traditional Chinese and Punjabi.
2017/18 REPORT ON MULTICULTURALISM [ 45 ] »» Provincial land purchases on southern »» The ministry meets at least once per year with Vancouver Island will protect the Juan de Fuca the Indian Forest Service on B.C. stakeholder Marine Trail, while advancing reconciliation relations and sustainable development to with the Pacheedaht First Nation. Between help them understand how the ministry 2015 and 2017, the Province purchased approaches intergovernmental relations in the 182 hectares of private property located 75 province. Forests in India are a critical national kilometres west of Victoria, near Juan de Fuca resource with a significant influence on Provincial Park. The parcels outside the trail both rural livelihoods, as well as the national corridor will be offered to the Pacheedaht First economy. This University of British Columbia Nation as potential treaty land. Through treaty program was created with the objective of negotiations with B.C. and Canada, Pacheedaht equipping Indian Forest Services to function has indicated that the lands align with its effectively in a changing global scenario. The economic development and treaty goals. sharing of experiences through this program creates opportunities to improve national, The ministry is in discussion with three »» regional and international policies. southern communities of the Syilx/Okanagan Nation and Parks Canada to establish a »» BC Parks continues to collaborate with the national park reserve in the South Okanagan. Vancouver Korean Hiking Club and has This represents a valuable opportunity to completed successful volunteer projects advance reconciliation and nation-to-nation including trail work, most recently on the engagement, potentially leading to a new Elsay Lake Trail in Mount Seymour Provincial partnership model for management of the Park. Projects like these help to forge stronger proposed national park reserve. ties with the Korean community in Vancouver, while enhancing the parks and raising The Conservation Officer Service continues »» awareness of both parks and ethnic diversity. to support, implement and provide training on using a restorative justice approach to engage Indigenous peoples in addressing environmental violations committed within their communities. Restorative justice is a form of justice traditionally used by North American Indigenous cultures based on healing circles. »» The ministry participates in the Indigenous Youth Internship Program, hiring skilled Indigenous youth in various business areas.
MULTICULTURALISM AND INTERNATIONAL RELATIONS »» BC Parks provided Indigenous cultural awareness training to all BC Parks staff in Spring 2018. »» This past year, the ministry hosted several foreign delegations from countries in Europe and Asia interested in learning about environmental practices in B.C. such as water management practices and climate action policies.
[ 46 ] 2017/18 REPORT ON MULTICULTURALISM »» Operation of the Government House Ministry of and accountability for the BC Securities Commission, Partnerships BC, and Real Finance Estate Council of BC.
MANDATE VISION The Ministry of Finance plays a central role in Trusted financial and economic leadership for a managing government’s fiscal, financial, informa- prosperous province. tion management and taxation policies. Key responsibilities of the ministry include: EXECUTIVE COMMITMENT TO MULTICULTURALISM »» Developing forecasts of the provincial economy; developing and monitoring »» The ministry ensures that policies and government’s capital plan and three-year legislation are consistent with the principles fiscal plan; and managing significant risks and and objectives of multiculturalism, and opportunities relating to the plan. continually strives to modify and improve ministry programs and services to »» Oversight for financial, procurement and ensure that they are supportive of B.C.'s administrative governance as well as banking, multicultural society. accounting, and risk and debt management services for the broader public service. »» The ministry executive is committed to a work environment that values diversity and »» Policy development, regulation and inclusiveness and supports a respectful enforcement for specific sectors including work environment. financial services, capital markets, pension plans, mortgage broker sectors, real estate »» The ministry executive is committed to services and societies. providing services and publications to the public in as many languages as possible »» Performance and financial management audits in addition to English and has fostered of ministry, agency and Crown corporation rich cultural diversity in the make-up programs and functions to help improve of the ministry workforce to achieve efficiency and to ensure that governance, this commitment. management and control systems are operating effectively. »» The Ministry of Finance Demographic Report from the 2018 Work Environment »» Providing policy advice with respect to Survey indicates the following self-reported federal-provincial fiscal arrangements and representation: visible minorities 26.2%, developments, and the stewardship of the Indigenous peoples 2.7%, persons with Canada Pension Plan. disabilities 4.1%, LGBTQ2S+ spectrum 3.3%, »» Identifying and collecting amounts owed to female 53.2%, and male 36.0%. the government in relation to statutes that the »» The ministry’s workforce is generationally ministry directly administers, as well as statutes diverse with 0.3% Traditionalists, 27.3% administered by other ministries. Boomers, 44.4 % Generation X, and 28.0% »» Oversight of Crown governance and Generation Y. corporate accountability; supporting an open, transparent and merit-based public appointment process; and overseeing the delivery of mandate letters, service plans and annual service plan reports.
2017/18 REPORT ON MULTICULTURALISM [ 47 ] KEY PROCESSES, POLICIES »» The ministry developed a comprehensive AND STRUCTURES IN SUPPORT communications plan that includes a focus on OF MULTICULTURALISM diversity concepts. HOW THE MINISTRY EMBRACES The ministry participates in the Work-Able MULTICULTURALISM IN ITS WORKPLACE »» Graduate Internship Program – with an »» The ministry’s Taxpayer Fairness and Service opportunity in its Crown Agency Resource Code is based on the principle of providing fair Office in 2015/16, and one intern in 2016/17 in and equitable service that meets the needs of the Corporate Services Division. all ministry clients. HIGHLIGHTS OF INITIATIVES »» The ministry makes financial and program information available in Chinese and Punjabi, »» The ministry provides services, programs and and public affairs staff assist a wide range of consultations in several languages to meet the ethnic media with queries about financial needs of its diverse client base and the citizens issues and requests for interviews with the of British Columbia. Minister. The ministry also keeps informed Government is committed to creating a on issues of importance to members of the »» fairer and more inclusive society and to multicultural community and promotes supporting greater diversity on public sector their participation in the annual budget organization boards. Provincial appointments consultation process. that represent the diversity of B.C. will better »» The ministry continues to offer recruitment serve and support the population at large. The outreach opportunities to diverse Crown Agency and Board Resourcing Office organizations in the community. is working with Ministry Responsible partners to ensure that guidelines are in place to Ministry-specific new employee orientation »» facilitate an open, transparent and merit-based sessions and materials include information on process for provincial appointments, resulting diversity and appreciation of differences. in effective public sector organization boards »» Wellness and social events reflect the varied that reflect the diversity of B.C. interests of the ministry’s workforce and are Along with the Ministry of Education, the designed for people of all ages and cultural »» Ministry’s Provincial Treasury won a Premier’s backgrounds (e.g. Public Service Week Award in 2017 for securing the participation activities and picnic). of local banks to offer the BC Training »» Flexible work options are supported, which and Education Savings Grant program to respects employees’ needs while meeting British Columbians working to save for their business requirements. families’ education. »» The ministry continues to include a diversity »» In September 2017, the Provincial Treasury lens on its leadership and supervisory participated at a UVIC job fair for the Faculty development programs and incorporates of Management, organized by Human information and concepts in its sessions with Resources International, which gave them all levels of employees. the opportunity to interact with many foreign students. A few of these foreign students The ministry supports the corporate »» subsequently met with senior leaders in Indigenous Youth Internship Program each the Debt Management Branch for coffee to year including one intern in 2014/15, three in learn more about the Branch and the type of 2015/16, one in 2016/17, and one in 2017/18. experience sought in prospective hires.
[ 48 ] 2017/18 REPORT ON MULTICULTURALISM »» The Debt Management Branch in the »» An aboriginal “back to school” picnic is hosted Provincial Treasury helped the Moose Hide at Government House, where 150+ local Campaign to raise a charitable donation from Indigenous students receive backpacks one of its banks, and two staff from the branch full of school supplies, and a barbeque is participated in the campaign fasting. hosted for their families, where over 2000 are served lunch. »» The Lieutenant Governor, as part of their prescribed duties, hosts foreign dignitaries »» The ministry continued its support of the on a regular basis. This includes court calls Indigenous Youth Internship Program at Government House from the Consuls in 2017/18, providing an interesting General of any of the 80+ countries that are and challenging assignment in the represented in B.C., and Ambassadors who Revenue Division. are visiting from Ottawa. Consequently, we The ministry has incorporated diversity and are invited to participate in many of these »» multiculturalism into its human resource countries’ national holidays or related festivities. materials, programs, training and employee By having the Lieutenant Governor participate communications, and will continue in any of these events, a light is shone on the this practice. activities of that nation. The ministry remains committed to following Proactively, the Lieutenant Governor »» »» government hiring practices that are fair and aims to interact with as many cultural equitable and that are based on the principles groups as possible. These include groups of merit. based on country of origin, religion and sexual preference. »» The ministry supports new employees requiring enhancement to language skills Government House has a public garden and »» through Advanced ESL classes and provides operates a seasonal tea and costume museum opportunities for employees to showcase their where visitors from around the world are heritage to others with presentations and welcomed. Volunteer and paid hosts speak a other activities. multitude of languages and are encouraged to use their language and cultural knowledge to welcome all visitors in order to be as inclusive as possible. »» Through Government House social media outlets, notes of congratulations or encouragement are sent to as broad a range of cultural groups as possible. »» Multicultural foods are served and incorporated into the 150+ events hosted at Government House each year. This creates a welcoming and inclusive atmosphere for those in attendance. »» Citizenship ceremonies are held every July 1st, where new Canadians of many cultures become new citizens. Last year, 150 new Canadians were sworn in for Canada’s 150th year.
2017/18 REPORT ON MULTICULTURALISM [ 49 ] KEY PROCESSES, POLICIES Ministry of AND STRUCTURES IN SUPPORT OF MULTICULTURALISM The ministry reviews and evaluates policies, Forests, Lands, programs and services continuously to ensure that they are fair, equitable and free of barriers. Natural Resource It recognizes the many benefits of eliminating discrimination from the workplace and continues Operations to support programs on building diversity and respectful workplaces in the public service. The and Rural ministry continues to uphold the standards of conduct and to develop policies aimed to create an inclusive work environment and to ensure compli- Development ance with the Charter of Rights and Freedoms, the Human Rights Code and the Multiculturalism Act. MANDATE The Ministry of Forests, Lands, Natural Resource HIGHLIGHTS OF INITIATIVES Operations and Rural Development is responsible NATURAL RESOURCE SECTOR for providing British Columbians with integrated TRANSFORMATION PLAN access to a wide range of natural resource Embracing diversity as part of our corporate culture management services. Anchored by the vision of is integral to our ability to meet citizens’ needs and economic prosperity and environmental sustain- expectations. The Natural Resource Sector ministries ability, the ministry aims to balance conservation began work on this in 2012. The purpose is twofold: of the province’s vast natural resources with internally, to achieve a more inclusive workplace appropriate public and industrial uses. The ministry culture and externally, to ensure that its services works to ensure a sustainable, long-term steward- meet the diverse needs of our communities. ship of forests, lands, water and wildlife while delivering streamlined, cost-effective services. Having established a baseline understanding of awareness of what diversity and inclusiveness is and EXECUTIVE COMMITMENT using the contributions of our employees to inform TO MULTICULTURALISM us on how to move forward, the ministry developed The ministry is committed to building an organiza- a toolkit with practical aids to build employee tion that recognizes and celebrates diversity. This understanding and awareness. The ministry show- includes fostering a corporate culture of diversity cases diversity and inclusiveness on its employee that is built on trust and respect, is free of barriers, learning and development intranet site and has and where government policies (such as merit- launched an inclusion tool to evaluate policies, based recruitment and hiring and the intolerance programs and services to ensure that it meets the of discrimination and harassment) are followed. diverse needs of the citizens it serves. The executive team works to ensure that diverse The ministry remains focused on building awareness, perspectives are embedded into our workplace accountability and embedding diversity and inclu- culture and the approach to our programs, policies siveness into its culture by expanding its dialogue and services. The ministry encourages inclusion to promote respect in the workplace. Respectful by providing access to discrimination prevention behaviour displays personal integrity and profes- courses and diversity training opportunities for all sionalism, practices fairness and understanding, levels of the organization. demonstrates respect for individual rights and differences, and encourages accountability for one's actions.
[ 50 ] 2017/18 REPORT ON MULTICULTURALISM PROVINCIAL HISTORIC PLACES Mentoring by knowledgeable and enthusiastic staff RECOGNITION PROGRAM and the provision of funding for expenses relieves The Provincial Historic Places Recognition Program pressure from students and provides a welcome seeks to identify and celebrate historic places for introduction to government and the forest sector in their diverse heritage values, with a goal of telling which career aspirations can be realized. a more complete story of the people, places and events that have contributed to the development of HIGHLIGHTS OF OTHER INITIATIVES British Columbia. »» Ministry offices provide services to the public in Recognition of historic places in all geographic more than one language: regions acknowledges the province’s diverse ºº The South Coast Regional Operations office heritage values and strengthens British Columbia’s in Surrey can currently provide services in 15 identity as a multicultural province and is a key languages; and tool for ensuring that historic places continue to ºº FrontCounter BC, which operates 30 offices contribute to community identity, economic health across the province, has made pamphlets and environmental stewardship. in Punjabi and can produce materials in additional languages upon request. In 2016/2017, recognition focused on Japanese Canadian Historic Places and South Asian »» Ministry commitment to the implementation Canadian Historic Places. Overall, 71 historic places of Draft 10 Principles that Guide the Province were provincially recognized. For 2017/2018, of B.C.’s Relationship with Indigenous Peoples, the Provincial Historic Places Recognition including the development of a ministry-specific Program theme will focus on the recognition Implementation Plan to bring the principles of Francophone historic places, reflecting on into operation. Canada’s sesquicentennial, as well as the funda- »» Staff participation in theBuilding Capacity in mental role of the Francophone community in Aboriginal Relations: We Are all Here to Stay course. British Columbia’s history. »» Assistant Deputy Minister participation in Building FIRST NATIONS FORESTRY TRAINING PROGRAM Bridges Through Understanding the Village. British Columbia’s First Nations Forestry Training »» Executive commitment to inclusive language, Program is an innovative and progressive model as outlined in the document Words Matter: of capacity building and employment training that Guidelines on Using Inclusive Language in allows First Nations to successfully enter B.C.’s forest the Workplace. economy. It was developed to provide Aboriginal students with career opportunities and B.C. Timber »» Training opportunities encouraging staff Sales with a path for succession planning and to eliminate racism and to appreciate relationship building. cultural diversity. »» Training on government policies prohibiting The partnering of the Ministry of Forests, discrimination in the workplace. Lands, Natural Resource Operations and Rural Development with the First Nations Forestry Council »» Continued employment of dedicated Aboriginal and the Aboriginal Skills and Employment Training fire unit crews. Strategy resulted in funding for forestry students’ »» Ongoing support for and participation in the tuition and living expenses, as well as mentoring Aboriginal Youth Internship Program. and employment opportunities across the province. Current funding levels allow for 10 students per year »» Training for First Nations in Crown land policies to participate in the program. and procedures.
2017/18 REPORT ON MULTICULTURALISM [ 51 ] »» The ministry considers the diversity and health Ministry of Health needs of British Columbians when developing strategies, policies and programs to serve MANDATE multicultural and Indigenous populations. To guide and enhance the province's health services The Provincial Health Officer and the to ensure that British Columbians are supported in »» ministry regularly report on the progress their efforts to maintain and improve their health. of the Tripartite Framework Agreement on First Nations Health Governance and on the VISION: A sustainable health system that supports promotion of the health of First Nations and people to stay healthy and, when they are sick, Indigenous peoples in B.C. Strengthening provides high-quality, publicly funded health care cultural safety in the health system is an services that meet their needs. important step on our journey toward reconciliation. The B.C. Government has a GOALS: To support the health and well-being of mandate to fully adopt and implement the British Columbians by ensuring a focus on key Truth & Reconciliation Commission Calls to cross-sector change initiatives, delivering a system Action and the UN Declaration on the Rights of of responsive and effective health care services for Indigenous Peoples (UNDRIP). patients, and ensuring an innovative and sustain- able public health care system. »» In July 2015, MoH, First Nations Health Authority (FNHA), and regional health EXECUTIVE COMMITMENT authorities signed the Declaration of TO MULTICULTURALISM Commitment to Cultural Safety and Humility The Ministry of Health (MoH) is responsible for in Health Services Delivery for First Nations quality, appropriate, cost-effective and timely health and Aboriginal Peoples in B.C. In March 2017, services in B.C. and works with health authorities, 23 health regulatory bodies signed onto the care providers, agencies and other groups to ensure Declaration, and in March 2018, Doctors of BC that care addresses the unique needs of patients also endorsed the Declaration. and specific patient groups. Guiding values to serve The ministry reviews documents to ensure the all British Columbians include: »» inclusion of culturally appropriate First Nations »» Focus on patients and respect for specific needs and Indigenous perspectives and considers and diversity. urban Indigenous and Métis population health issues when developing policies, strategies Equitable access to services. »» and programs. Access for all to quality, culturally safe »» The ministry supports the First Nations Client health services. »» File through the development of baseline »» Appropriateness – providing the right service, at measures in First Nations programming the right time, in the right setting. and outcomes. Through provincial health workforce planning, KEY PROCESSES, POLICIES »» the ministry works closely with the First AND STRUCTURES IN SUPPORT Nations Health Authority and the Regional OF MULTICULTURALISM Health Authorities to ensure that First Nations The ministry works to build cultural safety and and Indigenous needs are reflected in humility to increase understanding among workforce-related data collection, analysis employees about the diverse cultural backgrounds and strategy. of British Columbians and their unique health needs:
[ 52 ] 2017/18 REPORT ON MULTICULTURALISM EMBRACING MULTICULTURALISM The ministry partners with multicultural and IN OUR WORKPLACE Indigenous organizations to promote health and well-being and to serve the health needs of diverse »» Ministry staff have diverse cultural communities. Examples include: backgrounds and speak a variety of languages. The ministry works with PHSA to provide »» The ministry promotes the BC Public »» Shapedown BC (a weight management program Service Agency’s (PSA) online course for obese children) including a program designed Building Capacity in Aboriginal Relations for ethnic Chinese families in Richmond. and implemented its Indigenous relations behavioural competencies. »» In 2015/16, the ministry participated in the Pan-Canadian Roundtable on supporting the »» In 2017-18, the ministry hosted three mental health of refugees in Canada to reduce interns as part of the Indigenous Youth disparities in risk factors and to increase access Internship Program and is applying to do so to mental health services for immigrant, refugee, again in 2018-19. ethno-cultural and racialized people in Canada. »» Over 1,100 people have taken the Provincial Roundtable members produced a Summary Health Services Authority’s (PHSA) San’yas Report with their findings. Indigenous Cultural Safety Training through The ministry is working with the FNHA, regional the ministry, and nearly 24,000 allied health »» health authorities, and Doctors of BC to develop professionals have completed the training guidance for primary and community care across B.C. redesign to provide culturally safe care for »» The Health and Human Services Library book Indigenous peoples. and video acquisitions include topics related The ministry is working with FNHA, the to multicultural and multiracial communities »» Cannabis Secretariat and others to ensure that of B.C. and Canada. Examples from 2017-18 effective and appropriate public messaging/ are: Cross-cultural dialogues: 74 brief encounters education resources are developed to protect with cultural difference; Addressing cultural youth and to minimize health harm and costs complexities in practice: assessment, diagnosis, of legalization. and therapy; and Indigenous cultures and mental health counselling: four directions for integration HIGHLIGHTS OF INITIATIVES with counselling psychology. EXAMPLES OF ONGOING AND NEW PROGRAMS Knowledge Exchange organized the following »» ProcessSafe is being developed to provide presentations: Understanding the Context of basic food safety education to workers at food Physical Activity Promotion among Indigenous processing facilities. ProcessSafe reflects the Peoples; Understanding the historical political multicultural and Indigenous aspects of B.C. At context of Indigenous Health Policy in Canada, least one of the planned videos for ProcessSafe and the roles of community-driven priorities, will focus on food processing facilities primarily traditional knowledge, best practices, research operated by First Nations workers. and surveillance in the development of Indigenous health policy; the role BC Friendship »» FOODSAFE Level 1 is undergoing a process to Centres play in Indigenous communities; how reflect B.C.’s Indigenous population. Métis have been recognized within the BC »» The ministry is working to increase Indigenous Indigenous landscape since the early 19th century; children’s access to traditional foods in childcare and Métis governance and Métis health. settings, taking into account food safety and food security. This is to align with the UNDRIP and the Canadian Truth and Reconciliation Commission Report.
2017/18 REPORT ON MULTICULTURALISM [ 53 ] »» The Ministry of Health’s Patients as Partners »» Support for the BC Emergency Health Initiative supports multicultural populations Services initiative to increase emergency and organizations across B.C. by funding medical service professionals in First Nations the following: UVic Chronic Disease Self- communities by delivering licensing Management Program, Family Caregivers of BC, examination sessions in remote areas Pain BC, Centre for Collaboration, Motivation across B.C. and Innovation, and UBC Intercultural Online The Mental Health Review Board panel Health Network. This facilitates patient and »» members, overseen by the Ministry of the family engagement and education about Attorney General, are trained and funded to chronic disease self-management in Punjabi, accommodate patients’ language needs at Chinese and Indigenous populations; the hearings, as requested or suggested by the translation of resources into other languages; patient’s advocate, the hospital representative and the creation of training materials (e.g., or ministry staff. videos) related to health literacy, cultural humility and the inclusion of elders into the »» Funding support of language translation broader health care system. services for patients and their families provided through Provincial Language Services (PLS) of The Newcomer Immigrant Women’s Project »» the PHSA. seeks to improve services to meet newcomer immigrant women’s health and settlement »» The ministry’s Patient and Client Relations needs. The Newcomer Women’s Health Clinic Unit and the Patient Care Quality Review at BC Women’s Hospital and Health Centre Boards contract with the PLS to serve British provides services to new arrivals. Columbians in over 150 languages. »» Vancouver Coastal Health offers a cross- »» In March 2018, the ministry, BC Women’s cultural mental health clinic, staffed with Hospital, and the Ending Violence Association psychiatrists who provide culturally sensitive of B.C. released a training course to help health and language-specific psychiatric assessment sector workers identify and respond to gender- and treatment in the following languages: based violence (Indigenous and newcomer Cantonese, Farsi, French, Hindi, Hungarian, women are at increased risk). Japanese, Mandarin, Punjabi, Spanish, Russian, The Kelty Mental Health Resource Centre and Urdu and Vietnamese. A Hospital Interpreter »» the provincial mental health and substance Service is used for other languages. use health literacy website: Heretohelp.bc.ca »» Support is provided to the Mental Health and provide information regarding cross-cultural Substance Use Crisis Line network to use the mental health. Multilingual Community Interpreter Services. Health Authority websites list languages and This service supports callers in: Spanish, »» cultural affiliations associated with assisted Punjabi, Farsi, Mandarin, French, Korean, living residences and residential care facilities. Cantonese and Arabic. Registration services for Fair PharmaCare »» Through the Joint Standing Committee on »» are offered in Mandarin, Cantonese, French Rural Issues, the ministry, in partnership and Punjabi through Health Insurance BC’s with Doctors of BC, provides funding and Contact Centre. governance support to the Practice Ready Assessment program to assess internationally »» Funding for The Farmers’ Market Nutrition educated family physicians for licensure in B.C. Coupon Program provides coupons for B.C.- Over 50 physicians are now practicing in over produced healthy foods to low-income 30 communities across B.C. pregnant women, families and seniors from diverse backgrounds.
[ 54 ] 2017/18 REPORT ON MULTICULTURALISM »» Provision of funding support for: BC School Fruit A number of ministry resources were translated and Vegetable Nutritional Program, Farm to into multiple languages, including: School BC (includes First Nations schools), and Workbooks that help food processors the Food Skills for Families program that teaches »» develop their food safety and food cooking and healthy eating skills, respecting sanitation plans were translated into Korean, multicultural, new immigrant and Indigenous Chinese and Punjabi. families diversity. FOODSAFE Level 1 workbooks were recently The ministry (with Indigenous partners) led a »» »» translated into Arabic and were already working group on Indigenous women’s and available in French, Chinese, Korean and girls’ health to advance the health of Indigenous Punjabi. The FOODSAFE Level 1 exam is women and girls. available in French, Arabic, Chinese, Farsi, »» Every three years, the ministry releases a Japanese, Korean, Punjabi, Spanish, Tagalog, provincial report on dental survey results of Vietnamese and Portuguese. kindergarten children in participating public, BC Seniors Guide is available in French, private and First Nations B.C. schools, and a »» Chinese, Punjabi, Vietnamese and Korean second report for Indigenous children. and the Healthy Eating for Seniors Handbook »» Working with FNHA to implement the maternal is available in Punjabi, French and Chinese. and child health actions in the Transformative The Seniors’ Falls Can Be Prevented brochure Change Accord: Tripartite First Nations Health is available in Chinese and Punjabi. Plan, as well as other key health actions HealthLink BC provides non-emergency intended to advance family health. The Doulas »» health information for residents in more for Aboriginal Families Grant Program has 121 than 130 languages through healthlinkbc. approved doulas participating and provides ca and 8-1-1 phone services and through doula services to over 725 Indigenous families. the translated BC HealthGuide Handbook and »» Most FNHA clients are now PharmaCare other culturally adapted materials. beneficiaries under Plan W (First Nations The QuitNow smoking cessation service Health Benefits). »» offers phone coaching translation services »» The ministry sponsors a practice support in 350 languages, including Indigenous program in an Indigenous health centre languages from Canada. The QuitNow rack in Prince George, along with three other card is available in English, Chinese, Punjabi, non-Indigenous-focused practices across B.C., to Korean and French, and Help Fathers Quit is implement a trial alcohol screening, prevention available in French and Chinese. and intervention program. »» Fair PharmaCare materials, diabetes supplies, »» The ministry’s Senior Advisor, Cultural Safety and and the BC Smoking Cessation Program and Indigenous Employment works on the ministry’s materials are available in French, Chinese five-year Cultural Safety and Humility Action (Simplified and Traditional), Filipino, Farsi, Plan and connects with the PSA to explore Punjabi, Korean and Vietnamese. Online opportunities within its diversity initiative. Birth Registration FAQs are available in German, Chinese, Punjabi and Tagalog. Patient Centred Measurement surveys are »» BC Services Card materials are available in conducted in several languages including: Punjabi, French and Chinese. Chinese, Punjabi, German, Vietnamese, Spanish, Korean and French. The results from the self- reported responses on ethnicity, respect for culture and traditions, and liaison services, help to inform Health Authority policy.
2017/18 REPORT ON MULTICULTURALISM [ 55 ] »» The Journey to Perinatal Wellbeing: eTools and Resources to Identify and Support Women with Ministry of Perinatal Depression and Anxiety resource was developed with multiple agencies to help providers deliver culturally safe care, Indigenous including perinatal depression screening in multiple languages. Relations and »» Every Sleep Counts has been translated into multiple languages. Safer Sleep for my Baby Reconciliation was updated to assist families to develop safe, MANDATE culturally appropriate infant sleep plans with The Ministry of Indigenous Relations and their care provider. Reconciliation (MIRR) leads the Government of »» Baby’s Best Chance and Toddler’s First Steps British Columbia. in efforts toward true, lasting were updated to respond to cultural diversity reconciliation with Indigenous peoples 3 in improving cultural safety and inclusivity. Baby’s the province. Best Chance and the Child Health Passport are now available in French. In collaboration with Indigenous peoples, the ministry is developing a reconciliation vision that will guide the implementation of the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Truth and Reconciliation Commission (TRC) of Canada’s Calls to Action, and the Tsilhqot’in Supreme Court Decision.
The ministry works toward reconciliation with Indigenous peoples in the province through treaties, agreements, partnerships and other transformative reconciliation initiatives.
The ministry’s work includes understanding and supporting the opportunities and identified needs of Indigenous peoples. A key component of reconciliation involves enhancing relationships and respecting how Indigenous communities 4 choose to define themselves.
3 Recognizing that Canada’s Indigenous population is distinct and diverse, and identities are defined by language, the ministry name has changed to reflect “Indigenous” in its title. The term “Indigenous” used throughout this document is intended to include all people of Indigenous ancestry, including First Nations, Métis and Inuit. 4 The term “communities” means the diversity of Indigenous communities as defined by Indigenous peoples and includes descriptions such as urban, rural, metropolitan, land-based and reserve. The Ministry of Indigenous Relations and Reconciliation works with all Indigenous peoples wherever they may live in British Columbia.
[ 56 ] 2017/18 REPORT ON MULTICULTURALISM The ministry is also responsible for the First Peoples’ Throughout the year, the ministry hosts an MIRR Cultural Council, a provincial Crown corporation 101 Learning Series and provides regular content formed by the Government of British Columbia to the Indigenous Relations Resource Centre in 1990 to administer the First Peoples’ Heritage, website, accessible to all public service staff. Language and Culture Program. B.C. is the only province in Canada that has an established Crown KEY PROCESSES, POLICIES corporation that leads First Nations heritage, AND STRUCTURES IN SUPPORT language, culture and arts initiatives. OF MULTICULTURALISM B.C. is committed to a relationship with EXECUTIVE COMMITMENT Indigenous peoples that is based on respect TO MULTICULTURALISM and recognition. A key priority for the ministry B.C. is home to 203 First Nations, with the greatest is to work collaboratively and respectfully with diversity of Indigenous languages in Canada. There Indigenous people to establish a clear cross- are 34 unique Indigenous languages, and over government vision of reconciliation to guide the 90 dialects, representing 60% of all Indigenous adoption of UNDRIP and the TRC Calls to Action. languages in the country. Of the more than Reconciliation touches upon all social, economic 270,585 Indigenous peoples in B.C., 64% are First and cultural aspects, and it includes First Nations Nations, 33% are Métis, and just under 1% are Inuit.5 governance and jurisdiction. Approximately 78% of self-identified Indigenous peoples live off-reserve. Of that 78%, 60% of In May 2018, B.C. released the draft, “Principles Indigenous people live in urban areas as opposed that Guide the Province of British Columbia’s to rural or remote areas. Indigenous youth are the Relationship with Indigenous Peoples,” to guide fastest growing demographic in B.C., with almost the work of the public service. More specifically, 50% of the Indigenous population under age 25. the 10 principles are a tool for the BC Public Service to use as the ministry works to imple- Although First Nations, Métis and Inuit share many ment UNDRIP and the TRC Calls to Action. They similarities, they each have their own distinct are considered “draft” because they represent heritage, language, cultural practices and spiritual a starting point for government’s engagement beliefs. Given these unique demographics, the and may evolve as government engages with ministry recognizes that it is essential for staff to Indigenous peoples on their content. have a full understanding of the cultural and historic diversity of Indigenous peoples in B.C. To build this Also, through collaboration with Indigenous understanding, ministry executive members support peoples and the federal government, the diversity in the workplace through a number of Province is working to improve the quality of life initiatives such as: for Indigenous peoples through new economic partnerships, resource development revenue Strategic Renewal project »» sharing, and addressing gaps in health, education, »» Building Respectful Workplace training skills training and employment. Government’s commitment to transforming its relationship Building Capacity in Indigenous Reconciliation »» with Indigenous peoples means deep and in the Public Service initiative meaningful engagement and equally meaningful »» Celebrating our Diversity events (Public consideration of Indigenous perspectives in Service Week) our decision-making processes. This is an “all of government” accountability, which is why the National Indigenous Day »» Province’s commitment to adopt and implement »» Indigenous Youth Internship Program the UNDRIP and the TRC’s Calls to Action is in every Minister’s mandate letter.
5 https://tinyurl.com/yal9zz2d
2017/18 REPORT ON MULTICULTURALISM [ 57 ] The ministry is guided by several documents that The document outlines the work need to be influence the ways in which it does work, as well done together to close economic and social gaps, as the work itself. They include, but are not limited to collaborate on land and resource decisions, to, the Truth and Reconciliation Commission Final and to be full partners in the economic life of Report, the Métis Nation Relationship Accord II, and the province. the Proposed Commitment Document. https://tinyurl.com/ycdddc9j To read the Proposed Commitment Document, please visit: https://tinyurl.com/ya8sb8xq TRUTH AND RECONCILIATION COMMISSION FINAL REPORT To read the Proposed Commitment All ministers have been mandated to adopt and Document Work Plan, please visit: implement the TRC’s 94 Calls to Action and have https://tinyurl.com/ya9ebzuv pledged to work with Indigenous people and the federal government to achieve this. In addition, MÉTIS NATION RELATIONSHIP ministers have also been mandated to review ACCORD II (UPDATED) policy, programs and legislation to determine how The Métis Nation Relationship Accord (MNRA) to bring the principles of UNDRIP into action in B.C. was a bi-lateral Accord non-truncated agree- ment between B.C. and the Métis Nation British Provincial efforts to respond to the TRC Calls to Columbia (MNBC) on May 10, 2006. The MNBC Action include initiatives related to children and identified that Métis people in B.C. face a signifi- families, economic development, education, cant quality-of-life gap, inhibiting full participation health, languages and culture, and justice and in B.C.’s economy. Comparative per capita gaps public safety. A recent example of the Province’s between the non-Indigenous and Indigenous leadership to implement the TRC Calls to Action population are lower levels of education, lower was the recent announcement in Budget 2018 high school completion rates, higher unemploy- to provide $50 million for Indigenous language ment rates, higher instances of chronic disease, revitalization in partnership with the First Peoples’ lower incomes and higher incarceration rates. The Cultural Council. MNRA provided a framework to achieve the goals of closing social and economic gaps between To read the Final Report, please visit: Métis people of B.C. and other British Columbians, https://tinyurl.com/y9pkh8ue and to establish a new relationship based upon mutual respect and recognition. COMMITMENT DOCUMENT In 2016, the B.C. Government and the First On November 16, 2016, a revised and strength- Nations Leadership Council (FNLC) representing ened MNRA II was announced and signed by B.C. three key Indigenous organizations (Union of BC and MNBC. The Minister of Indigenous Relations Indian Chiefs, First Nations Summit, and the BC and Reconciliation, Scott Fraser, has re-affirmed Assembly of First Nations) signed the Commitment the importance of the relationship the Province Document, a joint pledge to build a government- shares with the 90,000 self-identifying Métis in to-government relationship based on respect, the province. MIRR and MNBC staff have worked recognition and accommodation of Aboriginal in close partnership through 2017 into 2018 on title and rights and to the reconciliation of mutually identified areas of priority importance, Aboriginal and Crown titles and jurisdictions. The including strengthening the Federal/Provincial/ provincial government and the FNLC have been Métis relationship, addressing implications related working together over the past year to formulate to Métis Social Determinants of Health, advancing and implement concrete actions under a three- Economic Development opportunities, and year work plan to deliver on the Commitment exploring Wildlife Stewardship opportunities Document vision. and initiatives.
