2016 /17 Report on Multiculturalism NATIONAL LIBRARY OF CATALOGUING IN PUBLICATION DATA

Main entry under title: Report on Multiculturalism, Government of -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

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

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 British Columbia Ministry of Tourism, Arts and Culture Honourable Minister:

To Her Honour I respectfully submit the Report on The Lieutenant Governor of British Columbia Multiculturalism: Government of British Columbia 2016/17. 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 2016/17. Pursuant to section 7(3) of the Multiculturalism Act, I respectfully submit the 23rd annual report on the Sincerely, operation of the Act. This report covers the activi- ties for the 2016/17 fiscal year.

Respectfully submitted,

Sandra Carroll Deputy Minister

Ministry of Tourism, Arts and Culture Honourable Lisa Beare Minister

Ministry of Tourism, Arts and Culture

2016/17 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

MULTICULTURAL ADVISORY COUNCIL ...... 5

MINISTRIES

MINISTRY OF ABORIGINAL RELATIONS AND RECONCILIATION ...... 8

MINISTRY OF ADVANCED EDUCATION ...... 14

MINISTRY OF AGRICULTURE ...... 16

MINISTRY OF CHILDREN AND FAMILY DEVELOPMENT ...... 18

MINISTRY OF COMMUNITY, SPORT AND CULTURAL DEVELOPMENT ...... 23

MINISTRY OF EDUCATION ...... 26

MINISTRY OF ENERGY AND MINES ...... 33

MINISTRY OF ENVIRONMENT AND THE ENVIRONMENTAL ASSESSMENT OFFICE ...... 34

MINISTRY OF FINANCE ...... 37

MINISTRY OF FORESTS, LANDS AND NATURAL RESOURCE OPERATIONS ...... 39

MINISTRY OF HEALTH ...... 41

MINISTRY OF INTERNATIONAL TRADE AND MINISTER RESPONSIBLE FOR ASIA PACIFIC STRATEGY AND MULTICULTURALISM ...... 45

MINISTRY OF JOBS, TOURISM AND SKILLS TRAINING AND MINISTER RESPONSIBLE FOR LABOUR ...... 49

MINISTRY OF JUSTICE AND THE MINISTRY OF PUBLIC SAFETY AND SOLICITOR GENERAL ...... 54

MINISTRY OF NATURAL GAS DEVELOPMENT AND MINISTER RESPONSIBLE FOR HOUSING ...... 63

MINISTRY OF SMALL BUSINESS AND RED TAPE REDUCTION AND MINISTER RESPONSIBLE FOR THE LIQUOR DISTRIBUTION BRANCH ...... 66

MINISTRY OF SOCIAL DEVELOPMENT AND SOCIAL INNOVATION ...... 69

MINISTRY OF TECHNOLOGY, INNOVATION AND CITIZENS’ SERVICES ...... 71

MINISTRY OF TRANSPORTATION AND INFRASTRUCTURE ...... 76 CROWN AGENCIES

BC ASSESSMENT AUTHORITY ...... 81

BC GAMES SOCIETY ...... 82

BC HOUSING MANAGEMENT COMMISSION ...... 84

BC HYDRO ...... 89

BC IMMIGRANT INVESTMENT FUND LTD. / B.C. RENAISSANCE CAPITAL FUND LTD...... 92

BRITISH COLUMBIA COUNCIL FOR INTERNATIONAL EDUCATION ...... 93

BRITISH COLUMBIA INNOVATION COUNCIL ...... 95

BRITISH COLUMBIA LOTTERY CORPORATION ...... 97

BRITISH COLUMBIA SECURITIES COMMISSION ...... 100

BC LIQUOR DISTRIBUTION BRANCH ...... 101

BC OIL AND GAS COMMISSION ...... 104

BC PAVILION CORPORATION ...... 106

BC TRANSIT ...... 108

COLUMBIA BASIN TRUST ...... 112

COLUMBIA POWER CORPORATION ...... 114

COMMUNITY LIVING BRITISH COLUMBIA ...... 115

DESTINATION BRITISH COLUMBIA ...... 118

FIRST PEOPLES’ HERITAGE, LANGUAGE AND CULTURE COUNCIL (FIRST PEOPLES CULTURAL COUNCIL) ...... 121

FORESTRY INNOVATION INVESTMENT LTD...... 123

INDUSTRY TRAINING AUTHORITY ...... 126

INSURANCE CORPORATION OF BRITISH COLUMBIA ...... 128

KNOWLEDGE NETWORK CORPORATION ...... 131

LEGAL SERVICES SOCIETY ...... 133

PARTNERSHIPS BRITISH COLUMBIA INC...... 135

ROYAL BRITISH COLUMBIA MUSEUM CORPORATION ...... 135

TRANSPORTATION INVESTMENT CORPORATION ...... 138 Across the provincial public sector there is Minister’s Message increasing recognition that we cannot survive and thrive without deep commitment to supporting I am honoured diversity. The examples within the report offer an to present the inspiration and valuable resource for other organi- annual Report on zations wanting to push towards an inclusive and Multiculturalism: tolerant society. Government of British Columbia (2016-2017).

British Columbia’s first Multicultural Act was passed in 1993 and was built on the aspirations of creating a multicultural society free from racism, where indi- Honourable Lisa Beare viduals are treated with respect and dignity and Minister all British Columbians have equal opportunity to participate in the community. The act recognized Ministry of Tourism, Arts and Culture that for this to happen, government itself needed to adjust and commit to building a “bureaucracy that is reflective of the society it serves.”

Ministries and Crown corporations promote and support multiculturalism throughout their orga- nizations. This report is a compilation of those efforts found in programs, policies, hiring prac- tices, and day-to-day interactions. It showcases the commitment of the provincial civil service to reflect the population served while harnessing the strength of British Columbia’s cultural and linguistic diversity to continue to build a strong social, economic and inclusive future.

This report spans the 150th anniversary of Canada and a time when many of us are reflecting on who were are as a nation and the importance of how immigrants from every corner of the globe have shaped our country and province. On average 42,000 immigrants settle in our beautiful province every year. Looking back in our history, it is powerfully apparent that our multicultural diversity has been and continues to be a tremen- dous asset to our society and our economy.

[ 4 ] 2016/17 REPORT ON MULTICULTURALISM All of the meetings served as an opportunity to Multicultural dialogue together, to build community aware- ness and participation in provincial government programs and to promote the role of the MAC, Advisory Council as well as community leaders to self-identify as Established in 1988, the provincial potential candidates to join the MAC. Multicultural Advisory Council (MAC) has a mandate to advise the Minister Responsible The five meetings included: for Multiculturalism on issues related to multi- »» Japanese Canadian Historic Places culturalism and to perform any other duties or Recognition Program Information Session functions outlined by the Minister as set out in the to inform stakeholders about the Province’s Provincial Multiculturalism Act. Japanese Canadian Historic Places Recognition Program. The MAC members, who have expertise in multi- culturalism, community work and business, are »» Canadian Black History Month community appointed by the Lieutenant Governor in Council engagement meeting to discuss the recognition from communities across B.C. of Black History Month in February 2017. »» Filipino Canadian community engagement Since December 2013, the council has focused on meeting to discuss opportunities for boosting the values of prosperity, diversity and inclusiveness. cultural and trade ties with the . MAC members help promote economic opportu- nity, prosperity and inclusiveness in communities »» Ethnic Diversity and Inclusion in the across the province, while simultaneously posi- Boardroom engagement meeting held tioning the province for long term growth and in partnership with Deloitte Canada to creating jobs for British Columbians. encourage ethnic diversity and inclusion in the boardroom. COMMUNITY ENGAGEMENT »» Persian Canadian community engagement The MAC supports the Ministry of International Trade meeting as an introductory meeting with the and Responsible for the Asia Pacific Strategy and Persian Canadian community, culture and to Multiculturalism by working with provincial multicul- embrace differences. tural organizations to partner and participate in the activities of the British Columbia government. The five meetings attracted over 100 community stakeholders, who shared their personal experi- This year, the MAC hosted five community ences, stories and perspectives on multiculturalism engagement meetings to ensure communities in British Columbia. and multicultural organizations are connected to and participating in the activities of the These meetings resulted in community orga- provincial government. nizations wanting more information about government grant programs to help promote The MAC worked with community leaders and diverse cultures, identify the need to educate organizations to help facilitate the meetings. Two British Columbians on the provinces multicul- of the meetings, the Filipino Canadian community tural history, and gather support for grassroots meeting and the Persian Canadian community endeavours to support newcomers. The meetings meeting, marked the first time the MAC reached also connected stakeholders with government out to these communities. programs and services, demonstrating the significance of continued proactive community engagement by the Multicultural Advisory Council.

2016/17 REPORT ON MULTICULTURALISM [ 5 ] [ 6 ] 2016/17 REPORT ON MULTICULTURALISM THE BRITISH COLUMBIA MULTICULTURAL AWARDS The Multicultural Advisory Council is proud of the multicultural accomplishments of British Columbians who provide inspiration to others in support of a provincial multicultur- alism vision of diverse, prosperous and inclusive communities. The MAC provided valuable experi- ence and expertise in supporting the seventh British Columbia Multicultural Awards.

Attended by 400 people at the Fairmont Hotel Vancouver ballroom in November 2016, the awards honoured individuals and organiza- tions that promoted diversity and inclusion in British Columbia with awards offered in five categories: Individual, Business, Organization, Youth, and Multicultural Excellence in Government.

The MAC was delighted to see award recipients recognized for their hard work before friends, family and peers. Multiculturalism activities included reaching out to people over the airwaves, in the classroom, at community centres, through work and on the web, providing training where it was needed and attracting people of all cultural affiliations to cross-cultural events and outreach activities.

All recipients received a trophy. Recipients in the first four categories also received a $5,000 cheque to donate to a recognized organization of their choice that advances multiculturalism in B.C. It is a privilege to see people from communities across the province striving to make B.C. more prosperous and inclusive.

Respectfully submitted,

CURRENT MEMBERSHIP OF THE MULTICULTURAL ADVISORY COUNCIL (MAY 2017) : Tenzin Khangsar (Chair) Dennis Chan Angela Y. Hollinger David Chuenyan Lai Tenzin Khangsar Anar Popatia Chair of the Multicultural Advisory Council for B.C. Tanveer M. Siddiqui

2016/17 REPORT ON MULTICULTURALISM [ 7 ] Of the more than 232,000 Aboriginal people in B.C. Ministry of 67% are First Nations, 30% are Métis and just under 1% are Inuit. Approximately 78% of self-identified Aboriginal peoples live in urban areas, with Aboriginal approximately 23% living in Vancouver. Aboriginal youth are the fastest-growing demographic in Relations and B.C., with almost 50% of the Aboriginal population Reconciliation under age 25. Although First Nations, Métis, and Inuit share many MANDATE similarities, they each have their own distinct heri- The Ministry of Aboriginal Relations and tages, languages, cultural practices, and spiritual Reconciliation’s vision is that “the Province has posi- beliefs. Given these unique demographics, the tive, lasting relationships with Aboriginal peoples, ministry recognizes that it is essential for staff to whose communities are healthy, prosperous, sustain- have a fulsome understanding of the cultural and able and self-determining.” The ministry leads the historic diversity of Aboriginal peoples in B.C. Province of British Columbia in reconciliation efforts with Aboriginal peoples. HIGHLIGHTS OF INITIATIVES To build this understanding, ministry executive The ministry continues the work of reconciliation members support diversity in the workplace through a variety of mechanisms. A primary course through a number of initiatives such as: to achieving reconciliation is to establish and imple- ment agreements with First Nations. »» Strategic Renewal project; »» Building Respectful Workplace training; Treaties, agreements, economic and social project partnerships, and other reconciliation initiatives are »» Building Capacity in Aboriginal Reconciliation important tools for First Nations to develop sustainable, in the Public Service initiative; healthy, and resilient communities. The ministry’s work »» Celebrating our Diversity events includes understanding and championing the oppor- (Public Service Week); tunities and identified needs of Aboriginal peoples and communities. By working across government, and with »» National Aboriginal Day; and industry and other partners, the ministry continues its »» Aboriginal Youth Internship Program. commitment to finding solutions that strengthen the fabric and culture of Aboriginal peoples. Throughout the year, the ministry hosts a MARR 101 Learning Series and provides regular content The ministry is also responsible for the First Peoples’ to the Aboriginal Relations Resource Centre Cultural Council, a provincial Crown Corporation website accessible to all public service staff. formed by the Government of B.C. in 1990. B.C. is the only province in Canada that has established a Crown KEY PROCESSES, POLICIES, AND corporation to lead First Nations heritage, language, STRUCTURES IN SUPPORT OF culture, and arts initiatives. MULTICULTURALISM The Province’s reconciliation efforts are broad EXECUTIVE COMMITMENT and comprehensive, firmly rooted in principles of TO MULTICULTURALISM justice and fairness, and go beyond issues of rights B.C. is home to 203 First Nations and it is esti- and title. For example, the ministry recognizes and mated that 60% of the First Nations languages in values Aboriginal people’s traditional knowledge Canada are spoken in the province. More than 30 which enhances relationships with Aboriginal First Nations languages and close to 60 dialects are peoples in British Columbia. spoken in the province.

[ 8 ] 2016/17 REPORT ON MULTICULTURALISM The ministry is guided by several documents that The Métis Nation Relationship Accord II builds on influence the ways work is done, as well as the the positive relationship between Métis Nation work itself. They include, but are not limited to, the BC and the Province and continues to improve the Truth and Reconciliation Commission Final Report, work in the areas of health, housing, education, and the Métis Nation Relationship Accord II, and the economic opportunities. To read the Métis Nation Proposed Commitment Document. Relationship Accord II, please visit: http://bit.ly/2xJVUG1

HIGHLIGHTS OF INITIATIVES COMMITMENT DOCUMENT TRUTH AND RECONCILIATION COMMISSION In 2016, the B.C. government and the First Nations FINAL REPORT Leadership Council (FNLC) representing three key Working towards reconciliation with Aboriginal Aboriginal organizations (Union of BC Indian Chiefs, peoples in B.C. is a process that takes place over First Nations Summit, and the BC Assembly of time and is based on respectful relationships. This First Nations) signed the Commitment Document, a work is guided by a common goal of closing the joint pledge to build a government-to-government gaps between Aboriginal and non-Aboriginal relationship based on respect, recognition and peoples on health, education, social well-being and accommodation of Aboriginal title and rights and employment indicators, addressing land rights, and to the reconciliation of Aboriginal and Crown titles strengthening cultures and traditions. and jurisdictions. The provincial government and the FNLC have been working together over the The ministry remains committed to making past year to formulate and deliver concrete actions progress on reconciliation with Aboriginal under a three-year work plan to deliver on the peoples and is working in collaboration with Commitment Document vision. partner ministries and Aboriginal organizations to address the Calls to Action within the Truth and To read the Proposed Commitment Document, Reconciliation Commission Final Report that are please visit: http://bit.ly/2yPd9pE directed at provinces and territories. To read the Proposed Commitment Document To learn more about some of the ways in which the Work Plan, please visit: http://bit.ly/2xK RlL provincial government is addressing the recom- mendations, please visit: http://bit.ly/2ytgGsu MOOSE HIDE CAMPAIGN Started in 2011, the Moose Hide Campaign is a To read the Final Report, please grassroots movement of Aboriginal and non- visit: http://bit.ly/2cG1paX Aboriginal men who are standing up against violence towards women and children. It includes MÉTIS NATION RELATIONSHIP ACCORD II a moose hide pin for distribution that is a visual On April 14, 2016, the Supreme Court of Canada, representation to strengthen among men coming within its decision Daniels v Canada (Indian Affairs from diverse backgrounds, the reclaiming of tradi- and Northern Development), declared that tional values such as respect, honour, and safety for non-Status Indians and Métis are “Indians” under women and their children. s. 91(24) of the Constitution Act of 1867. Shortly after this the Honourable John Rustad, Minister In 2017, the provincial government proclaimed of Aboriginal Relations and Reconciliation, and February 16 as Moose Hide Campaign Day in B.C. to Parliamentary Secretary Marc Dalton along underline the importance of the campaign and the with the Métis Nation BC President Clara Morin need to end violence toward women and children. Dal-Col, refreshed the existing Métis Nation A key feature of the Moose Hide Campaign Day is a Relationship Accord. symbolic sunrise to sunset fast through which men deepen their commitment to honour and protect the women and children in their lives.

2016/17 REPORT ON MULTICULTURALISM [ 9 ] [ 10 ] 2016/17 REPORT ON MULTICULTURALISM As part of the 2017 Moose Hide Campaign, men The quilt was developed by family members, who in the B.C. public service and B.C. legislature were created patches during the gathering to honour challenged to participate either by full or partial their lost loved ones. The quilt was unveiled at fast, or by wearing Moose Hide pins to show their an event held May 10, 2016 in Victoria, and was support for the campaign. A total of 595 men in on display in the B.C. legislature throughout the the B.C. public service registered to participate in summer of 2016. The quilt has contributed to a the fast. meaningful and important step toward healing and reconciliation, and has provided a powerful In both 2016 and 2017, the Province provided talking point on this important issue. $250,000 to support the Moose Hide Campaign’s expansion. The aim is to increase outreach across FIRST NATIONS SUSTAINABLE B.C. and Canada. The Moose Hide Campaign has a ECONOMIC DEVELOPMENT AND FISCAL vision of one million men fasting on Moose Hide RELATIONS STRATEGY Campaign Day in 2020. The ministry and the Ministry of Jobs, Tourism and Skills Training have partnered with the ABORIGINAL SKILLS AND TRAINING BC Assembly of First Nations (BCAFN) to deliver Essential for Aboriginal participation in the their vision to increase First Nations’ involvement in economy is access to education and skills the provincial economy, strengthen communities, training. The Province continues to invest in new and support Aboriginal business and entrepre- Aboriginal skills training projects and partnerships, neurs. Objectives under the Strategy include: providing $30 million through the Aboriginal Skills developing a sustainable economic development Training Fund for training programs delivered growth plan for First Nations; public education to in First Nations communities. This fund is one increase visibility and awareness of First Nations of the key investments aimed at closing the issues related to the economy, environment socio-economic gaps between Aboriginal and and quality of life; and increasing institutional non-Aboriginal peoples in B.C. Projects may draw capacity and fostering relationship building on the local geographic attributes of the region across the province. and are modified to meet the multiple diverse needs of the communities. Since the fund was The BCAFN has delivered two sets of regional work- launched in 2015, more than 2,500 Aboriginal shops for First Nations, and has been forming new people have participated in training. mentoring relationships with key business partners such as the Business Council of BC. In fiscal year B.C. MEMORIAL QUILT 2016/17, the Province committed to provide $2.5 The B.C. Memorial Quilt was designed to million over three years for the development and commemorate the Provincial Gathering for implementation of Strategy deliverables. Families of Missing and Murdered Indigenous Women and Girls that was held January 31 to OFF-RESERVE ABORIGINAL ACTION PLAN February 2, 2016 in Prince George on Lheidli In B.C., 78% of all Aboriginal people live off- T'enneh traditional territory. The gathering brought reserve. Commencing in 2011, the ministry together 350 family members of murdered and led the development and coordination of the missing Indigenous women and girls for an Off-Reserve Aboriginal Action Plan to improve unprecedented three-day event. Co-designed by socio-economic outcomes for off-reserve the Province, Aboriginal leadership, Aboriginal Aboriginal peoples in B.C. To achieve this, the organizations, and family members, the gathering ministry convened a Provincial Coordination Team of healing and memoriam provided families with responsible for overseeing the development and a safe environment to share their experiences, and implementation of the Off-Reserve Aboriginal an opportunity to participate in discussions about Action Plan. trauma and recovery.

2016/17 REPORT ON MULTICULTURALISM [ 11 ] The Provincial Coordination Team includes KOOTENAY BOUNDARY REGION – representatives from the BC Association of KTUNAXA CULTURAL WORKSHOP Aboriginal Friendship Centres, Métis Nation In support of the Truth and BC, Union of BC Municipalities, Indigenous and Reconciliation Commission Final Report’s Call Northern Affairs Canada, and the Ministry of to Action #57 (“We call upon federal, provin- Aboriginal Relations and Reconciliation. cial, territorial, and municipal governments to provide education to public servants on the The Off-Reserve Aboriginal Action Plan Terms history of Aboriginal peoples, including the of Reference, finalized in 2015, guides all the history and legacy of residential schools, the work of the Off-Reserve Aboriginal Action Plan United Nations Declaration on the Rights of and focuses on socio-economic develop- Indigenous Peoples, Treaties and Aboriginal ment, Aboriginal community capacity building, rights, Indigenous law, and Aboriginal–Crown Aboriginal participation in the economy and relations. This will require skills based training reconciliation. The Provincial Coordination Team in intercultural competency, conflict resolu- member organizations ensure the support of tion, human rights, and anti-racism”), provincial provincial Aboriginal organizations and grassroots agencies participated in a Cultural Workshop projects that align with the Off-Reserve Aboriginal offered by the Ktunaxa Nation in October Action Plan mandate. 2016. The workshop was a huge success, so Kootenay Boundary Region, who coordinated provincial participation, is again working with OMINECA REGIONAL OFFICE – KASKA’S the Ktunaxa Nation toward a second event in CULTURAL CAMP September 2017.

Staff members from the Omineca Regional The region is hoping to continue to explore Office organized a field trip for interagency together with the Ktunaxa people: a truer staff across the north to the Kaska’s Hot Lakes understanding of Canadian history, implications Cultural Camp north of Good Hope Lake for for Aboriginal peoples in our community today, a series of campfire-side meetings on Kaska’s developing a personal view to reconciliation, and use of their traditional territory and natural integrating this in staff members’ personal lives. resource development in the area. The Kootenay Boundary Region extends its sincere The office hosted all of the ministry’s gratitude to the Ktunaxa Nation for offering this North Region staff for a branch meeting at opportunity. A sample of participant evaluations the University of Northern BC , including a from October includes: visit to the campus’s traditional Dakelh-style pit house. “Appreciated hearing from Kathryn, Sophie and Margaret. Having only read about St. Eugene Mission, The office hosted a LeanBC session where the impact of sitting in front of them and hearing First Nations were invited as full partners-a their stories had a major influence on me!” first in the B.C. Government. “High level of Ktunaxa participation made [the To celebrate National Aboriginal Day, Cultural Workshop] very meaningful.” the Omineca Cross Agency Aboriginal Relations Team attended the city celebra- “Thoroughly enjoyed the day! Felt honoured tion at Lheidli T’enneh Memorial Park and to be invited and I look forward to expanding toured the new permanent First Nations my knowledge!” exhibit at the Exploration Place Museum in Prince George.

[ 12 ] 2016/17 REPORT ON MULTICULTURALISM “The realism and optimism from those who have STATUS INDIAN: A person who is registered as an been through so much, who have lost so much, Indian under the Indian Act. The Act sets out the but are putting the future generation first by being requirements for determining who is an Indian for strong leaders.” the purposes of the Indian Act.

“I commit to helping my kids learn the truth - it will be NON-STATUS: First Nations (Indian) people who my biggest contribution towards reconciliation!” do not meet the criteria for registration, or have chosen not to be registered, under the Indian Act. “I was personally moved by the session. As a direct result of the session, this past weekend, I searched MÉTIS: Métis means a person who self-identifies out info on Gord Downie’s work, re: Secret Path, and as Métis, is of historic Métis ancestry, is distinct 12-year-old Chaney Wenjack’s attempt to walk home from other Aboriginal peoples and is accepted by from Residential School in 1966. If you haven’t had Métis people. Métis also includes people of mixed the chance to view CBC’s piece on it, I encourage First Nation and European Ancestry who identify you to check it out... For me, meeting the challenge themselves as Métis, as distinct from First Nations of finding reconciliation starts with being open to people, Inuit or non-Aboriginal people. Métis researching and understanding the truth about what have a unique culture that draws on their diverse really happened in our country.” ancestral origins such as Scottish, French, Ojibway and Cree. APPENDIX: DEFINITIONS ABORIGINAL: The term “Aboriginal peoples of Canada” is defined in the Constitution Act of 1982, Part II, Section 35(2), as including “the Indian, Inuit and Métis peoples of Canada”. Canada’s Aboriginal population is distinct and diverse. “First Nation” is the term generally preferred by Indian peoples of Canada. The term “Indian” is still used when referring to legislation or govern- ment statistics.

ABORIGINAL IDENTITY: Aboriginal identity refers to a person who reports he or she identi- 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 includes the First Nation, Inuit and Métis peoples of Canada.

FIRST NATIONS: Officially called Indians in the Indian Act, this term refers to the indigenous peoples of North America located in what is now Canada. For the purposes of Aboriginal identification within B.C., the term “First Nation(s)” is the generally preferred term in place of “Indian”. For statistical and analytical purposes, these terms are considered interchangeable and representative of the same population.

2016/17 REPORT ON MULTICULTURALISM [ 13 ] HIGHLIGHTS OF INITIATIVES Ministry of INTERNATIONAL EDUCATION »» The International Education Strategy ensures Advanced Education the province and its residents receive the social, cultural and economic opportunities that flow MANDATE from international education activities. It is the role of the Ministry of Advanced Education to ensure that B.C.’s post-secondary system delivers »» To support the strategy, the ministry strengthened value while providing affordable educational global education relationships through and training opportunities for young people government-to-government engagement with entering the workforce and individuals who need other countries highlighting opportunities to upgrade their skills. The ministry champions for education cooperation, two-way student inclusive communities and an integrated post- exchanges and joint research initiatives. secondary education system to maximize benefits »» In 2016/17 the ministry supported and to all British Columbians. participated in outgoing missions, roundtable meetings and events with officials from China, EXECUTIVE COMMITMENT Japan, Korea, the Philippines, Vietnam, and TO MULTICULTURALISM Brazil. Additionally, the ministry welcomed The ministry executive welcome and value incoming delegations from China and Japan diversity in the workplace and are committed and (with Ministry of Education) signed a to ensuring a respectful environment, free from refreshed Memorandum of Understanding discrimination and harassment. Executive works on two-way educational exchange and to ensure a diverse perspective is embedded into cooperation with the Department of Education the workplace culture and approach to programs, of Guangdong Province, China. policies, and services. All employees are supported as active participants in this work. »» The ministry partnered with other ministries (Education, International Trade and Jobs, KEY PROCESSES, POLICIES, Tourism and Skills Training), the British Columbia AND STRUCTURES IN SUPPORT Council for International Education and OF MULTICULTURALISM post-secondary institutions to advance the The ministry acknowledges the strength gained international education sector and promote in the workplace and in the province through the province as a high- quality education embracing diversity and understands the role the destination, including support for growth ministry has to play in that regard. A diversity plan in international students in B.C. to enrich guides the approach to multiculturalism. This plan classrooms, campuses and communities outlines steps being taken to develop a workplace throughout the province. culture, and embed principles of cultural diversity within programs and services in response to the ABORIGINAL EDUCATION diverse needs of students. The commitment to »» The Aboriginal Community-Based Training supporting multiculturalism through post-secondary Partnerships Program enables an increased partnerships is demonstrated in the approach to access to employment-related training and international and Aboriginal post-secondary educa- education in Aboriginal communities and tion and English as a Second Language (ESL) training. provides post-secondary education and Complementary to this work, we have undertaken training opportunities to a broad range of several workplace activities to support and embrace Aboriginal participants, in order to position diversity as an employer. Aboriginal people and communities to take advantage of economic opportunities.

[ 14 ] 2016/17 REPORT ON MULTICULTURALISM »» An Aboriginal Post-Secondary Education and ENGLISH AS A SECOND LANGUAGE (ESL) Training Policy Framework and Action Plan The ministry supports 17 public post- was developed in partnership with the »» secondary institutions to provide ESL to First Nations Education Steering Committee, newcomers to British Columbia. the Indigenous Adult and Higher Learning Association, the Métis Nation BC, the »» These programs are accessed by First Nations Public Service, BC Colleges, permanent residents, Canadian citizens BC Association of Universities and and refugees who want to gain the English Institutes, the Research Universities’ Council language skills they need to find fulfilling of British Columbia and government work related to their previous education representatives. Its goals, objectives, actions and experience. and targets will enable the implementation The post-secondary colleges and of a 2020 Vision for Aboriginal learners to »» universities recognize and value the history succeed in an integrated, relevant, and and culture each ESL student brings to an effective post-secondary education system institution, as well as the benefits to other that enhances their participation in the students and the local community at large. social, cultural and economic life of their communities, the province, and global society. »» Several institutions also provide Language Instruction for Newcomers to »» Funding for the implementation of Canada, a federally-funded ESL program Aboriginal Service Plans is provided to 11 that addresses the settlement language public post-secondary institutions in support of needs of newcomers, which has recently initiatives for Aboriginal learners to strengthen been particularly focused on refugees partnerships and collaboration in Aboriginal from Syria and other Middle Eastern and post-secondary education and increase the African countries. receptivity and relevance of post-secondary institutions and programs for Aboriginal »» Under the Adult Upgrading Grant, learners, including providing support for in 2016/17, the ministry provided initiatives that address systemic barriers. approximately $2.7 million to support individual ESL learners in their studies. »» In October 2016, the ministry co-hosted a The grant covers education costs such as two-day Truth and Reconciliation Summit tuition, books and child care for students in with the Nicola Valley Institute of Technology financial need. at the Wosk Centre for Dialogue in Vancouver. Leaders from public post-secondary institutions »» Ministry-funded Community Adult and Aboriginal institutes of higher learning Literacy Programs bring together met to discuss how to implement the Truth immigrants and long-time residents in and Reconciliation Commission Report Calls communities across the province – to to Action within the public post-secondary improve their literacy skills with the help of education system in British Columbia. community volunteers. »» In 2016/17, the ministry provided funding to »» The Westcoast Reader, a well-respected, a consortium of post-secondary institutions, longstanding resource for ESL students including Nicola Valley Institute of Technology, and teachers, receives ongoing annual Wilp Wilxo’oskwhl Nisga’a, En’owkin Centre, funding from the ministry. the University of British Columbia and the University of Northern British Columbia to develop an Indigenous language fluency degree. This work will support the revitalization of First Nations languages.

2016/17 REPORT ON MULTICULTURALISM [ 15 ] DEVELOPING MINISTRY CULTURE »» The ministry continues to promote and Ministry of provide access for staff to participate in cultural awareness and diversity activities Agriculture and training like the TELTIN TE WILNEW (Understanding Indigenous People) that MANDATE taught staff the reasons for, and practices of The Ministry of Agriculture works to promote acknowledging Indigenous territory. Learners an innovative, adaptive and globally competi- took away new knowledge and practical tive agrifoods sector that is valued by all skills to support improved relationships with British Columbians. The ministry supports B.C.’s Aboriginal people. priorities for a strong economy and secure tomorrow by stabilizing and expanding agrifoods »» A partnership with the BC Public production and incomes, promoting environ- Service Agency Hiring Centre to create and mental stewardship, and safeguarding animal, provide informal training for hiring managers plant and human health. is helping to promote diversity and remove barriers throughout the recruitment and HIGHLIGHTS OF INITIATIVES selection process. International market development staff partici- »» Support and employment opportunities pated in incoming and outgoing trade missions are offered through the Aboriginal Youth and undertook other initiatives including: Internship Program. EXPANDING DOMESTIC, INTERPROVINCIAL AND INTERNATIONAL MARKETS »» Worked with industry and government partners to create and implement an international marketing strategy that guides market development and trade access priorities and continues to build on the province’s export successes. »» Helped producers and processors capitalize on new domestic and international market opportunities by supporting marketing skills training for over 250 individuals and publishing 14 marketing how-to guides. »» Supported a coordinated industry presence in 22 tradeshows and market development activities, in collaboration with the Ministry of International Trade, to expand export sales of B.C.’s agrifood and seafood products to international markets, including the U.S. and China. »» Provided $1.1 million to support industry participation in 279 international market development events through the BC Agrifood and Seafood Export Program, resulting in $22.9 million in sales deals signed between B.C. exporters and foreign buyers.

[ 16 ] 2016/17 REPORT ON MULTICULTURALISM »» Implemented the ministry’s interprovincial ACTIVITIES AND ACHIEVEMENTS trade strategy in an effort to break down Ongoing support for agriculture business develop- barriers for B.C. agrifood and seafood products ment in First Nations communities; response to in other provincial markets (e.g. pursue information inquiries and facilitation for enhancing agreement from all Canadian provinces on business networks. direct-to-consumer shipments of wine). Resources, workshops and skills training INTERNATIONAL TRADESHOWS »» developed and delivered to First Nations »» Four tradeshow events led and funded by the clients to promote and support start-up and Ministry of Agriculture, with support provided growth of agrifood businesses and projects. by MIT (Seafood Expo Global, Belgium; Support for First Nations producers Asia Fruit Logistica, Hong Kong; SIAL, Paris; »» through the Farm Business China Fish and Seafood Exposition, China). Advisory Service, Strategic Outreach Initiative »» 18 tradeshows/events led by the Ministry of and Environmental Farm Plan program. International Trade, with funding and support Continued support for local food initiatives provided by the Ministry of Agriculture (Food & »» and participation with the First Nations Hotel Asia 2016, Singapore; Seoul International Food Systems Steering Committee. Wines and Spirits Expo, South Korea; Salon de Gourmet, Spain; Taste of Canada, London; »» Organized and supported First Nations Taste of BC, Netherlands; Seoul Food Show, Food Systems session at the Canadian Institute South Korea; BC Food Pro West B.C. Buyers Day, of Food Science and Technology’s annual Vancouver; Seafood Buyers conference in Vancouver. This session Mission, Comox; Taste of Canada, Minnesota; highlighted aboriginal approaches HKTDC Food Expo, Hong Kong; to food, agriculture and aquaculture Busan International Seafood and Fisheries Expo, business development. South Korea; China Seafood Promotion, China; Supported the salmon aquaculture sector Food and Hotel China, China; Canada Food »» where First Nations are active participants Expo, Japan and South Korea; Fruit Logistica with 78% of production coming from Berlin, Germany; International Wine Buyers traditional territories. and Media Delegation, Vancouver/; Seafood Expo North America, Massachusetts; »» Continued support for First Nations and Natural Products Expo West, California). aquaculture development, working with the Aboriginal Aquaculture Association and AGRICULTURE, AQUACULTURE responding to requests for information from AND CAPTURE FISHERIES IN band offices. FIRST NATIONS COMMUNITIES Provided a range of education and program The Ministry of Agriculture provides ongoing »» outreach and tools in the languages of support for economic and social development prominent ethnic groups represented in of agriculture, aquaculture and capture fisheries the B.C. agricultural sector. This includes the in First Nations communities through strong following actions and activities: relationships based on trust, understanding and respect. This initiative supports the development ºº Translating the on-farm Food Safety of enhanced and targeted information resources, GAP Manual (a manual to assist producers tools and education extension services to build to improve on-farm food safety practices) the agriculture, aquaculture, and capture fisheries into four languages: Spanish, Punjabi, and food business management capacity of Mandarin Chinese, and French. First Nations communities in British Columbia.