[ 58 ] 2017/18 REPORT ON MULTICULTURALISM In addition, the MNRA II has driven meaningful OFF-RESERVE ABORIGINAL ACTION PLAN engagement between the MNBC and the In B.C., 78% of all Indigenous peoples live in province on initiatives such as the Poverty off-reserve communities, both urban and rural. Reduction Strategy, the Indigenous Justice Acknowledging the importance of working with Strategy, as well as the Environmental Assessment the off-reserve Indigenous population in B.C., revitalization initiative. the now Ministry of Indigenous Relations and Reconciliation (MIRR) leads the development of an HIGHLIGHTS OF INITIATIVES Off-Reserve Aboriginal Action Plan (ORAAP). MOOSE HIDE CAMPAIGN February 15, 2018 was proclaimed Moose Hide ORAAP is a government-community partnership Campaign Day. To mark the campaign’s eighth year, initiative focused on bringing together collective events were held in Victoria, Kamloops and Prince resources, knowledge and creativity at local and George, where Indigenous and non-Indigenous provincial levels, to contribute to positive change men and women stood together in solidarity to and to improve socio-economic outcomes for raise awareness to end violence against women urban First Nations and Métis peoples in B.C. and children. Members of the British Columbia (B.C.) public service and elected officials showed To help achieve these goals, the ministry their support by making a personal sacrifice, convened a Provincial Coordination Team (PCT) fasting from dawn to dusk, demonstrating their with representation from the Métis Nation British commitment to taking action and being part of Columbia (MNBC), the BC Association of Aboriginal the solution. Friendship Centres (BCAAFC), Department of Indigenous Services (DISC), the Union of British The Moose Hide Campaign is a grassroots move- Columbia Municipalities (UBCM), and MIRR. ment started in B.C. and is symbolized by a small square of Moose Hide worn as a visual representa- B.C. has funded three key off-reserve Indigenous tion of the commitment to end gender-based agencies – the BCAAFC, the MNBC and the Metro violence. This year, the campaign passed a signifi- Vancouver Aboriginal Executive Committee cant goal, with Premier John Horgan presenting (MVAEC) – to enable proposed activities in the one millionth Moose Hide pin to Lorelei four priority areas aligned with the PCT Terms Williams, a leading advocate for the missing and of Reference: Indigenous community capacity murdered Indigenous women. building, socio-economic development, Indigenous participation in the economy, and Participation in the Moose Hide Campaign is an reconciliation. act of reconciliation that supports our collec- tive implementation of both the United Nations ORAAP First Nations and Métis partners have Declaration on the Rights of Indigenous Peoples committed to working closely together in a coordi- (UNDRIP), and the Truth and Reconciliation nated approach to close socio-economic gaps and Commission of Canada (TRC) Calls to Action. To to better advance the needs of the communities further the work of the Moose Hide Campaign, they serve. In the coming year, there will be a Premier Horgan announced the Province’s commit- greater focus on engagement with local govern- ment of $2 million of sustained funding to support ments to increase awareness and recognition of and grow the Moose Hide Campaign and to the challenges faced by urban First Nations and expand its training and engagement in schools, Métis peoples and to encourage opportunities and the public service, the RCMP and other key institu- solutions to advance reconciliation and improve tions. With one million Moose Hide pins now in social, economic and cultural well-being. communities, B.C. supports the Campaign’s vision for one million men across the province to fast on Moose Hide Campaign Day.
2017/18 REPORT ON MULTICULTURALISM [ 59 ] INDIGENOUS SKILLS TRAINING FIRST NATIONS SUSTAINABLE ECONOMIC B.C. is committed to increasing the Indigenous DEVELOPMENT AND FISCAL RELATIONS STRATEGY workforce in the province. Essential for participa- MIRR and the Ministry of Jobs, Trade and Technology tion in the economy is access to education and (JTT) have partnered with the BC Assembly of First skills training. B.C. continues to invest in new Nations (BCAFN) to deliver their vision to increase Indigenous skills training projects and partnerships, First Nations’ involvement in the provincial economy, providing $30 million through the Indigenous strengthen communities, and support Indigenous Skills Training Fund for training programs delivered businesses and entrepreneurs. Objectives under the in Indigenous communities, primarily in northern Strategy include: developing a sustainable economic B.C. This fund is one of the key investments aimed development growth plan for First Nations; public at closing the socio-economic gaps between education to increase visibility and awareness of Indigenous and non-Indigenous peoples in B.C. First Nations issues related to the economy, environ- Since the fund was launched in 2015, more than ment and quality of life; and increasing institutional 2,700 Aboriginal people were trained from 2015/16 capacity and fostering relationship building across to 2016/17 and another 1,000 people were the province. The BCAFN has delivered three rounds projected to access training in 2017/18. of regional workshops with First Nations, has estab- lished a Champions Roundtable of First Nations and FIRST PEOPLES’ CULTURAL COUNCIL business leaders in collaboration with the Business MIRR’s mandate letter for 2018/19 includes Council of BC, launched an online economic devel- supporting Indigenous communities seeking to opment resource centre and hosted two annual revitalize their languages. B.C. has the greatest Indigenous Business forums. In 2016/17, the Province diversity of Indigenous languages in Canada. There committed to providing $2.5 million over three are 34 unique Indigenous languages and over years for the development and implementation of 90 dialects, representing 60% of all Indigenous Strategy deliverables. languages in the country. OMINECA REGIONAL OFFICE In Budget 2018, B.C. allocated a $50 million grant MIRR staff in the Omineca Region have adopted to the First Peoples’ Cultural Council (FPCC) to an approach to their work that is founded on an help revitalize Indigenous languages in B.C. and appreciation for the multiple cultures within the to address the current language crisis. Investing area and within the communities they serve. For in languages aligns with the TRC Calls to Action example, staff have taken the time over the past and UNDRIP, which recognize that knowing and year to meet with First Nations in their communi- speaking one’s language is a human right. ties for negotiations and consultation activities. They have also participated in cultural events and The FPCC is an Indigenous Crown Corporation community celebrations, whether it is celebrating with a mandate to support the revitalization of the initialling of the Lheidli T’enneh First Nation Indigenous languages, arts, culture and heritage Treaty or commemorating colleagues and commu- in B.C. The FPCC will work in partnership with nity members at memorial events. Staff have Indigenous communities to develop and imple- invested in their own education by working with ment revitalization plans for each of the living local First Nations and learning about the triumphs Indigenous languages in B.C. and to reverse the and challenges of local communities – for example, disruption to Indigenous languages from Canada’s by attending Moose Hide Campaign events and history of colonization and residential schools. workshops. Lastly, the Omineca team has incorpo- While MIRR is the ministry responsible for the rated a sharing circle approach to meetings and has FPCC, readers can refer to the FPCC’s Report on been discussing Indigenous Relations Behavioural Multiculturalism for more information. Competencies as part of standing agendas in order to encourage multicultural learning in all aspects of their work.
[ 60 ] 2017/18 REPORT ON MULTICULTURALISM KTUNAXA CULTURAL WORKSHOPS NUU-CHAH-NULTH MISSING AND The Ktunaxa Cultural Workshops held in MURDERED INDIGENOUS WOMEN February and October 2017, in Cranbrook and AND GIRLS FAMILY GATHERING Castlegar, respectively, exemplify the commit- From September 12-14, 2017, in Port Alberni, ment of the Ktunaxa Nation (KN) to their vision the Nuu-chah-nulth Tribal Council hosted a statement: “Strong, healthy citizens and commu- community-based Gathering for murdered and nities, speaking our languages and celebrating missing Indigenous women and girls (MMIWG). who we are and our history in our ancestral The Gathering was the first time a First Nation held homelands, working together, managing our their own healing event for the families of MMIWG lands and resources, within a self-sufficient, in Canada. B.C. provided $48,000 to support self-governing Nation.” the Gathering.
Working together with MIRR and the Ministry of Gathering and eating a meal together has been Forests, Lands, Natural Resource Operations and practiced for thousands of years as a traditional Rural Development (FLNRORD), KN developed the way to begin healing after the loss of a loved cultural workshop framework with the following one. The Nuu-chah-nulth Teechuktl mental health objectives: to increase understanding of Ktunaxa department hosted the three-day Gathering and culture, language, worldview and history amongst provided a culturally safe environment for the 26 provincial government staff; to enhance under- families of the MMIWG who gathered from the standing of Ktunaxa Governance Structures; to Nuu-chah-nulth nations to share their stories. build opportunity for dialogue and relationships Cultural support workers offered the families among B.C. and KN citizens and staff; to strengthen traditional brushings and the opportunity to take relationships between KN and B.C. and build a part in a Letting Go ceremony that helped family stronger path forward – working together; and members release painful memories. Families to have an open and safe environment to discuss were honoured with songs from several different reconciliation and how to achieve this at the Nuu-chah-nulth nations, were served a traditional operational and strategic levels. foods feast, and were honoured with traditional cultural sharing by Nuu-chah-nulth nations after The workshop included presentations on Ktunaxa the feast. Culture, Title and Rights, Land Stewardship, Ktunaxa Governance and Reconciliation. The KN FIRST NATIONS LIAISONS Council also led discussions on post Tsilhqot’in – EMERGENCY MANAGEMENT and the New Commitments Document, the 10 Many First Nations were critically affected by Federal Guiding Principles for Relationships with the record-breaking floods and wildfires in 2017. Indigenous Peoples, UNDRIP, treaty as a tool, and Homes were lost, thousands of people were how reconciliation can be realized in our daily lives displaced, and communications were hampered and work. by power outages and overwhelmed resources.
Staff from across ministries who took the oppor- Recognizing the need for a culturally appropriate tunity to listen, learn and take part in discussions response tailored to the needs of each community, alongside Ktunaxa government, staff, youth Emergency Management BC (EMBC), in partner- and community members, and to share a meal ship with MIRR, created and resourced First Nations prepared and offered by Ktunaxa community Liaison positions. These individuals worked directly members, were deeply impacted. MIRR supports with First Nations to provide them with avail- Ktunaxa’s continued reach out, impacting personal able emergency service resources. Liaisons also perceptions on reconciliation. involved First Nations in decision making and they effectively shared information.
2017/18 REPORT ON MULTICULTURALISM [ 61 ] Working together with the First Nations THANK YOU SONG – MULTICULTURAL Emergency Services Society (FNESS) and First LANGUAGE APPRECIATION Nations, EMBC and MIRR provided a collabora- MIRR staff member, Patricia Watts, performed tive emergency response, helped to build better an inspiring multicultural Thank You Song at the relationships with First Nations, and delivered Socio-Economic Partnerships Divisional Meeting emergency services in a new way. This is a in the spring of 2018 and dates are scheduled for profound example of reconciliation in action in her to teach the song to MIRR staff, to sing during B.C., with benefits that will continue. National Indigenous Day week celebrations and Public Service week. The song features the spirit ABORIGINAL RELATIONS of gratitude, singing Thank You in 11 different RESOURCE CENTRE SITE Indigenous and multicultural languages. To hear The Aboriginal Relations Resource Centre (ARRC) the Thank You Song performed by Patricia Watts, is a website located on the B.C. Government’s go to: https://tinyurl.com/y7c2qsgw @Work site, dedicated to sharing Indigenous cultural competency information with the BC BLOG ON THE WITNESS BLANKET TOUR @ ROYAL Public Service. The ARRC site’s content manager ROADS UNIVERSITY AUGUST – SEPTEMBER 2017 tracks and promotes over 30 National Indigenous Peoples Day (NIPD) events occurring across the By Carl C. Mashon province, building and strengthening relationships Policy and Relationship Development Officer, with First Nations and Métis communities. Community and Social Innovation Branch, Ministry of Indigenous Relations and Reconciliation This provincial inventory of NIPD events list is provided to MIRR’s communications department, The Witness Blanket returned to Victoria in to create communication materials informing the August 2017 for the last time as it continued its province about upcoming NIPD events. journey across Canada to communities wanting to share in this important national treasure. It During fiscal year 2017/18, the ARRC site posted was on loan to the Royal Roads University (RRU) five Indigenous-focused blogs and resourced and in the Library Interpretation Centre from August posted over 50 reconciliation events happening 11 through Sept 5 and is a remarkable work of art across the province, raising awareness of and history. Indigenous cultures and building on knowledge towards working respectfully with Indigenous and The Witness Blanket is a large-scale art installa- Métis peoples. tion made from 887 pieces of residential schools, churches, government buildings and cultural The ARRC site can be accessed by the entire BC structures collected from across the country. Public Service through the @Work site. Special Each of the pieces represents a part of the Indian attention is paid to National Indigenous Peoples Residential School Era, mounted on 13 large Day events, Louis Riel Day, the Moose Hide panels of interlocking cedar. The 800-plus pieces Campaign and the Stolen Sisters Memorial March. represent a fraction of the thousands of stories In coordination with the @Work team, the @Work that are a common experience to the over site features Indigenous-themed blogs as front 150,000 Indigenous children who were forcibly page news items. This results in raising the profile removed from their communities to satisfy a within the BC Public Service for unique Indigenous Canadian social policy to “Take the Indian out perspectives, issues and celebrations. of the Child.” This project picked up the physical fragments of that social policy and wove them into a “true story of loss, strength, reconciliation and pride.”
[ 62 ] 2017/18 REPORT ON MULTICULTURALISM I attended the reception for the Witness Blanket Elder, Alex Nelson, brought in a group of on August 11 at the RRU library, which formally Kwakwaka'wakw singers and dancers and welcomed the return of the Blanket to the South treated the audience to several songs with one Island and acknowledged and honoured the dedicated specifically to Carey. In respect of this Coast Salish creator and Master Carver, Carey offering, Carey donned traditional regalia and Newman (Ha-yalth-kingeme). Carey spoke of his did a solo dance to the “Kan’na’hai” Thunderbird inspiration in proposing this national initiative to song. Alex then connected the event and song the Truth and Reconciliation Commission in their through a teaching about the Thunderbird who call for legacy projects. brings a powerful lightning force that circles around Mother Earth, uniting everyone in a This was a very personal story on many levels, but common purpose and with common gratitude. one of his primary motives was to honour his own The Witness Blanket, he went on to say, is doing father and others who were either survivors of the same thing – bringing people together residential schools or are part of the intergenera- in the spirit of reconciliation towards a new tional trauma that still echoes through Indigenous relationship, understanding and responsibility. communities today. He said how important Witnessing is a traditional principle of collective this labour of love was to his own healing and accountability, so the Blanket pulls us together how the Blanket is a positive force in facilitating to bear witness to our common history, as reconciliation at an individual level, at community difficult as it might be to acknowledge – but levels, and with the nation as a whole. necessary to move forward as a unified nation.
The project has also produced a documentary For background information on the project and on the making of the Witness Blanket and the the Canadian tour please go to: Producer, Cody Graham of Media One, shared a http://witnessblanket.ca/ 10-minute clip of the feature. This film was ready for public distribution in the fall and the short OUR LAND, OUR FUTURE screening brought the audience into the heart and soul of this work. The clip highlighted the By Ricky-Lee Watts story of the last two pieces mounted on the final Wednesday, March 7, 2018 panel, which were braids of hair gifted to Carey by his two sisters, Ellen and Marion. Ricky-Lee Watts is an Indigenous intern as part of the Aboriginal Youth Internship Program with the They both went through six days of ceremony, Ministry of Indigenous Relations & Reconciliation. bathing in the ocean each day, laying down NOTE: this article first appeared on the @Work site. prayers for all those children who attended the schools – and then cutting their braids for In November 2017, I had the opportunity to spiritual offering to the Blanket. The cutting of attend the Our Land, Our Future: National hair upon arrival at the schools was one of the Summit on Indigenous Youth and Natural methods that the Churches used to break the Resource Development in Calgary. This summit spirit of the children and further alienate them featured a gathering between industry and from their culture and families. In many First Indigenous and government leaders from across Nations cultures, hair is highly spiritual and is Canada alongside Indigenous youth. only ever cut upon the death of a loved one.
During many of these kinds of events, which are anchored in reconciliation, the local community shares the gift of song, dance and teachings.
2017/18 REPORT ON MULTICULTURALISM [ 63 ] This gathering was valuable and important for a Thankful for my invitation to attend, I came in number of reasons. Most prominently, it brought with many questions, but have left with many Indigenous youth to the forefront of Canada’s more. Inspired, reflective, curious and hopeful, I discourse on sustainable natural resource look towards our communities and know that development. Meaningful engagement of we are in good hands and that we will grow a Indigenous youth in relation to natural resource healthy and prosperous future for all Canadians. development at this scale has been very scarce, and an event like this is the first of its kind to Ricky-Lee is an Indigenous intern at MIRR, bridge the gap. working in the Community and Social Innovation Branch. He is Nuu-chah-nulth on his Having Indigenous youth engaging in these mother’s side; his father’s side is a mystery. He conversations is vital to the life of our commu- spent his earlier years growing up in the town of nities. As the fastest growing population in Port Alberni and has lived the past seven years Canada, and a demographic that will live with on Coast Salish territory. and support decisions made into the future, it’s important to empower our communities to B.C. CABINET-FIRST NATIONS LEADERS’ better prepare for a future they will inherit. GATHERING – A VOLUNTEER’S VIEWPOINT
Our Land By Donna Longley At the summit, conversation was rich and Updated: 2 October 2017 multiple ideas were shared. Most noteworthy was the discussion based on our relationship to Donna Longley is a Project Coordinator in the land. Many speakers at the summit echoed the Socio-Economic Partnerships Branch with the sentiment that the health of our land is equiva- Ministry of Indigenous Relations and Reconciliation. lent to the health of our people. This is forcefully Note: this article first appeared on the MIRR the truth. Without consideration of our land, this Intranet site. fractures the cultural confidence and identity, and heavily affects the health and well-being of I was lucky to have the opportunity to volun- Indigenous people. teer for the BC Cabinet-First Nations Leaders’ Gathering held at the Vancouver Convention Not only does this affect our Indigenous peoples, Centre on September 6 – 7, 2017, which the but for all people, this ruptures our connection Province hosted in partnership with the First with the land and all of the wealth that nature Nations Leadership Council. shares that nurtures us physically, mentally and spiritually. It was thrilling to be part of this exciting, produc- tive, two-day event featuring 566 meetings and Our Future inspiring plenary lectures in the main ballroom. In consideration of natural resource develop- In total, over 596 First Nations leaders, ministers, ment, what do we want in our future and for our deputy ministers, youth and others attended children? Is it prosperity and wealth? How do we the event. define wealth? Perhaps if we have not done so already, it is time to rethink how we see wealth: When I arrived at the Convention Centre early not just for immediate economic prosperity, but Wednesday morning, everyone was busy gath- also for a future that is sustainable, and contrib- ering identification badges at the registration uting to the health of our people. desk and then filing into the main ballroom. The main stage was set up with house posts, plants and two totem poles on either side, creating a warm and welcoming image.
[ 64 ] 2017/18 REPORT ON MULTICULTURALISM When I arrived at the Convention Centre early Shawna French, MIRR’s lead organizer for Wednesday morning, everyone was busy gath- FNLG, brought her outstanding organizing ering identification badges at the registration team – Karen Williams, Jeff Keene, Matthew desk and then filing into the main ballroom. The Howie and Danielle Root – to put together a main stage was set up with house posts, plants successful event with many moving parts. Team and two totem poles on either side, creating a MIRR volunteers also worked tirelessly escorting warm and welcoming image. participants to the right rooms, providing help and information, registration, taking meeting The day began with welcoming remarks from notes and so much more. Also, many staff the master of ceremonies, Harold Tarbell, an helped to prepare briefing materials, booked opening prayer and a welcoming song. travel, and performed other tasks.
Premier John Horgan then spoke and was All of our hard work was worth it; I believe that followed by Grand Chief Edward John of the First this event is another step towards reconciliation Nations Summit; Acting Regional Chief Maureen with Indigenous people in B.C. Chapman of the B.C. Assembly of First Nations; and Grand Chief Stewart Phillip of the Union of A DAY IN THE LIFE OF A FIRST NATION LIAISON, B.C. Indian Chiefs. Each leader spoke passionately B.C. FIRES 2017 about the opportunity for a new beginning with government to address the socio-economic gap By Camellia Bhatti between Indigenous people and the rest of the Senior Community Developer, Ministry of people of the province. They also spoke about Indigenous Relations and Reconciliation the needs of First Nation communities across B.C., especially those affected by the devastation The Early Days and loss resulting from both wildfires and the The First Nations Liaison (FNL) served an opioid crisis. important role during the 2017 Provincial Fire Emergency. At the height of the emergency, Day two started with welcoming remarks and we spent long hours (15-hour workdays) at the opening prayers and a panel, which included North East Area Provincial Response Emergency Melanie Mark, Minister of Advanced Education, Operations Centre (NE PREOC) in Prince George. Skills and Training. Minister Mark is the first First We worked directly with First Nations to ensure Nations woman to serve in the B.C. Legislature. that they had consistent support and timely She gave a moving speech about her journey information during the emergency. By assisting as a Nisga’a, Gitxsan, Cree and Ojibway woman First Nations to work through Emergency who struggled in high school and became a Management BC (EMBC) protocols, we also provincial cabinet minister. There was not a dry assisted the NEA PREOC in maintaining its objec- eye near me after her speech. tives, and operated in an effective and culturally sensitive way. My volunteer role was as a “Meeting Time Keeper” for four separate ministers, which meant I was The FNL ensured that there was steady commu- running from room to room to ensure that the nication with First Nations, and that they were meetings started and ended on time. There were receiving the information needed to support only 15 minutes from start to finish, with five their members during the emergency. Daily minutes between meetings. Delegates joked check-in calls were established to ensure about needing to wear track shoes to make safety and to support the flow of information it on time. pertaining to fire status, weather updates and safety concerns.
2017/18 REPORT ON MULTICULTURALISM [ 65 ] First Nations were assisted with navigating Further, as communities began to evacuate, through EMBC procedures, including the neces- the FNL assisted First Nations in registering sary paperwork for State of Local Emergency with Provincial Emergency Support Services. Declarations, and applicable Band Council This included keeping track of evacuees and Resolutions (BCRs). In addition, when needed, issues and managing problems that arose. In the FNL assisted First Nations with the submis- order to ensure that evacuees were receiving sion of resource requests for much needed the support they needed, the FNL worked with emergency supplies, including food and fuel. the Prince George Reception Centre to arrange In cases where First Nations had no access culturally appropriate support through local to telecommunications, supply lists were Indigenous organizations. created using the best available information. Further, as communities began to evacuate, The FNL assisted NEA PREOC in improving their the FNL assisted First Nations in registering skill set for working with Indigenous communi- with Provincial Emergency Support Services. ties. This included educating colleagues on This included keeping track of evacuees and cultural protocols (i.e. traditional territory issues and managing problems that arose. In acknowledgement), social norms (i.e. status of order to ensure that evacuees were receiving elders within a community), and better under- the support they needed, the FNL worked with standing the historical contexts. the Prince George Reception Centre to arrange culturally appropriate support through local The FNL was situated in the NEA PREOC and Indigenous organizations. had the opportunity to liaise with partner agencies including the RCMP and Department The FNL assisted NEA PREOC in improving their of National Defense. These connections were skill set for working with Indigenous communi- particularly useful when dealing with situations ties. This included educating colleagues on involving at-risk individuals or pre-planning for cultural protocols (i.e. traditional territory tactical evacuations. acknowledgement), social norms (i.e. status of elders within a community), and better under- Ongoing standing the historical contexts. The FNL was Throughout the summer, the FNL functioned as situated in the NEA PREOC and had the oppor- the “go-to” problem solvers for both First Nations tunity to liaise with partner agencies including and the NEA PREOC. FNL made themselves the RCMP and Department of National Defense. available, at all hours, to support the technical These connections were particularly useful when and emotional needs of First Nations affected dealing with situations involving at-risk indi- by the wildfires. The emergency continued on viduals or pre-planning for tactical evacuations. for months, and the FNLs continued to provide support and assistance through all phases of the First Nations were assisted with navigating active emergency and into re-entry. through EMBC procedures, including the neces- sary paperwork for State of Local Emergency APPENDIX: DEFINITIONS Declarations, and applicable Band Council ABORIGINAL: The term “Aboriginal peoples of Resolutions (BCRs). In addition, when needed, Canada” is defined in theConstitution Act of 1982, the FNL assisted First Nations with the submis- Part II, Section 35(2), as including “the Indian, Inuit sion of resource requests for much needed and Métis peoples of Canada.” Canada’s Aboriginal emergency supplies, including food and fuel. population is distinct and diverse. “First Nation” is In cases where First Nations had no access to the term generally preferred by Indian peoples of telecommunications, supply lists were created Canada. The term “Indian” is still used when refer- using the best available information. ring to legislation or government statistics.
[ 66 ] 2017/18 REPORT ON MULTICULTURALISM ABORIGINAL IDENTITY: Aboriginal identity refers to a person who reports that he or she identi- Ministry of fies with, or is a member of, an organic political or cultural entity that stems historically from the original persons of North America. The term Jobs, Trade and includes the First Nation, Inuit and Métis peoples of Canada. Technology
FIRST NATIONS: Officially called Indians in the MANDATE Indian Act, this term refers to the Indigenous Premier Horgan’s July 18, 2017 Mandate Letter peoples of North America located in what is now to the Honourable Bruce Ralston, Minister of Canada. For the purposes of Aboriginal identifica- Jobs, Trade and Technology included direction to tion within B.C., the term “First Nation(s)” is the advance the following priorities: generally preferred term in place of “Indian.” For »» Establish B.C. as a preferred location for new statistical and analytical purposes, these terms are and emerging technologies by supporting considered interchangeable and are representative venture capital investment in B.C. start-ups, of the same population. taking measures to increase the growth of domestic B.C. tech companies, and removing INDIGENOUS PEOPLES: Indigenous peoples, barriers to attracting and repatriating also known as First peoples, Aboriginal peoples skilled workers. or Native peoples, are the original inhabitants of a given region, in contrast to groups that »» Ensure that the benefits of technology and have settled, occupied or colonized the area innovation are felt around the province by more recently. working with rural and northern communities and equity-seeking groups to make strategic STATUS INDIAN: A person who is registered as an investments that support innovation and Indian under the Indian Act. The Act sets out the job growth. requirements for determining who is an Indian for »» Establish an Emerging Economy Task Force the purposes of the Indian Act. and establish an Innovation Commission to advocate for the technology sector. NON-STATUS: First Nations (Indian) people who do not meet the criteria for registration, or who »» Work with the Minister of Forests, Lands, have chosen not to be registered, under the Natural Resource Operations and Rural Indian Act. Development to advocate for a fair deal for B.C. in softwood lumber negotiations with the MÉTIS: Métis means a person who self-identifies United States, and to increase employment as Métis, is of historic Métis ancestry, is distinct in the forestry and innovative wood from other Aboriginal peoples, and is accepted by manufacturing sectors. Métis people. Métis also includes people of mixed »» Work with the Ministry of Finance to cut the First Nation and European Ancestry who identify small business tax rate and create a Small themselves as Métis, as distinct from First Nations Business Task Force. people, Inuit or non-Aboriginal people. Métis have a unique culture that draws on their diverse »» Create a framework to promote local hiring on ancestral origins such as Scottish, French, Ojibway government projects. and Cree. »» Work with the Minister of Advanced Education, Skills and Training to improve credential assessments and to create a centre to coordinate and educate newcomers.
2017/18 REPORT ON MULTICULTURALISM [ 67 ] The Ministry of Jobs, Trade and Technology The ministry supports initiatives that create a manages key lines of government services that culturally diverse workforce through the provi- help to support and maintain the strong and sion of discrimination prevention training and diverse economy that British Columbians need onboarding, and orientation to the Standards of for long-term prosperity. Its programs promote a Conduct for new employees. supportive and attractive business and investment environment; maximize investment potential in Across the province, employees are encouraged communities across B.C.; support growth and to recognize and value the multicultural environ- export opportunities for our expanding small ment in which they work and live. The ministry business sector; develop a skilled labour force fosters an inclusive workplace through its support that is ready to meet the challenges of expanding of the Economy Sector Professional Development industries; and foster thriving business sectors. Program, which offers workshops on topics identi- One of the ways the ministry accomplishes this is fied by ministry staff, including sessions on fair and through the attraction and support of newcomers transparent hiring practices, effective communi- to Canada and British Columbia so that they can cation and empowerment. These were offered find work at their skill level and, in turn, contribute in multiple cities and in a web-based format to to our economy. maximize access to staff across the province. The ministry also introduced a personality assessment The ministry also works with communities, tool that focuses on valuing diversity. Indigenous peoples and organizations, and industry to promote regional economic growth In 2017/2018, the Integrated Data Office (IDO) and diversification and to help facilitate economic employed one Science Policy Fellow (Mitacs); the development opportunities. International Business Development (IBD) divi- sion and Technology, Innovation and Economic The ministry also plays a key role in implementing Development (TIED) division each employed an the #BCTECH Strategy, with an ongoing focus intern through the Aboriginal Youth Internship on deepening B.C.’s technology talent pool. The Program (AYIP); and IBD, TIED and the International technology sector is a key driver of growth for the Strategy and Competitiveness (ISC) division each B.C. economy, with more than 106,000 jobs that employed a co-op student. pay wages 85 percent more than the B.C. average. B.C.’s world-class, high-tech clusters in areas such In future fiscal years, IDO, IBD, ISC and the as information and communications technology, Workforce Immigration and Major Investments clean-tech, engineering, life sciences and digital (WIMI) division plan to use the AYIP, Work-Able media are driving the need for a workforce that is Program, and co-op work placements, budget more creative and skilled than ever before. permitting, to attract a younger and more diverse workforce. The ministry has also supported the EXECUTIVE COMMITMENT Federal Internship for Newcomers (FIN), which TO MULTICULTURALISM offers newcomers a chance to gain valuable The ministry’s executive is committed to temporary Canadian work experience and promoting cultural diversity and to providing a training opportunities. respectful environment, free from discrimina- tion and harassment. Cultural diversity and The Integrated Data Office division participated increased participation and engagement by all in the BC First Nations Data Governance Initiative cultures are vitally important to create a strong Gathering, which improves the division’s under- and vibrant social and economic future for all standing of the First Nations perspective in data British Columbians. collection, management and use.
[ 68 ] 2017/18 REPORT ON MULTICULTURALISM Coming out of this work and in alignment with a The federal government has announced a three- review of the United Nations Declaration on the year national immigration levels plan, growing Rights of Indigenous Peoples and the Truth and from 300,000 permanent resident admissions in Reconciliation Calls to Action, the division will 2017 to 340,000 in 2020. These are some of the complete a corporate consultation to understand highest immigration targets in modern Canadian existing and forecast indigenous data governance history. The largest growth is in Provincial Nominee issues, as well as business and program linkages to Programs, an economic immigration pathway Indigenous data. Additionally, division leadership allowing provinces to select in-demand workers regularly supports staff to attend awareness events and entrepreneurs to meet labour market needs. including “Called to Action: Meeting Government BC Settlement and Integration Services Commitments to Reconciliation, Cultural Safety »» provided $4M in support and services to and Indigenous Rights, the Path to Economic newcomer clients who are not eligible Reconciliation” event. for federal settlement services, including temporary foreign workers, provincial KEY PROCESSES, POLICIES nominees awaiting permanent residence AND STRUCTURES IN SUPPORT approval, refugee claimants, post-secondary OF MULTICULTURALISM international students and naturalized citizens. The ministry recognizes the wide-ranging social and economic benefits associated with multi- »» In 2017/18, over 820 clients started services culturalism. A strong commitment is made to through Career Paths for Skilled Immigrants – providing information about provincial programs an employment and skills upgrading program and opportunities in multiple languages and for internationally trained professionals and culturally appropriate formats, whether for recent immigrants to find work in their field newcomers, visitors or those considering coming of training. to B.C. to settle, work or invest. For example, $619,000 was invested in projects to enhance our employees are reflective of B.C.’s diversity »» credential recognition for internationally and are able to provide services in over 20 trained professionals arriving in B.C., including different languages. funding for regulators to improve assessment processes and for community organizations The following 23 languages are spoken by to help employers to identify, hire and retain ministry staff within the International Business skilled newcomers. Development Division: Bengali, Cantonese, Croatian, Filipino, French, Fukien (Chinese TECHNOLOGY, INNOVATION AND ECONOMIC Dialect), German, Hakka (Chinese Dialect), Hindi, DEVELOPMENT DIVISION Indonesian, Japanese, Korean, Malay, Mandarin, The Technology, Innovation and Economic Portuguese, Punjabi, Romanian, Russian, Serbian, Development division values and pursues diversity, Shanghai (Chinese Dialect), Spanish, Urdu and supports Indigenous economic develop- and Vietnamese. ment, through the secretariat for the Indigenous Business and Investment Council (IBIC) (formerly HIGHLIGHTS OF INITIATIVES the Aboriginal Business and Investment Council – WORKFORCE, IMMIGRATION ABIC). IBIC’s mandate is to help improve Aboriginal AND MAJOR INVESTMENTS participation in the economy, promote Indigenous The ministry provides support and assistance businesses and entrepreneurs, and inspire First to attract immigrants, including skilled workers, Nation and industry partnerships. entrepreneurs and students, and to facilitate their successful integration.
2017/18 REPORT ON MULTICULTURALISM [ 69 ] A new chair, Chief Aaron Sumexheltza of the Lower The Small Business Branch translates two key small Nicola Indian Band, was formally appointed in business guides in four languages. The Import/ February 2018. New term council appointments Export Guide provides Information and resources to and re-appointments are in process. help navigate the world of international trade and the Starting A Small Business Guide provides infor- IBIC participated in 12 trade shows and events to mation and resources useful to anyone interested support Indigenous economic development. The in starting a small business in British Columbia. In shows and events were an opportunity to meet 2010, the web versions of both of the guides were and engage with Indigenous business people, translated into four languages (Simplified Chinese, First Nation community leaders, and industry Traditional Chinese, Korean and Punjabi), aiming to representatives. They also provided an opportu- reach a diverse audience. nity to promote the IBIC website’s resource links, Aboriginal business listings, success stories and The Société de développement économique de video profiles. IBIC created 12 new micro-videos for la Colombie-Britannique (SDECB), with financial a social media advertising campaign promoting support from the Small Business Branch and Indigenous business success, and pro-active the Intergovernmental Relations Secretariat industry and First Nation partnerships. (Francophone Affairs Program), offered French- speaking entrepreneurs the opportunity to have IBIC also partnered with Indigenous Tourism their questions answered by francophone experts BC (ITBC) for Indigenous tourism engagement during Small Business Week. From October 16-20, sessions in the Upper Fraser Valley, Kootenays, 2017, entrepreneurs were able to access advice on Northwest B.C. and Campbell River. The benefits of issues related to accounting, marketing, legal, social these sessions were awareness of tourism oppor- media and websites. Twenty-five businesses were tunities and industry trends, connection to the ITBC able access the 30-minute sessions. On October 2, team and local regional partners, and support in 2017, working in collaboration with Small Business the cultural and business development aspects of BC, the SDECB also presented a workshop in French tourism development. at the Small Business Summit.
IBIC also partnered with the BC Association of The Regulatory and Service Improvement Branch Aboriginal Friendship Centres (BCAAFC) for the supports good policy development by ensuring that 3C Youth Entrepreneurship Program, a group and all changes to B.C.’s regulatory framework use the community-oriented introduction to entrepreneur- Regulatory Impact Checklist to identify and mitigate ship. The program was held in two communities, any negative impacts that may disproportionately reached 80 participants, and was a major input for affect specific groups, including small business BCAAFC’s Gathering Our Voices Conference. owners, immigrants and other vulnerable groups. According to Statistics Canada, British Columbia SMALL BUSINESS, REGULATORY AND SERVICE has the highest percentage of residents in Canada IMPROVEMENT DIVISION whose first language is neither English nor French The Small Business Branch works to support a (23 percent) and the highest representation of small diverse small business sector by jointly funding businesses owned by visible minorities (12 percent). Small Business BC (SBBC) in partnership with the federal government. SBBC, B.C.’s primary service In 2017/18, the Regulatory and Service Improvement delivery agent in this area, is able to respond Branch developed and launched a new policy to clients in a number of languages including training course that includes consideration of social French, Spanish, Mandarin, Cantonese, Tagalog inclusion and equal access to government programs, and Bengali. services and information for all citizens and busi- nesses in the province.
[ 70 ] 2017/18 REPORT ON MULTICULTURALISM »» Review the Labour Relations Code to Ministry of Labour ensure that workplaces support a growing, sustainable economy with fair laws for workers MANDATE and businesses. To build a better British Columbia, the Ministry of Labour ( https://tinyurl.com/y8tce9ns ) promotes EXECUTIVE COMMITMENT fair, healthy and safe labour and employment TO MULTICULTURALISM relationships in support of a strong, sustainable The Ministry of Labour is committed to promoting and innovative economy. fair, healthy and safe labour and employment relationships, which includes a commitment to In this context, the ministry has overall diversity and multiculturalism and a recognition of responsibility for British Columbia’s labour the cultural heritage and makeup of the communi- and employment statutes – including the ties it serves. Labour Relations Code, the Employment Standards Act, and the Workers Compensation The ministry’s executive supports this commitment Act – and for the effective administration and by promoting cultural diversity and by providing enforcement of those statutes. The ministry a respectful environment, free from discrimina- has legislative responsibility for WorkSafeBC tion and harassment. Cultural diversity and ( https://tinyurl.com/y7vj9979 ), the Labour Relations increased participation and engagement by all Board ( http://www.lrb.bc.ca/ ), the Employment cultures are vitally important to creating a strong Standards Tribunal ( https://tinyurl.com/y842hqzg ) and vibrant social and economic future for all and the Workers’ Compensation Appeal Tribunal British Columbians. ( https://tinyurl.com/ycucaesh ). The ministry supports initiatives that create a The Employment Standards Branch and the minis- culturally diverse workforce through the provi- try’s three administrative tribunals are involved in sion of discrimination prevention training and managing complaints and issues that have been onboarding, and orientation to the Standards brought before them. In all cases, timely and of Conduct for new employees. Last year, labour accurate disposition of those complaints or issues staff attended offerings on “Building Capacity in is an essential component of a fair and balanced Aboriginal Relations,” hiring workshops, empower- system of labour and employment laws that is ment and effective communication, among others. readily accessible to all stakeholders. The assessment tool that focuses on valuing diver- In this context, Premier Horgan’s July 18, 2017 sity – Lumina – will also continue. The ministry’s Mandate Letter included direction to: executive also receives and reviews semi-annual and annual workforce analytics reports, which Establish a Fair Wages Commission to »» include data on the diversity of the ministry’s support implementation of the $15-per-hour workforce. This allows the executive team to minimum wage. ensure that diversity remains top of mind as a »» Create a Temporary Foreign Worker Registry. ministry-wide standard. Update employment standards and ensure »» Throughout the province, employees are encour- that they are applied evenly and that they aged to recognize and value the multicultural are enforced. environment in which they work and live. »» Review and develop options with WorkSafeBC to increase compliance with employment laws and standards put in place to protect the lives and safety of workers.
2017/18 REPORT ON MULTICULTURALISM [ 71 ] The ministry fosters an inclusive workplace »» The Workers’ Advisers Office (WAO) continues through its support of the Economy Sector to provide factsheets in three languages Professional Development Program, which offers and has plans to update and add additional workshops on topics identified by ministry staff, translated materials. including sessions on fair and transparent hiring The WAO also administers Start a New Inquiry, practices, effective communication and empower- »» which helps clients to request advice and ment. These were offered in multiple cities and assistance via an online application form. also in a web-based format to maximize access to Discussions have begun regarding providing staff around the province. The ministry also intro- this service in three other languages. duced a personality assessment tool that focuses on valuing diversity. »» WAO is seeking to increase its diversity through encouraging multilingual applicants KEY PROCESSES, POLICIES for upcoming vacancies. AND STRUCTURES IN SUPPORT Both the WAO and the EAO utilize OF MULTICULTURALISM »» WorkSafeBC’s Language Line, which allows The ministry recognizes the wide-ranging both organizations to provide services in social and economic benefits associated with over 40 languages to injured workers and multiculturalism. employers in B.C. A strong commitment is made to providing »» The Employment Standards Branch (ESB) information about employment rights and works with the Mexican Consulate to present responsibilities in multiple languages and cultur- information on employment standards in ally appropriate formats, whether for newcomers, B.C. to Seasonal Agricultural Worker Program visitors or those considering coming to B.C. to employers and workers. settle, work or invest. »» Information sessions are held by the ESB for new immigrant workers, temporary foreign HIGHLIGHTS OF INITIATIVES workers and their employers, multicultural In carrying out its mandate to promote fair, healthy groups and business owners. and safe labour and employment relationships, the Ministry of Labour is engaged in several initiatives »» ESB is working to increase its diversity and that support multiculturalism: to expand services in languages other than English by employing recruitment strategies, »» On March 29, 2018, the Employers’ Advisers for all new hires, that target candidates who Office (EAO) presented to the Xaxli’p First speak languages other than English, with a Nation on the topics of violence in the particular focus on Punjabi and/or Cantonese. workplace and bullying and harassment. The ministry’s three administrative tribunals »» The EAO is developing a quarterly newsletter »» have a commitment to recruit and identify in multiple languages and is also looking candidates from the diverse communities to offer resources on its website in they serve. The chairs of the tribunals are multiple languages. committed to diversity, inclusion and access. »» As part of a new recruitment strategy, the EAO will be working with the Public Service Agency to recruit employee candidates who are fluent in multiple languages and will also be looking to offer client training seminars in additional languages.
[ 72 ] 2017/18 REPORT ON MULTICULTURALISM EXECUTIVE COMMITMENT Ministry of Mental TO MULTICULTURALISM The executive team works to ensure that diverse perspectives are embedded into the workplace Health and culture and the approach to strategy design, poli- Addictions cies and initiatives. The ministry encourages inclusion through its MANDATE leadership and by providing equal access to The Ministry of Mental Health and Addictions training and development in areas including (MMHA) is the first of its kind in North America diversity, respectful workplace, and cultural safety and brings a much-needed leadership role to and humility. These commitments are aligned with transform the provincial mental health and addic- the MMHA strategic plan, ministry and divisional tions system, to improve mental well-being, and business plans, and through leadership practices to reduce substance use-related harms for all such as operating principles. British Columbians. The ministry is responsible for developing a coherent, accessible and culturally The ministry’s vision, mission and goals support safe mental health and addictions system that is the objectives of respect, inclusion and serving the effective for individuals and families across the cultural diversity of the province because they are lifespan. The ministry is also responsible for leading geared towards every citizen: an immediate response to the Province’s overdose public health emergency. The ministry works VISION: across government to ensure that programs and Mental well-being for all British Columbians. services strengthen mental health and wellness (for example: housing, employment, income, education MISSION: and childcare). Leading, empowering and driving transformation to ensure a seamless, comprehensive and respon- The ministry sets the provincial strategic direction sive mental health and addictions system. to transform B.C.’s mental health and addictions system. Cross-sector planning and system-level GOAL 1: improvement is driven through research, policy Collaboratively transform the mental health and development and evaluation. To realize our addictions system in British Columbia and drive mandate, the ministry undertakes a whole-govern- the social change needed, as a society, to improve ment, multi-systems approach, in partnership mental well-being. with other ministries, Indigenous peoples, service delivery partners, researchers, local and federal GOAL 2: levels of government, families, youth, advocates and Proactively lead to identify, manage, prevent people with life experience. and take action to address emergent mental health and addiction issues such as the The ministry’s focus on a multi-prong, holistic overdose emergency. approach to mental health and addictions will ensure timely, cohesive and easily accessible GOAL 3: services where people live. People will know where Create and sustain a strong, flexible and to go, who to call, and that supports are readily healthy organization. available. Moreover, the approach will influence a society where fewer people experience harm from substance use, with fewer deaths from overdose and finally, that mental health and addictions services are safe, culturally sensitive and respectful.
2017/18 REPORT ON MULTICULTURALISM [ 73 ] In addition, the organization has a unit focused on Employees in the ministry speak Spanish, Russian, Indigenous partnerships and wellness. This unit Cantonese, French and Punjabi. Our employees leads the ministry’s commitment to reconciliation represent multiple cultures including Indigenous, and to fully adopting and implementing the United Russian, Scottish, Czechoslovakian, Ukrainian, Nations Declaration on the Rights of Indigenous Chinese Canadian, Chinese and Punjabi. Peoples (UNDRIP) and the Truth and Reconciliation Commission Calls to Action (TRC-CTA) as part of the HIGHLIGHTS OF INITIATIVES Indigenous Mental Health and Addictions Strategy. The Ministry of Mental Health and Addictions is It is partnering with Indigenous people to support in the process of negotiating with Canada and their priorities related to mental health and well- the First Nations Health Council on a Tripartite ness and to improve mental wellness and access Memorandum of Understanding on the Social to culturally safe and effective mental health and Determinants of Health (MOU). While the MOU addictions services. is not concluded, the Province has committed to providing $10 million over two years to support a This important focus of the ministry was formalized partnership which ensures that First Nations have in 2018 through a Letter of Understanding, as well the ability to plan, design and deliver the services as a Declaration of Commitment for Cultural Safety they need to improve the mental health and and Humility between the ministry and First Nations wellness of their communities. It will also enable Health Authority. The ministry is also working in the parties to develop a collaborative approach to close collaboration with the Métis Nation and assessing mental health and wellness indicators. Aboriginal Friendship Centres. The Ministry of Mental Health and Addiction is KEY PROCESSES, POLICIES also working in close collaboration with the Métis AND STRUCTURES IN SUPPORT Nation, BC Association of Aboriginal Friendship OF MULTICULTURALISM Centres, Urban Native Youth, and the First Nations The Ministry of Mental Health and Addictions was Health Authority on the development of a child newly formed in July 2017 and has fewer than 50 and youth mental health and addictions plan. employees. As a new ministry, it is committed to building an organization that actively enlists and The Ministry of Mental Health and Addiction is also celebrates diversity. This includes fostering an participating in a tripartite working group titled organizational culture that is built on the values “Indigenous Cultural Safety & Humility: Developing of collaboration, innovation, respect, leadership a Whole of Systems Change Leadership and empowerment. These values, in combination Agenda.” A key goal of this working group is to with the BC Public Service values, involve creating promote cultural safety and humility across the a respectful, trust-building environment where health sector. government policies are adhered to. The ministry participated in the Indigenous Youth Further, the ministry’s hiring practices seek out Internship Program (IYIP) in 2017/18. The IYIP various equity groups and give preference to the intern worked on challenging assignments as vulnerable communities it serves so that our work- part of the development of the mental health and force represents the diversity of citizens in British addictions strategy. The ministry has applied to Columbia and it can ensure that citizens of British hire two IYIP interns in 2018/19. Columbia have better access to the mental health and addictions services they need; options on how The ministry incorporates diversity, multicul- they access those services; a high-quality service turalism and inclusion into its human resource experience; and through extensive cross-province materials, programs, training and internal commu- consultations, the ability to inform the design and nications and will continue to do so. delivery of those services.
[ 74 ] 2017/18 REPORT ON MULTICULTURALISM The ministry is committed to following govern- Through listening to First Nations organizations, ment hiring practices that are fair and equitable we were able to conceptualize the importance and based on the principles of merit. of listening to and working in true partnership with our Indigenous partners and communities. Ministry employees are encouraged to develop their knowledge through training in diversity and One of my first projects was to prepare execu- inclusion, building a respectful workplace, and tives for and to attend all five of the First Nations government policies that encourage inclusion. Health Council’s Regional Caucuses. In each region, we were invited to introduce the INDIGENOUS YOUTH INTERN IN THE WORKPLACE communities to the new ministry and to learn By Danielle Jerowsky what communities were doing to support their people’s health and well-being. What I found When I accepted the offer for the Indigenous most impactful at these events was that we were Youth Internship Program, my intentions were able to participate and to witness some of their to use this as an opportunity to take a year off intergenerational strengths. of school before I pursued graduate school. However, through the experience I had in this The work that was done at these caucuses program and in the Ministry of Mental Health became the foundation for the partnership and Addictions, I quickly learned that the that we have with our Indigenous partner internship was the beginning of a career in the organizations and leaders. Through listening Public Service. to First Nations organizations, we were able to conceptualize the importance of listening to and As the first Indigenous Youth Intern to work with working in true partnership with our Indigenous the Ministry of Mental Health and Addictions, I partners and communities. was unsure about what to expect in terms of work and work culture. I learned that being part Organizations that advocate for our First Nations, of a small, transformative ministry was a blessing. Métis and other Indigenous British Columbians I began travelling and working alongside people work diligently to better the lives of Indigenous from across my ministry – including the execu- people – we need to support these groups by tive team – as well as with external partners removing barriers that prevent them from doing across the province. the work that they know is best for their people. Attending the regional causes helped me, even One of my first projects was to prepare execu- as an Indigenous woman, to remember that tives for and to attend all five of the First Nations communities know what is best for their people. Health Council’s Regional Caucuses. In each region, we were invited to introduce the As I transition to the next part of my intern- communities to the new ministry and to learn ship, I am sad to leave my team at the ministry. what communities were doing to support their However, I know that I have carved the begin- people’s health and well-being. What I found ning of a path of transformation in regard to the most impactful at these events was that we were way we work with Indigenous people. We will able to participate and to witness some of their walk together on this path that is taking us on a intergenerational strengths. shared journey toward reconciliation.
The work that was done at these caucuses became the foundation for the partnership that we have with our Indigenous partner organiza- tions and leaders.
2017/18 REPORT ON MULTICULTURALISM [ 75 ] »» Work with the Minister of Finance to address Ministry of speculation, tax fraud and money laundering in the housing market.
Municipal Affairs The Ministry of Municipal Affairs and Housing (MAH) helps to make B.C. communities great places to live and Housing by taking leadership in supporting local govern- ments to build vibrant and healthy communities MANDATE that are well-governed, liveable, safe, economically Premier Horgan’s July 18, 2017 Mandate Letter resilient, and socially and environmentally respon- for the Minister of Municipal Affairs and Housing sible. The ministry is providing British Columbians included direction to: with access to affordable, safe and functional »» Partner with local governments and First housing through policy and programs, technical Nations to develop a community capital codes and standards and services for landlords infrastructure fund to upgrade and build sports and tenants. facilities, playgrounds, local community centres, and arts and culture spaces. EXECUTIVE COMMITMENT TO MULTICULTURALISM »» Through partnerships with local governments, The ministry recognizes that a rich multicultural the federal government, and the private and society helps to nurture acceptance, understanding not-for-profit sectors, begin to build 114,000 and mutual respect. Diversity is vitally important units of affordable market rental, non-profit, in creating strong and vibrant communities for co-op, supported social housing and owner- all British Columbians. The ministry executive is purchased housing. committed to building a strong organization that »» Create new student housing by removing embraces diversity in the workplace. The ministry unnecessary rules that prevent universities works to build communities that recognize and and colleges from building affordable value cultural diversity, and that promote collabora- student housing. tive relationships among levels of government, community groups and citizens. More specifically, »» Amend the Residential Tenancy Act to provide the ministry provides advice and program support stronger protections for renters and provide through partnerships to encourage improved additional resources to the Residential relationships between local governments and First Tenancy Branch. Nations that can lead to reconciliation at the local »» With the Minister of Finance, deliver an annual level. MAH delivers programs and services that are renter’s rebate of $400 dollars per rental designed to treat everyone fairly, equitably and household to improve rental affordability. respectfully. The executive enables activities for staff that promote awareness of diversity and multi- »» Work in partnership to develop a homelessness culturalism, including training, development and action plan to reduce the homeless population employee engagement activities. through permanent housing and services. As part of the plan, conduct a province-wide Over the past year, the executive supported homelessness count. an inclusive and respectful workplace through »» As the Minister responsible for TransLink, initiatives such as a newly introduced personality support the Mayors’ Council 10-Year Vision for assessment tool that focuses on valuing diversity. Metro Vancouver Transportation by funding To create awareness about diversity and inclu- 40 percent of the capital costs of every sion ministry-wide, MAH executive endorsed and phase of the plan, in partnership with all encouraged all employees to participate in either levels of government. an in-person or virtually delivered Diversity and
[ 76 ] 2017/18 REPORT ON MULTICULTURALISM Accessibility Workshop, facilitated by the Public In 2017/18, MAH continued to support the Service Agency in February 2018. These workshops Aboriginal Youth Internship Program, which were well-attended by both staff and supervisors. provides unique employment experiences within Attendees were presented with information on the ministry to Aboriginal youth. Through this corporate recruitment programs, including the program, the ministry provides a meaningful Aboriginal Youth Internship Program (AYIP) and the opportunity to support Aboriginal youth to build Work-Able Internship Program. professional skills and networks, to develop leader- ship skills, and to share their culture with others. MAH executive expects to use the 2018 Work Environment Survey (WES) to better understand Ministry executive actively supported the Moose the composition of its workforce. WES data will be Hide Campaign by encouraging staff to draw upon used to identify stretch goals to support the orga- the Indigenous cultural practice and ceremony as nization’s commitment to becoming more diverse a way of engaging all people in the work towards and reflective of the citizens it serves. Additionally, ending domestic and gender-based violence. the Local Government Division sponsored a training session for staff on the roles of the ministry HIGHLIGHTS OF INITIATIVES and local governments in working to improve COMMUNITY GAMING GRANTS relationships between Indigenous communities, Grants supported a wide variety of cultural with the goal of supporting reconciliation. The celebrations and activities, including local festivals, session also included an overview of the important heritage associations, public safety programs and work of the Truth and Reconciliation Commission parent advisory councils. In support of multicul- (TRC), and of the United Nations Declaration on turalism and Indigenous culture, the Community the Rights of Indigenous Peoples (UNDRIP). Gaming Grants program provided: Almost $2 million to not-for-profit Indigenous The Office of Housing and Construction Standards »» organizations to support a variety of services (OHCS) hosted a staff member from the Ministry and initiatives ranging from friendship centres of Indigenous Relations and Reconciliation (MIRR) to cultural societies, and support for elders in at an all-staff divisional meeting in fall 2017, to their communities. The Wachiay Friendship educate staff on the impact of reconciliation Centre Society received a $250,000 Capital (including UNDRIP and the TRC) on the housing Project grant to support the purchase of its and building policy. OHCS provides monthly Friendship Centre building. updates on reconciliation events in the Capital Region to all division staff. »» $955,322 to 27 agricultural fairs across the province to celebrate rural heritage and to KEY PROCESSES, POLICIES reflect the economic vitality and cultural AND STRUCTURES IN SUPPORT legacy of B.C. communities. OF MULTICULTURALISM Over $1.4 million to not-for-profit Multiculturalism is embraced in the workplace, and »» organizations dedicated to the promotion the ministry strives to be a welcoming organiza- and support of multicultural communities. tion that values diversity and treats individuals Funding supported the Multi-Lingual respectfully and without discrimination. The Orientation Service Association for Immigrant ministry continues to support National Aboriginal Communities (M.O.S.A.I.C.); and the Day, with internal communications and materials Multicultural Helping House Society and the available for employees, as well as sponsoring Victoria Immigrant and Refugee Centre Society Multiculturalism Week activities. This provides an received a Capital Project grant of $197,571 to important opportunity to celebrate the province’s renovate a new facility. rich diversity and distinct cultural perspectives.
2017/18 REPORT ON MULTICULTURALISM [ 77 ] »» Approximately $2.3 million to community ºº September 2017 organizations that provide cultural ·· University of Victoria, celebrations, support networks and International Students community education information, and to programming focused on a specific ethnicity, ·· Kelowna Community Resources – nationality, language and/or religion. Newcomers to BC Organizations supported last year included ·· Japanese Consulate General (students the Vancouver Japanese Language School & and working holiday residents) Japanese Hall, South Asian Family Association ºº November 2017 (SAFA) and Association des Francophones et Francophiles du Nord-Ouest. ·· BC Settlement & Integration Services (SUCCESS Services) COMMUNITY-TO-COMMUNITY ·· Mosaic Learning Society Burnaby FORUM PROGRAM ·· Japanese Consulate General (students $50,000 in funding support was provided to and working holiday residents) the Forum program, administered by the Union January 2018 of British Columbia Municipalities (UBCM) and ºº the First Nations Summit through a partnership ·· Kelowna Community Resources – arrangement, which enables local governments Newcomers to BC and First Nations to connect. In jointly hosted ºº March 2018 forums, participants gathered to discuss shared Kelowna Community Resources – interests, challenges and opportunities to work ·· Newcomers to BC together. Since 1999, over 600 regional and five provincial forums have been held – many »» The Office of Housing and Construction resulting in service agreements, memorandums Standards – Through OHCS headquarters in of understanding, protocol agreements and Victoria, several events were hosted featuring stronger relationships between neighbouring multiculturalism including: Chinese New Year, communities. For this coming year, the program Black History Month and the acceptance of has been expanded with additional resources from different faiths and beliefs at holiday times UBCM and increased scope for forums to focus (Easter, Christmas, Hanukkah). on reconciliation. »» Investing in Canadian Infrastructure Program (ICIP) – On March 22, 2018, the Ministries Across the province, there are dozens of examples of Municipal Affairs and Housing, and of local governments and First Nations working Transportation and Infrastructure, signed together on economic development, social, the ICP agreement with the Government cultural and environmental projects. of Canada. This agreement commits $157 »» Residential Tenancy Branch (RTB) public million in federal funding to the Community, education sessions – In 2017/18, the RTB held Culture and Recreation stream, which will the following sessions on landlord-tenant support local government, not-for-profit and rights and responsibilities for Newcomers First Nations projects. Program development to BC: and stakeholder collaboration are currently ºº June 2017 underway. The objective of this program is to support increased access and quality Kelowna Community Resources – ·· of community recreation and cultural Newcomers to BC infrastructure in communities throughout B.C. ºº July 2017 ·· BC Settlement & Integration Services (SUCCESS Services)
[ 78 ] 2017/18 REPORT ON MULTICULTURALISM EXECUTIVE COMMITMENT Ministry of Social TO MULTICULTURALISM Ministry leadership is committed to supporting the cultural diversity of its staff, to providing inclusive Development and services that are sensitive to the ministry’s cultur- ally diverse clientele, and to supporting the British Poverty Reduction Columbia Government’s three-year Diversity Action Plan focused on strengthening diversity MANDATE and inclusion. The Ministry of Social Development and Poverty Reduction (SDPR) focuses on providing British KEY PROCESSES, POLICIES Columbians in need with services that they count AND STRUCTURES IN SUPPORT on. The fundamental purpose of the ministry is to OF MULTICULTURALISM tackle poverty, to deliver quality services that meet people’s needs, and to ensure that people from SUPPORTING OUR STAFF every background have the opportunity to reach The ministry employs a diverse workforce of their full potential. The ministry mandate includes approximately 1700 staff members that reflects developing a Poverty Reduction Strategy – a plan the rich cultural and ethnic diversity of the that will help to break the cycle of poverty. province. Employees are continually invited to engage in shaping policies and programs through The ministry’s governing legislation various mechanisms that include the Employee includes the Employment and Assistance Advisory Committee, employment engagement Act ( https://tinyurl.com/y8ajzd7g ), the surveys, work group huddles, and online chat lines Employment and Assistance for Persons with and newsletters. In addition, all employees are Disabilities Act ( https://tinyurl.com/y7cpogzl ), supported and encouraged to access training on and the Community Living Authority Act diversity and inclusiveness. ( https://tinyurl.com/y9uzjldd ). The Minister is responsible for Community Living BC and supports One of the contributions from the Employee the Parliamentary Secretary for Poverty Reduction. Advisory Council is to act as a liaison between employees and the Ministry Executive Committee, The ministry’s key responsibilities include: and to make recommendations on policies and »» Designing and implementing a province-wide issues related to accessibility and diversity. This poverty-reduction strategy; allows Leadership to truly understand, and act on, the needs of staff related to diversity. »» Providing income and disability assistance to those in need; To support B.C. Government’s three-year Diversity »» Supporting community living services that Action Plan, the ministry struck a task force to look help adults with developmental disabilities at ways in which it can continue to enhance its and their families to develop connections and diverse workforce. inclusion with their community; and The ministry has also participated in ten of eleven »» Delivering employment programs years in the Indigenous Youth Internship Program, and services to unemployed and a 12-month internship for young Indigenous underemployed individuals. British Columbians.
2017/18 REPORT ON MULTICULTURALISM [ 79 ] EMPLOYEES SELF-IDENTIFIED WorkBC service providers, who connect ministry AS A VISIBILE MINORITY clients to the labour market, provide a full range of employment services to eligible unemployed Employees with Visible Minority (354) British Columbians, including immigrants and refugees, Indigenous peoples and Francophones. Employees (1,315) Services include employment-related workshops and case management in languages other than English in Employment Service Centres. WorkBC 21% 79% print materials are also available in several languages such as English, Arabic, Chinese, Farsi, Tagalog, French, Hindi, Korean, Punjabi and Spanish. Sub-contracted, specialized immigrant STAFF DEMOGRAPHICS service providers are also available under the According to the 2018 Work Environment Survey, WorkBC service delivery model. administered by the BC Public Service Agency, 21 percent of SDPR’s workforce self-identified as Program services that are particularly relevant for members of a visible minority, and five percent as these clients include: Indigenous people. »» Personal Counselling for Employment SDPR staff members speak over 150 languages. Readiness (for Survivors of Violence and/or Abuse) EMPLOYEES SELF-IDENTIFIED AS INDIGENOUS »» Foreign Credential Evaluation Indigenous (81) »» Prior Learning Assessment Non-Indigenous (1,678) »» Financial Supports for English as a Second Language (ESL) Training Language Interpretation Services 5% 95% »» »» Self-Serve Workshops (group workshops may be feasible in catchments where client numbers support them) SERVICES TO CITIZENS Through partnerships with other institutions, »» Job Search and/or Job Start Financial Supports the ministry facilitates access to our services by supporting clients to overcome language and HIGHLIGHTS OF INITIATIVES employment barriers. These partnerships include Multiculturalism-related activities undertaken by interpreting services and training to help clients of the ministry in 2017/18 included: different cultural backgrounds integrate into the labour market and the community. ORGANIZATIONAL CHANGE »» Continued to engage an Employee Advisory Interpreting Services are available for income and Committee with diverse membership that disability assistance clients who are non-English- reflects the diversity in the ministry. speaking, both by phone and, if they attend an office, in person. The ministry can also rely on the »» Established a ministry task force to look 150 languages spoken by staff members, when specifically at ways to continue enhancing appropriate, to greet clients in a language they are diversity in the ministry’s workforce. comfortable with.
[ 80 ] 2017/18 REPORT ON MULTICULTURALISM PARTNERSHIP AND COLLABORATION MY MULTICULTURALISM JOURNEY »» Continued to work with business and non-profit partner organizations to ensure by Palwasha Hussainkhel a full range of services, which included assisting the ministry’s clients to overcome I came to Canada when I was 18 years old. That language and employment barriers. was almost 18 years ago. I came from Pakistan where I lived as an Afghan refugee for many »» Continued to collaborate with partners in years. Pakistan is in South Asia and is the fifth outreach work, such as with the Multilingual most populous country in the world, where Orientation Service Association for Immigrant more than 60 languages are spoken. Communities, and with other ministries to improve employment for immigrants. I was attending a women’s English Language »» Continued collaboration through the program in Peshawar, Pakistan that was funded Immigrant Employment Working Group, through the International Rescue Committee a cross-government group consisting of when I heard of an amazing program offered the Ministries of SDPR; Jobs, Trade, and through the World University Service of Canada Technology; and Advanced Education, Skills (WUSC). The program provided scholarships in & Training; as well as Immigration, Refugees several universities across Canada to refugee and Citizenship Canada. The group shares students who wanted to resettle in Canada. Each data and discusses how to best deliver participating university had a WUSC committee employment services to immigrants and that helped to resettle refugee students and refugees in British Columbia. provided a year of funding.
DEVELOPING EMPLOYEES’ I applied and passed the interview and immigra- MULTICULTURALISM COMPETENCE tion process. I was offered a scholarship from one of the United World Colleges, the Lester B. »» Continued to include diversity in public Pearson College of the Pacific in Victoria. When service and discrimination prevention among I landed in Victoria, I did not know anyone! I did the recommended and mandatory training not know where I would be staying or going. I for workers such as Client Service Workers just had the college address. and Employment Assistance Workers. »» Included “Diversity and Accommodation Gladly, I found out that the college had made all in the BC Public Service” in the menu of of the arrangements, which included my staying development activities for the ministry’s 360 with a host family until school started. So, I Leadership Program. persevered and braced myself for the challenge. After completing college, I applied at Simon Continued to encourage multiculturalism »» Fraser University and completed my BA in social activities in ministry offices across the studies with a major in Economics. Soon after, I province such as multicultural potlucks, started my master’s degree in Public Policy at Lunch and Learn sessions, teambuilding, Simon Fraser University. online articles on the Loop, and the ministry’s online newsletter. After completing my studies, I faced another challenge: looking for a job. Although I had worked as a junior policy analyst with HRSDC in Ottawa through a school co-op placement, I did not have extensive work experience as a policy analyst. I started applying for many and diverse jobs in B.C.
2017/18 REPORT ON MULTICULTURALISM [ 81 ] As I applied for jobs, I began to think that I was going around in circles. While I was over- Ministry of Tourism, qualified for some jobs, I was under-qualified for others, as I did not have many years of job Arts and Culture experience. I struggled to get experience. I supported myself with Canada Student Loans MANDATE and by working at a gas station. After a while, I The Mandate Letter for the Ministry of Tourism, volunteered in immigrant organizations and Arts and Culture (TAC) outlines key expectations completed a childcare course to work in a day for the ministry, including championing tourism care. I started a private day care business where I as a job creator throughout British Columbia, provided childcare services for two little girls. expanding tourism marketing efforts internation- ally, and working with the Minister of Jobs, Trade Finally, I found a job through my volunteering and Technology to ensure that British Columbia’s with MOSAIC, an immigrant resettlement organi- tourism sector is represented on trade missions. zation. Shortly after, I applied for an Employment and Assistance Worker (EAW) position at the Other Mandate Letter priorities include increasing Ministry of Social Development and Poverty investment in both the BC Arts Council and Reduction (its new name) and I was hired. My Creative BC, establishing an arts infrastructure fund, career as a B.C. public servant began. Currently, ensuring that B.C. film and TV makers get their fair I am working as a contract and partnership share of federal investments, and working with the agent with the Employment and Labour Market Minister of Finance to expand B.C.’s film labour tax Services Division of the ministry. credit to include B.C. writers.