2016/17 REPORT ON MULTICULTURALISM [ 17 ] ºº Translating the farm worker informational video and booklets on personal hygiene Ministry of Children and sanitation. ºº Food Safety staff are periodically asked and Family to interpret for non-English speaking producers and the general public who make inquiries at the ministry’s Development Abbotsford office. MANDATE ºº Educational workshops conducted by staff The vision of the Ministry of Children and utilize translators to meet the language Family Development (MCFD) is that Aboriginal needs of the participants. and non-Aboriginal children and youth in ºº Translated signage with key food safety British Columbia live in safe, healthy and nurturing messaging has been reprinted to maintain families and are strongly connected to their their availability. communities and culture. The ministry focuses on strategies to: ºº Meat Inspection staff have drawn on many of these languages to more effectively »» Reduce the number of children and youth in communicate with the operators and staff care - particularly the over-representation of in our provincially licensed abattoirs. Aboriginal children and youth; ºº In cooperation with industry partners, »» Support children and youth to reach their full translation services (Punjabi) have been potential; and offered at industry extension meetings on Improve outcomes for youth in care or plant health issues. »» formerly in care. ºº In addition, Punjabi translation is available for clients submitting to the Plant Health MCFD works with Delegated Aboriginal Lab in Abbotsford. Agencies, Aboriginal service partners, approxi- ºº Business Risk Management (BRM) program mately 5,400 contracted community social information has been offered in Punjabi as service agencies and foster homes, as well as well as in videos on the BRM website. cross-government and social-sector partners to deliver inclusive, culturally respectful, responsive ºº BRM Branch staff also offer translation and accessible services that support the well- services or services in Punjabi in Kelowna, being of 175,000 children, youth and families in Oliver and Abbotsford offices. British Columbia. ºº Also in cooperation with industry partners, outreach materials on critical plant pests, The ministry provides a wide range of services such as the spotted wing drosophila, to children and their families, with much of the have been prepared in both English and current focus on the group of most vulnerable Punjabi to reach the majority of growers of children and youth who are highest risk and these commodities. in the care of the ministry due to a protection »» Ongoing support for the B.C. 4-H program, concern. Through a client-centred approach which works with over 2,200 youth ages 6 to that emphasizes early intervention, permanent 25, in a variety of leadership and agriculture living arrangements and preservation of families, youth development programs across the MCFD provides and supports a continuum province and involves youth from many of programs and services to support children, cultural backgrounds. youth and families in communities throughout the province.

[ 18 ] 2016/17 REPORT ON MULTICULTURALISM These include: family development and support »» Service Delivery Areas (SDAs) throughout services, early years programs, services for children the province regularly access translator and youth with special needs and their families, services to ensure interpreters are available child care, child protection, residential, foster and to support clients from different cultures in alternative care options, adoption for children and fully communicating their needs. Child Care youth permanently in care, community child and Subsidy and Autism Funding branches youth mental health services, programs for at-risk also contract with Provincial Language or sexually exploited youth, and community youth Services for translation services of more than justice services. 150 languages. Strategic Human Resources continues to In addition, the ministry is responsible for a »» embed and infuse ministry curricula with number of provincial services, such as youth cultural agility content and information about custody, youth forensic psychiatric services, the Aboriginal Practice and Policy Framework, services for deaf and hard of hearing chil- helping practitioners develop a culturally dren and youth, and the Maples Adolescent safe practice. Treatment Centre. The centre offers services to address the needs of young people (12 to 17 HIGHLIGHTS OF INITIATIVES years old) who have mental health concerns or MINISTRY INITIATIVES THAT troubling behaviour. SUPPORT MULTICULTURALISM EXECUTIVE COMMITMENT »» The Aboriginal Family Healing Court TO MULTICULTURALISM Conference pilot program in New Westminster The ministry embraces cultural diversity in the includes band Elders in child protection workplace through a commitment to providing proceedings as a source of support and guidance. programs and services that recognize and value By changing the way families interact with the cultural diversity and establishing a culturally safe, child protection system, the program aims to: sensitive, and competent approach to practice. A crit- Reduce the over-representation of Aboriginal ical focus for the ministry is working in partnership »» children in government care. with Aboriginal communities to improve services and outcomes for Aboriginal children, youth and »» Reduce the number of cases that go to trial. families. Cultural training provided to staff focuses Improve outcomes for Aboriginal children and specifically on building indigenous cultural training »» families by giving them the opportunity to that encompasses cultural awareness, sensitivity, speak for themselves in a culturally supportive agility and safety training for all staff. environment, and receive guidance and support of trusted Elders. KEY PROCESSES, POLICIES, AND STRUCTURES IN SUPPORT »» Prince George Youth Custody Service (PGYCS) OF MULTICULTURALISM provides a variety of activities to support Aboriginal and Non-Aboriginal youth in »» Collectively, ministry staff throughout custody, such as the quarterly Elders Tea B.C. speak over 40 different languages — program, Aboriginal month celebrations in representing over 45 different cultures June, a bi-weekly seniors’ crib tournament and — and embrace this diversity as part of their cooking programs. corporate culture. The PGYSC created a “Discovery Room” which »» The Aboriginal Youth Internship Program »» gives the youth in custody a space for cultural provides unique employment experiences for and spiritual activities including meditation, youth. In 2016-17, the ministry employed eight yoga, reading and ceremony. interns in various positions in B.C.

2016/17 REPORT ON MULTICULTURALISM [ 19 ] »» MCFD is improving access to information »» The collaborative model that is used at the for B.C. families with children with autism Tri-Cities Early Childhood Development spectrum disorder and has translated the Committee has been very successful Parent’s Autism Handbook into Arabic, Chinese, for planning and support. For instance French, Japanese, Korean, Persian (Farsi), the Parent Ambassador program has not Punjabi and Spanish. The guide provides only allowed for newcomer families to parents with step-by-step instructions on how be successfully bridged into mainstream to set up an Autism Intervention Program with services, it has also empowered the various agencies for their child. By translating Parent Ambassadors themselves and in many this vital resource into the most common cases led to employment opportunities for languages used by Autism Community them in mainstream agencies. This model is Training clients, more families can access the being adapted as part of two new projects: information they need as soon as they need it. Avenues of Change (funded through United Way of the Lower Mainland) and the The Aboriginal Early Years Centre Initiative »» Tri-Cities Early Years Centre. provided funds to communities to integrate services on and off reserve. This initiative »» The Am’ut program, based in , is by the Early Years Office included 10 new specifically for Aboriginal female youth and Aboriginal Early Year Centres being launched. has a strong connection to St:olo community as well as other aboriginal serving agencies. »» The Provincial Office for the Early Years (EYO) provided $1M to the New Relationship »» Camp Trapping program, out of Prince George, Trust Foundation to administer an Aboriginal was restructured to be specifically for post-secondary education bursary program Aboriginal male youth. to support Aboriginal students in their In order to fully support and meet the needs post-secondary education. »» of the diverse background of youth in the »» The New Westminster SDA works closely with program, the chaplain at the Maples Complex various places of worship and cultural centres Care Unit (CCU) enlisted the support of a to which their clients are connected. As part variety of religious stakeholders from the of the Smartsaver initiative, they provide community including Muslim, Buddhist materials to families in different languages. and Christian. They work with partners to ensure various The Maples CCU worked in partnership with communities in New Westminster receive the »» Simon Fraser University and an Advisory Group information they need in their language. (including the ministry, Elders, community »» Strategic Human Resources has had members, Aboriginal non-profits, and involvement in the Change-Maker Forum’ in Delegated Aboriginal Agencies) to adapt the the Comox Valley to design a cultural diversity Connect Parent Program to a cultural parent (multi-cultural) and inclusion community program, called Reclaiming Connections. model. This forum will inform the work of the This has led to many new relationships in Ministry Aboriginal Recruitment & Retention Aboriginal communities, both on reserve culturally safe worksite. and off. »» The Youth Justice Branch in the »» The Surrey Aboriginal Circle 5 team is Lower Mainland has created two programs developing an inventory of where the children for Aboriginal men and women to promote in care (CIC) are from to be able to expand strong relationships with local bands and their Aboriginal teachings in order to provide aboriginal serving agencies to develop and teachings from all nations the CICs are from. maintain strong cultural connections for youth in the program.

[ 20 ] 2016/17 REPORT ON MULTICULTURALISM EXTERNAL PARTNERSHIPS THAT »» Service delivery areas (SDAs) in the SUPPORT MULTICULTURALISM Lower Mainland, including Abbotsford, East Fraser, New Westminster and the »» Following the Children and Family Gathering Tri-Cities, are very diverse communities in Vancouver in May 2016, the B.C. government and close work with some of the following committed to improving the child welfare community multicultural agencies ensures system to keep Indigenous children and youth that ministry clients receive information in their out of government care and connected to their own language: families, culture, traditions and communities. ºº Immigrant Service Society of BC – helps The Province and the Wet’suwet’en »» immigrants and refugees to build new lives First Nations signed a landmark agreement in Metro Vancouver; that commits the parties to working together to create a distinctly Wet’suwet’en suite of ºº MOSAIC – serves immigrant, new comer and programs and services that will be exercised refugee communities in Greater Vancouver; in accordance with Wet’suwet’en child welfare ºº South Asian Community Resource Office jurisdiction. This agreement paves the way (SACRO) – provides outreach, mentorship for the Wet’suwet’en to reclaim our rights and programming to South Asian families and responsibilities to raise our children and and youth at risk; youth in a culturally grounded way such that ºº SUCCESS – assists local communities in they become fully thriving adult members of Greater Vancouver and Fort St. John with their Nation. settlement, employment, health, and »» The Province, B.C.’s First Nations housing services; and Leadership Council (First Nations Summit, ºº Vancouver & Lower Mainland the Union of BC Indian Chiefs and the Multicultural Family Services – provides B.C. Assembly of First Nations) and free and confidential services to immigrant the Government of Canada signed visible minority and refugee women a Tripartite Reconciliation Charter to and their families who experience demonstrate a shared commitment to family violence. improve outcomes for First Nations children and families in B.C. The Charter is a long-term »» The ministry partners with post-secondary commitment, which will be revisited on a institutions who work to address yearly basis, with focus on bringing about multiculturalism in their human and social systemic change to child welfare in B.C. development programs at the diploma and degree levels. The Joint Post-Secondary »» The EYO has a new partnership with and Practicum Table meeting had focused the New Relationship Trust Foundation discussions pertaining to support for Indigenous (representing First Nations, Métis, and Inuit) practicum students seeking a placement at for the purpose of recruiting more Indigenous the ministry. learners into post-secondary programs aligned with workforce needs in the early years sector. »» Surrey Aboriginal Circle 5 and the Urban Aboriginal Leadership Committee »» The EYO and the First Nations Health Authority have a partnership with the City of Surrey conducted joint service mapping to reflect and community partners that service early years programs and services on and off Aboriginal Children and Families. This partnership reserves in B.C. meets along with Ministry of Health and the RCMP to discuss issues impacting Aboriginal people in Surrey and develop partnerships and plans to address issues in the community.

2016/17 REPORT ON MULTICULTURALISM [ 21 ] HIRING »» Delivery of Building Bridges through Understanding the Village. This course offers A Knowledge Keeper was hired at the »» an opportunity for participants to explore the Maples Complex Care Unit (CCU) during effects of colonization on Aboriginal children, the summer months in order to provide youth, families and communities, understand training to staff on the historical impact of traditional Aboriginal ways and values, and Residential School. become part of the healing that is happening. At Maples CCU, they are utilizing the »» At the school at Youth Aboriginal Relations Behavioural Competencies »» Custody Services (BYCS), the teachers on a consistent basis during their hiring participated in a curriculum implementation process. Half of the Provincial Outreach day this past September in preparation for Clinician positions on the team of Children the new curriculum for grades K-9. All course and Youth with Complex Care Needs are content is now delivered with Aboriginal Aboriginal Outreach Clinician positions. In content as per Burnaby School board direction. the Maples Social Work department, there are two dedicated Aboriginal Psychiatric CELEBRATIONS Social Worker positions. »» Along with the Native Liaison worker, the MINISTRY TRAINING CURRICULA AND school at Burnaby Youth Custody Services LEADERSHIP PROGRAMS (BYCS) helped organize a National Aboriginal Day celebration. Singers and drummers were The newly revised Children and Youth with »» in attendance along with an employee’s Special Needs (CYSN) training curriculum family member who spoke about the tradition incorporates numerous lenses of practice in of canoe building and racing. There was a relation to different cultures. This includes feast with fried bread (bannock), salmon, cultural safety, with a view to recognizing and berries. that each child, youth and family is unique and therefore requires an individually tailored »» The BYCS has ongoing celebrations for approach to service delivery. the changing of the seasons, maintaining the Aboriginal Learning Park on site, and Ministry staff have participated in various »» participating in sweats, smudgings, and cultural competency training offerings like: brushing with our Aboriginal Elders. San’yas Indigenous Cultural Safety training. »» The BYCS hosts an annual Multicultural Day This was delivered by the Provincial Health »» to highlight cultural celebrations through Service Authority and is now offered in three traditional food, music and entertainment. streams: Child Welfare, Core Mental Health, and Each year, ministry staff and youth participate Youth Justice. in this celebratory event which is an inclusive »» In total, ministry staff have completed 4620 celebration promoting acceptance and hours of training in these streams: equality. Youth take on leadership roles ºº Indigenous Child Safety (PHSA) = 276 by planning and coordinating special performances such as cultural dances and ºº Core Mental Health (PHSA) = 88 songs. Their active involvement in the ºº Youth Justice (PHSA) = 21 celebrations helps motivate, encourage and inspire other youth to take on leadership roles. Last year, 299 participants completed »» Through their involvement, the annual event this training, including staff from 20 offers a unique opportunity for youth to feel Delegated Aboriginal Agencies, for a total of they are giving back to their community with 2552 hours of training. their participation.

[ 22 ] 2016/17 REPORT ON MULTICULTURALISM »» The BYCS Evelyn Florendo Annual Christmas Dinner is an opportunity for youth to Ministry of celebrate Christmas and diversity through a Christmas meal prepared by multicultural volunteers from the community. The youth Community, Sport also participate by performing Christmas song and skits. There is a strong intergenerational and Cultural connection with the community, multicultural volunteers and youth, and it helps increase the Development overall social connectedness for youth. MANDATE »» The Vancouver Lower Mainland The Ministry of Community, Sport and Multicultural Support Services Society Cultural Development and Minister Responsible (VLMSSS) offers language and cultural support for TransLink (CSCD) brings together key govern- to youth in custody and their families. Once ment services and supports which help to make youth are released from custody, they are B.C. communities great places to live, work, visit and referred to multicultural counselors who invest. The ministry provides support to local govern- continue the support in the community. ments, not-for-profit organizations and residents The BYCS relationship with VLMSSS has been to build vibrant and healthy communities that are ongoing for over 10 years where they help well governed, liveable, safe, economically resilient, assist in ensuring that appropriate support socially and environmentally responsible and full of and cultural needs are being provided to both opportunities for participation in sport and the arts. youth and their family. »» At the Maples Complex Care Unit, The ministry’s work provides opportunities for Solstice Feasts are facilitated four times a year local governments to reflect cultural diversity in by their Aboriginal Awareness Worker and their communities, services and programming. an Elder. Ministry programs and community gaming grants are used to fund arts, culture and sport initiatives »» Surrey Aboriginal Circle 5 hosted the annual in all regions of the province. The ministry’s role in event “Honouring Our Youth’s Journey growing the creative economy and creative work- to Adulthood” where they host a cultural force, positions our province to capitalize on one of ceremony of one of the youth who is aging out the most rapidly growing sectors in the world. of care. This year’s ceremony was a Cree Pipe Ceremony conducted by an elder form the EXECUTIVE COMMITMENT youth’s home community in Saskatchewan. TO MULTICULTURALISM The ministry recognizes that a rich multicultural society helps nurture acceptance, understanding and mutual respect. Diversity, increased participa- tion and engagement by all cultures are vitally important to create strong and vibrant commu- nities for all British Columbians. The ministry executive is committed to building a strong and capable organization that embraces diversity in the workplace. The ministry works to build communities that recognize and value cultural diversity, and promote collaborative relations between local governments, First Nations, commu- nity groups and citizens.

2016/17 REPORT ON MULTICULTURALISM [ 23 ] CSCD delivers programs and services that are »» More than 220 projects in 150 communities designed to treat everyone fairly, equitably and throughout B.C. received a total of $7.6 million respectfully. The executive supports staff activities in B.C. | Canada 150 grants. Organizations with that promote awareness of diversity and multi- a culture or heritage mandate responsible culturalism, including training, development and for a museum, archive or historic place were employee engagement activities. Last year, the eligible for this funding, including non-profit- executive supported an inclusive and respectful organizations, First Nation Band Councils, workplace through initiatives such as a newly Aboriginal Friendship Centres, local introduced personality assessment tool that governments and post-secondary institutions. focuses on valuing diversity. The grants will create meaningful legacies honouring the province’s unique and diverse KEY PROCESSES, POLICIES, histories, culture, heritage and contribution to AND STRUCTURES IN SUPPORT the nation. OF MULTICULTURALISM The Premier’s Awards for Aboriginal Youth Multiculturalism is embraced in the workplace »» Excellence recognized athletes who have and the ministry is a welcoming organization that achieved excellence in performance sport, values diversity and treats individuals respect- are regarded for their leadership qualities, fully and without discrimination. The ministry committed to pursuing a higher education continues to support National Aboriginal Day and are recognized as community role with internal communications and materials models both on and off the field of play. available for employees, as well as sponsoring These awards recognized 47 youth from Multiculturalism Week activities. This provides an the Indigenous Sport Physical Activity and important opportunity to celebrate the province’s Recreation Council’s six regions (Northeast, rich diversity and distinct cultural perspectives. Northwest, Interior, Fraser, Vancouver Coastal and Vancouver Island) including 12 (six females, In 2016/17, CSCD continued to support the six males) provincial finalists. These awards Aboriginal Youth Internship Program, which build on Premier Christy Clark’s commitment provides unique employment experiences within to honour and celebrate the achievements of the ministry to Aboriginal youth. Through this Aboriginal youth in sport. program, the ministry provides a meaningful opportunity to support Aboriginal youth to build »» Continued partnership between the professional skills and networks, develop leader- BC Arts Council and the First People’s ship skills and share their culture with others. Cultural Council (FPCC), with FPCC delivering the Aboriginal Arts Development Awards. HIGHLIGHTS OF INITIATIVES BC Arts Council programs also supported Ministry programs and grants supported effective a variety of cultural artistic practices, in and inclusive communities by facilitating opportuni- all disciplines. ties for participation in local governance, cultural Continued use of community engagement activities, arts and sport. Key initiatives in »» as one of the assessment criteria and areas 2016/17 included: of focus for BC Arts Council Programs. As »» Le Centre culturel francophone de Vancouver defined in program guidelines, community (Le Centre) received provincial funding through engagement includes ongoing engagement both BC Arts Council project funding and the with a range of artists, arts organizations Community Gaming Grants program for support and communities, especially with Aboriginal, related to the delivery of over 30 concerts and culturally diverse and geographically performances in four annual events series isolated communities. and festivals. The concerts involved work of Francophone and Francophile artists.