The letter also directs the Minister to work with the Minister of Municipal Affairs and Housing to develop a community capital infrastructure fund to upgrade and build sports facilities, play- grounds, local community centres, and arts and culture spaces.
Finally, the letter emphasizes the importance of moving forward on the Calls to Action of the Truth and Reconciliation Commission and reviewing policies, programs and legislation to determine how to bring the principles of the United Nations Declaration on the Rights of Indigenous Peoples into action in British Columbia.
EXECUTIVE COMMITMENT TO MULTICULTURALISM The ministry recognizes that a rich multicultural society helps to nurture acceptance, understanding and mutual respect. Diversity, increased participa- tion and engagement by all cultures are vitally important to creating strong and vibrant communi- ties for all British Columbians.
[ 82 ] 2017/18 REPORT ON MULTICULTURALISM The ministry executive is committed to building KEY PROCESSES, POLICIES a strong and capable organization that embraces AND STRUCTURES IN SUPPORT diversity in the workplace. The ministry works OF MULTICULTURALISM to build communities that recognize and value The ministry recognizes the wide-ranging social cultural diversity, and to promote collaborative and economic benefits associated with multi- relations between local governments, Indigenous culturalism. Multiculturalism is embraced in the communities, community groups and citizens. workplace, and the ministry is a welcoming orga- nization that values diversity and treats individuals TAC delivers programs and services that are respectfully and without discrimination. The designed to treat everyone fairly, equitably and ministry continues to support National Aboriginal respectfully. The executive supports staff activities Day with internal communications and materials that promote awareness of diversity and multi- available for employees, as well as sponsoring culturalism, including training, development and Multiculturalism Week activities. This provides an employee engagement activities. important opportunity to celebrate the province’s rich diversity and distinct cultural perspectives. Last year, the executive supported an inclusive and respectful workplace through initiatives such as a HIGHLIGHTS OF INITIATIVES newly introduced personality assessment tool that Ministry programs and grants supported effec- focuses on valuing diversity. tive and inclusive communities by facilitating opportunities for participation in cultural tourism The BC Arts Council currently employs an intern and activities, arts and sport as well as through through the corporate-wide Aboriginal Youth the ministry’s dedicated multiculturalism Internship Program (AYIP) from September 2017 and anti-racism programs. Key initiatives in to September 2018. The ministry plans to employ 2017/18 included: another intern through the AYIP in 2018/19. »» Le Centre culturel francophone de Vancouver (Le Centre) received provincial funding The Multiculturalism Division is exploring a work through both BC Arts Council project funding placement opportunity for a post-secondary and the Community Gaming Grants program student through the Co-operative Education for support related to the delivery of over 30 Training Program. concerts and performances in four annual event series and festivals. The concerts The Sport Division and the Arts and Culture involved the work of Francophone and Branch submitted applications for placement of Francophile artists. post-secondary graduates through the Work-Able internship program. »» More than 220 projects in 150 communities throughout B.C. received a total of $7.6 million Demographic questions in the 2018 Work in B.C./Canada 150 grants. Organizations with Environment Survey (WES) have been expanded a culture or heritage mandate responsible and will be used by TAC’s Executive Team to better for a museum, archive or historic place understand the diversity within the ministry’s were eligible for this funding, including workforce. WES data will be used to identify oppor- non-profit organizations, First Nation Band tunities to become a more inclusive organization Councils, Aboriginal Friendship Centres, local made up of unique and talented individuals who governments and post-secondary institutions. reflect the diversity of all British Columbians. The grants will create meaningful legacies honouring the province’s unique and diverse histories, culture, heritage and contribution to the nation.
2017/18 REPORT ON MULTICULTURALISM [ 83 ] »» The Premier’s Awards for Aboriginal Youth »» Continued annual support for the After School Excellence recognized athletes who have Sport and Arts Initiative. This initiative supports achieved excellence in performance sport, programs that offer opportunities in sport are regarded for their leadership qualities, are and creativity to multicultural populations in committed to pursuing a higher education, areas such as Haida Gwaii, Prince Rupert, New and are recognized as community role models Hazelton, Fort St. James, Prince George, Surrey, both on and off the field of play. These awards Alert Bay and Vancouver. recognized 48 youth from the Indigenous Sixty-one projects across 55 unique Sport Physical Activity and Recreation Council’s »» communities in B.C. were awarded small six regions (Northeast, Northwest, Interior, grants under $15,000 to support community Fraser, Vancouver Coastal and Vancouver engagement, resilience and vibrancy – Island), including 12 (six females, six males) particularly in communities experiencing provincial finalists. hardship – using the restorative and »» Continued partnership between the BC Arts connecting power of arts and culture. Just Council and the First People’s Cultural Council over half (32) of the grants went directly to (FPCC), with FPCC delivering the Aboriginal Indigenous communities (band councils, Arts Development Awards. BC Arts Council friendship centres and other Indigenous programs also supported a variety of cultural organizations), while many of the remainder artistic practices, in all disciplines. were related to Indigenous bridging initiatives or cultural celebrations. »» Continued use of community engagement as one of the assessment criteria and areas »» Funding support provided to the Conseil of focus for BC Arts Council Programs. As Jeunesse Francophone de la Colombie- defined in program guidelines, community Britannique to support the delivery of engagement includes ongoing engagement Parlement Jeunesse Francophone de la with a range of artists, arts organizations and Colombie-Britannique (BC Francophone communities – especially with Indigenous Youth Parliament). peoples, and culturally diverse and Through the BC Sport Participation Program, geographically isolated communities. »» grants were provided to provincial and »» Fourteen projects were funded and received community organizations in support a combined $600,000 through International of sport programs geared towards First Presence project grants in 2017/18. These Nations and new immigrant populations grants will provide the opportunity for more (e.g. Rugby BC’s Aboriginal Rugby program, than 200 B.C. artists and arts organizations DIVERSEcity Community Resources Society’s to connect internationally, invite more than sport programs for refugee families, and 150 international presenters and curators the Greater Vancouver YMCA’s Sport 4 to B.C., and engage over 350 international Newcomers program). organizations. Grants are designed to increase Through Hosting BC, the ministry funded the global understanding and appreciation of »» sport events that support or bring together British Columbia’s arts, culture, creativity and different cultures: for example, the 2018 innovation, cultural exchange and knowledge Pacific International Judo Tournament and sharing, as well as to build new relationships the ITF Taekwondo provincial championships with cultural institutions and artists from in Richmond; and the Field Hockey Canada, around the world. China and Pakistan Exhibition Games in Surrey.
[ 84 ] 2017/18 REPORT ON MULTICULTURALISM »» Funding of $1.4 million (from the ministry) was »» Since the summer of 2016, the Toquaht provided to the Indigenous Sport, Physical First Nation has been part of South Central Activity and Recreation Council (ISPARC) to Vancouver Island destination development support the implementation of the Aboriginal planning led by Destination BC and the Sport, Recreation and Physical Activity Strategy. Tourism Association of Vancouver Island. This contributed to improving the health Huu-ay-aht members also met with regional outcomes of Aboriginal people across British tourism staff to learn about the program. Columbia by supporting and encouraging Destination development is strategically physically active communities and by planning and developing defined areas to expanding access to sport, recreation and enhance the delivery of product experiences physical activity opportunities. and to increase the long-term competitiveness of destinations. »» The BC Sports Hall of Fame and Museum houses the Indigenous Sport Gallery – the only »» In 2017/18, the ministry supported 120 one of its kind in Canada. Through ministry non-profit community organizations with funding, ISPARC worked with the Hall of Fame a total investment of $300,000 through its to update the Aboriginal Sport Gallery with Multiculturalism Grants Program. Organizations more interactive displays and to strengthen across the province received grants of up storytelling throughout the facility. to $2,500 each to undertake projects and initiatives aimed at promoting cultural The bilingual B.C. Économusée network of nine »» diversity and challenging racism. unique “artisans at work” tourism businesses highlights the artisanal production of »» In 2017/18, the Province continued to agricultural, craft and art products to potential implement projects that highlighted the visitors, in both English and French. substantial contributions Chinese Canadians have made to the culture, history and The ministry provided secretariat support »» economic prosperity of B.C., including for the Multicultural Advisory Council, a unveiling a monument honouring the Chinese legislated body created to provide advice to Canadian legacy in Victoria. the Minister responsible for Multiculturalism and to oversee the production of this Report on Multiculturalism. »» In 2017/18, the ministry continued to support and expand the Organizing Against Racism and Hate (OARH) program which enabled communities across the province to collaboratively develop ways to address incidents of racism and hate crime. OARH committees in 36 communities actively worked to combat racism and discrimination. The ministry hosted an OARH Network Meeting in Vancouver on March 1-2, 2018 which was attended by more than 35 community leaders who came together to share success stories and learn from one another about how to more effectively address racism and hate issues.
2017/18 REPORT ON MULTICULTURALISM [ 85 ] KEY PROCESSES, POLICIES Ministry of AND STRUCTURES IN SUPPORT OF MULTICULTURALISM Recognizing the value of a diverse workforce, the Transportation and ministry is fortunate in attracting employees from many cultures and it strives to continue to attract, Infrastructure develop and retain a workforce that reflects and serves the diverse and numerous cultures of MANDATE British Columbia. The Ministry of Transportation and Infrastructure plans transportation networks, provides trans- Developing talent that is reflective of our portation services and infrastructure, develops communities is critical to the success of the and implements transportation policies, and ministry delivering its mandate. Participating administers many related acts, regulations and in initiatives such as the Indigenous Youth federal-provincial funding programs, including Internship Program (IYIP) provides a mechanism the Building Canada Fund. The ministry strives to build on the diversity of our workforce. In to build and maintain a safe and reliable multi- 2017/18, the ministry welcomed an intern in the modal transportation system and to provide Transportation Policy branch. She supported affordable, efficient and accessible transportation work on programs within the Highway 16 options for all British Columbians. The ministry’s Transportation Action Plan, which aims to priorities include improving vital rural and urban improve access to safe transportation options for infrastructure; investing in public transit, cycling communities and First Nations situated along the infrastructure and other green modes of transpor- Highway 16 corridor. tation; reducing transportation-related greenhouse gas emissions; and strengthening the economy The ministry’s executive supports the Employee through the movement of people and goods. Advisory Forum (EAF), which is made up of approximately three dozen employees. The forum EXECUTIVE COMMITMENT represents diversity not only in age, gender TO MULTICULTURALISM and culture, but also in the variety of positions, Diversity is a key goal for the ministry as it works geographic locations, types of work and busi- to maximize the strengths of its employees and ness units they represent. The EAF’s mission is to to reach out to further engage with citizens. The improve the work environment. Diversity lenses ministry recognizes and embraces the opportuni- are applied to EAF projects as they are developed ties presented by the ongoing demographic shifts and implemented. and pressures transforming the public service. The focus on diversity aligns with the corporate The Succession Planning Initiative is actively Diversity and Inclusion Action Plan, is highlighted supported by ministry Executive and has within the corporate plan: Where Ideas Work, committee representation across all five depart- and is emphasized within ministry workforce ments and in all regions of the province. The activities and focuses, and in its Succession initiative has four areas of focus, all of which are Planning strategy. underpinned by a common theme: diversity – which is woven into all work done within the The ministry recognizes the importance of areas. The Succession Planning Initiative’s strategy embedding the principles of diversity into its also states that actions taken by the Committee policies, services and other business practices and must comply to and support the corporate conducts numerous public outreach activities in Diversity and Inclusion Action Plan. order to acquire diverse perspectives throughout our multicultural province.
[ 86 ] 2017/18 REPORT ON MULTICULTURALISM Going forward into 2018/19, the ministry has devel- »» The ministry offers and promotes training for oped and will launch an internal communications all employees on fostering an inclusive and strategy to support the release of the Draft Principles respectful workplace and actively supports that Guide the Province’s Relationship with Indigenous and promotes diversity-related learning Peoples to raise awareness of the content and opportunities provided by the Learning Centre, importance of the principles. An internal commu- with 143 employees taking diversity-related nications strategy is also currently being deployed and respectful workplace training in 2017/18. in support of the BC Public Service’s Inclusive In December 2017, the ministry undertook Language Guidelines: Words Matter. »» an exercise for all employees to re-read and acknowledge the BC Public Service Standards HIGHLIGHTS OF INITIATIVES of Conduct. This includes information on The ministry supports and promotes multicultur- Workplace Behaviour and outlines the alism initiatives for employees through learning requirements for employees to treat each and development opportunities, communications other with respect and dignity as related to and engagement initiatives: race, colour, ancestry, place of origin, religion »» The EAF produces a calendar that highlights and a number of other grounds. days of significance to people of other cultures, such as Diwali, Eid, Ramadan and The ministry continues successful practices to Navroz, which creates the opportunity for partner with Indigenous people to support co-workers to celebrate the diversity of the economic development, including the ministry’s workforce. following activities: »» Web/multimedia and internal communications »» The ministry has an Indigenous Relations provide online information to all employees Team that works collaboratively with about the resources available to promote Indigenous people to develop a safe and inclusiveness and diversity, including 23 efficient transportation network that supports diversity-focused intranet articles, eight economic prosperity and community executive e-mails promoting multiculturalism, well-being. The Indigenous Relations Team and a combined 14 diversity-themed Twitter, continues to support the Treaty Process by Facebook, Flickr and blog posts. engaging with First Nations and the Ministry of Indigenous Relations and Reconciliation, as The Indigenous Relations intranet page has »» well as works towards resolving outstanding received ongoing enhancements, including tenure issues on reserves. a comprehensive resources and tools list, developed by a previous IYIP participant. »» The ministry’s major projects also facilitate In June 2017, the team also developed and training and employment opportunities for distributed their first two-page Indigenous First Nations, and the ministry has dedicated relations newsletter to all employees in employees to consult with First Nations on the ministry. highway corridor work including major capital, rehabilitation and locally initiated projects. »» In early 2018, the Northern Region’s Indigenous Relations team led a speaking »» The ministry is also actively working with tour to district offices to support and more than 40 First Nations to resolve historical promote understanding and awareness of tenure issues throughout the province. Indigenous relations. To strengthen relations and pursue future opportu- The ministry’s orientation sessions and »» nities, there is significant First Nations involvement materials include the Standards of Conduct in many construction and highway projects and reflect the importance we place on undertaken by the ministry: diversity and inclusion.
2017/18 REPORT ON MULTICULTURALISM [ 87 ] »» The ministry has committed to collaboration Many Commercial Vehicle Safety and with First Nations for earlier involvement in Enforcement team members are multicultural the scope development and planning process and fluently communicate with commercial truck for ministry projects and has continued to drivers in their shared languages. implement measures within our construction contracts to ensure that there are opportunities The Passenger Transportation Branch has been for First Nations participation. The ministry commended for their top customer service rating. has been successful in engaging First Nations This branch requires strong cultural-competency participation on work related to several skills in order to work closely with associa- projects. This work includes environmental and tions and companies on licensing commercial archaeological services, clearing, grubbing and passenger vehicles. ditching work, invasive plant management services, and traffic and control management, The ministry continues to provide signage, as well as assisting with the delivery of artwork and publications in multiple languages ministry projects. and representing multiple cultures and uses internationally recognized symbols and graphics The ministry continues to communicate and where it determines a need exists. The ministry provide information to citizens through public partners with Indigenous people to illustrate and engagement, language access, social media, display this artwork and other pieces of cultural consultation and other activities that embrace the history to residents and visitors of this province. multicultural and diverse nature of our province. Examples include: All federally/provincially funded capital projects have French/English signage. SOCIAL MEDIA Through social media, the ministry highlights its STOP OF INTEREST SIGNS work and its alignment with diverse communities. The Stop of Interest sign program was introduced Six blogs on the TranBC social media website focus in 1958 as a B.C. Centennial Project. These signs on First Nations involvement in transportation infra- are intended to provide a familiar, durable and structure, and these blogs and other information highly visible roadside format for the interpreta- about ministry work with diverse communities are tion of the people, places and events that shaped promoted on the ministry’s province-wide Twitter British Columbia. account and 13 regional Twitter accounts. This content is also shared via the ministry’s Facebook In September 2016, the Province offered British page, Instagram account and Flickr albums as Columbians the opportunity to suggest new Stop visuals, news and updates. On all platforms (TranBC of Interest signs. The public engagement resulted website, Twitter, Facebook, Instagram and Flickr), the in more than 500 suggestions for landmarks ministry interacts with a diverse public – responding and stories with historic or cultural meaning to to questions, making comments, and sharing our communities throughout B.C. content with their communities and contacts. Nominated topics included Japanese internment, MULTIPLE LANGUAGES Doukhobor history, South Asian immigrants The Office of the BC Container Trucking and Chinese residents, and First Nations history. Commissioner publishes all bulletins, notices, orders Approximately 40 percent of the recommended and other communications materials for trucking new signs have either been nominated by a First companies and has drivers in both English and Nation or include a First Nations story. Punjabi. The complaint hotline also offers both English and Punjabi language resources to respond to complaints.
[ 88 ] 2017/18 REPORT ON MULTICULTURALISM The ministry has recently installed a Stop of »» The First Nations Driver Education Program, Interest sign in Nanaimo recognizing Harry delivered by Carrier Sekani Family Services, Manson, a Snuneymuxw soccer player and provides training for Class 7L, 7N, 5 and inductee, into four Sports Halls of Fame across 4 licenses, as the lack of driver’s licences Canada and two signs commemorating the was identified as a fundamental barrier for Japanese Canadians who lived in the Tashme and accessing transportation. By December 2017, East Lillooet internment camps. the program had more than 100 First Nations students. It is anticipated that an additional The $7.3 million, 5-point Highway 16 200 First Nations students will be enrolled by Transportation Action Plan was the culmina- March 2019. tion of an innovative partnership between the Province, First Nations, BC Transit, local Since 2017, more than 7,000 passengers have governments and others seeking inclusive, taken advantage of a free community shuttle community-inspired solutions to ensure safe, reli- service to travel between the communities of able and affordable options for First Nations and Vanderhoof and Saik’uz. remote communities along Highway 16: »» Implementation of the plan began in 2017, The shuttle service is part of the community with the launch of the BC Transit bus service vehicle program component of the Highway on the Smithers to Moricetown route. Transit 16 Transportation Action Plan. The Saik’uz First service was launched on three subsequent Nation chose the location of a traveller’s shelter inter-community routes along Highway 16 to support the service and they managed the between Terrace and Prince George and procurement independently. enhancements were made to the existing Hazleton to Smithers route. The transit service is a first for some communities and has made it much easier for residents to get to medical appointments, go shopping, or pursue social and recreational activities. Approximately 5,000 passengers have used the buses – and demand continues to grow. Given the success of the transit component of the plan, the Province committed to extending cost-shared funding for transit operations for three to five years. »» The community vehicle program component of the plan has also been extremely successful. By March 2018, nine of the 12 community grant recipients had their services up and running. Between summer 2017 and March 2018, more than 11,000 passengers used these services.
2017/18 REPORT ON MULTICULTURALISM [ 89 ] Crown Corporations
[ 90 ] 2017/18 REPORT ON MULTICULTURALISM The Communications and Government Relations BC Assessment department is responsible for internal communica- tions, as well as the external distribution of public MANDATE information including ethnic media relations BC Assessment is a provincial Crown corporation, and advertising. The Director, Local Government created in 1974 under the Assessment Act and and First Nations Customers and the Manager, governed by a Board of Directors. BC Assessment’s First Nations Customers attend multiple confer- mandate is to establish and maintain an indepen- ences each year, including the First Nations Tax dent, uniform and efficient property assessment Administrators Association, and they host presen- system throughout B.C. in accordance with the tations for local government agencies regarding Assessment Act. It produces an annual assessment collaboration and specific Indigenous people’s roll for over two million properties across the assessment and taxing topics. province. The annual roll provides the basis for local taxing authorities to raise over $7.5 billion Each January, BCA’s commitment to diversity in property taxes that fund a variety of essential is promoted to all employees and the public community services. as part of the annual Property Assessment Communications Campaign, which includes The vision of BC Assessment is to be the trusted, advertising and outreach through ethnic media. go-to provider of property assessment information in British Columbia. BCA’s People Division (Human Resources) continues to support diversity in the workplace EXECUTIVE COMMITMENT with regards to age, culture and gender in their TO MULTICULTURALISM hiring practices, as well as through community BC Assessment (BCA)’s Executive Management outreach. In the past year, BCA has attended supports multiculturalism initiatives and employ- a handful of recruitment outreach events, ment diversity at the operational level, with the connecting BCA’s Talent Acquisition team with overall responsibility within the Office of the newly immigrated Canadians, providing recruit- President and Chief Executive Officer. ment support and training. The attendees are encouraged to pursue career opportunities with BCA’s Service Plan outlines the goals, strategies BCA, and both temporary and permanent appoint- and performance measures for the organization, ments have been filled utilizing this partnership. including assisting Indigenous peoples in the exercise of their jurisdiction over real property HIGHLIGHTS OF INITIATIVES taxation, helping to build capacity in Indigenous In preparing the latest assessment roll, BCA communities to administer their taxation system in »» provided assessment services to eight Taxing order to establish a stable tax base to support their Treaty First Nations, the Sechelt Indian Self local community. Government District, and through private contracts, 86 other First Nations that have KEY PROCESSES, POLICIES the authority to establish independent real AND STRUCTURES IN SUPPORT property taxation systems. OF MULTICULTURALISM BCA has a diverse workforce of over 680 »» Members of BCA’s HR department volunteer employees located in 16 offices across B.C., on behalf of the organization at the representing a variety of cultures, with over Intercultural Association (ICA) in Victoria, 20 languages represented in written and/or providing ICA members, many of whom are spoken form. new to Canada, with in-person/group or phone sessions regarding recruitment best practices in Canada.
2017/18 REPORT ON MULTICULTURALISM [ 91 ] »» BCA hosted a course, geared at employees who are responsible for Indigenous customers British Columbia and portfolios, which covered topics such as diversity amongst Indigenous peoples, culture and respect. Council for »» BCA continues to grow its internal volunteer International Language Skill Bank, currently representing 23 different languages. The Bank is a resource for staff to connect employees with customers Education (BCCIE) who require support in a language other MANDATE than English. The purpose of the British Columbia Council for »» Staff with additional language skills are International Education (BCCIE) is to promote available to make presentations to and International Education in and for the Province of respond to ethnic media, local governments British Columbia, to enhance British Columbia’s and community organizations to ensure international reputation for education, and to timely and accurate information about the support the B.C. international education sector. property assessment process and annual assessment roll. In its 2018/19 Mandate Letter from the Minister of Advanced Education, Skills and Training, BCCIE »» BCA’s annual Property Assessment is directed to make substantive progress on the Communications Campaign includes following priorities: advertising for radio and print media in both Punjabi and Chinese. »» Work collaboratively with the Ministry of »» In 2017, BCA’s Vancouver Island Region Advanced Education, Skills and Training, hosted a delegation from Shenzhen, China partner ministries (including the Ministry of for an exchange of information and ideas Education and the Ministry of Jobs, Trade and regarding property assessment, mapping and Technology), and schools and institutions land registration. to deliver on the international education priorities of government; and »» Develop a three-year Strategic Plan that delivers on the provincial priorities for international education, is aligned with the BCCIE mandate, and is supported by an annual Operational Plan.
BCCIE delivers on this direction through activities that focus on the following three areas: »» Support the two-way flow of students, instructors and ideas between B.C. and international partners by facilitating international partnership development; »» Provide and develop international education leadership and expertise in British Columbia to ensure capacity and the ability to engage in international education; and
[ 92 ] 2017/18 REPORT ON MULTICULTURALISM »» Enhance awareness of the benefits and BCCIE regularly engages in activities that support opportunities of international education diversity and multiculturalism, including relevant by effectively communicating with Lunch and Learn sessions and the encourage- education partners. ment of staff to participate in BCCIE professional development events for the sector, many of EXECUTIVE COMMITMENT which are on topics related to multiculturalism. TO MULTICULTURALISM In addition, BCCIE supports employees in the use BCCIE’s work aligns with the values of multicul- of their annual professional development funds turalism and encourages respect, tolerance and for language study. BCCIE also partnered with the substantial knowledge of other cultures and Ministry of Education to offer Study Abroad schol- creeds. BCCIE incorporates this into its hiring prac- arships to students and teachers in B.C. in 2017. tices wherever possible and considers linguistic diversity when posting all positions. In addi- HIGHLIGHTS OF INITIATIVES tion, executive management at BCCIE supports BCCIE promotes internationalization and intercul- staff to engage in cultural experiences at work. turalization in B.C.’s education landscape, including Professional development opportunities hosted K-12, post-secondary and language education. through BCCIE support internationalization and Their work supports the two-way flow of students, global citizenry, two of BCCIE’s core values. instructors and ideas between British Columbia and international partners; their activities also Supporting reconciliation with Indigenous Peoples focus on providing and developing leadership and is a key commitment of government including expertise in international education. moving forward on the Truth and Reconciliation Commission (TRC) Calls to Action and in consid- The list below highlights some of BCCIE’s regular eration of the principles of the United Nations activities during 2017/18 that supported and Declaration on the Rights of Indigenous Peoples advanced multiculturalism: (UNDRIP). As part of its work to promote diversity BCCIE was successful in a bid to host the Asia and to strengthen intercultural awareness and »» Pacific Association of International Education inclusiveness, BCCIE supports the indigenization (APAIE) 2020 conference in Vancouver. This of schools and institutions through education is the largest conference of its kind in the and training and seeks opportunities to promote Asia Pacific, attracting several thousand connections between Indigenous and interna- international education practitioners and tional students. experts. The awarding of the conference to Vancouver marks the first time that it will take KEY PROCESSES, POLICIES place outside the Asia Pacific and Oceania. AND STRUCTURES IN SUPPORT The March 2020 event is expected to attract OF MULTICULTURALISM up to 3,000 participants from institutions and BCCIE strives for a diverse workplace that reflects organizations around the world. B.C.’s and Canada’s multicultural population and culture. BCCIE staff comes from a variety of »» Strengthened the British Columbia Study cultural backgrounds including Chinese (Hong Abroad Consortium – a consortium of Kong, Taiwan and the People’s Republic of China), post-secondary study abroad providers to Venezuelan, Malaysian, Guatemalan and various encourage more B.C. students to study in other European cultures. In addition, the staff is multi- countries and more and smaller institutions to lingual and fluent in several languages including become engaged in this activity. Mandarin, Cantonese, Taiwanese, Japanese, Korean, Spanish, Indonesian, German, French, English and Portuguese.
2017/18 REPORT ON MULTICULTURALISM [ 93 ] »» Partnered with the Ministry of Education to administer study abroad scholarships to BC Games Society China, Japan, France and Italy for students and teachers in B.C. and facilitated other study MANDATE abroad opportunities for B.C. students and The BC Games Society is the leadership organiza- teachers. In 2017/18, BCCIE distributed 120 tion that guides the BC Winter and BC Summer scholarships under this program. Games and prepares Team BC for national multi- sport Games. The Society builds on the expertise BCCIE has been appointed Canada’s national »» and support of partners to create development secretariat in the University Mobility in Asia opportunities for athletes, coaches, officials, volun- and the Pacific (UMAP) Consortium. UMAP teers and communities. promotes student exchanges among 570 colleges and universities in 35 countries in Asia Established in 1977 by the Provincial Government, and on the Pacific Rim. under the Societies Act, the society’s success »» The organization hosted capacity-building is based on the strength of its human, written events, conferences and roundtables – and technological resources. The Transfer of many directly supportive of the goals Knowledge program provides community volun- of multiculturalism and advancing teers with extensive written and online resources internationalization. BCCIE hosted two for planning and delivering the BC Games. events on intercultural awareness and capacity building in 2017/18: A Symposium Staff resources are focused on providing guidance on Intercultural Learning in Vancouver that and expertise to the key volunteers of the host offered new techniques and modules for societies, overseeing the hosting bid processes, practitioners from all sectors (K-12, Language securing additional revenue, and managing the and Post-secondary) to consider intercultural travel logistics for BC Winter and BC Summer learning and understanding from various Games athletes, coaches and technical officials. perspectives; and an Intercultural Summit in Cranbrook to share and collaborate in training The society also has oversight of the Team BC on best practices when working with a diverse program. Team BC is a select group of athletes, student population. The Summit provided coaches and team leaders who represent the an opportunity to discuss scenarios and province at Canada’s premiere multi-sport challenges related to intercultural learning. events – the Canada Winter Games and Canada Summer Games. »» Supported both incoming and outgoing delegations. In fiscal 2017/18, BCCIE led The Vision of the BC Games Society: We strive to outgoing delegations to Japan, Southeast Asia, inspire exceptional experiences through sport. China and Mexico. In addition, BCCIE hosted incoming delegations from China and Mexico. EXECUTIVE COMMITMENT TO MULTICULTURALISM The BC Games Society continues to help others lead, using its Vision and Values as a guide. Recruiting all volunteers based on the fabric of the community is critical. Integrity, trust, and respect are the core of the game plan.
[ 94 ] 2017/18 REPORT ON MULTICULTURALISM KEY PROCESSES, POLICIES »» Statistically, 47 athletes, coaches and AND STRUCTURES IN SUPPORT officials attending the Kamloops 2018 BC OF MULTICULTURALISM Winter Games self-declared through their registration as being of aboriginal descent. This Society staff have communications skills in »» figure represents 2.8 percent of the Games’ French, Slovak, Czech, Polish, Russian, German, participants – a slight decrease from the Estonian and Italian. Penticton 2016 BC Winter Games, where 52 »» Staff cultural backgrounds include Estonian, athletes, coaches and officials declared their Slovak, Trinidadian, Austrian and Italian, Aboriginal heritage. providing for some sharing of backgrounds, In partnership with the Indigenous Sport, foods at staff functions, and holiday traditions »» Physical Activity & Recreation Council (ISPARC) – which encourages a greater understanding of and BC Archery, the society has established one other. new opportunities for increased participation »» Host community mayors and committees by Aboriginal athletes and coaches. This pilot recruit their boards of directors and project created additional opportunities for general volunteers to reflect the fabric the sports of Canoe/Kayak, Lacrosse and of the community. Basketball for the 2018 BC Summer Games. »» Host communities take great pride in »» The BC Games Society continues to work with highlighting the cultural diversity of their Indigenous artist Jamin Zuroski to design region by way of inclusion in opening and a unique print to be worn by athletes and closing ceremonies, game time entertainment coaches attending the Red Deer 2019 Canada and hospitality. Winter Games. The society continues its longstanding »» partnership with BC’s First Nations sport sector through a Memorandum of Understanding with the Indigenous Sport, Physical Activity & Recreation Council (ISPARC).
HIGHLIGHTS OF INITIATIVES »» The Kamloops 2018 BC Winter Games Society worked closely with the Secwepemc Peoples, specifically the Tk’emlups Indian Band, to ensure that their culture was celebrated and respected during the planning and implementation of the Games. This included identifying a Board position for a key representative and working with the Chief, Acting Chief and Elders to showcase their dance and song, and to bring blessings and greetings to guests and participants. »» Through the society’s annual mandate Letter, the society continues to collaborate with sport system partners to promote the growth of ethnic and Aboriginal sport.
2017/18 REPORT ON MULTICULTURALISM [ 95 ] All staff members are expected to respect multi- BC Housing culturalism in the workplace and in working with tenants, clients, partners and the public. BC Management Housing’s policy defines multiculturalism as: Multiculturalism recognizes and values ethno- Commission cultural diversity with an emphasis on fostering MANDATE a society in which there are no ethno-cultural BC Housing is the provincial Crown agency that barriers to participation in employment and develops, manages and administers a range of there are opportunities for all to enjoy full and subsidized housing options for British Columbians equal participation in the community and in in greatest need and oversees the residential builder cultural and political life. licensing and home warranty insurance system in the province. Through the recently created In 2013/14, BC Housing expanded on this commit- HousingHub, BC Housing will identify and advance ment by adopting a Diversity & Inclusion (D&I) innovative approaches to create affordable homes, Framework and Implementation Plan as part of its both for rent and purchase, in the communities that CEO-led People Strategy. As a key element of this need them most. commitment, Executive endorses the following D&I statement for the organization: With research and education initiatives, BC Housing supports consumer protection for new home buyers. EXECUTIVE DIVERSITY & INCLUSION STATEMENT BC Housing’s mission is to make a positive difference BC Housing recognizes that a work environment in people’s lives and communities through safe, that is truly diverse and inclusive draws upon affordable and quality housing. The organization and respects the unique characteristics, skills and works with about 800 non-profit housing providers experiences of all employees. and helps over 105,000 households in 200 communi- ties throughout B.C. We believe that by further increasing the wide array of perspectives resulting from diversity, our BC Housing’s mandate is to fulfill the government’s organization becomes more creative, flexible commitment to the development, management and and productive. administration of subsidized housing, as reflected in an Order-in-Council under the Housing Act establishing We recognize that a diverse workforce, within an the B.C. Housing Management Commission (BC atmosphere of respect and inclusion, increases Housing) in 1967. Now in its 51st year, the organization’s our service capacity and enables us to be more mandate includes responsibilities for the administra- responsive, sensitive and helpful to the diverse tion of the Homeowner Protection Act, including stakeholders, individuals and communities with strengthening consumer protection for buyers of new whom we work. homes and helping to bring about improvements to the quality of residential construction. KEY PROCESSES, POLICIES EXECUTIVE COMMITMENT AND STRUCTURES IN SUPPORT TO MULTICULTURALISM OF MULTICULTURALISM BC Housing has had a multiculturalism policy in EMPLOYEE DIVERSITY & INCLUSION PROGRAM place since 1994, with many updates and renewals BC Housing’s Diversity & Inclusion Framework and throughout the years. This policy formalizes their Implementation Plan emerged from a consultative commitment to an environment that supports and process with employees. advances multiculturalism in the workplace and in BC Housing initiatives and programs.
[ 96 ] 2017/18 REPORT ON MULTICULTURALISM The plan outlines both the organization’s goals LEADING RESPECT IN THE and their strategy to positively impact the WORKPLACE TRAINING workplace experience of employees, improve New this year, BC Housing has added respectful their ability to attract and retain diverse talent, workplace training customized for employees in and to enhance the capabilities of employees in leadership positions. Covering the same topics all interactions. as the course outlined above, this program approaches the content from the perspective of The Diversity & Inclusion Framework and managers and supervisors, ensuring they under- Implementation Plan focuses on three key areas: stand their roles and their responsibilities in terms of intervention, prevention and setting the best 1. Attracting & Onboarding: Champions possible example for their teams. forward-looking recruitment, onboarding, retention and advancement processes. MULTICULTURAL CELEBRATION Includes training and support for hiring This year marked the 14th annual Canadian managers and the development of Multiculturalism Day Celebration and it was an Indigenous recruitment, retention the biggest celebration to date. Throughout BC and advancement strategy. Housing, over 300 employees took part in events 2. Engaging & Developing: Focuses on skill to celebrate cultural diversity. Events were held development and capacity building, at the provincial office and every regional office including training for employees such throughout the province. Celebrations included: as respectful workplace and prevention »» World music and dance performed by guests of harassment, workshops on diversity and by BC Housing employees – this year and inclusion competencies. included a staff member who performed with 3. Building the Culture: Provides opportunities a Chinese Dance Troupe, bringing beautiful for dialogue and celebration and includes traditional music, costume and dance to an annual employee forum on diversity this event. and inclusion and a long-standing »» Cuisine from around the world, as chosen by annual Multicultural Celebration. employees and identified as representative of their cultural ancestry. RESPECT IN THE WORKPLACE TRAINING Employees complete mandatory, experien- »» Our Stories: Employees shared their family tial Respect in the Workplace training. This coming-to-Canada stories and shared customized program includes principles of information about their cultures and heritage. multiculturalism, diversity and inclusion as well »» Culture Stations: Attendees could visit as anti-harassment and anti-bullying training. trade-show style tables where employees Participants learn behaviours that create a shared displays, information, cultural artifacts, cooperative and supportive work atmosphere, great stories and even snacks from their including understanding its Multiculturalism ancestral lands. Policy, Respect in the Workplace Policy and Diversity & Inclusion Policy. It also focuses on »» Map Station: Continuing the annual tradition, principles of diversity, inclusion and multicultur- employees use stickers to mark their ancestral alism; knowing the roles in creating a respectful homes on a large map of the world. This workplace free from discrimination, harassment, impressive map, which hangs in a prominent and bullying; and exploring skills for working spot in the Provincial Office year-round, shows together respectfully. the diversity of the group, originating from over 60 countries around the world.
2017/18 REPORT ON MULTICULTURALISM [ 97 ] SUPPORT FOR IMMIGRANTS AND REFUGEES BC Housing works with the Canadian Council of Core services include housing and support for immi- Aboriginal Business (CCAB) to develop best prac- grants and refugees through its housing registry and tices and to be adjudicated every three years for rent subsidy programs. BC Housing has also been Progressive Aboriginal Relations (PAR) certification. an important partner, working with the Immigrant This includes programming, partnerships, corporate Services Society of BC (ISSBC) on the building of functions such as policies and procurement, and Welcome Centre. A regional transitional housing employee engagement. They were honoured to and support services hub for newcomers, Welcome have their certification renewed and to be awarded Centre is the first purpose-built facility of its kind in Gold Level PAR Certification for a three-year tenure. the world and sets a new international standard in service delivery for immigrants and refugees. BC Housing recognizes the disproportionate number of Indigenous individuals and families in This LEED Gold facility includes up to 138 beds British Columbia who are experiencing homeless- in 18 housing units, a primary health care clinic, a ness or living in core housing need. multilingual trauma support and treatment centre, childminding services, playground, youth drop-in BC Housing works in partnership with the centre, classrooms for English language learners, Aboriginal Housing Management Association and multilingual settlement support including (AHMA) and Indigenous housing providers to housing and employment services. address the need for appropriate Indigenous social housing through a range of housing options: BC Housing employees also personally contribute More than 200 off-reserve units have been to supporting refugees coming to Canada through »» built to provide safe, secure and culturally its Community Connections community investment appropriate housing for youth, women and program. Through the program, employees choose elders, as well as people struggling with charities to which they want to contribute and then addictions. can make those contributions via payroll deduc- tions or by donating vacation days. Through this »» Over 4,200 subsidized Indigenous housing units program, employees have supported a broad range are available in B.C. of multicultural organizations. »» Administration of all Indigenous housing units and programs has been transferred Focus on Indigenous Individuals and Families to the Aboriginal Housing Management BC Housing is committed to supporting Indigenous Association (AHMA) to support Indigenous self- partners in the housing sector by increasing management of social housing. housing options to meet the needs of Indigenous households, working to increase the capacity of WOMEN’S TRANSITION the housing sector to meet Indigenous housing HOUSING AND SUPPORTS needs, and supporting Indigenous housing Through BC Housing’s Women’s Transition Housing self-management. and Supports Program, Indigenous women are supported by the provincial network of safe homes, They have been active in providing training to transition houses and second-stage housing which Indigenous communities through their SkillsPlus includes resources operated by Indigenous service Program. Facilitated by their maintenance and jani- organizations in several communities. BC Housing torial staff, SkillsPlus provides on-location training in has implemented initiatives to address the housing Indigenous communities, helping individuals and and support needs of women and children fleeing Band employees build their skills and capacity in violence, including Indigenous women and chil- housing and building maintenance. The hands-on dren. BC Housing also provides support to three modules include carpentry, electrical, plumbing Indigenous and Northern Affairs Canada (INAC) safe and janitorial skills. homes in their provision of services to women.
[ 98 ] 2017/18 REPORT ON MULTICULTURALISM INDIGENOUS HOMELESS OUTREACH »» Multicultural celebrations complete with BC Housing’s Aboriginal Homeless Outreach international food, music and dancing in every Program provides urban and rural off-reserve region of the province. Indigenous people who are experiencing home- Hosted Pink Shirt Day anti-bullying initiative. lessness or are at risk of homelessness direct access »» to housing and other community resources in »» Hosted cultural celebrations including Persian a culturally sensitive manner. At the core of the New Year, Lunar New Year, Filipino Day, program are cultural awareness and sensitivity, Christmas, Hanukkah, Diwali and many more. respect for diversity, and a spirit of flexibility in its Hosted National Indigenous Peoples Day approach to helping Indigenous people and fami- »» events in every office. lies who are experiencing homelessness or at risk of homelessness to meet their goals of improved »» Rolled out new offerings of Working Effectively health, well-being and housing stability. with Indigenous Peoples and reached a milestone of having 50% of the organization to HIGHLIGHTS OF INITIATIVES date participate voluntarily. BC Housing’s Diversity & Inclusion (D&I) program- Rolled out new offerings of QMUNITY’s ming has had an amazing year, adding new »» Understanding LGBTQ Communities training. offerings, building a strong and committed Employee Resource Group, and seeing D&I prin- »» Grew D&I Employee Resource Group and ciples embraced throughout the organization. hosted Inclusion Café. Ongoing multicultural initiatives include: »» CEO-led, executive-sponsored, D&I strategy NEW PARTNERSHIPS WITH supporting every part of their business. OTHER ORGANIZATIONS BC Housing continues to build strong community »» Active, diverse, employee-led Diversity & partnerships with organizations including: MOSAIC, Inclusion Committee. ISS of BC, Vancouver Aboriginal Friendship Centre, Indigenous Corporate Consulting, QMUNITY, »» Director of Indigenous Relations who works Muslim Friendship Centre of BC, and Inclusion in the Executive Office, advises and supports Works. We are also members of the Canadian all branches, and also works with external Centre for Diversity & Inclusion (CCDI), Pride partners in the Indigenous housing sector. at Work Canada, and the Canadian Council for »» Mandatory Respect in the Workplace training Aboriginal Business. for all staff. »» Honoured with Gold Certification in MULTIC MUL MULTICULTURAL LEARNING DAY Progressive Aboriginal Relations (PAR) FOR BC HOUSING EMPLOYEES BC Housing’s Fall Semi-Annual Meeting (SAM) by the Canadian Council of Aboriginal brought together over 160 employees from Business (CCAB). throughout the province for a day that marked »» Honoured with the 2017 Government Award the organization’s 50th Anniversary and provided in the British Columbia Multicultural Awards. learning around the themes of multiculturalism, diversity and inclusion. »» Safe Harbour Program in storefront, providing staff with training to support people in crisis. “We are a diverse organization both in the people we »» Employee-led Lunch and Learns on serve and in terms of all of us who work here,” said topics such as Black History Month and CEO Shayne Ramsay in his opening remarks. “At this Unconscious Bias. point, diversity and inclusion are simply who we are as an organization.”
2017/18 REPORT ON MULTICULTURALISM [ 99 ] A TRADITIONAL WELCOME DIVERSITY & INCLUSION TO SET THE PATH FOR GOOD Natasha Aruliah from the Centre for Intercultural The November 23rd event opened with a moving Studies at UBC facilitated a session on some traditional welcome from Elder Seis Lom of key principles of multiculturalism. Through the Lil’Wat Nation. The welcome was in both a powerful interactive exercise, she helped English and his traditional language, of which participants to explore what it feels like to be in he is one of only a few fully fluent speakers. He unfamiliar territory where you don’t know the paid homage to the many nations of the West rules and are unable to express yourself. “It is Coast, speaking about peoples throughout B.C. difficult and frustrating to be on the outside,” said and Washington State and he also performed a Natasha, “but we all can play a role in ensuring traditional song to honour the past and to set everyone feels like they belong.” the path for the good work of the day ahead. Keynote speaker Kuen Tang, ambas- CONNECTING WITH COMMUNITY PARTNERS sador for the Rick Hansen Foundation Dan Maxwell, VP of Corporate Services and CFO, ( https://www.rickhansen.com/ ), shared her who co-chairs Community Connections along “love for the challenges of life.” She is the first with Agnes Ross, VP of HR, provided an update person with quadriplegia to earn a degree in on BC Housing’s community giving program. education from the University of Alberta, the first Guests from three charities supported by BC to reach the summit of Ha Ling Peak, and the Housing employees through its Community first to draw for DC Comics. Kuen shared stories Connections Program introduced their organiza- of these and many other accomplishments – tions and shared how BC Housing employee including wheeling the Great Wall of China. contributions impact the work they do: “There is no impossible,” says Kuen, “just things we haven’t figured out how to do yet.” »» Immigrant Services Society of BC: Providing support services for immigrants and refugees. ( https://tinyurl.com/ycskvrcp ) CULTURAL CELEBRATION Other elements of the day included a graphic »» WISH Drop-In Centre Society: Improving the recording from artist Sam Bradd and a vibrant health, safety and well-being of women cultural performance from Vancouver’s Karen involved in Vancouver’s street-based sex Flamenco dance troupe. trade. ( https://tinyurl.com/ybfcsaxf ) »» QMUNITY: Advocating and providing THOUGHTS TO CLOSE ON resources and safe space for LGBTQ/2S The day wound up with its signature CEO Q&A people and their allies. ( https://qmunity.ca/ ) session with Shayne who answered questions collected from attendees.
“One of the things I take away from today,” said Shayne in his closing remarks, “is what Natasha said about the Golden Rule. Rather than ‘treat people as I want to be treated,’ we ‘treat people as they want to be treated.’ That describes a lot of our programs. We meet people where they are in their lives. It’s a good way to look at what we do, and we are doing that increasingly well.”
[ 100 ] 2017/18 REPORT ON MULTICULTURALISM The Diversity and Inclusion Program also sponsors BC Hydro four Employee Resource Groups (Women’s Group, Multicultural Group, Aboriginal Employee Group MANDATE and LGBT2Q+ Group). BC Hydro is one of the largest electric utilities in Canada. It generates and provides electricity To focus and support an action plan for Indigenous to 95% of B.C.’s population and serves over four employment, BC Hydro has an Indigenous million people. They are a provincial Crown corpo- Employment and Training steering committee. The ration with a mission to provide reliable, affordable, cross-functional committee is co-sponsored by clean electricity throughout B.C., safely. the Senior Vice-President of Capital Infrastructure and Project Delivery. Established in 2016, this Their vision is to be the most trusted, innovative committee ensures an effective, company-wide utility company in North America by being smart approach to advancing the Indigenous strategy about power in all that they do. They are guided and statement of principles in the areas of employ- by their values, which are: “We are safe, we are ment and training. here for our customers, we are one team, we act with integrity, we respect our province, we are BC Hydro produces quarterly reports on work- forward-thinking.” force representation. These reports provide data about the four groups protected in the BC Hydro’s approach to multiculturalism is inte- Employment Equity Act: women, visible minorities, grated within a broader diversity and inclusiveness Aboriginal people and people with disabilities. program. In 2006, BC Hydro’s Board of Directors The reports show the representation of each endorsed a diversity definition for the organization, group as compared to the B.C. population, the which is: Diversity at BC Hydro is about under- B.C. workforce, “available workforce” (reflects the standing, recognizing and valuing the differences role distribution of BC Hydro), as well as by occu- that make each person unique. BC Hydro is pational code. Annually, a more in-depth report committed to developing a diverse workforce details the number and rate of hires with respect that represents the communities it serves within to promotions and separations as compared B.C. and to strengthening its inclusive workplace. to organizational norms. This report helps us Subsequently, in 2007, BC Hydro’s Executive Team understand whether representation is increasing established an aspirational 10-year goal: To have and may also identify equity issues in retention a workforce fully representative of the B.C. labour or advancement. A summary of the diversity data market by 2017. The Diversity and Inclusion is reported to the Human Resources Governance Program is currently being refreshed, with an Committee of the BC Hydro Board quarterly. increased emphasis on inclusion. KEY PROCESSES, POLICIES EXECUTIVE COMMITMENT AND STRUCTURES IN SUPPORT TO MULTICULTURALISM OF MULTICULTURALISM Oversight of corporate strategy for diversity and There are two primary Corporate Policies with inclusiveness is the responsibility of Senior Vice- associated programs that support diversity President of People, Customer and Corporate and inclusiveness: Affairs and Chief Human Resources Officer Janet Fraser. Reporting to her is the Director of Human THE EMPLOYEE AND WORKPLACE POLICY Resources who has oversight of the implementa- (CATEGORY: CONDUCT & ETHICS) tion and operational effectiveness of the Diversity All individuals will have equal access and Inclusion Program. The Program Manager is »» to employment and advancement responsible for research, design, program manage- opportunities and will be treated in a fair and ment, partnerships and community relationships. equitable manner.
2017/18 REPORT ON MULTICULTURALISM [ 101 ] »» BC Hydro recognizes that accommodation HIGHLIGHTS OF INITIATIVES is key to compliance with human rights RECRUITMENT AND SELECTION PROCESS legislation, and that the provision of On May 1, 2017 BC Hydro announced a accommodation is a shared responsibility »» strengthened approach to merit-based hiring between managers, unions and employees. practices (for management and professional »» Managers will be held accountable for employees). This process clarifies posting ensuring a harassment-free workplace. principles, applies new standards in hiring practices, and includes a merit-review Flexible work arrangements will be considered »» to ensure that the process is performing to help employees balance commitments as planned. to work, family, community and lifestyle and may be negotiated where all stakeholders »» BC Hydro built a dedicated team to enrich (including customers, managers and relationships with Indigenous Peoples, to employees) are positively affected by understand regional labour supply, and the changes. to increase Indigenous representation at BC Hydro. »» BC Hydro is diversifying its workforce and is ensuring equitable employment systems. TRAINING AND DEVELOPMENT
THE SOCIAL RESPONSIBILITY POLICY »» In 2017/2018, BC Hydro developed (CATEGORY: COMMUNICATIONS & RELATIONS) a Statement of Indigenous Principles and a guide to support employees in Develop a diverse workforce and invest »» communicating with Indigenous Peoples in in employees’ health, safety and capacity the course of their work. for leadership. In 2017/2018, BC Hydro developed three BC Hydro recognizes and values the »» »» new educational modules to promote differences that make each person unique. intercultural literacy: It is committed to developing a diverse workforce that represents the communities ºº Employee Awareness of the Statement of it serves within B.C. and to strengthening the Indigenous Principles. This is a 30-minute, inclusive workplace. web-based session accessible to all employees. Employees learn about the In support of these policies, all employees context for the creation of the Statement receive mandatory Respectful Workplace Training of Indigenous Principles, the importance including diversity and inclusion content, followed of strong relationships, and they build by an annual refresher to remind employees to an understanding of the respectful engage with each other in inclusive and respectful workplace policy from the perspective of ways. In addition, a series of online scenarios have Indigenous employees. been developed and launched to raise social intel- ºº Applying our Principles. This is a half-day, ligence and to reinforce expectations for respectful instructor-led session expected to reach behaviour. All managers receive a half-day, 900 people over five years. Employees in-person Respectful Workplace Intensive, with an learn how the principles relate to their job annual online refresher. and take ownership for their application, and they increase their cultural sensitivity Support for diversity and inclusion starts with open, to support positive relationships with fair and transparent Human Resources processes Indigenous people. from recruitment and selection practices to training and development offerings and supports for employee mental and physical well-being.
[ 102 ] 2017/18 REPORT ON MULTICULTURALISM ºº Putting our Principles into Practice »» Each year in June, BC Hydro engages Regionally. This is a quarter-day, employees on the importance of their instructor-led session expected to reach relationship with Indigenous Peoples and First 500 people over five years. Employees Nations. An awareness campaign culminates in gain regional knowledge and informa- the annual celebration of National Aboriginal tion about agreements that enable them Day. At BC Hydro headquarters in Vancouver to actively support local relationships. and Burnaby, cultural celebrations are held featuring traditional dance, storytelling and MENTAL AND PHYSICAL food. Employees are encouraged to attend HEALTH & WELL-BEING events to celebrate the contribution that In a diverse workforce, issues of identity, self- Indigenous Peoples have made to Canada. esteem, inclusion, connection and personal fulfillment are intrinsically connected to work SUPPORTING NEW CANADIANS and the work environment. »» In 2016/2017, volunteers from BC Hydro supported the Engineering regulatory body, In 2017/2018, BC Hydro launched two campaigns the Association of Professional Engineers and across all employee groups: Geoscientists of BC, as assessors of credentials »» The 2017/2018 Mindfulness Challenge and applications of internationally trained resulted in more than 1700 employees trying professionals for the purpose of providing new tools to help manage stress and conflict, provisional, entry-level membership to improve focus and support their physical and the association. mental health. »» BC Hydro’s Multicultural Network partners »» The 2017/2018 Mental Health Week with the Immigrant Employment Council of Campaign reminded employees to continue B.C. on their Mentor Connect Program, which the conversation about mental health. connects recent immigrants with mentors in Sessions provided additional information established local organizations. Mentors at BC about mental health resources such as the Hydro help them to acclimatize to working in Employee and Family Assistance Program, a new country, and provide information about finding a counsellor, and using extended working norms, tools and resources. health benefits. CUSTOMER SERVICE EMPLOYEE ENGAGEMENT »» BC Hydro continues to engage customers in »» In 2017/2018, BC Hydro surveyed employees their preferred language through real-time about their experience of diversity and translation services in their call center (English, inclusion in the workplace. Questions Cantonese, Mandarin and Punjabi). covered behaviours (freedom from In 2017/2018, BC Hydro incorporated a discrimination or harassment), values (Is »» new “brown-out” calendar, wherein planned diversity valued?) and inclusion (atmosphere outages are managed around significant of trust and respect; encouragement to religious holidays and/or cultural events in share opinions). Overall, in this subset of order to minimize impacts in the community. questions, there was a 76% favourable response. Positive comments related to the diversity of work, learning opportunities and perspectives.
2017/18 REPORT ON MULTICULTURALISM [ 103 ] With a diverse investment portfolio, BCIIF BC Immigrant responded to the needs of British Columbians by supporting infrastructure projects and making venture capital available for support that benefits Investment all British Columbians.
Fund Ltd. and The corporation also targets its venture capital ecosystem-building efforts on growing diverse BC Renaissance talent, which includes helping to grow repre- sentation at the fund manager, investor and Capital Fund Ltd. entrepreneur levels.
MANDATE KEY PROCESSES, POLICIES The BC Immigrant Investment Fund (BCIIF) is a AND STRUCTURES IN SUPPORT Crown corporation wholly owned by the Province OF MULTICULTURALISM of British Columbia. BCIIF is responsible for BCIIF integrates diversity into its corporate culture managing B.C.’s allocation of funds committed by fostering a work environment that encourages by new immigrants to Canada under the federal and respects individual and cultural differ- Immigrant Investor Program (IIP). IIP funds are ences. Specific examples of its commitment to invested in infrastructure loans and money market diversity include: investments to spur economic development and »» BCIIF is committed to hiring based on skills job creation. and competencies, while also ensuring that its employees and board of directors reflect the BCIIF, through its subsidiary, the BC Renaissance diversity of the province. As evidence of this, Capital Fund (BCRCF), has committed $90.2 the management team and board of directors million to venture capital investments in four key are comprised of a group of professionals technology sectors: digital media, information reflective of B.C.’s cultural diversity. technology, life sciences, and clean technology. »» Advertising, promotional materials and public In October 2016, the BCRCF launched the $100 reporting documents incorporate inclusive million BC Tech Fund, a fund-of-funds that invests language and images. in B.C.-based venture capital funds and B.C.-based companies. The purpose of venture investments is to generate financial returns and to encourage the development of successful venture capital managers, to attract new investment capital, and to develop promising, innovative technology companies in B.C.
EXECUTIVE COMMITMENT TO MULTICULTURALISM BCIIF’s management team and board of direc- tors seek opportunities to support diversity and multiculturalism throughout all areas of corporate planning and operations.
[ 104 ] 2017/18 REPORT ON MULTICULTURALISM Equity, diversity and multiculturalism are reflected BC Liquor in its employee recruitment materials (Jump Into a Career and Step Into a Career), which feature LDB employees who reflect British Columbia’s Distribution cultural diversity.
Branch The LDB’s Respect Matters is an educational initiative designed to further build its respectful MANDATE workplace. The LDB promotes a work environment Under the authority of the Liquor Distribution that is free from discrimination, harassment and Act and in accordance with the Importation of bullying, where all employees are to be treated Intoxicating Liquors Act (Canada), the BC Liquor with respect and dignity. There are two compo- Distribution Branch (LDB) has the “sole right to nents of the Respect Matters training program – an purchase both in and out of British Columbia, liquor Employee Version and a Supervisor/Manager for resale and reuse in British Columbia.” Version. Respect Matters helps to clarify and
reinforce LDB’s Standards of Conduct and encour- The LDB is responsible for the importation, distribu- ages best practices for creating a respectful and tion, wholesaling and retailing of beverage alcohol welcoming workplace environment for employees, across the province through: as well as for customers. »» 197 BC Liquor Stores (government-managed and operated liquor stores); The key message from the Respect Matters program is that every employee needs to take the »» Two Distribution Centres; necessary actions to work with others to foster an »» Two Wholesale Customer Centres; and environment that is free of discrimination, harass- ment and bullying. Supervisors, managers and »» Head Office. senior leaders are responsible for ensuring that their workplace fosters and supports an inclusive EXECUTIVE COMMITMENT environment that honours all employees. TO MULTICULTURALISM With stores located in urban and rural communi- In 2017/18, 153 employees received the training. ties throughout British Columbia, the LDB is in a To date, over 4,000 supervisors, managers and unique position to demonstrate its commitment to employees have taken the training. multiculturalism through 40 million customer visits each year. HIGHLIGHTS OF INITIATIVES VALUING DIVERSITY At the LDB, responsibility for equity, diversity and Valuing diversity is woven into the LDB’s culture multiculturalism is shared between the Executive – from BC Liquor Stores to head office and the Members. These executive-level roles are respon- distribution centres – and its employees reflect sible for ensuring that multiculturalism is reflected this diversity. in their operational areas. »» In select BC Liquor Stores, cultural celebrations KEY PROCESSES, POLICIES and holidays such as Chinese New Year and AND STRUCTURES IN SUPPORT Diwali are recognized. In addition to the OF MULTICULTURALISM recognition of these cultural events, the Multiculturalism is reflected in all operational areas, LDB ensures that a wide product selection from Retail Services’ numerous in-store multicultural is available to meet the cultural needs of celebrations, events and promotions to Human customers throughout the year. Resources’ recruitment, hiring, outreach and training programs.
2017/18 REPORT ON MULTICULTURALISM [ 105 ] »» For special events like the annual Public Service »» Throughout the year, BC Liquor Stores host Week Breakfast menu, the LDB has replaced numerous multicultural food and wine pairing pork sausage with beef and vegetarian events for customers and support various sausages and has added gluten-free options. cultural celebrations with in-store signage, the These actions demonstrate the LDB’s sensitivity website, displays and special events including, to, and inclusiveness of, various personal, but not limited to, Diwali, Chinese New Year, religious and cultural requirements. Cinco de Mayo and Hanukkah. »» Diversity is further incorporated into »» TASTE magazine – the LDB’s complimentary fundraising efforts. Each year, theLDB’s Support in-store magazine – raises multicultural Dry Grad Campaign accepts applications from awareness by including food and beverage public school districts, as well as independent alcohol pairings, recipes and features from and private schools (First Nation, religious and around the world, such as the cuisines of other) throughout British Columbia. In 2018, India, Italy, Portugal, Spain and France. TASTE BC Liquor Store employees encouraged its magazine is available in all of the LDB’s 197 BC customers to donate $278,158 and since 2003, Liquor Stores throughout British Columbia and over $6.8 million to Support Dry Grad. has around 400,000 readers. »» The LDB is also an official Disaster Partner for »» In-store displays routinely feature supplier the Canadian Red Cross. As a Disaster Partner, displays of products from major wine regions the LDB facilitates the collection of Red Cross around the world, such as British Columbia, donations from BC Liquor Store customers Argentina, Australia, Chile, France, Germany, after major disasters. Since 2003, BC Liquor Italy, New Zealand, Portugal, South Africa, Store customers and employees have raised Spain and the United States. over $2.9 million for humanitarian crises in British Columbia and around the world. In the summer of 2016, employees and customers donated $384,090 to the Red Cross for Fort McMurray wildfire relief. And in the summer of 2017, employees and customers raised $417,675 for the Red Cross BC Wildfires fund.
CUSTOMER AWARENESS »» As part of B.C.’s mixed model retail system, the LDB is committed to providing customers – wholesale and retail – with an enhanced shopping environment, increased product selection and a high level of service. The LDB purchases beverage alcohol for BC Liquor Stores from hundreds of international suppliers – featuring wine from 31 countries, spirits from 54, and beers from 27. All of these products reflect the diverse beverage alcohol needs of British Columbia’s multicultural population.
[ 106 ] 2017/18 REPORT ON MULTICULTURALISM We support opportunities for employee growth, BC Oil and Gas recognize individual and group contributions, demonstrate accountability at all levels, and instill pride and confidence in the organization. We serve Commission with a passion for excellence. MANDATE The mandate and purposes of the BC Oil and Gas VISION Commission is to regulate oil and gas activities To provide oil and gas regulatory excellence for in British Columbia in a manner that provides British Columbia’s changing energy future. for the sound development of the oil and gas sector, by fostering a healthy environment, a VALUES sound economy and social well-being; conserves »» Respectful petroleum and natural gas resources; ensures safe and efficient practices; and assists owners of »» Accountable petroleum and natural gas resources to partici- »» Effective pate equitably in the production of shared pools of petroleum and natural gas. »» Efficient »» Responsive As well, the Commission provides effective and efficient processes for the review of applications »» Transparent for permits and to ensure that applications that are approved are in the public interest EXECUTIVE COMMITMENT having regard to environmental, economic and TO MULTICULTURALISM social effects; to encourage the participation The Commission’s Executive and Management is of Indigenous Peoples in processes affecting committed to enhancing a culture of inclusive- them; to participate in planning processes; ness and diversity. The Commission continues to and to undertake programs of education and build a workplace where ethnicity, gender, social, communication in order to advance safe and experiential, cultural, life stage and thinking styles efficient practices and the other purposes of are all valued and respected. The Commission’s the Commission. formalized values include “respectful,” which supports respect for all staff, stakeholders and MISSION Indigenous groups. The BC Oil and Gas Commission regulates oil and gas activities for the benefit of British Columbians. Embracing differences allows the Commission to This is achieved by: attract and retain talent from diverse segments of the workforce and to strengthen the organization. »» Protecting public safety; The Commission’s Executive and Management »» Respecting those affected by oil and supported diversity and multiculturalism in gas activities; 2017/18 through internal and external engage- ment as the organization went through structural »» Conserving the environment; and changes to improve the efficiency and effective- »» Supporting resource development. ness of its service delivery and operations. This includes a variety of initiatives, as well as devel- Through the active engagement of stakeholders oping new measures to enhance engagement and partners, the BC Oil and Gas Commission with Indigenous groups to ensure that it respects provides fair and timely decisions within their those affected by oil and gas activities. regulatory framework.
2017/18 REPORT ON MULTICULTURALISM [ 107 ] The intended outcomes of the Executive’s The Commission also attended a number of other commitment to diversity and inclusiveness are: First Nations Community events including Doig Days, Spirit of the Peace Pow-Wow, National Service delivery that is reflective of the »» Indigenous Peoples Day (FSJ and Burns Lake), partnerships and B.C. communities that the Prophet River First Nation Treaty Days, Blueberry Commission serves; River First Nations Culture Camp at Pink Mountain, »» A work environment that respects individuals Paddle for the Peace, West Mo Days, McLeod and their unique perspectives and engages Lake Annual General Assembly, Orange Shirt Day its employees; and – Beatton Building, and Orange Shirt Day – Fort Nelson Theatre. »» Maximizing innovation and creativity by leveraging diversity and inclusiveness in the HIGHLIGHTS OF INITIATIVES Commission’s culture. Externally, the Commission has sustained its focus on building relationships with Indigenous groups KEY PROCESSES, POLICIES in B.C. and to guide these efforts, it continued its AND STRUCTURES IN SUPPORT execution of the Indigenous Groups Engagement OF MULTICULTURALISM Strategy. In 2017/18, a total of 101 Indigenous The Commission conducted a Diversity and groups were consulted on 3,853 applications. Inclusiveness Survey in 2015, and the survey The number of Indigenous groups engaged by showed that while 92 percent of Commission the Commission has increased significantly over employees speak English most frequently at the past few years, reflecting the Commission’s home, there is a diverse range of other languages increased focus on, and commitment to, building spoken by the other eight per cent including: and maintaining its relationships with Indigenous Punjabi, Cantonese, Korean, Tagalog, Farsi/Dari/ groups in B.C. Other Persian, Urdu, Hindi, Arabic, Burmese, Nepalese and American Sign Language. The Commission initiated the Aboriginal Liaison Program in 2014 to provide Indigenous people The survey indicated that five percent of with an opportunity to observe and participate employees identify as Indigenous (First Nations, in the post-permit regulatory framework. That Métis or Inuit) and 15 percent of employees program has expanded to include all of the natural identify as a visible minority. The survey also resource ministries in B.C., as well as the Ministry found that at least 16 percent of the organiza- of Indigenous Relations and Reconciliation. The tion emigrated from one of 15 countries other program is now housed within the Ministry of than Canada. Forests, Lands, Natural Resource Operations and Rural Development, but remains a full-sector To recognize the diverse cultures represented program. It is currently undergoing a review of in its workforce, the Commission held a potluck design and structure in order to identify improve- lunch in both its Victoria and Fort St. John offices ments, as well as to be a means of bringing all to celebrate Multiculturalism Day in June 2017 – Indigenous monitoring programs together. and will continue this tradition in 2018. National Aboriginal Day also falls in June and last year, As well, the Commission continues to reach Commission employees attended celebrations in out to and receive delegations from around the Fort St. John and Burns Lake. world, providing its regulatory expertise to a broad, multicultural audience. In the previous year, the Commission hosted and presented to the lead from the Scientific Inquiry into Hydraulic Fracturing in the Northern Territory of Australia.
[ 108 ] 2017/18 REPORT ON MULTICULTURALISM It hosted representatives from Ghana and a Columbian/Mongolian delegation. In addition, BC Pavillion there were meetings with a Columbian official and the British Consulate-General, plus attendance at business meetings in Oklahoma with North Corporation American regulators. MANDATE BC Pavilion Corporation’s (PavCo) mandate is to Internally, the Commission continues to work on generate economic and community benefit for the ways to increase Indigenous group cultural aware- people of B.C. through prudent management of ness, including the creation of the First Nations public facilities. PavCo owns and operates two world- Resource Centre: Compendium, blogs, community class public facilities located in downtown Vancouver: profiles, a learning zone and the Rule Book. The BC Place and the Vancouver Convention Centre. Commission has also provided mandatory United Nations Declaration on the Rights of Indigenous EXECUTIVE COMMITMENT Peoples (UNDRIP) training to all staff to increase TO MULTICULTURALISM an understanding and awareness of UNDRIP and A Workplace Diversity Policy was created by what it means for the organization. Finally, the employees and approved by PavCo’s Executive in Commission held a Theatre Day for National 1997. PavCo continues to reinforce this commit- Indigenous Peoples Day where the Commission ment to its core values of respect, fairness, integrity invited local communities and Indigenous groups and cross-cultural understanding in a safe working to view movies on Indigenous people and to environment free from any form of harassment or share information. discrimination.