[ 24 ] 2016/17 REPORT ON MULTICULTURALISM »» Continued annual support for the »» Funding of $1.4 million (from the After School Sport and Arts Initiative. The ministry) was provided to the initiative supports programs that offer Indigenous Sport, Physical Activity opportunities in sport and creativity to and Recreation Council to support multicultural populations in areas such as implementation of the Aboriginal Sport, Haida Gwaii, Prince Rupert, New Hazelton, Recreation and Physical Activity Strategy Fort St. James, Prince George Surrey, Alert Bay as well as the Premier’s Awards for and Vancouver. Aboriginal Youth Excellence in Sport. This contributed to improving the health Six arts organizations received a combined »» outcomes of Aboriginal people across $304,000 through international presence British Columbia by supporting and project grants in 2016-17. These grants encouraging physically active communities will provide the opportunity for more than and by expanding access to sport, recreation 70 B.C. artists and arts organizations to and physical activity opportunities. connect with more than 60 international presenters and curators from over 20 »» The ministry partnered with viaSport countries. Grants are designed to increase in developing the #EraseBullying in the global understanding and appreciation sport initiative which seeks to build a of British Columbia’s arts, culture, creativity positive, inclusive sport environment and innovation, as well as to build new for British Columbians of all cultures, relationships with cultural institutions and backgrounds and abilities. artists from around the world. These grants Community gaming grants supported a wide represent opportunities for cultural exchange »» variety of cultural celebrations and activities, and knowledge sharing. including local festivals, heritage associations, »» Funding support provided to the public safety programs and parent advisory Conseil Jeunesse Francophone de la councils. In support of multiculturalism and Colombie-Britannique to support the delivery Aboriginal culture, the Community Gaming of Parlement Jeunesse Francophone de la Grants program provided: Colombie-Britannique (BC Francophone ºº Almost $3 million to non-profit Youth Parliament). First Nations organizations to support a »» Through the B.C. Sport Participation Program, variety of services and initiatives ranging grants were provided to provincial and from friendship centres to cultural community organizations in support of sport societies, and support for elders in programs geared towards First Nations and the community. new immigrant populations (e.g. Rugby BC’s ºº $898,000 to 25 agricultural fairs across the Aboriginal Rugby program, Espoir Soccer province to celebrate rural heritage and Society’s program for refugee families). reflect the economic vitality and cultural »» Through Hosting BC, the ministry funded legacy of B.C. communities. sport events that support or bring together ºº Over $1 million to not-for-profit organiza- different cultures: for example, the 2017 tions dedicated to the promotion and World Indigenous Challenge support of multicultural communities. in Haida Gwaii, the 7th Karatedo Gojukai These grants included $70,000 to the World Championships in Richmond and the Inclusion BC Society and $54,000 to the 2017 National Aboriginal Hockey North Shore Multicultural Society. Championships in the .

2016/17 REPORT ON MULTICULTURALISM [ 25 ] ºº Approximately $2.5 million to commu- nity organizations that provide cultural Ministry of celebrations, support networks, and community education information and programming focussed on a specific Education ethnicity, nationality, language and/or MANDATE religion. Organizations supported last year The Ministry of Education supports and guides included the African Stages Association, the development of an education system that the Akali Singh Sikh Society and Le Centre empowers all learners to acquire the knowledge culturel francophone de Vancouver. and skills needed to contribute to a healthy, »» Support was also provided to the democratic and pluralistic society, with a pros- Community to Community Forum program perous and sustainable economy. The ministry which enables local governments and works together with school districts, communities, First Nations to connect. In jointly hosted libraries and other partners to create a solid educa- forums, participants gathered to discuss tion foundation for the upcoming generation of issues, challenges and opportunities to British Columbia’s citizens. work together. Since 1999, over 550 regional and five provincial forums have been held, EXECUTIVE COMMITMENT many resulting in service agreements, TO MULTICULTURALISM memorandums of understanding, protocol The Government of British Columbia is committed agreements and stronger relationships to recognizing and honouring the diversity of all between neighbouring communities. citizens of the province. Diversity among people is one of the most prominent features of our society and schools.

Over the years, B.C has made an increasing commitment to a school system, with teaching and operational practices, that honours diversity and promotes human rights. The Ministry of Education works to enhance respect for all cultures throughout the school system. Ministry staff are united in their commitment to expand success within the school system, for students of all cultures, and to promote, through our curriculum and related resources, student global and cultural understanding.

The ministry continues to work closely with Aboriginal organizations, such as the First Nations Education Steering Committee (FNESC), to ensure that Aboriginal perspectives are an integral part of everything it does, for the benefit of all students.

The school system strives to create and maintain learning conditions which foster success for every student, and that promote fair and equitable treat- ment for everyone. These conditions include:

[ 26 ] 2016/17 REPORT ON MULTICULTURALISM »» Equitable access and participation in In school year 2015/16, the Ministry of Education quality education; provided supplemental funding to 61,720 students who required additional language development School cultures that value diversity and »» support. The Ministry of Education also provides respond to the varied social and cultural needs learning resources to school districts to assist of the communities they serve; educators in meeting the needs of students who »» School cultures that promote understanding of require additional language development support. others and respect for all; These resources are updated regularly. This year the ministry worked with educational stakeholders Learning and working environments that »» to renew and update the 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 »» Decision-making processes that give a voice to Education Website: all members of the school community; and »» ELL Students: A Guide for Classroom Teachers: »» 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, »» ELL Students: A Guide for ELL Specialists: This AND STRUCTURES IN SUPPORT guide is aimed at ELL specialists, including OF MULTICULTURALISM district consultants, school-based teachers and Multiculturalism recognizes and values the ethno- itinerant teachers who work with students at cultural diversity of our society. It acknowledges several different schools. and values diverse ethnic heritages, as well as, appreciates and incorporates diverse approaches »» ELL Standards: This resource provides to learning and working environments. descriptors of language proficiency in reading, writing, and oral language and supports It is important to note that Aboriginal Peoples educators to plan and deliver relevant (First Nations, Metis and Inuit), as the original instruction and assessment of ELL students. inhabitants of Canada, distinguish their cultural ELL Policy and Guidelines: This document status from the broader definition of Canada’s »» provides policy and guidelines to school cultural mosaic acknowledged in the concept districts in the delivery of ELL services of multiculturalism. to students.

ENGLISH/FRENCH LANGUAGE LEARNERS, »» ELL Planning Tool: This tool is used to facilitate NEWCOMERS TO BRITISH COLUMBIA, CHILDREN planning processes and to determine the AND YOUTH FROM REFUGEE BACKGROUNDS instructional support needs of ELL students The province is committed to supporting all with diverse learning abilities. students in achieving the expected learning outcomes of the provincial curriculum. This includes English Language Learning supports and services students who require additional language develop- are designed to further the intellectual, social, ment support either in English (in all school districts), and career development of students; to help or in French (in the Conseil Scolaire Francophone). them experience and affirm a sense of self-worth, rooted in pride in their heritage; and to develop an The ministry provides supplemental funding to understanding of the similarities and differences boards of education to enable school districts between students’ home culture and the values to provide necessary supports and services and culture of their local school and community. to school-age students who need language development assistance.

2016/17 REPORT ON MULTICULTURALISM [ 27 ] Diversity in BC Schools: A Framework outlines the All 60 school districts are required to have in overarching goals of B.C.’s school system with respect place school Codes of Conduct – the content to multiculturalism. Goals or purposes both for and conduct expectations in all codes must Multiculturalism and for Aboriginal Peoples include: meet the provincial standards set out in the Provincial Standards for Codes of Conduct Order. Developing cross-cultural understanding to »» Everyone in the school system is expected to create sensitivity to and respect for difference; live up to the conduct standards set out in their »» Eliminating racism – addressing the effects of school codes, including respecting the rights of all historic, organizational, systemic and attitudinal individuals as expressed in the Canadian Charter racism by: of Rights and Freedoms, the BC Human Rights Code ºº working to create an awareness of racism; and the School Act.

ºº educating people about what they can do The ERASE Bullying strategy includes a compre- about racism; and hensive five-year training program for educators ºº developing policies and strategies that take and community partners. To date, more than action against racism. 16,000 have been trained, and over 250 training sessions have been held across the province. A key Eliminating systemic barriers — policies and »» goal is to ensure every child feels safe, accepted practices that intentionally or unintentionally and respected, regardless of their gender, race, exclude, limit and discriminate against individuals culture, religion, or sexual orientation. The ERASE and groups — and attitudinal barriers that that website, launched in November 2012, continues create an environment where people may act to provide resources, tools and tips for parents out their prejudices, assumptions and biases, (www.erasebullying.ca). A corresponding Twitter which prevent full and equitable participation in feed (@ERASEbullyingBC) was created and, as of community services, employment and education; May 2017, the feed has over 3,600 followers. As »» Developing culturally responsive services to meet part of the ERASE Bullying Strategy, Government the changing needs of the communities they are launched a reporting tool for students to report intended to serve, rather than expecting clients concerns anonymously (www.reportbullyingbc.ca). and consumers to adapt to prescribed services as The tool provides a safe place to report bullying or they exist. other safety issues using technology that students are using every day, and more than 900 incidents Through legislation and policy, the Ministry of have been reported to date. The reporting tool Education supports cross-cultural awareness and is currently available in English and French to respect, both within the organization and across students in both public and independent schools. the school system. The diversity of our province is reflected in our education system. The system Diverse Learning Options also models and promotes flexibility to respond to Consistent with the calls to action of the Truth diverse cultural needs and the courage to speak out and Reconciliation Commission of Canada, the against discrimination. Ministry of Education continues to demonstrate its commitment to establishing a new and respectful HIGHLIGHTS OF INITIATIVES relationship between Aboriginal and non- ON-GOING EXTERNAL INITIATIVES Aboriginal people. These respectful relationships ERASE Bullying are at the root of several of the recommenda- The ministry continues to focus on the ERASE Bullying tions provided in the November, 2015 report on Strategy, a comprehensive prevention and interven- Aboriginal education by British Columbia’s Office of tion strategy designed to promote positive mental the Auditor General. health, foster school connectedness and address bullying and other harmful behaviours in schools.

[ 28 ] 2016/17 REPORT ON MULTICULTURALISM The ministry supports partnerships between »» British Columbia – Quebec Exchange Program school districts and First Nation communities (Grades 10 and 11): Each fall, French Immersion to develop language curriculum documents for or Francophone program students and their First Nations language study within the public families welcome Quebec students, with school system. To date, 17 First Nations language whom they were matched, into their homes. curriculum documents have been approved for For three months, the British Columbian addition to the K-12 curriculum, and additional and Quebec students attend school and documents are currently in development. participate in local activities together. In late January, these students travel to Quebec. They To complement these efforts, the ministry also spend three months there living with the works with Indigenous and Northern Affairs Quebec students they hosted, their families, Canada and the First Nations Education Steering attend school, and experience Quebecois Committee to help build capacity in both the culture. Participating students receive credit First Nations school system and the provincial towards graduation. public education system. By implementing the Odyssey (Requires one year of post-secondary): Tripartite Education Framework Agreement, the »» Participants work full time as language ministry has extended provincial exam program assistants in classrooms across Canada, access to First Nation schools, and continues teaching English to Francophone students, to work with First Nations regarding the intent or French to English-speaking students. to award the Province’s Dogwood graduation Participants gain teaching experience, while certificate to students graduating from non- being immersed in the local language independent First Nations schools. and culture. Host teachers and learners benefit from having a native speaker of One of the ways the Ministry of Education whichever official language is being taught promotes the richness and importance of multi- in the classroom. culturalism is by making it mandatory for all students to learn a second language from Grade 5 In 2016-17, Open School BC promoted the to Grade 8. As well, the ministry works closely with Bamboo Shoots site and supporting resources at the Government of Canada to support education a number of teacher conferences, including the in French and French language learning in the Social Studies PSA Conference, the ERAC IT4K12 province. The ministry supports the establishment Conference, and the Can e-Learn Distributed of French education programs in school districts Learning Conference. OSBC printed and distrib- and administers a number of cross-Canada student uted an additional 300 sets of the popular exchange programs which promote language and timeline-building card game. cultural learning. »» Destination Clic (Grades 8 and 9): Francophone Through the Libraries Branch, the ministry students are immersed in French language continues to work with library partners, including and culture on university campuses in Ontario, the BC Library Association First Nations Interest Quebec or New-Brunswick for three weeks Group and Public Library InterLINK, to support during the summer. multicultural awareness opportunities, and support for library staff and the communities Explore (ages 16 and up): Students are »» they serve. This includes support for professional immersed in French language and culture learning for library staff, a focus on equitable for five weeks on university campuses across access to library services across British Columbia, Canada. Participating students may receive developing programs and materials for under- credit towards post-secondary graduation. served communities, and assisting libraries in building strong multicultural, multi-lingual and culturally sensitive collections and resources.

2016/17 REPORT ON MULTICULTURALISM [ 29 ] The Government of British Columbia’s focus on Central to the redesigned curriculum are the core international education — the global, two-way competencies of communication, thinking, and flow of students, faculty, staff and ideas — also personal and social. Most relevant to multicultur- enhances multiculturalism: alism are the personal and social competencies that include the abilities students need to thrive as indi- Across the province, everyone benefits from »» viduals, to understand and care about themselves the cultural diversity that the approximately and others, and to find and achieve their purpose in 20,400 K-12 international students bring to our the world, including: schools, communities and families. Positive personal and cultural identity involves International education underscores the value »» »» the awareness, understanding, and appreciation for young people to become fluent in different of all facets that contribute to a healthy languages, experience other cultures and, to sense of oneself. It includes awareness and develops skills in a variety of international understanding of one’s family background, competencies that contribute to B.C.’s respect heritage(s), language(s), beliefs, perspective, for and celebration of cultural diversity. and sense of place. British Columbia Certified Offshore Schools »» Social awareness and responsibility involves are active in eight countries across four »» the ability and disposition to cooperate continents. These 46 schools, that provide and collaborate with others, consider the a B.C certified high school education to interdependence of people with the natural approximately 12,500 international students, world, resolve conflicts peacefully, value regularly partner with our elementary and diversity, empathize with and appreciate secondary schools to promote exchanges, the other’s perspectives, and create and short-term study opportunities and other maintain healthy relationships within learning collaborations. one’s family, community, society, and the »» The ministry encourages the efforts of school natural environment. districts and independent schools that Personal awareness and responsibility involves annually send groups of students to study »» developing all aspects of personal well- and participate in academic, sporting, cultural being; making ethical decisions and taking events and programs in other countries. responsibility for one’s actions and how they »» The ministry’s International Education Branch impact themselves and others. launched three scholarship programs in 2015/16 that support multiculturalism, by As part of the curriculum redesign, concepts promoting foreign language study among related to multiculturalism are being embedded students, facilitating study and teach abroad throughout the curriculum. Social Studies and opportunities for students and teachers, and Physical and Health Education in particular have encouraging international students to study strong focuses on multiculturalism and diversity. here at the K-12 and post-secondary levels. The Ministry of Education continues to collect NEW EXTERNAL INITIATIVES feedback on and revise the provincial curriculum for Curriculum Redesign – The Continuing Work Grades 10-12, to provide more content related to The province’s redesigned curriculum includes multiculturalism. Multicultural related themes and equity and inclusiveness as an underlying principle. topics appears in Social Studies courses in Grades 11 These principles are also embedded in provincial and 12.The Social Studies courses currently drafted, assessment policies. or in-progress, are designed to have students learn about content related to multiculturalism and diver- sity, as well as having them consider worldviews and perspectives different from their own.