In addition to the Commission’s recognition of KEY PROCESSES, POLICIES staff diversity at the annual Multicultural Day AND STRUCTURES IN SUPPORT potluck event, the Commission continues to focus OF MULTICULTURALISM on staff engagement, maintaining a respectful The multicultural nature of PavCo’s business, clients workplace, and encouraging an organizational and staff is highly valued, and discrimination among culture of diversity and inclusiveness for all staff. A its workforce or clients is not tolerated, as outlined connections event for new staff is held quarterly in PavCo’s Code of Conduct. Ongoing support is and features Respectful Workplace Training. The provided to enhance and integrate multicultural Commission also has a Student Employment sensitivity within the organization. Program attracting young and diverse talent to bring differing perspectives to the organization. All employment advertisements to fill vacant posi- In appreciation of Canada’s unique Indigenous tions within PavCo include an employment equity history, the Commission has a display case in statement and encourage applications from visible the front lobby of the Fort St. John Building with minority groups. Qualification requirements are Indigenous artifacts from across British Columbia explained in generic language in order to ensure and Alberta. The Commission also facilitates fairness and equitability when assessing applicants' Indigenous Cultural Awareness events throughout credentials. Equal acceptance, opportunity and the year. The Commission will continue to cele- appreciation of all staff are the responsibility of each brate multiculturalism and diversity through these business unit in order to retain staff and to develop formalized programs and informal events. their skills, knowledge and abilities.
PavCo is committed to creating a workforce representative of the population it serves, while providing equal access to hiring, advancement and training opportunities.
2017/18 REPORT ON MULTICULTURALISM [ 109 ] The culturally diverse workforce represents a variety of backgrounds, including Chinese, East Indian, Indo- BC Transit Fijian, Filipino, Iranian, Iraqi, Mexican, Nigerian, South American, Japanese, Serbo-Croatian and Taiwanese. MANDATE Front-line and service desk staff are multilingual and BC Transit is charged with coordinating public provide an opportunity for visitors, guests or clients transportation systems throughout British to identify and take advantage of interpretative Columbia, outside of Metro Vancouver. BC Transit services. Resource lists are also available detailing operates under the British Columbia Transit Act languages spoken by staff. ( https://tinyurl.com/y7n2estk ), which provides it with a mandate to: PavCo offers professional counselling and referral Plan, acquire, construct or cause to be services, on a confidential basis, to its employees »» constructed, public passenger transportation and their immediate families through an external systems and rail systems that support regional contractor. Communication is shared with employees growth strategies, official community plans to outline services available, and information and the economic development of transit brochures are offered in several languages. Qualified service areas; counsellors are also available to assist in a variety of languages, including English, French, Dutch, »» Provide for the maintenance and operation of Japanese, Mandarin, Cantonese, Punjabi and Spanish. those systems and; Enter into commercial revenue opportunities HIGHLIGHTS OF INITIATIVES »» in respect of the authority’s assets »» During 2017/18, PavCo maintained a diverse and resources. staffing level of approximately 590 employees at BC Place, 220 at the Vancouver Convention EXECUTIVE COMMITMENT Centre, and 35 at the Corporate Office. PavCo TO MULTICULTURALISM and supplier staff, at both facilities, represent BC Transit’s mission is: “Through the strength of the diverse Canadian society and communities our people and partners, we provide safe, effective that PavCo serves. Entry-level customer service and efficient customer-focused transportation positions typically require fluency in English, with solutions.” As outlined in the Annual Service Plan additional language(s) as a definite asset. Report, BC Transit’s objectives are: »» In order to attract qualified candidates from »» Increased Ridership diverse backgrounds, recruitment advertisements Financial Management all contain information about PavCo’s »» commitment to diversity in the workplace. The »» Operational Excellence organization continues to recruit from a wide Strong People and Partnership variety of sources, including a number of colleges, »»
job boards and social networks, where there BC Transit’s strength is its people. To demon- is a high representation of multicultural and strate this commitment and accountability in diverse individuals. multiculturalism, one of BC Transit’s objectives »» The Vancouver Convention Centre is the is “Strong People and Partnerships.” BC Transit’s provincial flagship for conventions, trade and 2017/2018 Annual Service Plan Report supports consumer shows, meetings and special events. this objective by having a performance measure The facility hosted more than 500 events in called “Strengthen Our People,” which is measured 2017/18 that brought to the province over through bi-annual employee engagement scores. 700,000 people from around the globe who represent different cultures and backgrounds.
[ 110 ] 2017/18 REPORT ON MULTICULTURALISM In 2017, BC Transit’s overall engagement score »» BULLYING AND HARASSMENT: This policy increased by four points since the previous work promotes the well-being of BC Transit environment survey conducted in 2015. As employees by identifying and preventing part of the bi-annual work environment survey, bullying and harassment in the workplace. employees are asked to rate the statement: TRANSGENDER AND GENDER DIVERSE “My workplace values diversity in people and back- »» EMPLOYEES: This policy confirms BC Transit’s grounds.” In 2017, the score for this statement commitment to creating a safe, positive increased by three points since 2015. and inclusive workplace in which people
of all gender identities and expressions are BC Transit’s success depends on creating an valued, respected and have equal access adaptable, socially responsible organization that to opportunities. lives its values and attracts new employees and partnerships, while developing and retaining its »» CODE OF CONDUCT: A component of BC existing employees and partnerships. BC Transit’s Transit’s Code of Conduct is to promote a values include: culture where all employees, customers and service providers are treated with dignity Safety »» and respect and are valued as individuals. »» Customer Service The diversity section emphasises that BC Transit values the backgrounds, experiences, Sustainability »» perspectives and talents of all individuals »» Integrity and strives to create a workforce that reflects the diversity of the communities it serves. Innovation »» All new employees are required to sign BC »» Collaboration Transit’s Code of Conduct as a condition of employment. With Integrity and Collaboration as two of BC Transit’s six core values, BC Transit is committed to BC Transit reinforces its policies through a conducting itself honestly and respectfully, while confidential reporting process called AlertLine, cultivating strong partnerships. At the beginning which has been in place since 2010 to support of 2018, nine human resources employees enrolled employees and to promote a culture free from in Indigenous Awareness Training to promote discrimination. AlertLine enables BC Transit multiculturalism in the organization. employees to voice concerns that may compro- mise BC Transit’s Code of Conduct. AlertLine is KEY PROCESSES, POLICIES available 24 hours a day, seven days a week, by AND STRUCTURES IN SUPPORT telephone or website, and is managed through OF MULTICULTURALISM a third-party provider. AlertLine is promoted As a public transportation service, BC Transit through new employee orientations, brochures, supports diversity and multiculturalism with its posters, wallet cards and BC Transit’s employee employees, partners and customers through the intranet, the Hub. following policies: All three of BC Transit’s collective agreements RECRUITMENT AND SELECTION: This policy »» (MoveUP Local 378, CUPE Local 4500 and Unifor ensures that BC Transit attracts and retains Local 333) include articles on harassment and qualified employees of all backgrounds, discrimination and acknowledgment of human following four principles: fairness, credibility, rights. The collective agreements specify that equal opportunity and merit. every employee has the right to work in an environment of mutual respect, free from discrimination and harassment.
2017/18 REPORT ON MULTICULTURALISM [ 111 ] As part of Unifor’s collective agreement, all new Following approval of proposed service options by Unifor members are required to complete anti- local government partners, new services were imple- harassment training. A women’s advocate program, mented along three sections of Highway 16. An initial which is jointly run by Unifor and BC Transit, section was implemented in January 2017, connecting provides specifically trained workplace representa- the communities of Smithers and Moricetown (Witset). tives who assist employees with concerns such as The second section involved the creation of the new workplace harassment and abuse. Bulkley-Nechako Transit service, connecting commu- nities between Smithers and Prince George. Finally, LANGUAGES in November 2017, an expansion of the Hazeltons On October 25, 2017, BC Transit provided Regional Transit system provided new service employees with an information session on the We between Terrace and Kispiox, as well as an additional Speak Translate ( https://tinyurl.com/y9tyygnc ) day of service between Kispiox and Smithers. project. This project is a collaboration between Google Translate and the Inter-Cultural Association BC Transit also introduced new service into the of Greater Victoria (ICA) that utilizes the Google Tsawout First Nation in the Victoria Regional Transit Translate app for refugee resettlement and area on December 12, 2017. newcomer inclusion in communities. Victoria was the first location to initiate the pilot project, world- INTERNAL AND EXTERNAL ACTIVITIES wide. The project’s objective is to address language On September 29, 2017, BC Transit participated as the number one barrier to new immigrant »» in Orange Shirt Day. This day supports a national integration. As a public transit service, BC Transit movement to recognize and honour survivors of has an important role in welcoming newcomers to residential schools. Victoria, and by becoming familiar with the Google Translate app and this project, they can help break »» On November 1, 2017, BC Transit participated down communication barriers for newcomers and in the WorkBC Job Fair that was organized in users of their service while promoting diversity partnership with GT Hiring Solutions and the and inclusion in the community. Inter-Cultural Association of Greater Victoria.
On February 28, 2018, BC Transit participated To support other languages spoken during the »» in Pink Shirt Day. This day raises awareness of course of BC Transit’s business, MoveUP employees, bullying in schools, workplaces, homes and who are regularly required by the employer to use online, and raises funds to support programs a language other than English in the performance that foster healthy self-esteem in children. of their job, receive a second-language premium. »» On March 7, 2018, BC Transit participated in In the Central Fraser Valley region, the BC Transit the Tsawout First Nation Career Fair that was Rider’s Guides have included a Punjabi translation organized by GT Hiring Solutions and WorkBC since 2007. Employment Services Centre.
HIGHLIGHTS OF INITIATIVES PARTNERSHIPS NEW INITIATIVES Since 2016, BC Transit has been an active partner In support of the provincial government's Highway with the Victoria Refugee Program – a partnership 16 Transportation Action Plan, BC Transit collabo- between the Victoria Regional Transit Commission rated with local communities to implement new and the Inter-Cultural Association of Victoria. The transit services to provide safe, reliable and afford- program is designed to help refugees get settled able transportation options along the highway in the Greater Victoria community by providing corridor. BC Transit initiated a detailed analysis and free access to transit for one year. The program public engagement process to confirm the feasi- distributed 2,560 transit passes in the Victoria region bility, scope and costs of new transit services. during the fiscal year 2017/2018.
[ 112 ] 2017/18 REPORT ON MULTICULTURALISM STUDENTS BC Transit employs students from a number of British Columbia local post-secondary providers through co-oper- ative education positions. During the fiscal year 2017/2018, BC Transit employed 16 co-op students. Lottery
On September 15, 2017, BC Transit opened a new Corporation exchange at the University of British Columbia, MANDATE Okanagan Campus. BCLC conducts and manages gambling in a
socially responsible manner for the benefit of On February 28, 2018, BC Transit attended British Columbians. It operates under the provincial the Youth Career Fair through Beacon Gaming Control Act (2002) and within the legisla- Community Services. tive, regulatory and policy framework established
by the Province. They offer exceptional gambling COMMUNITY EVENTS entertainment through national and provincial »» 7th Annual Vaisakhi Parade on April 29, 2017 in lotteries, casino gambling, online gambling, Kelowna, B.C. commercial bingo and sports betting. »» 6th Annual Victoria Goddess Run on June 4, Their vision is: Gambling is widely embraced as 2017 in Victoria, B.C. exceptional entertainment for adults. »» Victoria Pride Parade on July 9, 2017 in Victoria, B.C. EXECUTIVE COMMITMENT TO MULTICULTURALISM Demonstrate leadership and accountability in multicultural issues in corporate strategic, business and performance plans and annual reports.
BCLC is committed to being a leader in diversity and inclusion, reflecting the diverse communi- ties they serve and maximizing the potential of the workplace and workforce to deliver widely embraced and exceptional entertainment. Their values of social responsibility, integrity and respect are embodied in their Standards of Ethical Business Conduct, Social Responsibility Charter and corpo- rate policies. At BCLC, the executive team stands by these values by promoting a fair, open, respectful and progressive workplace and business. In fact, 44 percent of their executive team are female, and 41 percent of senior managers and directors are female – a testament to their success in creating an equal playing field for all employees.
Being diverse and inclusive is fundamental to who BCLC is as an organization for their employees, customers and stakeholders.
2017/18 REPORT ON MULTICULTURALISM [ 113 ] BCLC’s executive team promotes a fair, open, BCLC’s core values of integrity, social responsibility respectful and progressive workplace and business. and respect are applied to all aspects of their busi- This includes their recruitment process, where they ness, whether that is with employees, customers, are committed to respecting human rights and stakeholders or the communities in which they upholding the Canadian Human Rights Act. Their operate. BCLC’s Social Responsibility (SR) Charter policy is to hire the best candidate for the role, formalizes their commitment to support the regardless of race, colour, ancestry, place of origin, communities that they live and work in, and to political belief, religion, marital status, family status, make BCLC a great place to work through respect, physical or mental disability, sex, sexual orientation, empowerment and teamwork. age, or a conviction of a criminal or summary convic- tion offence that is unrelated to the employment or BCLC operates with the fundamental under- to the intended employment of a candidate. standing that their market and customers, including service providers and retailers, are To build on their Diversity and Inclusion Strategy, multicultural and diverse. which was developed in 2016 under the support of the board and executive team, they created a BCLC BCLC’s cultural drivers of trust, collaboration, Diversity & Inclusion Committee in 2017, comprised customer focus and embracing change play an of both executive and employees at BCLC. The important role in fostering respect, empowerment committee meets on a regular basis to continue and teamwork in their inclusive workplace. Their to look for opportunities to build out the Diversity commitment to ensuring a positive work environ- and Inclusion Roadmap. Members of the board and ment for all employees regardless of race, ancestry executive team established the roadmap in March or place of origin is reflected in their Standards of 2017, which includes four pillars: Inclusive Leadership, Ethical Business Conduct, which is reviewed and Employee Value Proposition, Bias-Free Processes and signed each year by all employees. Community Engagement. BCLC has established mandatory annual respectful Vice-presidents are responsible for driving BCLC’s workplace training for leaders and employees in Diversity and Inclusion initiative forward and order to ensure that all employees are aware of ensuring that they are an inclusive organization. They what is considered harassment, and what they can have also developed a communications plan which do if they experience or witness it in the workplace. will help to increase awareness of the Diversity and BCLC has a zero-tolerance policy for harassment Inclusion Roadmap at BCLC by providing employees and is committed to ensuring that all of their with updates on the program, context on what employees work in a respectful environment that diversity and inclusion means, and educating them is free from harassment. about the topic. As a way to be accountable to Diversity and Inclusion, the executive team regularly They have communicated the Diversity and provides a status report on the pillars for which they Inclusion Roadmap to senior leaders and are responsible. managers. To keep employees informed, they have created Diversity and Inclusion pages on their BCLC’s President & CEO, Jim Lightbody, signed a intranet site, as well as quarterly “Myth Busters” pledge to support workplace diversity with the communication for employees. BCLC is looking Minerva Foundation, an organization that offers to create greater organizational awareness of programs for women to develop their leadership diversity and inclusion through various internal skills. As well, he is a member of the Presidents Group, communications channels, including Lunch and a network of B.C. business leaders who are cham- Learn sessions. They will also be providing educa- pions for a more accessible and inclusive workplace. tional training to leaders and employees about workplace diversity.
[ 114 ] 2017/18 REPORT ON MULTICULTURALISM An employee-driven committee, AIM (Acts of EMPLOYEE VALUE PROPOSITION Kindness, Inspire and Mentor), was initiated in 2016 »» Updating recruitment policy to include and has since grown to more than 170 members, Diversity and Inclusion language, which is including both men and women. The group pending approval. encourages diversity by supporting the success of women at BCLC. More recently, their newest grass- »» Ongoing efforts to make interview roots resource group for LGBTQ2 was formed with accommodations for applicants with diverse six members. abilities and continuing to partner with organizations to help find qualified job KEY PROCESSES, POLICIES candidates with diverse abilities. AND STRUCTURES IN SUPPORT »» Partnering with Open Door Group to help find OF MULTICULTURALISM qualified candidates with diverse abilities for BCLC employs a team of approximately 950 people vacant positions. who live and work in 35 communities across British Columbia and represent the diversity of their prov- »» Actively engaging with organizations such ince. They understand the multicultural diversity as the Nicola Valley Institute of Technology of their market, customers, service providers and (NVIT), a First Nations educational institution, retailers, and take that into consideration with every to build out a broader network for aspect of BCLC’s operations. recruitment initiatives.
They provide responsible gambling informa- BIAS-FREE PROCESSES tion brochures and materials to players in seven Identified and removed biases in systems languages, including English, French, Punjabi, »» and processes. Chinese, Vietnamese, Korean and Tagalog. Players can also access responsible gambling information »» Implemented a plan to utilize Diversity and through discussion with interpreters in Lower Inclusion tools within the HR Management Mainland facilities. System (HRMS).
Updated cultural competencies to include In addition, their Customer Support Centre is able »» Diversity and Inclusion language. to access translation services when assisting players and lottery retailers who have English as a second COMMUNITY ENGAGEMENT language. Lottery retailer certification paper exams are provided in English, Korean and Chinese. »» Currently looking at procurement practices to ensure that they include a Diversity and HIGHLIGHTS OF INITIATIVES Inclusion component/requirement and Some highlights from 2017/18 include: ensuring that Request for Proposals include Diversity and Inclusion language. INCLUSIVE LEADERSHIP »» Included Diversity and Inclusion language »» Updating Leadership Competencies to include on their Lottery Retailer Hub and are in the Diversity and Inclusion language. process of identifying which Key Accounts and Service Providers have Diversity and Inclusion Communicating the Diversity and Inclusion »» policies and practices. Roadmap to Senior Leaders, Managers and Employees. »» A summary is currently being developed as a means to help provide more robust education Holding inclusive leadership and unconscious »» to employees on Diversity and Inclusion. bias training for Executive, with training for Senior Leaders, Managers and Employees to follow in 2018/2019.
2017/18 REPORT ON MULTICULTURALISM [ 115 ] Employees of BCSC speak 25 different languages, British Columbia including Afrikaans, Austrian, Cantonese, Czechoslovakian, Dutch, Fijian, French, German, Greek, Hindi, Italian, Japanese, Mandarin, Polish, Securities Portuguese, Punjabi, Russian, Serbo-Croatian, Shanghainese, Spanish, Swahili, Tagalog, Tamal, Commission Turkish and Ukrainian.
MANDATE The Commission’s personal leave policy allows The British Columbia Securities Commission (BCSC) employees to take paid leave to observe religious is the independent provincial government agency holidays of their faith. responsible for administering and enforcing the provincial Securities Act. The mission of the HIGHLIGHTS OF INITIATIVES Commission is to protect and promote the public interest by fostering: »» The BCSC’s investor education website, InvestRight.org, provides information, A securities market that is fair and efficient and »» resources and tools about investing and fraud warrants public confidence; and awareness and prevention in languages for the »» A dynamic and competitive securities industry South Asian and Chinese communities. that provides investment opportunities and »» Every year, members of the BCSC Social access to capital. Committee organize International food- themed events that highlight and celebrate EXECUTIVE COMMITMENT cultural heritage, including food and music. TO MULTICULTURALISM The BCSC is an employment equity employer and welcomes and values diversity in the workplace. They want stakeholders to have their voices heard on policy projects where diversity is a key issue.
There is a Discrimination, Bullying and Harassment Prevention Policy and BCSC provides relevant training to all employees on an ongoing basis.
The Commission translates publications and multi- media presentations into Chinese and Punjabi to provide information to community-based groups on fraud and help them to make more empowered investment decisions. As well, they occasionally conduct media interviews in Chinese and translate relevant news releases into Chinese.
KEY PROCESSES, POLICIES AND STRUCTURES IN SUPPORT OF MULTICULTURALISM The BCSC workforce is diverse, with a multitude of racial, religious and cultural backgrounds. Approximately 38% of all permanent full-time employees are visible minorities.
[ 116 ] 2017/18 REPORT ON MULTICULTURALISM In relation to this strategic priority, the Trust Columbia has developed a framework of principles and practices that guides its work with Indigenous Basin Trust Peoples, while still enabling responsive and innovative collaboration. MANDATE The mandate of Columbia Basin Trust (the An Indigenous cultural literacy program for Trust) is to manage its assets for the ongoing the Board of Directors and staff is offered economic, environmental and social benefit on an ongoing basis to ensure that it has a of the Columbia Basin (Basin) region, which foundation of appreciation and understanding is defined in theColumbia Basin Trust Act of how to work together effectively. In ( https://tinyurl.com/y7zdpbc5 ). Their mission developing and delivering this program, the is to support efforts by the people of the Basin Trust considers the Truth and Reconciliation to create a legacy of social, economic and Commission of Canada Calls to Action and the environmental well-being and to achieve greater United Nation’s Declaration on the Rights of self-sufficiency for present and future generations. Indigenous Peoples.
EXECUTIVE COMMITMENT KEY PROCESSES, POLICIES TO MULTICULTURALISM AND STRUCTURES IN SUPPORT One of the Trust’s core values is respect, which OF MULTICULTURALISM includes respect for diversity and individuals The appointment process for the Trust Board from different cultural backgrounds. This value of Directors and the composition of the Trust helps guide how the Trust works in the Basin and Board are established in the Columbia Basin Trust how the Board of Directors and staff work with Act ( https://tinyurl.com/y7zdpbc5 ). The Trust’s one another. Board consistently has representation from the Ktunaxa Nation Council, through appointment The Columbia Basin Management Plan: Strategic by the Lieutenant Governor in Council. Priorities 2016-2020 ( https://tinyurl.com/y6vj3l74 ) outlines how the Trust will focus its efforts to The Board of Directors Competencies and Desired 2020. This was a result of an extensive, year-long, Diversity Policy ( https://tinyurl.com/yap72357 ) Basin-wide engagement process that gathered recognizes that diversity in age, gender, input from a diverse cross-section of residents. ethnicity and geography helps the Trust to This document states the Trust’s commitment to effectively engage with Basin residents, to cultivating a sense of Basin culture, belonging, oversee the return of benefits to Basin residents, connectedness and identity, and honouring the and to prudently oversee the management of diversity of needs and perspectives in the Basin. the Trust’s investments. It also sets out a specific strategic priority around Indigenous relationships, striving for an increased The Trust has an Employee Code of Conduct understanding of Indigenous culture and heri- Policy ( https://tinyurl.com/y8uyh4vw ) tage that creates a foundation for lasting and that specifically addresses discrimination mutually beneficial partnerships. (including cultural discrimination), and provides options for employees to report any harassment under its Whistle Blower Policy ( https://tinyurl.com/y7jzn8uz ). Every year, staff sign a declaration of their understanding and acceptance of the Code of Conduct.
2017/18 REPORT ON MULTICULTURALISM [ 117 ] HIGHLIGHTS OF INITIATIVES »» ?aq’am hosted gatherings for Aqamnik The Trust continues its strategic focus and dedica- youth to enhance their traditional tion of resources toward Indigenous relationship knowledge about water and to support their building and initiatives. As an example, the First development as water stewardship leaders in Nations Housing Sustainability Initiative supported their communities. five Indigenous communities over the past year Okanagan Nation Alliance removed logjams to develop new or to improve existing affordable »» at the north end of Slocan Lake to support housing units and to enhance their affordable upstream fish passage and access to additional housing management capacity. spawning habitat.
The Trust also supports communities in identifying »» Lower Kootenay Band improved the and achieving their priorities. When communities infrastructure used for drainage control on identify multicultural projects as a priority, the Band land used for agriculture production, Trust is able to consider providing support via any allowing them to diversify the crops that can of its four broad support methods of financial be grown. investments, impact investments, grants or other Shuswap Indian Band held the 7th annual strategic initiatives. »» Columbia Salmon Festival that aims to build
public understanding of the cultural and In 2017/2018, the Trust supported community- ecological importance of salmon and to initiated projects like the following: strengthen relationships between Indigenous »» Akisq’nuk First Nation constructed a sports, and non-Indigenous communities in fitness and recreation facility that is accessible Upper Columbia. to all members of the Columbia Valley ?aq’am facilitated summer camps for children community and includes business and office »» and youth to build leadership skills and space for the Akisq’nuk First Nation. confidence, life skills and survival tactics, »» Four Nations Coalition of Indigenous engage with elders to understand traditions of Medicines engaged Indigenous youth and the territory, and coming-of-age development. elders around the traditions of ethnobotany. »» Métis Nation Columbia River Society held »» Ktunaxa Nation Council systematically the Blanket Exercise as a means of sharing catalogued and transferred collections of Aboriginal culture and building belonging historical material into a digital management and leadership. system to organize them and provide ease of Okanagan Nation Alliance organized a youth use. »» fun run to create awareness of violence in the »» Golden Opportunity for Refugees prepared for Syilx Nation and to promote healthy living sponsoring a Syrian refugee family’s settlement among youth. into Golden. »» The Sikh Cultural Society hosted the Golden »» Shuswap Indian Band held a Native Plant Sikh Temple Nager Kirtan parade. Workshop to teach participants how to identify traditional and medicinal Native plants, along with their cultural importance. »» Ktunaxa Nation Council supported the Ktunaxa Nation Youth Employment and Education Summit.
[ 118 ] 2017/18 REPORT ON MULTICULTURALISM SHUSWAP MEMBERS GET NEW AFFORDABLE HOUSING Columbia When it comes to housing, members of the Shuswap Indian Band in the East Kootenay often Power Corp. face high rents and few options. They may have to live in overcrowded homes with other family MANDATE members, especially if they’ve left the commu- January 31, 2018 Mandate Letter nity and then decided to return. ( https://tinyurl.com/yaj7k82p ).
To help remedy this, in spring 2018, the band EXECUTIVE COMMITMENT built two new duplexes in the Old Village. The TO MULTICULTURALISM buildings’ two- and three-bedroom units can Respect and integrity are core values of Columbia house approximately 13 tenants with low-to- Power. In pursuit of Columbia Power’s mandate, and moderate incomes. consistent with the regulatory environment of B.C., Columbia Power’s goal is to continuously build and “Homes have not been built in our community maintain positive and meaningful relationships with for 30 years,” said Dolores Nicholas, Social Indigenous groups that have traditional territories Development/Housing Manager for the where Columbia Power operates and maintains their band. “This is very exciting for the community, facilities. This goal is supported by the participation of especially since it allows for family members to Columbia Power management and staff in Indigenous finally come home. We’re hoping that the new government and community events and sponsorship duplexes will allow people to have more pride in of cultural, youth, wellness and educational activities their community and give them a comfortable through Columbia Power’s First Nations Sponsorship place to live.” Program. In 2017/18, this included:
Participation in the Ktunaxa Nation Annual The project was achieved with $100,000 in »» General Assembly; support from Columbia Basin Trust. This was provided as part of the Trust’s First Nations »» Participation in the Okanagan Nation Annual Housing Sustainability Initiative, a three-year, General Assembly; $4.5 million commitment to help First Nations enhance and increase stocks of affordable »» Participation in the Okanagan Nation Salmon housing. For more information, visit: Feast and Celebration; ourtrust.org/fnhousing. »» Sponsorship of the Columbia River Salmon Festival; »» Sponsorship of the Yaqan Nukiy Pow Wow (Lower Kootenay Band); »» Sponsorship of the Okanagan Nation Youth Unity Run; and »» Sponsorship of the Ktunaxa Nation Traditional Knowledge and Language Sector.
Project work undertaken by Columbia Power has included meaningful consultation of Indigenous Peoples, and Columbia Power continues to engage in the development of relationship protocol frameworks with the Okanagan Nation and Ktunaxa Nation.
2017/18 REPORT ON MULTICULTURALISM [ 119 ] KEY PROCESSES, POLICIES AND STRUCTURES IN SUPPORT Community OF MULTICULTURALISM Columbia Power has an established opera- tional technical committee with the Okanagan Living in British Nation, which meets twice per year. Both the Okanagan Nation and Ktunaxa Nation have seats Columbia on the Waneta Expansion Project Community MANDATE Impact Management Committee, which meets The Community Living Authority Act sets out when required. Community Living British Columbia (CLBC)’s mandate and provides the legal basis to operate as HIGHLIGHTS OF INITIATIVES a Crown corporation. SLOCAN POOL EROSION CONTROL PROJECT – ELDERS’ VISIT AND FIELD WORK CLBC is accountable to the B.C. Legislature »» In 2017/18, Columbia Power worked closely through the Minister of Social Development and with First Nations to select an erosion Poverty Reduction. mitigation solution and to stabilize an area where archaeological remains were discovered CLBC’S MISSION at Columbia Power’s Slocan Pool property CLBC serves adults with developmental disabilities, in 2014. as well as those with a diagnosis of Fetal Alcohol Spectrum Disorder or Autism Spectrum Disorder »» In May 2017, Columbia Power hosted 17 who meet the eligibility criteria. Okanagan Nation Elders, technical and archaeological staff at the Slocan Pool In collaboration with stakeholders, CLBC facilitates repatriation site to provide an overview of and manages a responsive, sustainable network of low-impact, bi-engineering methodologies disability-related services that supplement other and to seek a decision from ONA Elders supports to assist adults with developmental on whether or not they wanted erosion disabilities to have lives filled with possibilities and controlled at the site and, if they did, to reach be full participants in their communities. consensus on a preferred approach. The visit concluded with a spiritual and cultural It offers a range of options in the way in which ceremony led by Elders Richard Armstrong and services and supports are provided to the indi- Madeline Gregoire. viduals that the organization serves. The options »» In November 2017, six Okanagan Nation provide for choices that allow services and members and one Ktunaxa Nation member supports to be tailored to the circumstances and worked alongside Columbia Power staff at preferences of each individual. the site to successfully complete erosion control activities, including infill placement CLBC takes a holistic approach that acknowledges of aggregates, placement of rip rap, planting the supports and responsibilities of all stake- and seeding. Following completion of the field holders including individuals, families, service work, Okanagan Nation and Ktunaxa Nation providers and community resources. This collabo- representatives held separate ceremonies to ration supports individuals to achieve the best bless the project site. possible outcomes.
[ 120 ] 2017/18 REPORT ON MULTICULTURALISM VISION In 2017, CLBC hired an Indigenous Practice Lives filled with possibilities in Advisor to engage CLBC’s Indigenous Advisory welcoming communities. Committee and to facilitate improved CLBC service delivery to Indigenous Peoples in British GOALS Columbia. In 2017/18, CLBC did extensive Over the next three years, CLBC will focus on community outreach and engagement to four key Improvement Areas – achieving Better First Nations Health Authorities, First Nation Outcomes for the adults we serve, Improved communities and Indigenous/Indigenous- Individual and Family Experience as they interact focused stakeholders. with CLBC, achieving More Efficient Operations internal to CLBC, and Enhanced Service Provider In 2017/18, CLBC developed a staff Indigenous Partnerships for better quality of services and cultural awareness training plan, which will begin outcomes. rolling out in summer 2018.
EXECUTIVE COMMITMENT ADVANCING NEW SUPPORT TO MULTICULTURALISM OPTIONS (ANSO) PROJECT CLBC is committed to the continuous improve- The Advancing New Support Options (ANSO) ment of the way in which services and supports project is focused on designing a new service are delivered to the individuals and families it category to include within CLBC’s Catalogue of supports. This includes a growing number of Services that has employment at the core and a individuals from culturally diverse backgrounds, variety of complementary services and supports their families and communities. around the employment component that, together, support people to be included in their KEY PROCESSES, POLICIES communities in typical, positive ways. AND STRUCTURES IN SUPPORT OF MULTICULTURALISM Design of the new service continued in 2017/18 CLBC’s commitment to multiculturalism has and was approached through a user-driven been integrated into its corporate planning and design lens, which means directly involving reporting processes. “users” in the design process. Those involved in the design phase of ANSO include diverse stake- CLBC’s Commitment Statement to the individuals holders from a variety of cultural backgrounds, it serves reflects feedback from a diverse group the objective being to ensure that the new of self-advocates, families and CLBC staff. It is service is responsive to individuals and families displayed in CLBC offices across the province and from a range of cultural backgrounds. is available in multiple languages. INCREASING INCLUSIVE HOUSING OPTIONS HIGHLIGHTS OF INITIATIVES While CLBC does not have a mandate to STRENGTHENING RELATIONSHIPS provide housing, feedback from its stakeholders WITH INDIGENOUS COMMUNITIES (individuals, families, service providers, CLBC CLBC has an Indigenous Advisory Committee (IAC), staff, community councils and partner enti- with representatives from across the province, to ties) consistently identifies the need for more provide information and advice to CLBC staff. The inclusive housing opportunities as a key issue IAC provides valuable input into how CLBC can to be addressed. improve service delivery to Indigenous Peoples. The CLBC 2017-2020 strategic plan includes a goal to enhance relationships with Indigenous commu- nities and to develop staff and organizational cultural competency.
2017/18 REPORT ON MULTICULTURALISM [ 121 ] In 2017/18 CLBC launched a Task Force with The Editorial Board recruits members with diverse Inclusion BC to develop a plan to increase inclusive backgrounds from around the province. The housing in B.C. Part of the process included a board recognizes the importance of sharing forum to access the expertise in the community. and publishing stories that resonate with the A concerted effort was made to ensure that diversity of those that CLBC serves and works to Indigenous groups were included in the forum include stories that represent different cultural so that their perspectives would be included backgrounds in CLBC’s newsletter, Celebrate in the plan. Diverse Abilities.
In addition, CLBC again partnered with the BC STAFF TRAINING Non-Profit Housing Association at their Housing An “Our Common Purpose” module remains an Central Conference in November 2017 to present important part of CLBC’s staff orientation training inclusive housing workshops. In these presenta- regarding cultural considerations, multicultur- tions, CLBC sought to highlight lived experience alism and disability. These sessions are facilitated of people in need of housing and also used this by staff who have a background working with as an opportunity to include people from diverse diverse groups. cultural backgrounds. INTERPRETER SERVICES QUALITY OF LIFE SURVEY CLBC offers interpreter services for individuals and There were 1,235 individuals who participated families in multiple languages, if requested for in CLBC’s “Include Me!” survey in 2017/18 that meetings with CLBC staff. measures quality of life outcomes in the areas of independence, social participation and well-being. The information collected informs CLBC’s decision making and helps service providers to improve the quality of life of the individuals they support.
Informational materials on the survey are avail- able in 10 languages. CLBC also offers interpreter services, including assisted sign language inter- pretation, to individuals who participated in the survey process.
RA Malatest & Associates, the research firm involved with this initiative, hired surveyors with a wide variety of backgrounds, cultures and ethnici- ties. Those who participated by phone were able to complete the survey in a variety of languages.
EDITORIAL BOARD The Editorial Board helps to ensure that the perspectives of the people CLBC serves are present in the development of CLBC’s communications, publications and other CLBC-related projects and initiatives. Board members support CLBC commu- nications and community relations by helping to bring information from CLBC to their communities and vice versa.
[ 122 ] 2017/18 REPORT ON MULTICULTURALISM PROVIDING INDUSTRY LEADERSHIP: Destination BC »» Destination BC works collaboratively with tourism stakeholders across the province MANDATE to coordinate tourism marketing at the Under the Destination BC Corp. Act international, provincial, regional and local ( https://tinyurl.com/yaj7k82p ), the Crown corpo- levels. A regionally representative Tourism ration, Destination British Columbia (Destination Marketing Committee provides strategic advice BC), is responsible for: to Destination BC’s Board and CEO.
MARKETING BRITISH COLUMBIA DOMESTICALLY, PROMOTING TRAINING AND DEVELOPMENT IN NATIONALLY AND INTERNATIONALLY AS A RELATION TO TOURISM MARKETING: TOURIST DESTINATION: Remarkable Experiences is a comprehensive The tourism industry in B.C. is comprised »» »» learning program that supports small and of many stakeholders including tourism medium sized businesses to enhance their operators, product sectors, communities, visitor experience with a focus on Experience associations, regional destination marketing Design, Digital and Social Media Marketing. organizations, and federal, provincial and The two-month program includes workshops, municipal governments, all playing a role in one-to-one coaching and assessments of destination marketing and management. participants’ online presence. »» Through Destination BC's consumer marketing, ( https://tinyurl.com/y9un5j7u ) travel trade, travel media and industry programs, millions of consumers from PROVIDING SUPPORT FOR VISITOR CENTRES: around the world are encouraged to visit B.C. Visitor Services creates a positive visitor every year. »» impression and encourages longer stays and »» Tourism operators can reach these consumers travel in all regions of the province, generating in a cost-effective way through various economic benefit to tourism businesses and marketing initiatives including digital and communities. More than 100 community-based social media, listings programs, advertising Visitor Centres throughout B.C. comprise the campaigns, public relations programs Visitor Services Network. In 2017, Visitor Centres and other promotional activities offered across B.C. provided service to over 2.52 million by the Corporation. visitors and interacted with a further 377,000 visitors through new “roaming ambassadors” and PROVIDING SUPPORT FOR REGIONAL, SECTORAL “mobile street teams.” AND COMMUNITY TOURISM MARKETING: CONDUCTING TOURISM-RELATED Through a variety of province-wide programs »» MARKET RESEARCH: and partners, Destination BC invests over $10 million annually in regional, sectoral and »» Destination BC conducts research on various community tourism marketing. aspects of the tourism industry, providing internal program areas, as well as industry Tourism Business Essentials is a series of »» partners with information, to enhance informative guides designed to help B.C.’s the effectiveness of future marketing and tourism businesses become more successful. development activities. Research is critical in First-time tourism entrepreneurs, many of order to be at the forefront of utilizing and whom are new Canadians, find these guides sharing insights and intelligence to support to be useful in setting up and managing their consumer marketing, travel trade, and industry business. ( https://tinyurl.com/ycg3brac ) and destination development activities.
2017/18 REPORT ON MULTICULTURALISM [ 123 ] EXECUTIVE COMMITMENT »» Destination BC continues to fund and work with TO MULTICULTURALISM the Aboriginal Tourism Association of BC (AtBC) Destination BC’s commitment to multicultur- on the implementation of programs that develop alism is reflected in itsStandards of Conduct and market Indigenous tourism products in all (https://tinyurl.com/yalgwmj3 ). The document of Destination BC’s key markets. These programs defines how the organization creates a safe and support the growth of Indigenous-owned and healthy work environment, where staff and all controlled businesses and their employees. stakeholders are treated with dignity and respect. In Destination BC’s partnership with AtBC also addition, as an organization that conducts busi- »» supports Indigenous communities and ness around the globe, the Corporation contracts entrepreneurs to participate in Destination BC’s with many international agencies and implements Destination Development program. Together in-market activities in such a way that respects with AtBC, Destination BC is working on new the diverse interests and cultural sensitivities that ways to advance the quality of visitor experiences, exist worldwide. which will assist in sustaining long-term demand for B.C.’s tourism industry. KEY PROCESSES, POLICIES AND STRUCTURES IN SUPPORT »» Destination BC works with key travel media OF MULTICULTURALISM outlets in B.C. and around the world to generate Respect for the individual is a core principle at awareness of the tourism experiences B.C. has to Destination BC. Embracing diversity and inclu- offer. This includes providing story ideas for the sion as part of its organizational culture is key locally based multicultural media outlets. to the organization’s ability to achieve service Destination BC has an English and French expectations and to effectively partner with »» language consumer website, as well as other industry to promote and develop B.C.’s tourism foreign language consumer websites for the sector. The organization adheres to and supports following markets: France, Germany, Japan, Korea, the Human Rights Code of British Columbia and Mexico and China (both Simplified and Traditional the Canadian Human Rights Act, which protect Chinese language). individuals from harassment and other forms of discrimination. Destination BC’s success depends on the integ rity of its systems and the people REMARKABLE EXPERIENCES PROGRAM involved in providing products and services. The Supporting small and medium size tourism organization requires every employee to fulfill the businesses with learning solutions designed to promise to conduct business with professionalism support new or enhanced visitor experience and honesty, as reflected in theStandards of development and digital marketing excellence. Conduct (https://tinyurl.com/yalgwmj3 ). Participating businesses explore ways in which they can increase their business revenue and HIGHLIGHTS OF INITIATIVES enhance their online presence. The program is made available in communities across the »» Destination BC works with key international province, supporting collaboration among tour operators and other tourism partners participants who are from the same region. In to develop itineraries and promote tourism 2017, Destination BC and Aboriginal Tourism BC experiences, and partners in a number of (AtBC) formed a partnership to encourage AtBC marketing activities with the objective of stakeholders’ participation in the program for the increasing visitor volume and revenue from key 2017-18 year. This partnership has been met with target markets. Destination BC has in-market pronounced enthusiasm. Twenty Indigenous representation in Australia, Germany, Japan, businesses participated in the program. This China, the United Kingdom and Mexico. represents almost 10% of the businesses expected to participate in the program this year.
[ 124 ] 2017/18 REPORT ON MULTICULTURALISM We are heartened by the growing interest in our First Peoples' programs from Indigenous Peoples of all ages, but especially our young people, who will carry this work forward into the future. Heritage, TRC AND UNDRIP Language and As the B.C. Crown corporation responsible for Indigenous languages, arts and culture, and culture council an Indigenous-led organization, FPCC is key in supporting the B.C. Government’s commitment (ALSO KNOWN AS FIRST PEOPLES’ to fully adopt and implement the United Nations CULTURAL COUNCIL) Declaration on the Rights of Indigenous Peoples (UNDRIP) and the Truth and Reconciliation The First Peoples’ Cultural Council (FPCC) is a Commission’s (TRC) Calls to Action. unique, First Nations-led Crown agency, serving 203 B.C. First Nations, 34 language groups, more CELEBRATING DIVERSITY OF than 90 dialects, and a number of Indigenous arts, INDIGENOUS CULTURES cultural and educational organizations. FPCC promotes and celebrates the diversity of Indigenous languages, arts and cultures. The Board MANDATE and staff recognize that pride in languages, arts, LIVING EXPRESSION OF INDIGENOUS songs, dances, wisdom and traditional knowledge LANGUAGES, ARTS AND CULTURE contributes to the health and optimism of First The First Peoples’ Cultural Council’s mandate Nations individuals and communities – and this is to assist B.C.’s Indigenous Peoples in their benefits all citizens of B.C. efforts to revitalize their languages, arts and cultures. Since 1990, the FPCC has successfully KEY PROCESSES, POLICIES distributed over $45 million to British Columbia’s AND STRUCTURES IN SUPPORT Indigenous communities for language, arts and OF MULTICULTURALISM culture projects. The FPCC Board is supported by a 34-member Advisory Committee, with one representative from FPCC is committed to providing communities with each of the First Nations language groups in B.C. a high level of support and quality resources. Its The Advisory Committee acts as a bridge to First cultural heritage, and living expression of identi- Nations communities and brings community- ties, is integral to the health of all members of the based ideas and issues to the attention of FPCC. Indigenous communities, as well as to the well- Other activities of the organization include: being of all British Columbians. »» Facilitate opportunities for First Nations communities in B.C. to receive funding for VISION: EMBRACING INDIGENOUS LANGUAGES, language and arts projects. ARTS, CULTURE AND HERITAGE The vision of FPCC is one where B.C.’s Indigenous »» Offer advice and assistance to First Nations languages, arts, cultures and heritage are thriving funding applicants. and accessible, and the cultural knowledge expressed through Indigenous languages, cultures »» Develop programs and community and arts is recognized and embraced by all development resources to encourage the citizens of B.C. revitalization of Indigenous languages, arts and culture.
2017/18 REPORT ON MULTICULTURALISM [ 125 ] »» Provide training in language revitalization, Following the session, FPCC issued the report including language archiving and Indigenous Languages Recognition, Preservation immersion programs. and Revitalization: A Report on the National Dialogue Session on Indigenous Languages, which Work in partnership with First Nations »» makes a number of important recommenda- communities to revitalize and archive First tions to the federal government and AFN about Nations cultures and languages and to restore language-related human rights, constitutional literacy and fluency in First Nations languages. obligations, and legislation and policy. In »» Offer a network of information and opportunities particular, it was an opportunity to assert that to Indigenous artists and language champions. Indigenous experts themselves must be the ones to determine the future of Indigenous languages. Advise government on programs and issues »» related to Indigenous languages, arts and culture. More information: »» Educate and share information with people in B.C. http://www.fpcc.ca/language/Legislation/ about Indigenous languages, arts and culture. ENDANGERED LANGUAGES PROJECT: Advocate for Indigenous languages, arts and »» www.endangeredlanguages.com culture in B.C. The Endangered Languages Project (ELP)
connects language revitalization experts and HIGHLIGHTS OF INITIATIVES anyone interested in language and culture from SUPPORTING RECONCILIATION around the world who can share their videos, FPCC has been supporting mainstream heritage stories, audio recordings, music, word lists, organizations to be more inclusive of Indigenous photos and more on the website. The project is heritage in their work. For example, FPCC staff guided by a global council of volunteer experts had the opportunity to host a workshop at the who bring a diverse range of perspectives and "Heritage: Imagining Futures" conference in May talents to the project. 2017, in Victoria. Each workshop participant at the event was asked to make a commitment to The languages included – and the information "reconcili-action" over the next year. displayed about them – are provided by the
Catalogue of Endangered Languages (ELCat), FEDERAL INDIGENOUS LANGUAGES LEGISLATION which was produced by the University of Hawaii FPCC held five regional community engagement at Manoa and Eastern Michigan University. Both sessions in May and June 2017 to talk about the have been contributing (in kind support) since promised Indigenous languages legislation for the launch of the website to ensure that this Canada. These sessions were held in Kelowna, Prince valuable resource will continue to be available George, Richmond, Nanaimo and Terrace. The goal and useful to those working in Indigenous was to ensure that B.C. language experts would be language revitalization around the globe. well-informed so that when the national Assembly of First Nations (AFN) conducted its consultations, On February 6, 2018, ELP announced the release everyone would be prepared to provide input. of the ELCat reference guide, which provides the
research information behind the online cata- In June 2016, FPCC was funded by the Department logue. It is the most comprehensive source of of Canadian Heritage to host Indigenous language accurate and up-to-date information on endan- experts from across Canada at a three-day dialogue gered languages. in Victoria to share “best practices” in the areas of language revitalization, language education, and More here: http://goo.gl/PZP7y7 language legislation and policy.
[ 126 ] 2017/18 REPORT ON MULTICULTURALISM SILENT SPEAKER PROJECT The 13 FirstVoices Dictionary Apps are available In 2015, the partnership began with the First in the following B.C. First Nations languages in Nations Health Authority – Interior Region (FNA – both Android and iOS versions: IR) for the Silent Speaker Pilot Project. This project is for people who understand but do not speak Ehattesaht, Halq’emé ylem, Hlg̲aagilda X̲aayda their First Nations language. Kil (Skidegate Haida), Ktunaxa, Kwak ̓ wala, Nazko-Dakelh, Nisg̲a’a, Northern St̕ 'át̕ 'imcets, The Pilot course was based on a successful Secwepemc, SENĆOŦEN, Sliammon, Lı́ l ̓ program developed in Norway and Sweden wat-Ucwalmı́ cwts and Xeni Gwet’in. for and by Indigenous Sami people, which uses Cognitive Behaviour Therapy (CBT) to help silent The apps were developed as a mobile version speakers overcome blockages to using their of the language archives available at: Indigenous language in their communities. FirstVoices.com. A platform where First Nations communities can upload words and phrases in Silent Speakers, also known as “latent speakers” their languages. They were built using open- or “receptive bilinguals,” are engaged through source software and are not only the largest weekly classes to help them begin to speak their collection of open-source Indigenous language languages, as well as to heal and re-imagine apps in the world, but also the first to be avail- themselves in a positive relationship with their able for both iOS and Android. language and the knowledge they carry. In 2017, we translated Jane Juuso’s Sami Language Blockage Project Handbook into English, which was used to develop the Silent Speaker pilot project. They also developed a workbook for course participants, with context and examples specific to First Nations in B.C.
LANGUAGE FACT SHEETS On March 21, 2018, FPCC released a series of 10 fact sheets related to Indigenous language revital- ization, on a variety of topics from the connection between language and health, to language writing systems. The fact sheets share information for community language champions, as well as other interested parties. https://tinyurl.com/y7glegd4
FIRSTVOICES LANGUAGE DICTIONARIES The First Peoples’ Cultural Council was excited to announce that its ground-breaking FirstVoices Dictionary Apps are now available for free down- load on all Android devices. The apps, which were initially launched in 2011, were previously available only on Apple iOS, due to the limited availability of First Nations language character sets in the Android operating system.
2017/18 REPORT ON MULTICULTURALISM [ 127 ] »» STEWARDSHIP: A belief in a strategic Forest approach to stewardship that balances environmental, economic, social, cultural and First Nations values, while helping to Enhancement ensure the responsible and sustainable use of B.C.’s forests for the lasting benefit of Society of BC British Columbians.
MANDATE »» OPEN AND PROACTIVE COMMUNICATION: In its Constitution, the purposes of the Forest A belief that open, proactive communication Enhancement Society of British Columbia is critical to its success. (FESBC) are to: »» SCIENCE-INFORMED DECISION MAKING: »» Advance the environmental and resource A belief that the management of B.C.’s stewardship of British Columbia’s forests by: forests relies on sound science and the guidance of professionals while, at ºº Preventing and mitigating the the same time, respecting the value of impact of wildfires; traditional knowledge. ºº Improving damaged or low-value forests; ACCOUNTABILITY: A belief in managing Improving habitat for wildlife; »» ºº with integrity and fiscal prudence in a ºº Supporting the use of fibre from damaged manner that ensures accountability to the and low-value forests; and public, funders and partners. Treating forests to improve the manage- ºº »» EXCELLENCE: A belief that a culture of ment of greenhouse gases. organizational excellence, continuous »» Advocate for the environmental and resource improvement and professionalism is stewardship of B.C.’s Crown forests. essential in maintaining the trust of the public and partners. »» Do all other things that are incidental and ancillary to the attainment of the foregoing HIGHLIGHTS OF INITIATIVES purposes and the exercise of the powers THE FOREST ENHANCEMENT SOCIETY of FESBC. OF BC – ENDORSEMENT OF TRC AND IMPLEMENTATION OF UNDRIP FESBC achieves these purposes by granting funds to Minister Doug Donaldson wrote in a January third parties who implement projects and treatments 8th, 2018 letter to FESBC Chair Wayne Clogg: “To on the land base. It is generally intended to spend support true and lasting reconciliation with the monies over the next five-year time horizon. Indigenous Peoples in British Columbia, our government is fully adopting and implementing EXECUTIVE COMMITMENT the United Nations Declaration on the Rights TO MULTICULTURALISM of Indigenous Peoples (UNDRIP), and the The Core Values of the Forest Enhancement Society Calls to Action of the Truth and Reconciliation of BC are: Commission (TRC). Please ensure that, going »» SAFETY: A belief in safe, responsible and forward, your organization incorporates the productive work environments. UNDRIP and TRC, given the specific mandate and context of your organization.” »» WORKING COLLABORATIVELY: A belief that working collaboratively with our partners in a transparent manner can substantially extend our ability to enhance B.C.’s forests.
[ 128 ] 2017/18 REPORT ON MULTICULTURALISM FESBC ( https://fesbc.ca/ ) has placed the following on its website: “FESBC endorses the recommenda- Forestry tions of the Truth and Reconciliation Commission and its calls to action, as well as the implementa- tion of the United Nations Declaration of the Innovation Rights of Indigenous Peoples. Investment
Up to 2018, 30% of the projects funded by FESBC MANDATE are led by First Nations proponents or have signifi- Forestry Innovation Investment (FII) is the cant First Nations participation (49 projects valued Government of British Columbia’s market devel- at $44 million). This is not surprising given that opment agency for forest products. FII works both First Nations and FESBC have a great interest collaboratively with industry trade associations, other in the enhancement of B.C.’s Crown forests.” levels of government including the Government of
Canada and other provinces, and with research insti- Links to TRC and UNDRIP Documents: tutions to enhance the value of B.C.’s forest resources »» Truth and Reconciliation Commission of Canada: and to strengthen employment throughout the Calls to Action province. By doing so, FII works to support the https://tinyurl.com/phhrhf8 government’s commitment to building a strong, sustainable, innovative economy that works for the »» UNDRIP Document people of B.C. https://tinyurl.com/ydgfaxzn
FII’s mandate is specified in a Mandate Letter issued by the Minister of Jobs, Trade and Technology. FII’s mandate is also set out in a Board-approved, five- year strategic plan available on FII’s website at: www.bcfii.ca.
FII’s human resources mandate is to: »» Provide equal opportunity employment regardless of gender, race, colour or religion; »» Ensure that all staff treat others in the workplace with respect and dignity; and »» Provide a work environment free of harassment and discrimination.
EXECUTIVE COMMITMENT TO MULTICULTURALISM The FII Executive is committed to delivering the organization’s services and programs in a manner that is sensitive and responsive to the multicultural reality of B.C., and to the cultural and social contexts of all locations where activities are delivered. FII oper- ates in an international context, and the Executive is committed to ensuring that all staff in B.C. and in offshore locations receive the training and support necessary to engage in cross-cultural activities.
2017/18 REPORT ON MULTICULTURALISM [ 129 ] KEY PROCESSES, POLICIES »» In 2017/2018, FII funded an extensive suite of AND STRUCTURES IN SUPPORT market development efforts in regions around OF MULTICULTURALISM the world, including China, Japan, South One key document is used in support of multi- Korea and Vietnam in east Asia; India in South culturalism: Standards of Conduct Policy. This Asia; the United Kingdom in Europe; and the document contains information and guidelines U.S. and Canada in North America. The 2016 in support of the company’s mandate and is provincial budget provided an additional $5 distributed with each employee’s Policies and million over three years for FII to accelerate Procedures Manual. market development in India, and 2017/2018 represented the second year of that effort. FII’s head office staff of 21 speak a combined six Efforts during the year spread across the languages including English, Japanese, Hindi, country and included education outreach, Guajurati, German and French. In addition, staff of market and product promotion, and increased FII subsidiary companies in China and India speak investments in demonstration projects and multiple local languages and regional dialects. FII manufacturing trials using B.C. products. also provides funding to partner organizations 2017/2018 saw FII organize the largest forest to deliver programming in multiple markets, »» sector delegation to ever visit Asia. Led by the including Japan, South Korea, Europe and the U.S. Honourable Doug Donaldson, B.C. Minister of
Forests, Lands, Natural Resource Operations Multicultural understanding is integral to FII’s and Rural Development, the mission visited operations and is fostered each year through Japan (Tokyo) and China (Shanghai and regular visits to B.C. by international staff and Jiangsu Province) to expand opportunities, visitors, outgoing travel to foreign markets enhance relationships, and raise the profile undertaken with and on behalf of industry and of B.C. forest products and companies in government, as well as through annual planning key Asian markets. During the year, FII also sessions that include the local and foreign staff coordinated activities attended by the Premier; from FII and its partners in government, industry the Minister of Jobs, Trade and Technology; and the research community. and the Minister of State for International
Trade in both China and South Korea, as part of HIGHLIGHTS OF INITIATIVES the Premier’s mission to Asia in January 2017. Since its establishment in 2003, FII promoted »» Undertaking market development activities and funded the cost of local language training »» in other countries not only delivers economic for Canadian staff working in its overseas growth and jobs to British Columbia’s offices. FII’s staffing in its China subsidiary forest sector, but also contributes greatly to subsequently evolved to be comprised entirely deepening the bonds between the people of persons of Asian ancestry, and its initiatives and the communities of British Columbia are tailored to the cultural needs of the local and its partners in markets around the world. communities in which it operates. In 2012, FII Many of the programs funded by FII become established a second operating subsidiary catalysts for building technical, educational based in Mumbai, India. The India operation and community exchange with British has since expanded to include an office in Columbia, thereby enhancing cross-cultural the north of India (National Capital Region, understanding and mutual respect. Delhi) and an office in the south (Bangalore).
Employees of FII India are all Indian nationals recruited in India.
[ 130 ] 2017/18 REPORT ON MULTICULTURALISM EXECUTIVE COMMITMENT Industry Training TO MULTICULTURALISM ITA develops and implements targeted initiatives designed to increase participation in industry Authority training and trade certification with groups MANDATE including Indigenous people and new immigrants. The Industry Training Authority (ITA) oversees, manages and improves the provincial industry KEY PROCESSES, POLICIES training system. It promotes trades training and AND STRUCTURES IN SUPPORT careers, supports the progression of training OF MULTICULTURALISM participants, certifies individuals with existing skills, EMBRACING MULTICULTURALISM and works to align training outcomes with work- IN ITA’S WORKPLACE place needs. Issuing credentials, which is the core ITA’s Customer Service team members, who outcome of ITA’s work, is done based on either interact daily with apprentices and employer spon- successful completion of a training program or a sors and who answer general inquiries from the formal validation of existing skills. ITA invests in public about trades training, speak the following training services delivered in part through two sets 11 languages: of partnerships and collaborates with many other »» Cambodian »» Kannada »» Spanish stakeholders. ITA serves two customer groups: »» Cantonese »» Malayalam »» Swedish »» Training participants and Challengers 6 benefit from skill development and/or recognition, »» French »» Mandarin »» Tagalog
which facilitates improved employment and »» Hindi »» Punjabi advancement opportunities. »» Employers and industry benefit from access to ITA fully supports employees who want to a growing pool of workers with verified skills celebrate their culture and share that culture with that align with labour market needs. co-workers. Events such as Lunch and Learns and potlucks are held with themes representing ITA is also a key contributor to broader efforts specific cultures – for example, National Indigenous to support employment growth and economic Peoples Day and International Women’s Day. competitiveness for British Columbia as a whole. ITA staff is also encouraged to attend graduation ITA’s mandate and accountabilities are defined in ceremonies around the province, like the Vancouver Part 3 of the Industry Training Authority Act, and are Lower Mainland Aboriginal Community Career elaborated on each year through a Government Employment Services Society (ACCESS), that cele- Mandate Letter that is signed by ITA’s board brate students graduating from their trades courses. members and by the Minister of Jobs, Tourism These programs are offered to under-skilled/under- and Skills Training and the Minister Responsible for employed Indigenous Peoples. For example, the Labour ( https://tinyurl.com/y7pc8y5y ). Vancouver Community College (VCC)’s Introduction to Culinary Skills Training Program, which is funded VISION: To create a world-class training and through the Workforce Development Agreement, apprenticeship system for British Columbians. offers unemployed and non-EI-eligible immigrants the opportunity to explore the professional cook MISSION: To build the trades that build B.C. trade and to gain experience in major downtown hotels through a work experience agreement. Many of these participants go into employment in those same kitchens and continue on with their training 6 Challengers are individuals seeking certification based on and start an apprenticeship. existing skills.
2017/18 REPORT ON MULTICULTURALISM [ 131 ] HIGHLIGHTS OF INITIATIVES The Following are feedback quotes from VCC’s In 2017-18, ITA continued to deliver programs for Intro to Culinary Skills Program Participants three target groups, using funds made available and Employers: through the Workforce Development Agreement (WDA). ITA has agreements with 13 service providers, Rukhsana delivering 23 programs and offering a range of pre- “I am extremely grateful for having been given apprenticeship and employment programs. the opportunity to join the Introduction to »» Four Indigenous Peoples in Culinary Skills Training (ICST) at Vancouver Trades Training Programs Community College.
»» Four Women in Trades Training Programs I have always been fond of cooking and experi- »» 15 programs serving a range of menting with different types of food, e.g. Indian, underrepresented populations (Indigenous Arabic etc. as a hobby and this program has given Peoples, Women, Immigrants and Youth) and me a valuable knowledge of continental cuisine. other British Columbians facing barriers to The instructor (Chef Paul) is extremely knowledge- entering trades occupations. able in the field and I have the benefit of studying with a team that is dedicated to the culinary arts. Since 2008/09, these programs have assisted more This program has been a stepping-stone for me to than 13,000 unemployed and/or low-skilled people pursue further studies in this profession. This will to explore and pursue trades careers. help me turning my hobby into an exciting career by finding a job in a field that I love very much. In fact, it has just come to my knowledge today PARTICIPANT & EMPLOYER QUOTES that I have been chosen for a part time prep-cook To reduce barriers associated with trades training position at the Vancouver Convention Center. I will accessibility and to redefine First Nations home- not be exaggerating to say this is program has been building in their own territory, ITA worked with the the best thing that has happened to me since my Nuxalk Nation in B.C.’s Bella Coola and Camosun arrival in Canada. College to bring technical training into the
community for carpentry apprentices. Participants My sincere thanks once again for giving me this ranged from 17 to 63 years of age, and included opportunity to turn a hobby into a career. “ Grade 10/11/12 students from Acwsalcta School, Nuxalk Nation’s K-12 school. These are single parents with children and without much resources Julia to attend school in the city. When they did attend “Thank you for giving good chance to change career school, the success rate was 10%; however, with in my life. I have worked as Nurse in Korea of 8 years. I program hosted in community 85% success rate was getting tired about my job and I came to Canada was delivered in the trades. To date, participants of for studying English. Then, I met my husband and this program have built six energy-efficient homes get immigration to Canada. After immigration, I within the Nuxalk Nation. These family homes have was trying to think. What kind of Job is good for me. been developed and designed with barrier-free Actually, I would like to cook at home. So, my husband concepts, structural grade trusses, standardized recommended me to get culinary course and I found sizes of rooms, doors and windows, and the utiliza- this program unexpectedly. I studied 6 months at tion of natural resources from the community VCC. And I did practicum at Fairmont Pacific Rim such as lumber/siding, gravel from the gravel pit, Hotel. While I had practicum, I did my best and used and soon a new concrete batch plant to mini- skills that I learnt from school. Finally, I got a job at mize building costs. Additionally, with hope, the Fairmont Hotel which I did practicum. If I don’t know construction of a new youth center will soon begin. this program, I would still think about my second job. Thank you for giving me chance to me again!”
[ 132 ] 2017/18 REPORT ON MULTICULTURALISM Pacific Gateway Hotel Richmond Delta Hotel Burnaby “[The student] has shown excellent skills in her “It was a pleasure to have [the student] in our kitchen. preparation, execution and clean-up. It shows She got along with everyone great. She is always that she had been trained properly. That was positive and always smiling. She spent time in all what Chef Lectner said. She has worked at all areas of our kitchen, even pastry. She was always on areas of the hotel and has been an asset not time and cooked for everyone on her last day. Staff a hindrance.” meal tasted good.”
WOMEN IN IMMIGRANTS IN INDIGENOUS PEOPLES TRADES TRAINING TRADES TRAINING INITIATIVES GENERAL https://tinyurl.com/yccd3wjw https://tinyurl.com/yb7753xq https://tinyurl.com/y832y454 https://tinyurl.com/ycv2d5p3
THE Only 10% of appren- New immigrants The Indigenous Programs are also OPPORTUNITY tices are women, and make up 20% of the population is younger available for other while that’s up from Canadian popula- and growing faster eligible British 3% since 2008, the tion, but only 3–5% than the general Columbians facing female labour force is of apprentices; population, and many barriers to entering still badly under-repre- many already have communities are trades occupations. sented in traditionally valuable trades located close to major male-dominated skills but may face projects that need skilled trades. language barriers and trades skills. other challenges in Only 5% of appren- getting certified. tices are women in the construction sector trades.
THE ITA partners with post-secondary institutions, industry and labour organizations, employment RESPONSE agencies and community groups.
Programs offered are designed to enable the target groups to explore trades careers, and to develop and certify trades skills.
Assistance with essential skills like numeracy, literacy and document use, and help with covering costs such as tools, safety gear, child care and transportation are also available, as is mentorship and peer support.
2017-18 WDA $1.9 million -- $1.9 million $6.9 million -ESS FUNDING
# OF CLIENTS 245 people -- 273 people 1,115 people TARGETED (2016/17 numbers, FOR as 2017/18 are not SERVICES yet available)
2017/18 REPORT ON MULTICULTURALISM [ 133 ] KEY PROCESSES, POLICIES Innovate BC AND STRUCTURES IN SUPPORT OF MULTICULTURALISM MANDATE Innovate BC management supports and respects Innovate BC encourages the development multiculturalism in the workplace. Recruitment and application of advanced or innovative and hiring are based on the qualifications, skills technologies to meet the needs of industry in and training of all candidates. Its team reflects B.C.’s B.C, accelerating the commercialization and the multicultural and diverse population. A wide range adoption of technology by working closely with of cultural origins can be seen around the Innovate industry, government and tech entrepreneurs. BC office. Team members have been born on every With its partners, Innovate BC delivers programs continent, except for Antarctica and Australia. and initiatives that promote company growth, Further, Innovate BC team members are proficient resulting in jobs, increased revenue and economic in 15 languages combined, including English, development in B.C. Innovate BC is a Crown German, Spanish, French, Cantonese, Mandarin, agency of the Province of British Columbia. Arabic, Gujarati, Hindi, Portuguese, Italian, Japanese, Polish, Shanghainese and Croatian. Innovate BC supports the expansion of technology in B.C. through a variety of programs, events and Innovate BC is committed to creating fun and initiatives. Its goal is to drive innovation develop- engaging activities and events that are inclusive ment and adoption in British Columbia. of all staff. Included among these are opportuni- ties that showcase different cultures. Innovate BC Its Vision: A strong and rapidly growing innova- staff are also encouraged to initiate opportunities tion economy, creating rewarding careers for for all staff to give back to its community and British Columbians. benefit others of varying economic, social and cultural backgrounds. EXECUTIVE COMMITMENT TO MULTICULTURALISM HIGHLIGHTS OF INITIATIVES Innovate BC plays a leadership role in furthering All Innovate BC programs are created to benefit technology innovation in all regions of British British Columbia-based businesses and entrepre- Columbia through the delivery of programs and neurs of all ethnicities and cultures. Additionally, services to technology entrepreneurs, established several initiatives in 2017/2018, both one-time as companies and post-secondary students of all well as ongoing initiatives, have fostered multicul- ethnicities, cultures and orientations. Innovate turalism. Examples of these initiatives are below: BC’s partners in industry and academia uphold Innovate BC was a co-host of the #BCTECH the same principles – that everyone, regardless »» Summit on May 14-16, 2018. The three-day of gender, sexual orientation, ethnicity, colour, event was not only the largest tech conference religion or ability, has the right to participate in Western Canada, but also offered in Innovate BC-supported education and opportunities for multiculturalism: entrepreneurial training programs that benefit their company. ºº The First Nations Technology Council and First Peoples’ Cultural Council were exhibi- Innovate BC seeks to embody equality through its tors at the Summit. employment and operational practices to ensure ºº Elder Bob Baker of the Squamish Nation that no one is denied opportunity for reasons opened both plenary sessions with an unrelated to ability. indigenous performance. ºº Delegates came from 23 countries across four continents.