[ 30 ] 2016/17 REPORT ON MULTICULTURALISM The ministry is working with FNESC, the Syrian Refugees Metis Nation of BC, and other partners to establish In the spring of 2016, an anticipated influx of an Aboriginal Analytics Committee. The purpose Syrian refugees began to arrive in British Columbia. of the committee is to collaborate on data and The majority of those school-aged children analytics that support improved Aboriginal student enrolled in schools at that time, with the remainder outcomes. As part of the committee’s work, joint anticipated to register later in 2016 and 2017. Since initiatives will be undertaken, such as enhanced these children arrived after the ministry’s sched- reporting on Aboriginal student outcomes. uled enrolment count in February, the ministry committed to providing a discretionary grant One key part of the implementation of the new to school districts via a one-time Syrian refugee curriculum will be to evaluate how it is integrated student enrolment count on May 27, 2016. As a into classrooms, and its effect on students, through result, 604 students were counted, 573 of which a new Student Learning Survey. This survey will be were designated English language learners. School a regular and widespread source of information, as districts were provided with just under $1.3 million it relates to the school environment, curriculum, to provide appropriate supports for these children. learning processes, achievement, satisfaction Current trends predict the arrival of approximately and health and wellness. The ministry is currently 1,200 school-age Syrian refugees overall in school developing a parent component of the updated year 2017/18. Student Learning Survey that has now been translated in 17 different languages. This survey During 2015/16, the Ministry of Education also is intended to engage parents from a variety of worked with school districts to ensure they had backgrounds in the education of their children. the support to adequately prepare for these students as they entered the school system. In Asia Pacific Foundation addition, a revised version of the Students from The Ministry of Education awarded the Asia Pacific Refugee Backgrounds – A Guide for Teachers and Foundation a sum of $250,000 for the develop- Schools was published, and fact sheets explaining ment of Asia-themed teaching resources and how the K-12 education system works were professional development activities aimed translated into Arabic and Kurdish and distributed at increasing competency of B.C. high school to Syrian refugee families. students in the countries and peoples of Asia. The Foundation proposes to develop the resources ONGOING INTERNAL INITIATIVES over a three-year period. As part of its ongoing commitment to raise cross-cultural awareness and respect within the Collaboration with the Royal BC Museum organization, the ministry is striving to: Open School BC worked in collaboration with the Attract, develop and retain a workforce that Royal BC Museum (RBCM) to develop a primary »» reflects British Columbia’s diversity; and secondary module to support the RBCM’s upcoming Family: Bonds and Belonging exhibition. »» Embed the principles of diversity in the These modules included stories of families who practices, policies and services of the emigrated to British Columbia from countries such ministry; and as the Ukraine, Japan, India, and China. As well, Remove barriers in interactions with citizens, these stories highlight prominent B.C. First Nations »» and within the public service. families. Teachers can access these resources from the RBCM’s Learning Portal at the following links, The ministry continues our commitment to and by clicking on the ”Teach” icon: becoming a truly inclusive employer that reflects ºº Primary Module: http://bit.ly/2kWpXnR the diversity of the communities served. ºº Secondary Module: http://bit.ly/2pAF2cH

2016/17 REPORT ON MULTICULTURALISM [ 31 ] Anti-Bullying Day, also known as Pink Shirt Day, is The Moose Hide Campaign, which is a grassroots celebrated provincially each year as well as within movement of Aboriginal and non-Aboriginal Men, the ministry. On February 26, 2016, employees were standing up against violence towards women and encouraged to wear pink to promote the preven- children, was sponsored by an executive member in tion of bullying. 2016. This initiative was promoted throughout the ministry. Men within the ministry took this opportu- The Orange Shirt Campaign – Every Child Matters nity to show their support for the cause by wearing a remembers the experiences of former students of moose hide pin, and completing a fast to raise funds Indian Residential Schools and is a commitment for donation. to ongoing reconciliation in Canada. Orange Shirt Day is recognized annually at the ministry, and all The ministry is also taking steps to support the employees are encouraged to wear Orange on inclusion of LGBTQ2S (lesbian, gay, bisexual, trans- September 30. This day is a chance for employees to gender, queer, two-spirited) employees. A new guide come together in spirit of reconciliation and hope, was developed by the BC Public Service Agency for generations of children to come. in early 2017 to support transgender and gender diverse employees in the workplace. This guide was NEW INTERNAL INITIATIVES 2016/17 promoted to all supervisors and managers, via email The ministry continues to strive to create a workforce communications, as well as at leadership team meet- that is diverse with respect to employees’ life experi- ings. It was also shared with all staff on the ministry ence, education, background and culture – to better intranet site. reflect the diversity of students throughout the school system, their different views and experience, In celebration of Mental Health Awareness Week and to better respond to their needs. and Child and Youth Mental Health Day in May 2016, the ministry held a LGBT2QS+ Workshop and The ministry remains committed to hiring employees FRIENDS Orientation Seminar. Ministry employees that reflect the diversity in classrooms and the prov- attended the LGBT2QS+ workshop to learn about ince. In 2016/17, the ministry hired 18 co-op students, sexual orientation, gender identity, and the impor- under the age of 30, to fill short-term, project-based tance of pronouns. The FRIENDS Orientation Seminar roles. This helped the ministry to leverage the benefits is a classroom-based, anxiety prevention and resil- of an age-diverse workforce, and in addition, some of iency program delivered by teachers. An additional the students came from diverse cultural backgrounds, Sexual Orientation and Gender Identity workshop which added to an already diverse workplace. and other awareness activities were also provided in May, 2017. The 2016 edition of the Corporate HR Plan, Where Ideas Work, retains the above mentioned Some of our results and outcomes this past goals to create a diverse workforce, and introduces an year include: important third goal of enhancing services to citizens 18 co-op students under the age of 30 through innovation to meet their changing. »» recruited in 2016/17. Our People and Workplace Initiatives (PWI) team »» One Aboriginal Youth Intern was employed, as reports quarterly to ensure that all employees a part of the Aboriginal Education branch in complete the mandatory Discrimination Prevention the Learning Division. Workshop (half day session). The purpose of this LGBT2QS+ Workshop and Anxiety Awareness training is to ensure that all ministry employees know »» and Prevention Workshop provided to staff the policies, procedures and definitions related to a during the Mental Health Awareness Week respectful workplace. Necessary completion of this May, 2016 and May, 2017. course is noted in our onboarding procedures for new employees.

[ 32 ] 2016/17 REPORT ON MULTICULTURALISM KEY PROCESSES, POLICIES, Ministry of AND STRUCTURES IN SUPPORT OF MULTICULTURALISM MEM is comprised of staff who speak a wide Energy and Mines variety of languages. Some of the languages MANDATE spoken in MEM include: Afrikaans, Cantonese, The Ministry of Energy and Mines (MEM) is respon- Czech, Dutch, English, French, German, Hindi, sible for British Columbia’s electricity, alternative Italian, Mandarin, Polish, Punjabi, Russian, energy, mining and mineral exploration sectors. Spanish, Taiwanese, and Toishenese. These sectors are made up of diverse interests that explore for and produce coal and other valuable Employees bring a diverse range of cultures, minerals and that develop electricity, clean or languages, experiences and backgrounds to renewable energy sources, including biomass, their roles. This helps to enrich the corporate biogas, geothermal, hydro, solar, ocean, wind and culture, informs work, and better meets the low carbon transportation fuels. expectations of citizens. Different cultures represented in the ministry include: American, Through teamwork and positive working relation- British, Chinese, Cree, Czech, Dutch, French, ships with its clients and stakeholders, the ministry German, Greek, Hindi, Irish, Italian, Mexican, facilitates thriving, safe, environmentally respon- Polish, Russian, Secwepemc, Spanish, Swahili, sible and competitive energy and mining sectors Taiwanese and Toishenese. in order to create jobs and economic growth in communities across the province. In fulfilling its Some ministry-wide examples of internal diver- mandate, the ministry consults with other minis- sity activities that took place in 2016 included: tries and levels of government, energy developers »» The Aboriginal Youth Internship Program; and marketers, mineral exploration and mining companies, First Nations, communities, environ- »» Student Co-op Program; mental and industry organizations, and the public. »» Aboriginal Awareness lunch and learn;

The ministry supports the minister in his »» Lunch potlucks that provided an governance responsibilities for the following opportunity for employees to Crown Corporations: British Columbia Hydro and come together; Power Authority (BC Hydro), Columbia Power »» Recognition program with a focus on Corporation and . competencies related to inclusiveness and diversity; EXECUTIVE COMMITMENT TO MULTICULTURALISM »» A cultural change approach to project The MEM executive remains committed to implementation, inclusiveness; respectful, honest, trustworthy and ethical »» A coaching approach to performance behaviour, and diversity in all its communications management; and and actions. The executive ensures that policies, programs and decisions across government »» Work-Able Program. support the establishment of a thriving, competi- tive mining industry that is environmentally and socially responsible. The current focus is on building awareness and accountability for all by focusing on communication, conversation and ongoing dialogue.

2016/17 REPORT ON MULTICULTURALISM [ 33 ] HIGHLIGHTS OF INITIATIVES »» From 2011 to 2016 MEM and Ministry of BC Hydro administered the First Nations Energy Efficiency Building Policy Project which Environment and concluded in 2016. The project provided funding to communities to create work plan the Environmental to develop energy efficiency housing policy for new and existing housing on-reserve. This pilot resulted in ongoing mentorship webinars Assessment Office for First Nation communities supported MANDATE by the Fraser Basin Council in addition to The Ministry of Environment is responsible for an Energy Efficiency curriculum at a local the protection, management and conservation university for First Nation Housing managers to of British Columbia’s water, land, air and living participate in. resources. To support this, the ministry has four »» MEM’s Community Energy Leadership Program goals: effective, long-term action on climate in 2016 the second year of the program change; clean and safe water, land and air; healthy provided funding to support local government and diverse native species and ecosystems; and and First Nations investments in energy sustainable use of B.C.’s natural capital. efficiency and clean energy projects. The main goals of the program are to: In order to achieve these goals, the ministry is maintaining its global leadership on climate ºº Reduce greenhouse gas emissions change and enhancing its protection and steward- ºº Increase energy efficiency ship of water resources, land and air. It manages ºº Stimulate economic activity in the clean and promotes the stewardship of natural values energy sector, and on B.C.’s land base, and works to conserve and enhance native species and ecosystems. The ºº Support vibrant and resilient communities. ministry also optimizes outdoor recreation »» Although the MEM manages the program, and tourism opportunities within parks and the program is designed and applications protected areas. are evaluated in collaboration with the Ministries of Environment, Community, The Environmental Assessment Office neutrally Sport and Cultural Development, and administers the process of assessing proposed Aboriginal Relations and Reconciliation. major projects for potentially significant adverse environmental, social, economic, health and heri- In 2016, the ministry welcomed and supported »» tage effects. It seeks to meaningfully engage the the visit of an international delegation public and Aboriginal groups in the environmental from Mongolia to share information about assessment process and is responsible for over- the regulatory framework for mining in seeing compliance and enforcement throughout British Columbia. the life of a reviewable project.

EXECUTIVE COMMITMENT TO MULTICULTURALISM The ministry executive’s leadership on multicul- turalism is demonstrated in ministry planning and reporting. Ministry planning documents detail executive commitments to cultural values and First Nations engagement.

[ 34 ] 2016/17 REPORT ON MULTICULTURALISM Specifically, the 2017/18-19/20 Ministry of HIGHLIGHTS OF INITIATIVES Environment and the Environmental Assessment FIRST NATIONS Office Service Plan outlines numerous commit- First Nations are important partners on envi- ments to multiculturalism, including working with ronmental sustainability initiatives throughout First Nations, preserving and caring for cultural the province. For example, implementation of assets, providing new and diverse heritage and the Northeast Water Strategy includes ongoing cultural visitor experiences in parks, and considering cooperation and coordination with First heritage effects in the environmental assessment Nations to protect water sources and manage process. Ministry executive are accountable for water demands. these multicultural activities. This commitment extends to how the ministry embraces the diversity Similarly, First Nations will be invited to partici- of its stakeholders, both in consultations and in pate on the bilateral management committees developing partnerships, as different perspectives that will be tasked with the implementation provide unique solutions to complex issues. of bilateral water management agreements under the Mackenzie River Basin Transboundary Natural resource ministries jointly developed a Master Agreement. By understanding the unique diversity and inclusiveness toolkit, a collection of cultures and governance models of those practical aids to build employee understanding and First Nations, the ministry can be more effective awareness of diversity issues. The toolkit provides in ensuring the sustainability of the water they managers, groups and individuals with team use for generations to come. building exercises, a diversity assessment tool, and links to additional resources. In addition, the Ministry of Environment is an active participant in the Liquefied Natural KEY PROCESSES, POLICIES, Gas Environmental Sustainability Initiative AND STRUCTURES IN SUPPORT (LNG ESI) — a $30-million initiative announced OF MULTICULTURALISM in 2015 as part of the province’s First Nations’ The ministry encourages outreach and LNG Benefits Framework with First Nations from understanding with non-English speaking across the north. British Columbians in a variety of ways. With offices in ethnically diverse locations such as Surrey, Goals of the LNG ESI are to undertake new, communicating with local clients can prove chal- collaborative approaches to establishing envi- lenging. There is now a list of emergency contact ronmental legacies related to LNG development translators so that British Columbians can be and to generate high quality, accessible and served in a variety of languages at the Surrey office trusted environmental information to inform including: Afrikaans, Cantonese, Danish, French, natural resource decision-making. Hindi, Korean, Mandarin, Polish, Punjabi, Spanish, Urdue and Vietnamese. The ministry is also dedicated to developing and strengthening relationships with First Nations The ministry also strives to accommodate the many and improving communication and cultural different languages spoken by B.C. residents and visi- awareness. For example, the Conservation Officer tors in its online and printed materials. For example, Service continues to support, implement and the BC Parks Lower Mainland brochure is available provide training on using a restorative justice online in English, French, simplified Chinese, tradi- approach to engage First Nations in addressing tional Chinese and Punjabi. Similarly, the ministry’s environmental violations committed within Integrated Pest Management Program accommo- their communities. Restorative justice is a form dates agricultural producers for whom English is a of justice traditionally used by North American second language by offering pesticide certification Indigenous cultures based on healing circles. exams in Punjabi, Chinese and Vietnamese.

2016/17 REPORT ON MULTICULTURALISM [ 35 ] This dedication extends to the province’s parks and During 2016/17, the ministry employed one protected areas system where the ministry works First Nation intern from this program who to partner with First Nations to integrate traditional worked on increasing awareness of Indigenous place names, interpretive signage, art and infor- issues in the office, research projects, and policy mation to enhance the visitor experience while development on environmental protection initia- highlighting the cultural significance and history tives such as food waste prevention. of the parks. For example, in June 2016, BC Parks in collaboration with the Nisga'a Lisims Government The ministry continues to be committed to installed new interpretive exhibits inside and outside involving First Nations in economic development the Nisga'a Memorial Lava Bed Provincial Park projects. A key priority in the environmental visitor centre. Many of the signs are bilingual with assessment process is to address and, where both English and Nisga'amk (Nisga'a language) and appropriate, accommodate any potential effects introduce visitors to the rich cultural heritage of the of major development on established or asserted Nisga'a, as well as to the geographic features of the Aboriginal rights and title. Project proponents are unique park. encouraged to meet with First Nations at their earliest opportunity to learn about their commu- Additionally, through the Park Enhancement Fund, nities, issues and concerns. the ministry has provided financial support to various First Nations cultural events around the province. The Environmental Assessment Office seeks to increasingly integrate Aboriginal communi- The ministry also participates in the Aboriginal Youth ties more meaningfully into the assessment Internship Program, hiring skilled Aboriginal youth process through deliberate discussions in various business areas. The program is designed around co-administering aspects of the to support Aboriginal youth to develop their leader- process, better incorporating Aboriginal ship skills while providing them with opportunities world views into decision materials and to improve and contribute to relationship building advancing decisions that better reflect a between First Nation communities and the provincial government-to-government relationship. government through hands-on work experience.

[ 36 ] 2016/17 REPORT ON MULTICULTURALISM The ministry also works with First Nations on economic development agreements for activities Ministry of appropriate within protected areas when recon- ciliation agreements or collective management agreements are in place. It works in collaboration Finance with First Nations on park management plans, MANDATE identifying and recommending strategies for The Ministry of Finance plays a central role in protecting Aboriginal interests. Through the managing government’s fiscal, financial, informa- Climate Action Secretariat, the ministry also tion management and taxation policies. Key supports large forestry offset projects with coastal responsibilities of the ministry include: First Nations, as well as the development of carbon benefit sharing agreements and forestry modelling »» Policy development, regulation and on behalf of and with First Nations partners. enforcement for specific sectors including gaming, financial services, real estate and INTERNATIONAL RELATIONS: information management. International partnerships are also formed which »» Development of provincial economy support multiculturalism. The ministry values forecasts, development and monitoring of its participation in international forums for the government’s capital plan and three-year fiscal diversity of perspectives and potential solutions to plan, and management of significant risks and complex issues. opportunities relating to the plan.

The ministry meets at least twice a year with »» Oversight for financial, procurement and the Indian Forest Service on B.C. stakeholder administrative governance as well as banking, relations and sustainable development to help accounting, and risk and debt management them understand how we approach intergov- services for the broader public service. ernmental relations in the province. Forests »» Identification and collection of amounts owed in India are a critical national resource with a to the government in relation to statutes the significant influence on both rural livelihoods, as ministry directly administers, as well as statutes well as the national economy. This University of administered by other ministries. British Columbia program was created with the objective of equipping Indian Forest Services to »» Leadership of the cross-government function effectively in a changing global scenario. implementation of the Taxpayer Accountability The sharing of experiences through this program Principles to strengthen accountability, creates opportunities to improve national, regional, promote cost control and ensure that public and international policies. sector entities operate in the best interest of taxpayers. BC Parks continues to collaborate with the »» Performance and financial management Vancouver Korean Hiking Club and has completed audits of ministry, agency and Crown successful volunteer projects including trail corporation programs and functions to help work, most recently on the Elsay Lake Trail in improve efficiency and ensure governance, Mount Seymour Provincial Park. Projects like management and control systems are these help to forge stronger ties with the Korean operating effectively. community in Vancouver, while enhancing the parks and raising awareness of both parks and »» Operation of the Government House and ethnic diversity. supervision of the BC Securities Commission, BC Lottery Corporation, Partnerships BC, and Real Estate Council of BC.

2016/17 REPORT ON MULTICULTURALISM [ 37 ] EXECUTIVE COMMITMENT »» The ministry’s Responsible Gambling TO MULTICULTURALISM Prevention Program is available in The ministry ensures policies and legislation are Tagalog, Visaya, Chavacano and Spanish consistent with the principles and objectives of in addition to the above noted languages. multiculturalism. It continually strives to modify Responsible Gambling services are modified and improve ministry programs and services to to complement each of the cultural groups ensure that they are supportive of B.C.’s multicul- identified by these languages. tural society. Executive are committed to a work The Responsible and Problem Gambling environment that values diversity and inclusive- »» program provides Indigenous services ness and supports a respectful work environment. provincially which is delivered by providers That includes providing services and publications with First Nations heritage. to the public in as many languages as possible in addition to English and fostering rich cultural »» The Problem Gambling Helpline offers services diversity in the make-up of the ministry workforce. in 13 different languages. The Responsible and Problem Gambling The Ministry of Finance Workforce Profile Report, »» program organized an international released April 2016, indicates representation of Indigenous Conference last fall in visible minorities at 22.5%, Aboriginal peoples 2.1% partnership with an organization out of and persons with disabilities 3.8% (self-reported). Washington State, USA. The report also indicates visible minorities are well represented in primary locations – Victoria 16.6 % »» The ministry continued recruitment outreach and Vancouver 41.4%. opportunities to diverse organizations in the community. KEY PROCESSES, POLICIES, Ministry-specific new employee orientation AND STRUCTURES IN SUPPORT »» sessions and materials include information on OF MULTICULTURALISM diversity and appreciation of differences. »» The ministry’s Taxpayer Fairness and Wellness and social events reflect the varied Service Code is based on the principle of »» interests of the ministry’s workforce, and are providing fair and equitable service that meets targeted to people of all ages and cultural the needs of all ministry clients. backgrounds. (e.g. Public Service week »» The ministry makes financial and program activities and picnic) information available in Chinese and Punjabi, Flexible work options are supported which and public affairs staff assist a wide range of »» respects employees’ needs while meeting ethnic media with queries about financial business requirements. issues and requests for interviews with the minister. The ministry stays informed on issues »» The ministry continued to include a diversity of importance to members of the multicultural lens on its leadership and supervisory community and promotes their participation development programs and incorporates in the annual budget consultation process. information and concepts in its sessions with all levels of employees. »» The ministry’s Gaming Policy and Enforcement Branch offers clinical counselling »» The ministry supports the corporate services in multiple languages including Aboriginal Youth Internship Program each Cantonese, Mandarin, Punjabi, Vietnamese, year including one intern in 2014/15, three and some First Nations languages. Interpreters in 2015/16, one in 2016/17 and recently are offered to clients receiving clinical services submitted one proposal for 2017/18 when there is no provider who speaks the awaiting approval. client’s first language.

[ 38 ] 2016/17 REPORT ON MULTICULTURALISM »» The ministry developed a comprehensive communications plan that includes a focus on Ministry of diversity concepts. »» The ministry participates in the Forests, Lands and Work-Able Graduate Internship Program with an opportunity in the Crown Agency Natural Resource Resource Office in 2015/16, and one intern in 2016/17 in the Corporate Services Division. Operations

HIGHLIGHTS OF INITIATIVES MANDATE »» French, Chinese and Punjabi translations of the As the natural resource sector’s largest agency, the 2017 budget consultation paper, and French, Ministry of Forests, Lands and Natural Resource Simplified Chinese, Traditional Chinese, Punjabi Operations is responsible for providing and Korean translations of the 2017 budget British Columbians with integrated access to a wide highlights brochure. range of natural resource management services.

»» The ministry provides services, programs, Anchored by the vision of economic prosperity consultations in several languages to meet the and environmental sustainability, the ministry needs of its diverse client base and citizens of aims to balance conservation of the province’s British Columbia. vast natural resources with appropriate public »» The ministry continued its support of and industrial uses. By combining administration the Aboriginal Youth Internship Program of policy and operations, we are able to ensure in 2016/17, providing an interesting and sustainable, long-term stewardship of forests, challenging assignment in Revenue Division. It lands, water, and wildlife while delivering stream- also supported the Work-Able Program with an lined, cost-effective services. internship in the Corporate Services Division. EXECUTIVE COMMITMENT »» The ministry has incorporated diversity and TO MULTICULTURALISM multiculturalism into its human resource The ministry is committed to building an orga- materials, programs, training, and employee nization that recognizes and celebrates diversity. communications, and will continue This includes fostering a corporate culture of this practice. diversity that is built on trust and respect, is free »» The ministry remains committed to following of barriers, and where government policies (such government hiring practices that are fair and as merit-based recruitment and hiring and intoler- equitable and based on the principles of merit. ance for discrimination and harassment) are adhered to. »» The ministry supports new employees requiring enhancement to language skills The executive team works to ensure diverse through Advanced ESL classes and provides perspectives are embedded into our workplace opportunities for employees to showcase their culture and approach to our programs, policies, heritage to others with presentations and and services. The ministry encourages inclusion other activities. by providing access to discrimination prevention course and diversity training opportunities for all levels of the organization.

2016/17 REPORT ON MULTICULTURALISM [ 39 ] KEY PROCESSES, POLICIES, PROVINCIAL HISTORIC AND STRUCTURES IN SUPPORT RECOGNITION PROGRAM: OF MULTICULTURALISM The Provincial Historic Recognition Program seeks The ministry reviews and evaluates policies, to identify and celebrate historic places for their programs and services continuously to ensure they diverse heritage values, with a goal to tell a more are fair, equitable and free of barriers. The ministry complete story of the people, places and events recognizes the many benefits of eliminating that have contributed to the development of discrimination from the workplace and continues British Columbia. to support programs on building diversity and respectful workplaces in the public service. It Recognition of historic places in all geographic upholds the standards of conduct and develops regions acknowledges the provinces’ diverse policies aimed to create an inclusive work environ- heritage value and strengthens British Columbia’s ment and to ensure compliance with the Charter of identity as a multicultural province, and is a key Rights and Freedoms, the Human Rights Code, and tool for ensuring that historic places continue the Multiculturalism Act. to contribute to community identity, economic health, and environmental stewardship. HIGHLIGHTS OF INITIATIVES NATURAL RESOURCE In 2016/2017, recognition focused on SECTOR TRANSFORMATION PLAN: Japanese Canadian Historic Places, and South Asian Embracing diversity as part of our corporate Canadian Historic Places. Overall 71 historic places culture is integral to the ministry’s ability to meet were provincially recognized. For 2017/2018, the citizens’ needs and expectations. The Natural Provincial Historic Recognition Program theme Resource Sector ministries began work on this in will focus on recognition of Francophone historic 2012. The purpose is twofold; internally to achieve places, reflecting Canada’s sesquicentennial as a more inclusive workplace culture and externally well as the fundamental role of the Francophone to ensure that our services meet the diverse needs community in British Columbia’s history. of our communities. FIRST NATIONS FORESTRY TRAINING PROGRAM: Having established a baseline understanding of British Columbia’s First Nations Forestry Training awareness of what diversity and inclusiveness is Program is an innovative and progressive model and using employee contributions to inform how of capacity building and employment training to move forward, a toolkit with practical aids to for First Nations to successfully enter B.C.’s forest build employee understanding and awareness economy. It was developed to provide Aboriginal has been developed. Diversity and inclusiveness is students with career opportunities and BC Timber showcased on the employee learning and devel- Sales with a path for succession planning and opment site and an inclusion tool helps evaluate relationship building. policies, programs and services to ensure the diverse needs of the citizens served are met. The partnering of the Ministry of Forests, Lands and Natural Resource Operations with The ministry remains focused on building aware- the First Nations Forestry Council, and the ness, accountability and embedding diversity Aboriginal Skills and Employment Training Strategy and inclusiveness into its culture by expanding resulted in funding for forestry students’ tuition dialogue to promote respect in the workplace. and living expenses and mentoring and employ- Respectful behaviour displays personal integrity ment opportunities across the province. Current and professionalism, practices fairness and under- funding levels allow for 10 students per year to standing, demonstrates respect for individual participate in the program. rights and differences, and encourages account- ability for one's actions.

[ 40 ] 2016/17 REPORT ON MULTICULTURALISM Mentoring by knowledgeable and enthusiastic staff and the provision of funding for expenses Ministry of Health relieves pressure from students and provides a welcome introduction to government and the MANDATE forest sector in which career aspirations can The Ministry of Health guides and enhances be realized. the province's health services to ensure British Columbians are supported in their efforts HIGHLIGHTS OF OTHER INITIATIVES: to maintain and improve their health. Protect and enhance the health care system while ensuring Ministry offices can provide services to the »» the best possible value for taxpayers in the context public in more than one language. of significant demand pressure. »» The South Coast Regional Operations office in Surrey can currently provide services in EXECUTIVE COMMITMENT 15 languages. TO MULTICULTURALISM The Ministry of Health (MoH) has overall FrontCounter BC, which operates 29 offices »» responsibility for ensuring quality, appropriate, across the province, has made pamphlets cost effective and timely health services for all in Punjabi and can produce materials in British Columbians. The ministry works with health additional languages upon request. authorities, care providers, agencies and other »» Staff participation in the Building Capacity groups to ensure care is provided to address the in Aboriginal Relations: We are all here to unique needs of patients and specific patient stay course groups. Health system values that guide policies, programs and services include: »» Training opportunities encouraging staff to eliminate racism and appreciate »» Citizen and patient focus, which respects the cultural diversity. needs and diversity of all British Columbians; »» Training on government policies prohibiting »» Equitable access to services delivered by discrimination in the workplace. government for all British Columbians; »» Continued employment of dedicated »» Access for all to quality health services; and Aboriginal fire unit crews. »» Appropriateness – providing the right service »» Ongoing participation in the Aboriginal Youth at the right time in the right setting. Internship Program. KEY PROCESSES, POLICIES, Training to First Nations in Crown land policies »» AND STRUCTURES IN SUPPORT and procedures. OF MULTICULTURALISM On an ongoing basis, the ministry invests in building cultural safety and humility to increase awareness and understanding among employees about the diverse cultural backgrounds of British Columbians, their unique health needs and service requirements. Following are some related ministry actions: »» The ministry takes the diversity among British Columbians and their health needs into account when developing strategies, policies and programs to address the needs of multicultural and Aboriginal populations.

2016/17 REPORT ON MULTICULTURALISM [ 41 ] »» Regional Health Authorities are required to »» The ministry promotes the look at the health of populations, including BC Public Service Agency’s online course the ethnocultural population in their detailed Building Capacity in Aboriginal Relations planning by geographic areas. and implemented its Aboriginal relations behavioural competencies. »» The Provincial Health Officer and the ministry regularly report on the progress »» In 2016–17 the ministry hosted three of the Tripartite Framework Agreement on interns as part of the Aboriginal Youth First Nations Health Governance and on the Internship Program and has applied to do so promotion of health of First Nations and again with the 2017–18 cohort. Aboriginal peoples in B.C. »» The ministry, through the »» On March 1, 2017, 23 health regulatory Public Health Service Agency (PHSA) San’Yas bodies declared their commitment to – Indigenous Cultural Competency, has making the health system more culturally supported nearly 900 staff to complete safe for First Nations and Aboriginal People. the training. Across the regional health In signing the Declaration of Commitment to authorities and PHSA, there are now over Cultural Safety and Humility in Health Services 18,750 additional health care workers with for First Nations and Aboriginal People in this training. British Columbia, B.C. health professionals The Health and Human Services (HHS) Library were first in Canada to make the pledge. The »» book and video acquisitions includes topics declaration was endorsed by the First Nations related to multicultural and multiracial Health Authority (FNHA) and the ministry. communities of British Columbia and Canada. »» The ministry reviews documents to ensure Examples from 2016–17 are: Principles of they include a culturally appropriate multicultural counseling and therapy; Assessing First Nations and Aboriginal perspective and and treating culturally diverse clients: a that urban Aboriginal and Métis population practical guide; Unsettling the settler within: health issues are considered when developing Indian residential schools, truth telling, and policies, strategies and programs. reconciliation in Canada; Addressing cultural complexities in practice: assessment, diagnosis, The ministry supports the First Nations »» and therapy; and Medicine unbundled: a Client File through the development journey through the minefields of indigenous of baseline measures in First Nations health care. programming and outcomes. »» The HHS Library provides learning sessions EMBRACING MULTICULTURALISM IN and short films/videos for employees, such OUR WORKPLACE as: Patient diversity: beyond the vital signs; Patrick's story: documentary; Unbreakable: one Ministry staff has diverse cultural backgrounds »» girl changing the world – The story of Malala; and speak a variety of languages, including and Indigenous healing and psychotherapeutic Afrikaans, Bosnian, Cantonese, Croatian, intervention: complicating the prospects for Dutch, English, Farsi, French, German, Hindi, integration and more is available at Diversity Hokkien, Italian, Mandarin, Malay, Malayalam, @ Work ministry web page. Portuguese, Punjabi, Romanian, Russian, Serbian, Shanghainese, Spanish, Tagalog and The ministry partners with multicultural and Tamil. Sharing of cultural backgrounds and Aboriginal organizations to promote health and experiences is part of the ministry’s inclusive well-being and serve the health needs of diverse culture and contributes to employees communities. Examples include: participating in culturally responsive services and regulations.

[ 42 ] 2016/17 REPORT ON MULTICULTURALISM »» The ministry works with PHSA to provide »» The Newcomer Immigrant Women’s Project ShapedownBC (a weight management seeks to better align health and settlement program for obese children) including a services to meet newcomer immigrant program designed for ethnic Chinese families women’s health and settlement needs. in Richmond. »» The Newcomer Women’s Health Clinic at »» Through the joint MoH-FNHA Project BC Women’s Hospital and Health Centre Board, 27 primary care projects are provides services to women who are new approved to directly address regionally arrivals to Canada. identified gaps in primary care access for Vancouver Coastal Health offers a Cross- First Nations communities. »» Cultural mental health clinic, bringing a mental »» With ministry and Canada Health Infoway’s health team of psychiatrists who provide support, the Cowichan Tribes’ personal culturally sensitive and language-specific health record pilot — the Mustimuhw Citizen psychiatric assessment and treatment. This Health Portal — launched July 2016 to clinic supports Cantonese, Farsi, French, Hindi, physicians and First Nations patients Hungarian, Japanese, Mandarin, Punjabi, across the Cowichan valley. With the aim Spanish, Russian, Urdu, and Vietnamese and of improving health outcomes for both a Hospital Interpreter Service is used for members of the Cowichan Tribes and other languages. others in the community, this portal Support is provided to Mental Health and provides patients with access to their health »» Substance Use Crisis Line network to use the information (e.g., physician consultation notes, Multilingual Community Interpreter Services. immunization records) and the ability to This service helps callers in a variety of communicate securely with their health care languages and in 2016-17, a total of 46 calls providers online (e.g., electronic consultation). and 1,103 minutes of support were provided in Spanish, Punjabi, Farsi, Mandarin, French, HIGHLIGHTS OF INITIATIVES Korean, Cantonese, and Arabic. Examples of ongoing and new programs: Through the Joint Standing Committee on Patients as Partners supports multicultural »» »» Rural Issues, the ministry, in partnership populations and organizations across with Doctors of BC, provides funding and British Columbia through funding governance support to the Practice Ready such programs as UVic Chronic Assessment program. This program streamlines Disease Self-Management Program, a pathway to assess internationally- Diabetes Self-Management Program, educated family physicians for licensure Family Caregivers of BC, Pain BC, Centre for in British Columbia. From this program, Collaboration, Motivation and Innovation and 55 physicians are now practicing in 33 UBC Intercultural Online Health Network. This communities across B.C. and bring a unique funding facilitates education about chronic multicultural experience to communities. disease self-management in Punjabi, Chinese and Aboriginal populations (including »» Provision of support for the BC Emergency in-person workshops and forums); the Health Services initiative to increase translation of resources into other languages; emergency medical service professionals and the creation of training materials (e.g., in First Nations communities by delivering videos and webcasts) related to health licensing examination sessions in rural and literacy and diversity. remote areas across B.C.

2016/17 REPORT ON MULTICULTURALISM [ 43 ] »» A provincial parental print publications review »» Every three years, the ministry releases a showed they are highly valued by health provincial report detailing visual dental care providers and families and highlighted survey results of kindergarten children in all both their need within specific groups B.C. schools (including First Nations schools). and opportunities to create translated and Developed collaboratively with tripartite culturally competent versions. partners and First Nations communities, the Healthy Smiles for Life, BC’s First Nations and The Mental Health Review Board panel »» Aboriginal Oral Health Strategy. members are trained and funded to accommodate patients language needs at »» Working with FNHA to implement the hearings, as requested or suggested by the maternal and child health actions in the patient’s advocate, the hospital representative Transformative Change Accord: Tripartite First or ministry staff. Nations Health Plan, as well as other key health actions intended to advance the health of Funding support of language translation »» pregnant women, children and their families. A services for patients and their families provided key initiative is the Doulas for Aboriginal Families through Provincial Language Services of Grant Program delivered by the BC Association the PHSA. of Aboriginal Friendship Centres, with 121 »» The ministry’s Patient and Client Relations approved doulas participating and doula Unit and the Patient Care Quality Review services to over 500 aboriginal families in B.C. Boards contract with the Provincial Language Exploring options to expand the Service to ensure that British Columbians »» General Health Information Sharing can raise concerns about their care in over Agreement to cover the FNHA and its 150 languages. relationship with the health authorities. »» Registration services for Fair PharmaCare offered in Mandarin, Cantonese, French, A number of ministry resources (from phone Punjabi and English through Health Insurance to Internet) were translated into multiple BC’s Contact Centre. languages, including: »» Provision of funding support for BC School »» Workbooks to help food processors develop Fruit and Vegetable Nutritional Program and their food safety and food sanitation plans, as Farm to School BC (includes First Nations required under the Food Premises Regulation, schools), Food Skills for Families program that were translated into Korean, Chinese teaches cooking and healthy eating skills and Punjabi. respecting multicultural, new immigrant and Resources for seniors were translated Aboriginal families diversity. »» into various languages including the »» Provision of funding for The Farmers’ BC Seniors Guide and the Healthy Eating Market Nutrition Coupon Program provides for Seniors Handbook are available in coupons for B.C. produced healthy foods for Punjabi, French and Chinese and the Seniors’ low income pregnant women, families and Falls Can Be Prevented brochure is in both seniors from diverse backgrounds. Chinese and Punjabi. »» With the BC Association of »» HealthLink BC provides non-emergency health Aboriginal Friendship Centres, the ministry information for residents in more than 130 is leading a working group on First Nations, languages through healthlinkbc.ca and 8-1-1 Métis, Inuit and Aboriginal women’s and phone services. It also has the BC HealthGuide girls’ health to refine priorities and actions to Handbook translated and other culturally advance health of women and girls across B.C. adapted materials (including Aboriginal people).