[ 134 ] 2017/18 REPORT ON MULTICULTURALISM ºº A panel session entitled Reconciliation »» When hosting or promoting an event, Through Indigenous Language and Innovate BC attempts to generate a Technology discussed best practices multicultural group of attendees. and issues related to technology for The BC Government launched the Leading Indigenous language documentation, »» Edge Endowment Fund (LEEF) in April revitalization and learning. 2002 to encourage social and economic ºº A session entitled Women Who Tech development in the province. Using a cost- – Collaborating on Action to Create an sharing partnership with the private sector, Inclusive Tech Sector discussed what it can LEEF helped to establish Leadership Research do, as a community, to cultivate a truly Chairs and Regional Innovation Chairs at public inclusive tech sector. and post-secondary institutions across the ºº A session entitled Inclusive and Accessible province in medical, social, environmental Workplaces Lead to Better Products and technological research. Initially, the LEEF discussed why creating a diverse team fund had a foundation (also called LEEF) to allows you to build more meaningful run the operations of awarding the Chairs and experiences for customers. monitoring them. »» The 2018 #BCTECH Summit garnered high »» The LEEF Foundation wound down in 2012, levels of media coverage, and Innovate BC having fulfilled the mandate by establishing ensured a multicultural media landscape. all Chairs. BCIC (now Innovate BC) was To supplement English language reporting, appointed by the Province in 2012 to oversee French, Cantonese and Indian reporters the ongoing delivery of the established Chairs. also provided media coverage of the event. These Chairs include research in the following Additionally, Innovate BC secured a media areas: Aboriginal Environmental Health, partnership with Sing Tao Daily, and received Cultures and Ecosystems at Risk, Canada-India coverage on Omni TV news and Asian Partnership Development and Aboriginal Early Global Press. Childhood Development (two Chairs). »» Innovate BC provides financial support to 11 organizations in the BC Acceleration Network that deliver the Venture Acceleration Program to entrepreneurs throughout B.C. Each of these organizations works closely with entrepreneurs of all ethnic backgrounds and cultures in their respective communities. »» Innovate BC hosts and attends sessions with international delegations seeking information about British Columbia’s approach to accelerating technology commercialization. In 2017/2018, Innovate BC’s CEO attended a roundtable discussion with the UK High Commissioner, and the organization hosted or attended meetings with delegates from Germany, Singapore, Netherlands, India, Spain and the EU.
2017/18 REPORT ON MULTICULTURALISM [ 135 ] HIGHLIGHTS OF INITIATIVES The Insurance EXTERNAL INITIATIVES »» Real-time translation services are available in Corporation of more than 170 languages for all customers calling ICBC about driver licensing, insurance British Columbia services or claims. »» ICBC.com has information translated into MANDATE Traditional and Simplified Chinese characters, ICBC is a provincial Crown corporation that as well as into Punjabi. provides universal basic auto insurance to B.C. motorists and also competes for the optional »» ICBC provides two dedicated 1-800 telephone auto insurance business. ICBC is committed to lines to better assist Punjabi and Cantonese providing policy holders with insurance products or Mandarin-speaking customers who have and services they count on and the coverage they had a crash. This service offers customers the need, while making insurance rates more fair and ability to immediately report a claim in Punjabi, affordable. As part of its mandate, ICBC provides Cantonese or Mandarin so that they fully vehicle and driver licensing services, vehicle understand the claims process and can more registration services and fines collection on behalf easily get access to their eligible benefits. of the provincial government. ICBC invests in fraud ICBC provides multilingual adjusters to support prevention and road safety initiatives to promote a »» customers injured in a crash who speak safer driving environment throughout B.C. Cantonese, Mandarin, Korean, Punjabi, Tagalog
(Filipino) and Farsi. EXECUTIVE COMMITMENT TO MULTICULTURALISM »» ICBC actively works with Autoplan brokers ICBC recognizes B.C. and Canada’s commitment to in ethnic communities to better address the United Nations Declaration on the Rights of the needs of their multicultural clients. For Indigenous Peoples and the Calls to Action from example, broker promotional brochures about the Truth and Reconciliation Report. Likewise, ICBC insurance coverage are available in Punjabi is committed to supporting diversity and inclusion and Traditional Chinese at some broker offices as a way to improve both employee and customer in communities where those languages are experiences. As the province becomes increasingly commonly used. diverse, ICBC continues to see the opportunity In 2015, B.C.’s driver licensing reciprocity and responsibility to understand and better »» program was expanded with the addition of respond to the changing needs of the workforce agreements with Ireland and Taiwan. B.C. now and customers. has reciprocal licensing agreements with each
Canadian province and U.S. state, along with KEY PROCESSES, POLICIES the jurisdictions of Australia, Austria, France, AND STRUCTURES IN SUPPORT Germany, Ireland, Japan, Netherlands, New OF MULTICULTURALISM Zealand, South Korea, Switzerland, Taiwan, the Policies are in place to promote understanding United Kingdom, Guernsey, Isle of Man and and respect between ICBC employees and towards Jersey. With the exception of South Korea and customers of diverse backgrounds. The success Taiwan, new residents from these jurisdictions of ICBC’s multicultural initiatives and services is are also eligible to obtain a B.C. motorcycle largely due to its commitment to maintaining a licence without retesting if they currently hold diverse and inclusive workforce and engaging with a motorcycle licence. business partners who represent the multicultural customer base that it serves.
[ 136 ] 2017/18 REPORT ON MULTICULTURALISM »» Pre- and post-arrival communications for new »» As well, ICBC delivers “New to BC” information B.C. residents are in place to help customers presentations at multicultural centres to better understand how to transfer their current help new residents understand ICBC claims, driver’s licence, their driving record and their insurance and licensing policies and services, automobile insurance claims history from their along with an overview of B.C.’s road rules and jurisdiction of origin. driving tips. »» To assist customers from other jurisdictions, »» ICBC routinely grants permission for third ICBC’s Driver Licensing Department maintains parties to use the material and images in its a list of approved translators that customers driving guides for the purpose of translation may contact to help them authenticate and into other languages, including French, Arabic, translate out-of-country documentation – e.g. Traditional and Simplified Chinese, Farsi, a licence or driving record, if it is in another Punjabi and Vietnamese. language. The list is available on icbc.com. »» To ensure a broad reach to multicultural »» ICBC offers interpreter services at all ICBC- customers, ICBC purchases ongoing radio operated Driver Licensing locations. For advertisements in Cantonese, Mandarin and example, if a customer visits a driver licensing Punjabi, and print and online advertising in office and English isn't their first language, the Punjabi and Traditional and Simplified Chinese. customer is connected with an interpreter For each driver’s licence issued, ICBC on the phone to help them speak with the »» customers must respond to a series of customer service representatives. This over- declaration questions – these questions the-phone interpretation service is available in have been translated into 13 of the most 170 languages. common languages. As well, it offers two dedicated language lines »» Proactive media outreach campaigns are in Chinese and Punjabi that allow customers »» designed to build relationships and increase to speak immediately to an interpreter in their coverage with multicultural media outlets. language over the phone. Similarly, translated versions of icbc.com are available in Punjabi »» ICBC’s road safety campaigns are routinely and Chinese. publicized in different languages using ethnic broadcast media. Available languages include Written driver’s licence knowledge testing for »» Cantonese, Mandarin, Hindi and Punjabi. passenger and motorcycle licences can be taken in English, French, Arabic, Cantonese, »» Information about the proper use of child car Croatian, Farsi, Mandarin, Punjabi, Russian, seats and keeping child passengers safe is Spanish and Vietnamese. provided on icbc.com in Chinese and Punjabi. »» An online practice knowledge test for a »» ICBC provides pedestrian education tip Learner’s Licence is available in Punjabi. cards in Simplified Chinese and Punjabi, and Commercial Vehicle Distractions tip cards are ICBC’s Learn to Drive Smart guide is available »» translated into Punjabi. in English and French (online only, via icbc.com). Third party translations are »» Access to Road Safety Curriculum materials for available in Chinese, Punjabi, Vietnamese, Farsi First Nations schools is provided through the and Arabic. First Nations Schools Association. »» Information is made available through consular »» Select brochures providing information on offices and multicultural networks to outline insurance, claims and driver licensing are the driver licence surrender policies for new produced in high-demand languages. B.C. driver’s licences.
2017/18 REPORT ON MULTICULTURALISM [ 137 ] »» ICBC proactively seeks input from community »» ICBC maintains corporate memberships stakeholder groups when considering with associations that support diversity and multicultural initiatives and outreach. inclusion, including: Minerva (leadership development for women with whom ICBC conducted an information session at the »» ICBC’s President & CEO signed a pledge to WorkBC location in Victoria to introduce ICBC create opportunities to support women’s to WorkBC clients as a potential employer. ICBC advancement and leadership at ICBC), WXN also attends WorkBC job fairs, most recently in (Women’s Executive Network), and Kids and the fall of 2017. Company (child and elder care services). ICBC »» In 2017, ICBC participated in multiple career is also a founding partner of the Canadian fairs with organizations that target the Institute of Diversity and Inclusion. employment of Indigenous Peoples. In 2017, The Indigenous Peoples Employee »» Resource Group celebrated National INTERNAL INITIATIVES Aboriginal Day, which featured a presentation »» ICBC’s employee intranet includes a from a Squamish First Nations Elder and diversity and inclusion website. The site traditional Indigenous cuisine. offers employees and managers access to ICBC remains committed to providing information, statistics, stories, tools, resources, »» unconscious bias training and inclusive memberships and online diversity training. leadership training, which began in 2016 with »» ICBC continues to see progress in its Diversity the executive and senior leadership team. In & Inclusion strategy, introduced in 2016. 2017, the training was expanded to include ICBC increased representation in two under- manager-level employees. represented employee groups in its workplace: As of March 2018, 48% of ICBC’s leadership Indigenous Peoples and visible minorities. »» roles are held by women, and while the »» ICBC has seven Employee Resource Groups majority of employees are between the ages of (Aboriginal, Living with Disabilities, LGBTQ2+, 40-54, staff range in age from 19-70+. Ethnicity, Parents@ICBC, Wellness, and Women According to an internal survey conducted in in Leadership) as a way to increase a sense »» 2015, ICBC staff speak more than 55 different of inclusion and community among all languages. A follow-up survey in 2017 also employees. Each is comprised of individuals showed that ICBC improved the representation who either represent or are supporters of Indigenous Peoples (from 1.84% in 2011 of that group. This grassroots movement to 3.1% in 2017) and visible minorities (from empowers group members to discuss current 21.45% in 2011 to 31% in 2017) in its workforce issues and opportunities – and helps ICBC to in the past six years. The survey will be identify barriers to inclusion and encourages repeated in 2018. suggestions to enable the full participation of
all employees. »» In 2018, ICBC celebrated Multiculturalism Week with leadership from the Ethnicity ERG, celebrating traditional dress and food, and sharing stories and other traditions with co-workers.
[ 138 ] 2017/18 REPORT ON MULTICULTURALISM HIGHLIGHTS OF INITIATIVES Knowledge Network EAST IS EAST A weekly anthology series dedicated to content about life in the rapidly changing Asia Pacific Corporation region. East is East Highlights Include: MANDATE »» Dangerous Borders – An epic journey by Knowledge Network is British Columbia’s viewer- journalist Babita Sharma and Adnan Sarwar supported public broadcaster. Its mandate is to: along the still contentious border between 1. Carry on the business of broadcasting India and Pakistan. and communications to provide »» The Mekong River with Sue Perkins – A unique, quality educational life-changing, 3,000-mile journey up the programming to British Columbians; Mekong, Southeast Asia's greatest river, 2. Promote lifelong learning in British exploring lives and landscapes on the point of Columbia by providing quality dramatic change. educational programming; »» Joanna Lumley’s Japan – A journey from the icy 3. Inform and educate British Columbians Siberian seas of the north to the subtropical about their province and about islands of the south, experiencing all that this issues that are relevant to them; enchanting nation has to offer. 4. Provide British Columbians with a »» Lands of the Monsoon – Explores the lands of unique television experience; and the monsoon, offering a taste of the region’s most extraordinary wildlife and cultures that 5. Collaborate with the independent are faced with this tumultuous weather system. television and web media production sectors in British Columbia. OTHER PROGRAM HIGHLIGHTS INCLUDE:
EXECUTIVE COMMITMENT »» Africa and Britain: A Forgotten History – TO MULTICULTURALISM Historian David Olusoga reveals the surprising Knowledge Network strives to provide British history of the African Romans who guarded rd Columbians with content that reflects and supports Hadrian’s Wall in the 3 century A.D. the diversity of B.C. voices and experiences. It is »» Ai Weiwei: Never Sorry – China’s Ai Weiwei is fundamental to its role as B.C.’s public broadcaster. a dissident for the digital age who inspires global audiences and blurs the boundaries of Trust is one of three Knowledge Network corporate art and politics. values to inform decision making. It serves the public interest and reflect diverse points of view »» Britain’s Forgotten Slave Owners – Historian within the organization and through its program- David Olusoga explores Britain’s black history. ming, on-air and online. »» Cedar and Bamboo – Explores the unique relationships shared by early Chinese KEY PROCESSES, POLICIES immigrants and First Nations peoples on AND STRUCTURES IN SUPPORT Canada’s west coast. OF MULTICULTURALISM Reflecting the diversity of the province through »» Chinese New Year: The Biggest Celebration programming is an important part of its public on Earth – An amazing window into this mandate, which is continually reinforced at seasonal monumental annual occasion, delving into broadcast schedule reviews and staff meetings with every part of the extravaganza. employees at all levels.
2017/18 REPORT ON MULTICULTURALISM [ 139 ] »» Cry Rock – A quest to capture the true »» The Backward Class – Filmmaker Madelaine meaning and value of oral traditions with Grant follows the twelfth graders of Shanti less than 15 Nuxalk language speakers and Bhavan, a small school in rural southern India storytellers remaining in Bella Coola, B.C. devoted to “untouchable” caste students. »» Echoes – Twenty years after China opened its »» The Chinese Mayor – The mayor of the Chinese doors to international adoption, connections city of Datong embarks on an immense are made between mothers who sacrificed demolition and building project to transform their daughters, those who adopted them, and his city into a tourist attraction. the daughters themselves. »» The Indian Doctor – Set in a 1960s Welsh »» Exodus: Our Journey to Europe – The stories mining village which is forever changed by of the people undertaking one of the largest the arrival of the new doctor, a high-flying migrations in recent history as Syrian refugees Delhi graduate. document their attempts to flee war, poverty The People of the Kattawapiskak River – Exposes and persecution. »» the housing crisis and poor living conditions »» Everything Will Be – Filmmaker Julia Kwan faced by 1,700 Cree in northern Ontario. captures the subtle nuances of Vancouver’s The World Before Her – Follows young women once-thriving Chinatown. »» on completely divergent paths in the new, »» Haida Gwaii: On the Edge of the World – modern India: contestants vying for the title Featuring the Haida First Nation, it captures of Miss India, and fierce Hindu nationalists the story of a dedicated community uniting to prepared to kill and die for their beliefs. protect land and sea for the next generation. »» Photographing Africa – Photographer and film »» Konnected.TV: Awakening a Generation – Host director Harry Hook, who grew up in Sudan Pakesso Mukash meets Ta’Kaiya Blaney, a and Kenya, uses his images to tell a personal 15-year-old environmentalist and Indigenous story as he visits remote tribal groups. rights activist from B.C. »» Precious Life – Documents an Israeli »» Marathon Boy – The story of a four-year-old and Palestinian doctor’s attempts in an boy who is plucked from the slums of India Israeli hospital to save the life of a four- by his coach and trained to become India’s month-old Palestinian boy born without an greatest runner turns into a tale of greed, envy immune system. and broken dreams. »» Watchers of the North – Follows Canadian »» Masters of the Pacific Coast – Explores the Rangers in two remote Nunavut communities history of the extraordinary and resilient who combine traditional Inuit knowledge and Indigenous cultures of the Pacific Northwest. contemporary military training to perform surveillance, search and rescue missions, and Museum Diaries: Raja Deen Dayal Revealed – »» mentor the next generation of Rangers. Curator Deepali Dewan prepares to open an exhibition about Raja Deen Dayal, the prolific 19th-century Indian photographer. »» Ninth Floor – Reopens the file on a watershed moment in Canadian race relations, the infamous Sir George Williams Riot. »» One Big Hapa Family – Filmmaker Jeff Chiba Stearns’ story about his Japanese-Canadian family marrying interracially.
[ 140 ] 2017/18 REPORT ON MULTICULTURALISM The Guiding Principles of LSS Administrative Legal Services Policies and Procedures include its Standards of Conduct; the Discrimination, Bullying, and Harassment Policy; and the Employment Equity Society Policy, as well as collective agreements. MANDATE The Legal Services Society (LSS) is B.C.’s legal aid HIGHLIGHTS OF INITIATIVES provider. Established by the Legal Services Society LSS LEGAL REPRESENTATION SERVICES Act in 1979, LSS is an independent agency that »» LSS offers legal representation for eligible provides legal information, advice and representa- clients with a criminal, family, child protection tion services to people with low incomes. The or immigration matter. When a client qualifies society also provides legal education programs for representation by a legal aid lawyer, LSS for community advocates and social services staff consider each client’s language and/ providers throughout B.C. LSS receives 95 percent or culture when determining which lawyer of its funding from the Ministry of the Attorney should be offered the opportunity to represent General, with additional funding from the Law them. While this is not always possible, every Foundation of BC and the Notary Foundation of BC. effort is taken to find a lawyer who speaks the client’s language and who understands the EXECUTIVE COMMITMENT impact that their culture may have on their TO MULTICULTURALISM legal matter. LSS’s commitment to multiculturalism reflects the society’s commitment to serving its diverse clients »» Should a client need to be connected with in ways that address their unique cultural needs. a lawyer who does not speak their language LSS has policies to ensure that it delivers legal aid or does not have a full understanding of services in an environment where all individuals their cultural background, that lawyer is able are treated with fairness, dignity and respect. to employ interpretation and translation services as part of their contract for Employees are expected to recognize the impor- representation services. tance of diverse cultures at LSS and to help to eliminate inequities and biases from existing LSS INDIGENOUS LEGAL AID SERVICES services and methods of service delivery. LSS Although Indigenous people make up less than six ensures that staff behaviour toward clients/ percent of B.C.’s population, they constitute about applicants and colleagues is free from racism and 30 percent of legal aid clients who are referred discrimination in all of its forms. for representation by a lawyer. In child protection matters, more than 40 percent of clients receiving KEY PROCESSES, POLICIES representation services are Indigenous. AND STRUCTURES IN SUPPORT OF MULTICULTURALISM LSS is committed to helping Indigenous people LSS ensures that its services are accessible to resolve their legal problems in ways that recognize all communities. Its intake team can arrange both their unique needs and their unique cultures. interpretation services for clients applying for In 2017/18, LSS did the following: representation and advice services, and LSS staff can also communicate with and assist clients in »» Processed legal aid applications more than 20 languages. and performed outreach in various Indigenous communities. During Aboriginal History Month, LSS supports a series of educational programs for staff that are led »» Began planning for a new Indigenous by the society’s Indigenous staff. Services Division.
2017/18 REPORT ON MULTICULTURALISM [ 141 ] »» Provided support through an Aboriginal »» LSS continued its community partner Community Legal Worker in Duncan and program, allowing people in small and Nanaimo who can assist with legal information rural communities to have a local trusted and advice, support for meetings with MCFD intermediary to identify legal problems and staff, assistance with legal forms, etc. link them to appropriate legal services. »» Funded 131 Gladue reports for Indigenous »» In 2017/18, LSS hosted four workshops (in Fort clients for sentencing hearings. St. John, Terrace, Victoria and Comox Valley) and two conferences (Provincial Advocates Developed new publications about Gladue »» Conference and Legal Aid Bootcamp) submissions and Gladue reports. and were involved in the Ending Violence »» Assisted clients 1,338 times through its Association of BC Conference, the Decoda Aboriginal community legal worker. Conference, PSA Super Conference, BCSTH Annual Training Forum, and the BC Library Supported existing First Nations Courts by »» Conference. These workshops and conferences providing honoraria for elders, providing brought together 1,233 participants from dedicated duty counsel, and hosting an Elders different sectors, including multicultural Conference. Provided duty counsel services organizations, to provide information on and supported elders to participate in the new developments in the law and information Nicola Valley First Nations Court (Merritt) that about legal aid. opened in October 2017. »» Met with Indigenous leaders and community TELEPHONE ADVICE SERVICES (AVAILABLE IN service providers throughout the province MULTIPLE LANGUAGES) regarding expansion of the Parents Legal »» The Family LawLINE (FLL) provided advice to Centre model. Managed a website for LSS’s 2,606 clients. The FLL has access to CanTalk Indigenous services. services to provide advice, with the assistance
of interpreters, in many languages. PUBLIC LEGAL INFORMATION AND EDUCATION »» The Brydges Line is a province-wide, toll-free LSS produced public legal information and »» telephone service with interpretation services education materials, in both online and paper available to all callers, 24 hours a day, to assist formats, in 12 different languages. people who are arrested and/or detained and need legal advice. This year, the Brydges Line COMMUNITY OUTREACH AND DEVELOPMENt provided advice to 17,381 clients. »» The society’s 26 community partners provide primary services in 33 locations and perform outreach to over 60 locations in the province, 23 of which are on-reserve communities. In 2017/18, community partners referred 1,147 people to a legal aid office and referred 1,298 people to the LSS Call Centre. They also refer people to Family LawLINE, publications and websites, and other places that provide assistance. Some of its partner agencies have a multicultural focus; however, all CPs provide information about legal aid services to a multicultural clientele.
[ 142 ] 2017/18 REPORT ON MULTICULTURALISM Partnerships BC Royal BC Museum
MANDATE MANDATE Partnerships BC’s ( https://tinyurl.com/ybgnsspo ) The Royal British Columbia Museum was created mandate is to support the public sector in under the Museum Act (2003) to fulfill the meeting its infrastructure needs by providing government’s fiduciary role as a public trustee of leadership, expertise and consistency in specimens, artifacts, the archives of government, the procurement of complex capital projects and private archival records and other materials that ( https://tinyurl.com/ycykgtdw ) by utilizing private illustrate the natural and human history of British sector innovation, services and capital to deliver Columbia; to communicate knowledge of human measurable benefits for taxpayers. history through exhibitions, research and programs; and to hold collections for current and future Partnerships BC’s vision is to be a recognized generations of British Columbians. leader in evaluating, structuring and implementing delivery solutions for complex public infrastructure In its 2018/19 Mandate Letter, government directed projects while consistently delivering value to its the Royal BC Museum and Archives to continue its clients. The following goals support Partnerships focus on the following strategic priority actions: BC’s vision and mandate: »» Continue to address the Truth and »» Meet procurement objectives associated with Reconciliation Commission (TRC) complex infrastructure projects; recommendations; »» Deliver value add to its clients and engage »» Work closely with First Nations to advance stakeholders effectively; and cultural reconciliation by supporting Indigenous Peoples seeking the return of ancestral remains Maintain a responsive and resilient organization. »» and cultural objects to their communities;
COMMITMENT TO MULTICULTURALISM »» Continue to take a leadership role by increasing Partnerships BC is committed to the Province of the Royal BC Museum’s presence across the B.C.’s policy to carry on services and programs in province with regional outreach – with the a manner that is sensitive and responsive to the goal of making the museum and archives more multicultural reality of British Columbia. available to all British Columbians; and
Offer unique visitor experiences, both onsite The company is dedicated to maintaining a profes- »» and online, by continuing to offer relevant and sional workplace where individuals are treated with engaging exhibitions and educational programs. respect. In addition, Partnerships BC is committed to maintaining open access to its services and initia- EXECUTIVE COMMITMENT tives, regardless of a client’s cultural background. TO MULTICULTURALISM
HIGHLIGHTS OF INITIATIVES »» The Royal BC Museum has a clearly articulated There were no new policies or structures imple- Diversity Policy, and diversity (embracing our mented in support of multiculturalism in fiscal differences) is one of its corporate values. 2017/18. However, Partnerships BC continued its The Royal BC Museum and Archives supports pre-existing policy of its programs, initiatives and »» researchers interested in the impact and internal hiring practices being inclusive and open knowledge of Indigenous Peoples, the stories to all eligible applicants and participants, regardless of immigration, multiculturalism and cultural of their cultural background. activities within British Columbia.
2017/18 REPORT ON MULTICULTURALISM [ 143 ] THE ROYAL BC MUSEUM AND ARCHIVES KEY PROCESSES, POLICIES AND STRUCTURES IN SUPPORT Strives to explain the human, natural and »» OF MULTICULTURALISM archival history of the province of B.C. and is the only institution in B.C. with a province- »» Staff at the Royal BC Museum speak the wide mandate that assumes this role. following languages, in addition to English: Arabic, Cantonese, Cebuano, Dutch, German, Continues to commit to diversity in the »» French, Japanese, Mandarin, Polish, Spanish and workplace through hiring practices that Xaad Kil (Haida). Volunteers who greet visitors encourage applications from under- (Lobby Hosts) also speak multiple languages. represented groups for all positions – including Both groups of people make visitors from all temporary staff, students and volunteers – and cultures feel welcome in their own language, provides specific diversity/cultural awareness when possible. The Royal BC Museum has training for front-line customer service staff. approximately 500 volunteers who reflect »» Presents controversial issues in an objective the diversity of the community. Volunteers way and is perceived by the community as a contribute over 42,000 hours of their time and place that presents balanced views. are acknowledged for their length of volunteer service, up to 35 years. Volunteer positions offer Continues to engage in the process of »» an opportunity for practicing the language to repatriating ancestral remains and sacred those who have English as a second language. cultural material through the First Nations Over 49 languages are spoken by a large Repatriation program and provides support to group of volunteers, including three First the Treaty Negotiations office. Nations languages. Creates learning programs that reflect a »» »» Offer international internships to university diversity of interests. students in various museum studies. Supports the development of exhibitions, »» »» Partner with Indigenous communities, undertakes research, and acquires collections specialists and elders to deliver a number of which provide opportunities for visitors to learning programs. learn more about the many ethnic groups that make up British Columbia. »» Consult with Indigenous communities and continue to foster a strong relationship with Documents its activities – which are directly »» the First Peoples Cultural Council and continue related to the Truth and Reconciliation to enhance its award-winning exhibition “Our Commission’s Final Report: Honouring Living Languages.” Planning has already begun the Truth, Reconciling for the Future – by to create a modified transportable format to specifically outlining thematic areas and travel this important exhibition to communities projects that the Royal BC Museum and around B.C. in 2019 and into the future. Archives will undertake; supports major initiatives at the national level related to »» Provide no-charge admission to all Indigenous multiculturalism, such as the CEO of the Royal Peoples; and all Indigenous Peoples have direct BC Museum’s participation with the Federal and free access to their belongings, both in the Culture Minister’s recent cultural exchange museum and archives collections. mission between Canada and China, and his The First Nations Repatriation Program Strategic signing of an MOU with national museums in »» Plan 2017-2020 identifies nine principles Beijing and Dunhuang. through which the museum and archives will
transform its approach to working alongside Indigenous Peoples to create meaningful change in its structure and operations.
[ 144 ] 2017/18 REPORT ON MULTICULTURALISM »» The Indigenous Operational Policy ensures »» Implemented the first of many planned that sacred objects and ancestral remains and significant interventions within the First be repatriated quickly upon request and Peoples Gallery to ensure that Indigenous acknowledges the museum and archives’ voice, content and participation is included responsibility to support reconciliation and in a modern perspective. The first display, collaboration with Indigenous Peoples of woven by artisan weaver Willie White, features the province. a video of his work in progress, as well as a modern interpretation of the traditional woven HIGHLIGHTS OF INITIATIVES dance apron. »» In 2017, the Royal BC Museum feature »» Continue to create and install information exhibition, Families: Bonds and Belongings, kiosks throughout the galleries, which allows integrated multiple voices, perspectives and for visitors to read information about what communities, challenging tired old clichés they are seeing, in seven different languages about what constitutes a family. (English, French, Spanish, German, Japanese, Chinese & Korean). »» The First Nations & Repatriation department increased staffing resources to help build »» Research Day included many presentations internal capacity to action the four priorities demonstrating the multicultural aspect identified at the March 2017 Symposium of research at the museum and archives, on Repatriation. including the Punjabi Canadian Legacy Project; Orcas: Art, Stories and Indigenous Knowledge; Kwädąy Dän Ts’ìnchį: Teachings from Long Ago »» Spindle Whorls in the museum’s Indigenous Person Found, a comprehensive book (and collections; and the remarkable audiovisual, nominated for a series of literary awards), was textual and photographic recordings of launched. This story of a young Indigenous Indigenous Peoples of the Pacific Northwest of man, frozen for hundreds of years (found 18 Canada, which were recorded by Ida Halpern years ago in a northwest glacier), featured a and which document their important songs, series of essays and research papers written ceremonies and culture. In recognition of their by members of his community (including importance to Canada, these recordings have living relatives), historians, scientists and been placed on UNESCO Canada’s Memory of conservators associated with the discovery of the World Register. his ancestral remains. The British Columbia Association of Aboriginal Hosted the Aboriginal Cultural Festival, June »» »» Friendship Centres invited four learning 19 through June 21. Songhees and Esquimalt staff, including two Indigenous educators, Nations led the celebrations of National to present at the Gathering Our Voices First Aboriginal Day weekend with music, dance, Nations Youth Conference in Kelowna B.C. food and the arts. Welcomed special guests Workshop sessions included a digital tutorial from the Maori performing arts group, He on how to conduct family research using the Waka Kotuia, from New Zealand. BC Archives, and a facilitated discussion about »» First Nations Newsletter first edition published repatriation and what it means to Indigenous in fall 2017. youth today. Over 150 Indigenous youth attended the five workshops over two days. »» Established the First Nations Advisory and Advocacy Committee to provide direction to »» Launched new themed gallery tours on the First Nations and Repatriation Program. immigration, Indigenous legends, biodiversity, This committee is comprised of Indigenous gender identity and literature inspired leaders from across the province. by landscape.
2017/18 REPORT ON MULTICULTURALISM [ 145 ] »» The Punjabi Canadian Legacy Project »» The popular program, “Wonder Sunday,” was moved into its second year of community designed for children and their families and engagement. In partnership with the included the celebration of Chinese New Year University of Upper Fraser Valley, learning throughout the month of February. and curatorial staff are working on the The newest travelling exhibition, First Nations establishment of six regional hubs and the »» Masterworks from BC, opened at the Museo del development of collected family histories for Oro in Bogotá, Colombia. The exhibition featured the South Asian Community. contemporary First Nations cultural treasures, »» In partnership with the University of Victoria, primarily from Indigenous communities along the Royal BC Museum has supported four B.C.’s Pacific Coast. Through the lens of exemplary years of research into Japanese Internment artifacts and images, the exhibition highlights and Displacement (Landscapes of Injustice). the dynamic artistic contributions of living This seven-year project will now move into the Indigenous cultures in B.C. development of an exhibition arising from the research, which it will assist the Nikkei National INITIATIVES FROM THE TRC RESPONSE Museum in Vancouver to develop as part of Digital repatriation of Indigenous materials: the ongoing partnership for this project. »» ºº Prioritizing materials with Indigenous »» The Learning Portal received funding content for digitization; support from Francophone Affairs to translate four content pathways into French. ºº Providing digital copies of records to The Royal BC Museum will continue to Indigenous families and communities; and apply for future grants. French immersion ºº An 1887 government file, describing in detail teachers have identified a critical need for early settler-Indigenous conflict in the East bilingual learning resources. Kootenays, was provided to the Ktunaxa Nation Council. »» Learning programs for K-12 students continue to build in popularity with teachers and »» On March 27, 2018, two important collections students alike. The E.A.G.L.E. (Education and from the Royal BC Museum – the Vancouver Appreciation Garnered through Listening Island Treaties (signed between 1850 and 1854, and Exploring) program, delivered by an these document the agreement between 14 Indigenous educator, has sold out with nearly Indigenous Communities and the Governor of the 170 classes [5000+ students] registering for this Crown Colony of B.C.) and the Ida Halpern fonds museum-based cultural awareness program in (featuring Indigenous music, dance and sacred the 2017-18 school year. ceremonies) – were accepted for inscription on the Canadian Commission for UNESCO's Memory Digital fieldtrips continue to expand across »» of the World Register. the province. School District 23 from Kelowna partnered with the museum to conduct two »» Identification of and sharing of information in digital fieldtrips, reaching over 1500 students, collections on Residential Schools, through the to experiment with existing platforms and creation of a reference guide dedicated to helping technologies in the First Peoples Gallery. those researching the history of Residential Schools in B.C. »» The It’s Complicated: Repatriation discussion series had a strong attendance and generated »» Indigenization of the BC Archives catalogue by meaningful discussion about museums reviewing its description standards and consulting and repatriation and was held on National with archival institutions across North America to Aboriginal Day (June 21). create a plan to incorporate traditional knowledge, community restrictions and Indigenous language diacritics into its catalogue entries.
[ 146 ] 2017/18 REPORT ON MULTICULTURALISM »» Established a program to provide Indigenous communities and individuals with reproductions of records documenting their cultural heritage, free of charge. »» Publication Kwädąy Dän Ts’ìnchį: Teachings from Long Ago Person Found (2017) is a collaborative partnership between the museum, archives and Indigenous communities.
The Royal BC Museum holds over seven million artifacts and two kilometers of archives, the single most important repository of B.C. history. Our story has an exciting future – we have a bold plan to breathe new life into the museum and archives and to ensure that it will continue to fascinate and inspire many generations to come.
Our plan is about fulfilling our promise to the citizens of the province. That means enhancing our commitment to education. We see the Royal BC Museum as an educational hub – a place where learners of all ages can access our shared history. In an increasingly fast-paced world, we plan to do more to create additional educational spaces within the museum and archives, and more digital platforms to allow others to access the collections.
We strive to ensure that all people who visit the museum and archives see themselves reflected within our exhibition galleries, museum collec- tions and archival holdings – no matter their culture of origin. This will take time and effort. We are actively participating in research (such as the projects listed above), and in building rela- tionships with communities across the province to support our mandate to protect, preserve and showcase the human history and natural landscapes which document the heritage of British Columbia. This also means continuing to strengthen our relationships with Indigenous communities, ensuring that their voices and knowledge are heard and reflected within our work, and that we contribute to our visitors having a better understanding of Indigenous stories and their contributions to the fabric of British Columbia.
2017/18 REPORT ON MULTICULTURALISM [ 147 ] Notes Notes FOR MORE INFORMATION VISIT US ONLINE: WWW.GOV.BC.CA