[ 44 ] 2016/17 REPORT ON MULTICULTURALISM »» Inclusion of multicultural visuals and stories on healthyfamiliesbc.ca and related social media Ministry of channels and translated breastfeeding web articles in Chinese and Punjabi. International Trade »» QuitNow service that is designed to help people quit smoking offers phone coaching and Minister translation services in 350 languages, including Aboriginal languages. Other materials like a QuitNow rack card is available in English, Responsible for Chinese, Punjabi, Korean and French and the Help Fathers Quit, is in French and Chinese. Asia Pacific »» The Vital Statistics Agency has translated FAQs for Online Birth Registration in German, Strategy and Chinese, Punjabi, and Tagalog. Multiculturalism »» Information pamphlets and tear-off pads about the BC Services Card available in MANDATE Punjabi, French and Chinese. Both Health The Ministry of International Trade and Responsible Insurance BC and ICBC provide related for Asia Pacific Strategy and Multiculturalism multilingual customer service. pursues strategic opportunities to promote »» The Journey to Perinatal Wellbeing: e Tools and British Columbia internationally as a preferred Resources to Identify and Support Women with place to invest and do business. This is Perinatal Depression and Anxiety resource achieved by delivering services that accelerate was developed with BC Reproductive British Columbia’s exports, attract strategic invest- Mental Health Program, PHSA and BC Council ments including international offices, develop for Families, Pacific Post-Partum Support international partnerships, and increase aware- Society and health authorities. The resource ness of B.C.’s competitive advantages, as well as helps health care providers deliver culturally negotiating and managing trade agreements and safe and responsive care, including perinatal delivery of venture capital programs. depression screening in multiple languages. The ministry also promotes the benefits of B.C.’s diverse cultures and connects communities with services to eliminate racism and foster the full and free participation of all British Columbians in the economic, social, cultural and political life of British Columbia. These efforts promote economic prosperity in communities across the province while simultaneously positioning the province for long-term growth and creating jobs for British Columbians.

Specifically, the ministry works to: »» Open and expand priority markets for B.C. goods and services, particularly in Asia, Europe and the United States, and to engage B.C. exporters in new opportunities;

2016/17 REPORT ON MULTICULTURALISM [ 45 ] »» Attract strategic investments to B.C.’s The program includes sessions focused on fair and priority sectors that create jobs and transparent hiring practices, effective communica- grow competitiveness; tion and valuing diversity. Sessions are offered in multiple cities and through web-based technology Leverage investment capital programs »» to ensure access to all ministry staff. (venture capital and infrastructure) to support a competitive business environment; and The ability to embrace diversity within the organi- »» Promote the value of diversity and zation is foundational to engaging communities inclusiveness in B.C. communities. and organizations in promoting multiculturalism across British Columbia. It also is an important The ministry has an oversight role for the quality for building effective relationships with following Crown agencies: the BC Immigrant international partners and potential investors. Investment Fund and its subsidiary the BC Renaissance Capital Fund, Forestry Innovation KEY PROCESSES, POLICIES, Investment, and British Columbia Trade and AND STRUCTURES IN SUPPORT Invest Ltd. OF MULTICULTURALISM To foster a work environment that values EXECUTIVE COMMITMENT TO individual and cultural differences, ministry MULTICULTURALISM employees continue to be supported to partici- The ministry’s executive is dedicated to demon- pate in a respectful work environment that is strating leadership and accountability on free of discrimination. multicultural issues in a number of ways. The ministry recognizes that a rich multicultural society The ministry team is highly representative of the helps nurture acceptance, understanding and multicultural communities that make up B.C., mutual respect. Diversity, increased participa- which contributes to a strong internal culture of tion and engagement by all cultures are vitally diversity. For example, within the ministry, over important to create a strong and vibrant social and 50% of staff can communicate fluently in one or economic future for all British Columbians. more languages other than English. The following 34 languages are spoken by ministry staff: Bahasa, The ministry is committed to building an organiza- Bengali, Cantonese, Chichewa (African Dialect), tion that recognizes and celebrates diversity. This Dari, Dutch, Farsi (Persian), Finnish, French, Fukien includes fostering a corporate culture of diversity (Chinese Dialect), German, Gujarati (Indian Dialect), that is built on trust and respect, is free of barriers, Hakka (Chinese Dialect), Hindi, Hungarian, and where government policies (such as merit- Italian, Japanese, Korean, Mandarin, Marathi based recruitment and hiring and intolerance for (Indian Dialect), Nepali, Polish, Punjabi, Romanian, discrimination and harassment) are adhered to. Russian, Serbian, Shanghai (Chinese Dialect), Spanish, Swedish, Tagalog, Tamil (Indian Dialect), The ministry encourages inclusion by providing Thai, Urdu and Vietnamese. access to discrimination prevention courses and diversity training opportunities for all The ministry has staff dedicated to managing levels of the organization. The ministry also and attracting foreign companies to invest in supports participation in the Economy Sector’s First Nation businesses; providing support to Professional Development Program and group investors; developing key exporter and industry mentoring, which is designed to contribute to stakeholder relationships, as well as delivering an inclusive workplace by offering workshops on export programs that assist First Nation businesses topics identified by ministry staff. to expand their international business activities.

[ 46 ] 2016/17 REPORT ON MULTICULTURALISM The ministry also supports National Aboriginal »» Growing the international demand for Day with internal communications and materials B.C. wood products was supported by the available for employees, as well as sponsoring largest shipment of mass timber from B.C. to Multiculturalism Week activities across the prov- India. This was an opportunity to leverage ince. This provides an important opportunity to the advantages of B.C.’s lumber industry celebrate the province’s rich diversity and distinct to a key international lumber market in cultural perspectives. support of expanded trade and investment in the province. HIGHLIGHTS OF INITIATIVES TRADE AND INVESTMENT MULTICULTURALISM The ministry provides resources and tools to foreign AND ANTI-RACISM investors, international buyers and other govern- The ministry is committed to build a society in B.C. ments to drive international trade and investment. free from all forms of racism and from conflict and discrimination based on race, cultural heritage, The ministry’s provincial and international »» religion, ethnicity, ancestry and place of origin. offices, websites, telephone lines, and customer support services operate as portals to a »» The Multicultural Advisory Council (MAC) is diverse range of stakeholders, using numerous a legislated body created to provide advice multilingual formats to deliver services. to the Minister for Multiculturalism on issues related to multiculturalism and anti- The ministry and the Korea Importers »» racism. The MAC contributes to the ministry Association signed a memorandum supporting a range of initiatives that promote of understanding that recognizes the multiculturalism and challenge racism. significant trade opportunities created by the Canada-Korea Free Trade Agreement. This »» The ministry’s service portal Multiculturalism expands B.C’s trade relationship with Korea to and Antiracism: Our Diversity is Our Identity attract investment, and diversify and increase provides current information and resources. economic activity and job creation throughout The ministry’s Multiculturalism Grants Program the province. Additionally, it opens new markets »» supports cultural expression and anti-racism for B.C. businesses in Korea. programs and projects that raise awareness »» Ten B.C. mobile gaming companies about or enhance B.C.'s multicultural identity. promoted their products and services on Over 100 community organizations across B.C. the international stage at the Pocket Gamer received a total of $300,000 in multiculturalism Connects conference in London, England. grants. Funding was used to help celebrate This international conference provided an B.C.’s rich multicultural heritage, as well opportunity to showcase B.C.’s talented and as promote diversity and inclusiveness. A diverse technology sector. program aiding seniors from different cultural groups to connect with one another through B.C. agrifoods companies presented their »» activities such as dancing and cooking is an goods at the Hong Kong Trade Development example of how the multiculturalism grants Council Food Expo; Asia’s largest consumer food were used. industry event. Participating B.C. companies had the opportunity to showcase their culturally »» The ministry supports the diverse and specialized products, and to B.C. Multicultural Awards, which is an establish new customers from more than 20,000 annual event to recognize and honour the global food product buyers from Hong Kong, multicultural accomplishments of individuals, Mainland China, Japan, South Korea, Taiwan, organizations and businesses in the province. Europe and other international markets. The awards celebrate and applaud B.C.’s diversity and multicultural communities.

2016/17 REPORT ON MULTICULTURALISM [ 47 ] »» In support of challenging racism and »» To achieve government’s commitment celebrating diversity, the ministry awarded to address historical wrongs against more than $200,000 in funding for anti- Chinese Canadians, the Minister introduced racism networks. Funds were distributed to the new Discriminatory Provisions 33 organizations located in communities (Historical Wrongs) Repeal Act, which was throughout the province. passed by the legislature and officially placed into law. »» For the first time, the Province of British Columbia proclaimed October 30 to »» B.C.’s first-ever computerized inventory of November 5, 2016 as “Punjabi Literature Week”. Chinese historical records and artifacts is During this week the prestigious Dhahan Prize now complete, giving easy access to anyone for Punjabi Literature was awarded, which interested in learning more about the rich celebrates the rich culture and transnational cultural history of Chinese Canadians in B.C. heritage of Punjabi language and literature. Both the Minister and Premier honoured This is a significant component of B.C.’s large »» Chinese-Canadian ancestors as part of the and diverse multicultural community. Qingming Festival (also known as Tomb- sweeping Day). The festival provides an LEGACY PROJECTS opportunity to visit the burial sites of ancestors Legacy projects exemplify government’s pledge and celebrate their memory. to honour the apology for historical wrongs committed against B.C.’s Chinese-Canadian »» A commemorative monument was unveiled community by prior provincial government in the historic Cumberland Chinese legislation and policy. The legacy projects are the Cemetery Commemorative, and plaques were result and inspiration of the Chinese Historical unveiled in Barkerville, Ashcroft and , Wrongs Consultation Process. The projects are to officially recognize the contributions diverse, broad in scope and provide a meaningful of Chinese Canadians to B.C.’s rich cultural, legacy for all British Columbians. historical and economic mosaic.

»» The Chinese Legacy website (http://bit.ly/2zi5WdF) offers resources that document the history of the discrimination, chronicle the consultation process and formal Apology in the Legislature, and provide updates on the many legacy initiatives that highlight the substantial contributions Chinese Canadians have made to the culture, history and economic prosperity of our province. Most of all, the website tells the stories of hundreds of Chinese Canadians who, despite being subjected to discrimination, persevered with grace and dignity to help make B.C. the diverse and innovative place that it is today. »» The ministry supports the Legacy Initiatives Advisory Council with a mandate to support and advise government on the implementation and recommendations made in the Chinese Historical Wrongs Consultation Final Report.

[ 48 ] 2016/17 REPORT ON MULTICULTURALISM EXECUTIVE COMMITMENT TO Ministry of Jobs, MULTICULTURALISM The ministry’s executive is committed to promoting cultural diversity and to providing a Tourism and respectful environment, free from discrimination and harassment. Cultural diversity, increased Skills Training participation and engagement by all cultures are vitally important to create a strong and and Minister vibrant social and economic future for all Responsible British Columbians. The ministry supports initiatives that create a culturally diverse workforce through the provi- for Labour sion of discrimination prevention training and onboarding, and orientation to the Standards of MANDATE Conduct to new employees. The Ministry of Jobs, Tourism and Skills Training and Minister Responsible for Labour manages key lines of Across the province, employees are encouraged government services that help support and maintain to recognize and value the multicultural environ- the strong and diverse economy that British Columbians ment in which they work and live. The ministry need for long-term prosperity. Its programs promote fosters an inclusive workplace through its support a supportive and attractive business and investment of the Economy Sector Professional Development environment; maximize investment potential in commu- Program, which offers workshops on topics identi- nities across B.C.; develop a skilled labour force that is fied by ministry staff, including sessions on fair and ready to meet the challenges of expanding industries; transparent hiring practices, effective communica- foster thriving business, tourism and creative sectors; tion and empowerment. These were offered in and support workplaces that are safe, healthy and fair. multiple cities and also in a web-based format to maximize access to staff across the province. The The ministry works closely with the Ministries ministry also introduced a personality assessment of Education and Advanced Education, tool that focuses on valuing diversity. Aboriginal Relations and Reconciliation and Social Development and Social Innovation to imple- KEY PROCESSES, POLICIES, AND ment B.C.’s Skills for Jobs Blueprint—government’s STRUCTURES IN SUPPORT OF comprehensive strategy to re-engineer B.C.’s education MULTICULTURALISM and apprenticeship systems. Additionally, the ministry The ministry recognizes the wide-ranging collaborates with government, industry and communi- social and economic benefits associated ties to help advance government’s liquefied natural gas with multiculturalism. (LNG) agenda. A strong commitment is made to providing The ministry also plays a key role in implementing the information about provincial programs and #BCTECH Strategy, with an ongoing focus on deepening opportunities in multiple languages and B.C.’s technology talent pool. The technology sector is culturally-appropriate formats, whether for a key driver of growth for the B.C. economy, with more newcomers, visitors or those considering coming than 100,000 jobs that pay wages 75% more than the to B.C. to settle, work or invest. For example, B.C. average. B.C.’s world-class high tech clusters in areas ministry employees are reflective of B.C.’s diver- such as information and communications technology, sity and are able to provide services in over 20 clean-tech, engineering, life sciences, and digital media different languages. are driving the need for a workforce that is more creative and skilled than ever before.

2016/17 REPORT ON MULTICULTURALISM [ 49 ] The ministry also continues its support for the CULTURAL TOURISM AND Aboriginal Youth Internship Program, which ECONOMIC DEVELOPMENT provides opportunities to help Aboriginal youth The ministry works to foster and promote B.C.’s cultural build professional skills and networks, develop assets by supporting multicultural businesses and their leadership skills and share their culture and economic development opportunities. Resources are practices with others. also provided to grow cultural tourism, which helps to preserve culture and benefit communities. HIGHLIGHTS OF INITIATIVES »» The bilingual B.C. Économusée network of nine The Cross-Sector Initiatives Branch of the unique “artisans at work” tourism businesses Economic Development Division supported two highlights the artisanal production of agricultural, interns from the Aboriginal Youth Internship Program. craft and art products to potential visitors, in both English and French. With support from the federal and provincial governments, up to 32 Aboriginal residents from the »» Since the summer of 2016 the Toquaht First Metro Vancouver area received training for welding Nation has been part of South Central and metal fabrication jobs. Fully-funded training at Vancouver Island destination development the British Columbia Institute of Technology (BCIT) planning led by Destination BC and was provided by the Province’s Employment Services Tourism Association of Vancouver Island. and Supports (ESS) program under the Huu-ay-aht members also met with regional Canada-B.C. Job Fund. ESS funds a wide range of tourism staff to learn about the program. training, from job readiness and essential skills to Destination development is strategically planning entrepreneurial and trades training for unemployed and developing defined areas to enhance the or employed low-skilled, non-EI eligible individuals, delivery of product experiences and increase of the including Aboriginal people and immigrants. long-term competitiveness of destinations. »» Small business program resources and services The ministry provided high-priority response to the continued to be made available in multiple severe humanitarian crisis in Syria including the languages through websites, telephone initiation of a cross-government working group on lines, program guides, videos and customer refugee employment. The working group focused support services. on leveraging various programs — ranging from WorkBC Centres, the Canada Job Grant, and the ABORIGINAL ECONOMIC DEVELOPMENT Adult Education Grant — to support refugee job readiness. Through the ministry’s Refugee Readiness »» The BC Jobs Plan 5-Year Update includes a Spotlight Fund, and in partnership with the settlement sector on Aboriginal Peoples and First that provides services related to immigration, resettle- Nations that highlights the key role that Indigenous ment and migration, new resources and services were peoples play in the provincial economy, supporting established. Resources in Arabic and English were a province-wide approach to sustainable, forward- developed, outreach services to stakeholders across looking economic development. B.C. were established, and an application process »» Continued to foster partnerships between that includes both in-person group support and Aboriginal peoples, local government, sector phone based services with translation. The Arabic organizations (e.g. mountain biking groups), and resources available on the WelcomeBC.ca website industry, including collaboration at the provincial have been enhanced and there is increased capacity level through the work of the Aboriginal Business at WorkBC Centres to serve Arabic speaking clients. and Investment Council (ABIC). ABIC’s mandate is to help improve Aboriginal participation WorkBC Centres provided services to more than in the economy and promote economic 200 Syrian refugees and about 75% of those who certainty by encouraging economic growth in completed the program have found employment. Aboriginal communities.

[ 50 ] 2016/17 REPORT ON MULTICULTURALISM »» ABIC’s website was refreshed to better support »» Three Labour Market Partnership Projects with Aboriginal entrepreneurs, First Nations an Aboriginal focus were initiated, including communities, and industry looking to work with projects focusing on research of community- First Nations. The site is optimized for mobile use based solutions, employment opportunities and includes resource links, Aboriginal business in proposed natural gas pipelines; and listings, success stories, and video profiles. development of an Enhanced Construction Craft Worker Foundation Program. »» Created six new ABIC videos to support First Nations business development and »» The Province, through Destination BC, is promote partnerships with industry. Three new providing the Aboriginal Tourism Association of “working with” videos highlight positive working BC with $3 million over three years to maintain relationships between businesses and First Nations, its role as a one-stop resource for Aboriginal and three “success story” videos showcase entrepreneurs and communities operating or successful First Nations owned businesses. starting a tourism business. Transitioned the First Nations Economic »» LABOUR MARKET INFORMATION AND Development Database (FNEDD) into the new WORKFORCE DEVELOPMENT AND IMMIGRATION Aboriginal Business Listings (ABL). ABL contains The ministry provides support and assistance over 1200 Aboriginal businesses from across to attract immigrants, including skilled workers, the province. entrepreneurs, and students, and to facilitate their »» Hosted an economic development forum successful integration. at the 2016 B.C. Cabinet and First Nations Enhancements were made to economic Leaders’ Gathering, ABIC, in partnership with the »» immigration through the BC Provincial Business Council of BC (BCBC). The forum brought Nominee Program (PNP), including steps together First Nations Chiefs, Councillors, and to address a large inventory of applications business leaders to discuss important economic resulting from federal changes to immigration. development issues, such as First Nations to These include additional staff, improved industry relations. processing and a new online application system. The Industry Training Authority provided programs »» BC Settlement and Integration Services provided and funding to support Aboriginal skills and trades »» support and services to newcomer clients who training, such as the Aboriginals in Trades Training are not eligible for federal settlement services, Program, hands-on support for apprentices and including temporary foreign workers, provincial employers through 15 apprentice advisors, and nominees awaiting permanent residence release of the updated Aboriginal Initiatives approval, refugee claimants, international Skills Training Plan. students and naturalized citizens. Funding of over $762 000 was committed for eight »» $1.12M was invested in projects to enhance Project Based Training Program projects specifically »» credential recognition for internationally trained focused on skills training for Aboriginal people, workers arriving in B.C., including funding for with a target commitment of more than 115 regulators to improve assessment processes Aboriginal participants in a variety of programs in and for industry associations to create new high-demand occupations. employer tools. In partnership with regional First Nations »» The WelcomeBC website was updated and organizations, the ministry delivered seven »» refreshed to enhance usability, and can now Aboriginal Community Economic Development be viewed on mobile devices, is supported by Foundations workshops to help Aboriginal social media on Facebook, and has enhanced communities expand their economic development content for prospective immigrants in up to knowledge and capacity. 14 languages.

2016/17 REPORT ON MULTICULTURALISM [ 51 ] [ 52 ] 2016/17 REPORT ON MULTICULTURALISM »» Information and support was provided »» The Workers’ Advisers Office (WAO) continued through WelcomeBC events, with 11,200 to provide factsheets in three languages attendees, to facilitate labour market and has plans to update and add additional attachment of newcomers. Information translated materials. The WAO also administers was also provided on foreign qualifications Start a New Inquiry, which helps clients request recognition and job profiles for immigrants. advice and assistance via an online application form. Discussions have begun to provide this Multilingual publications and videos continued »» service in three other languages. to be offered, such as the BC Newcomer’s Guide videos, in 14 different languages. »» Both the WAO and the EAO utilized WorkSafeBC’s Language Line, which allows SAFE AND HEALTHY WORKPLACES both organizations to provide services in Another key goal of the ministry is to ensure that over 40 languages to injured workers and B.C. has safe, healthy and fair workplaces, where employers in B.C. employers and workers contribute to economic growth and prosperity. ÉCONOMUSÉE® ARTISANS AT WORK »» The Employment Standards Branch (ESB) worked with the Mexican Consulate to present Travel experiences are enhanced when information on employment standards in a visitor connects with the people and B.C. to Seasonal Agricultural Worker Program products that are unique to a community. employers and workers. ÉCONOMUSÉE® Artisans At Work are local entrepreneurs who use their businesses Information sessions were held by the ESB for »» to educate visitors about their authentic new immigrant workers, temporary foreign products by sharing their traditional skills workers and their employers, multicultural and knowledge and highlighting innovative groups and business owners. contributions to their craft. Literally a ‘living »» The Employers’ Advisers Office (EAO) museum’, it is a rich cultural learning experi- undertook new initiatives to increase ence for visitors interacting with artisans at employers’ access to services. In the work and experiencing their wares. Lower Mainland, the EAO offered Punjabi services to callers on the EAO duty line, The Province of British Columbia, Island Coast conducted an information session for Punjabi Economic Trust and others are providing accountants, and worked with WorkSafeBC ongoing funding to create a network of to direct-refer employers with occupational artisans and craftspeople who use a high health and safety (OHS) issues to its standard of interpretation materials to turn Punjabi-speaking staff. their operations into a tourist-friendly mix of production, retail sales and displays in both of In the Interior and Northern regions, the »» Canada’s official languages. EAO provided a series of four on-site OHS training sessions to the Moberly Lake Artisans that are already part of Band/Salteau First Nation. The EAO also ÉCONOMUSÉE® Artisans At Work produce presented at the Aboriginal Human local, authentic products such as beer, spirits, Resources Symposium in Kamloops mead, cider, herbs and essential oils. To learn and delivered a training session at the more about this innovative sector visit National Aboriginal Opportunities Conference www.bc.economusee.com. in Prince Rupert.

2016/17 REPORT ON MULTICULTURALISM [ 53 ] Grey Text: Ministry of Public Safety and Ministry of Justice Solicitor General and the Ministry of Blue Text: Ministry of Justice Public Safety and »» Civil Forfeiture »» Correctional services Solicitor General »» Court services Law enforcement MANDATE »» The Ministry of Justice and the Ministry of »» Law reform Public Safety and Solicitor General work Prosecution services together to administer justice, deliver public »» safety services and programs, and provide »» Restorative justice legal services to government. They accom- plish this through dedicated and professional »» Victim services staff, innovation and service excellence in fulfilling the following responsibilities: »» Coroners service »» Crime prevention »» Criminal record checks »» Policing ADMINISTRATION Regulation of private security industry OF JUSTICE »» »» Road safety

»» Administrative, civil and family justice services Consumer protection PROTECTION PUBLIC »» OF RIGHTS SAFETY »» Family maintenance enforcement »» Legal advice and services to government »» Legal aid »» Protection and promotion of human rights

EXECUTIVE COMMITMENT The executive teams lead the ministries in the TO MULTICULTURALISM commitment to multiculturalism, and a diversity The Ministry of Justice and the Ministry of competency has been integrated in performance Public Safety and Solicitor General work continu- expectations of all supervisors and managers, ously to update and improve programs and services as published on the Supervisory Learning and to ensure they are delivered equitably and in a way Development website. Beyond a commitment to that reflects sensitivity towards multiculturalism, multiculturalism, the ministries understand the and to ensure compliance with the Charter of Rights additional need to address the impact of historical and Freedoms, the Human Rights Code and the and contemporary policies that have had a devas- Multiculturalism Act. tating impact on Indigenous peoples in B.C.

[ 54 ] 2016/17 REPORT ON MULTICULTURALISM The ministries are actively updating and improving The following section of the report highlights the policies, practice, and programs to address over- many examples of the ministries’ diverse initiatives, representation of Indigenous peoples in the including partnerships with stakeholders and criminal justice system, and we have embarked other organizations that support multiculturalism on the development and implementation of throughout the province. Indigenous Cultural Safety Training. HIGHLIGHTS OF INITIATIVES: The ministries have demonstrated a commitment MINISTRY OF JUSTICE to building a representative public service and COURT SERVICES BRANCH regularly review hiring practices to ensure the The Court Services Branch maintains recruitment process is fair and transparent. The »» multilingual forms and brochures. ministries also maintain an inclusive approach to hiring by ensuring that hiring materials attract »» Court administrative and sheriff services talented people with a mix of backgrounds, are provided to First Nations Courts in experience and perspectives. A diverse workforce New Westminster, North Vancouver, Kamloops enables a better understanding in order to meet and Duncan. the needs of all British Columbians. »» The branch maintains a pool of over 200 court interpreters who provide interpretation KEY PROCESSES, POLICIES, services at criminal, youth, traffic, and family AND STRUCTURES IN SUPPORT court hearings, in over 50 spoken languages as OF MULTICULTURALISM well as visual language interpreters for the deaf The Ministry of Justice and the Ministry of and hard of hearing. Public Safety and Solicitor General acknowledge the unique needs of Indigenous peoples and the »» Criminal and youth court proceedings are importance of supporting culturally relevant poli- conducted upon request in French or in cies, programs and services to address these needs. bilingual French/English at any location. Also recognized is the importance of building Supreme Court proceedings where a French strong relationships with Indigenous leaders and speaking jury is required are conducted in communities to improve health and well-being New Westminster where a bilingual jury outcomes for Indigenous peoples in B.C. panellist pool is available. The Violation Ticket Centre’s automated The Ministry of Justice and the Ministry of »» telephone system includes client information Public Safety and Solicitor General value diversity in multiple languages. in the workplace where individuals are treated with respect and can work without discrimination. »» The branch successfully worked with the The ministries ensure cultural competencies are Tsawwassen First Nation to finalize the built into hiring processes. Tsawwassen First Nation Final Agreement, which came into effect on April 3, 2009. The branch The ministries are made up of talented and diverse continues to work with the First Nation in teams that provide services to the people of implementing their treaty by facilitating British Columbia. The ministries also work with civil and criminal matters arising under stakeholders to ensure that policy and program Tsawwassen Law to be heard in B.C. courts. development reflects the diversity of the province. This implementation represents an historic Over the past fiscal year, over 500 employees in the moment in the evolution of the justice system Justice and Public Safety Sector completed training in British Columbia, particularly with respect related to respect and diversity. to the province’s court system, laws and legal processes of a self-governing First Nation.

2016/17 REPORT ON MULTICULTURALISM [ 55 ] »» Court Services maintains a database of French- CRIMINAL JUSTICE BRANCH speaking potential jurors in B.C. The branch »» The Criminal Justice Branch diversity strategy continues to explore opportunities to promote promotes awareness of diversity and and expand the database. inclusiveness in the branch, develops best »» The branch supports the Registry of the practices, and ensures consistency with the Specific Claims Tribunal in the provision broader initiative to promote the importance of administrative support services to the of diversity and inclusiveness within the Supreme Court of British Columbia justices Ministry of Justice and the B.C. Public Service. when assigned to the Specific Claims Tribunal. The ultimate goal of the strategy is to better The Specific Claims Tribunal is an initiative of understand, respond to, and reflect the the federal government, which is working to communities served. Work under this initiative accelerate the resolution of specific claims includes: ensuring branch publications, in order to provide justice for First Nations especially recruitment and retention materials, claimants and certainty for government appropriately reflect inclusive language; and industry. professional development training on cultural awareness; and translation of branch »» A key course in the court administration publications whenever possible. training program is “Self Wellness and Client Service”, which includes appreciating »» With the introduction of the federal diversity in the workplace. Canadian Victims Bill of Rights, the branch collaborated with justice partners to update »» The branch has developed and implemented the Victim Impact Statement, the Statement policy that permits practising members of the on Restitution, and their related Guides, which Sikh faith to wear kirpans in public areas of were translated into nine languages and are courthouses subject to various assessments now publicly available on the branch’s website. and procedures.

[ 56 ] 2016/17 REPORT ON MULTICULTURALISM »» The branch developed specialized training for ºº Maintains Crown counsel policies to both administrative staff and Crown counsel to specifically address concerns regarding support French-language prosecutions. hate crimes (HAT 1) and vulnerable victims and witnesses (VUL 1). »» In addition, as in previous years, the branch:

ºº Maintains information sheets regarding JUSTICE SERVICES BRANCH the role of B.C.’s prosecution service and the role of Crown counsel that are trans- »» The Child Protection Mediation Program lated into nine languages and are publicly provides brochures in Chinese, Filipino, available on the branch’s website; French, Korean, Persian, Punjabi, Spanish and Vietnamese languages. In addition, ºº Uses language that promotes interpretation services and cultural supports multiculturalism, diversity and inclu- are used in child protection mediation, where siveness in all branch internal and necessary, to support participation and external communications; accessibility for the diverse needs of ethnic ºº Actively participates in First Nations groups in B.C. Courts (in New Westminster, Duncan, More than a quarter of the mediators on North Vancouver and Kamloops), which »» the child protection roster self-identify are a community-based, less formal as Indigenous, the result of concerted court process for accused who identify effort to increase capacity to better serve as First Nations. The sentencing process Indigenous communities. generally involves the development of a holistic “healing plan” for the offender that »» The Parenting After Separation Program (a free aims to address the underlying causes seminar to inform parents about the effect of of crime; divorce and separation on children) is offered ºº Provides specialist legal advice to police online in English, Mandarin and Punjabi. A and Crown counsel across the province handbook for parents is also available in working on cases of criminal activity English, French, Chinese and Punjabi. motivated by bigotry, intolerance, bias, »» Family Justice Services Division local offices prejudice, or hate; and maintenance enforcement outreach ºº Maintains a liaison with the staff make concerted efforts to liaise and Vancouver Police coordinate with immigrant-serving agencies Department Diversity Policing Section; within their communities. ºº Staffs a French-language »» Multilingual family justice mediation services prosecutions team; are offered through the assistance of ºº Supports alternative measures programs interpretive services. In addition, family justice that recognize the traditional values and centres carry materials that are available in a customs of Indigenous communities and number of languages. have been authorized under section 717 of »» Multilingual staff provide information the Criminal Code; and services in a variety of languages ºº Contributes to a cross-ministry, multi- to parents who are provided support lingual website explaining the criminal enforcement services. justice system in B.C.; »» The Civil Resolution Tribunal (CRT), Canada’s ºº Publishes the Crown Counsel Policy on first online tribunal, has been in operation Spousal Violence (SPO 1) in multiple since July 2016. It provides service in languages; and 200 languages as an integral part of the service model.

2016/17 REPORT ON MULTICULTURALISM [ 57 ] »» The branch provides funding to Legal Services ºº Indigenous staff in its intake department Society (LSS). Other funding is provided and an Indigenous services manager; by non-government entities, such as ºº Indigenous community legal workers in the Law Foundation, in support of LSS’s Duncan and who can assist with multiculturalism-related initiatives. LSS delivers legal information and advice, support for public legal education and information, and a meetings with MCFD staff, assistance with significant number of LSS materials have been legal forms, etc.; translated into a variety of languages, including Chinese, Farsi, French, Japanese, Korean, Punjabi, ºº Indigenous law publications and a website Spanish, Vietnamese, Russian, Arabic and Polish. for LSS’s Indigenous services; Legal information is also provided through ºº Duty counsel and support from Elders in interpreters and translation services in many First Nations Courts; languages; ethno-cultural media outlets such as ºº Approximately 80 Gladue reports radio and newspapers; and many public legal completed each year; and education and information programs have been ºº Medical-legal partnerships at two Vancouver tailored for First Nations audiences. clinics that serve Indigenous women. »» LSS helps Indigenous people resolve their legal At the national level, Justice Services Branch problems in ways that recognize their unique »» facilitates and coordinates British Columbia’s needs and cultures. Although Indigenous participation in federal/provincial/territorial (FPT) people make up less than six per cent of B.C.’s criminal justice reform and justice and public population, they constitute about 30% of legal safety policy discussions. As part of this work, the aid clients who are referred for representation branch led the development of an FPT justice by a lawyer. In child protection matters, more framework to address the issue of violence against than 40% of clients receiving representation Indigenous women and girls, which was publicly services are Indigenous. released in January 2016. B.C. has also participated »» This year, LSS completed a three-year pilot in, and contributed to, the National Roundtables of the Parents Legal Centre (PLC), which on Missing and Murdered Indigenous Women and assists eligible parents with achieving early Girls as well as the work to plan and implement and collaborative resolutions of their child the national inquiry. protection issues. The PLC’s first year of The branch developed multiple fact sheets to help operation was evaluated in July 2016 and the »» British Columbians understand their rights under results indicated the PLC is viewed as providing the Human Rights Code. The fact sheets have been culturally-appropriate service, primarily because translated into a number of languages, including it has Indigenous staff members. This helps in Arabic, Chinese (simplified and traditional), establishing a trust relationship with clients, French, Persian, Punjabi, Spanish, Swahili, Tagalog, over half of whom are Indigenous. The PLC was and Vietnamese. approved for expansion into Surrey in 2017/18, with additional government funding and in »» At a national level, as a member of the alignment with recommendations from the Continuing Committee of Officials on November 2016 report recommendations of Human Rights, the ministry reports on Grand Chief Ed John. British Columbia’s compliance with various »» Other specialized ways in which LSS serves its United Nations human rights treaties (such as Indigenous clients include: the International Convention on the Elimination of All Forms of Racial Discrimination), and ºº Legal aid applications and outreach in participates in FPT discussions considering various Indigenous communities; whether Canada will ratify or become a signatory to other instruments.

[ 58 ] 2016/17 REPORT ON MULTICULTURALISM »» Through its human rights program, the branch »» Coroners work closely with interpretation funds the British Columbia Human Rights services provided through police departments Clinic to provide services to complainants and and police victim services agencies to ensure respondents who require assistance with the coroners are able to communicate with family prevention and resolution of human rights members in their chosen language. issues. These services, which include intake, On May 2, 2014, the BC Coroners Service signed triage, information provision, education, »» a Memorandum of Understanding (MOU) resolution and legal services to eligible with the First Nations Health Authority of BC persons, are delivered online, by telephone, (FNHA), the first MOU the FNHA has signed through in-person workshops, and by direct outside the health care system. As stated in the legal representation. A weekly drop-in triage Preamble to the MOU, the BC Coroners Service clinic provides an initial evaluation, information and FNHA “agree that it is our mutual desire to on options, referrals and recommendation work together to improve the health, safety and on services. B.C.’s Human Rights Code protects well-being of First Nations in British Columbia.” British Columbians from discrimination in areas The FNHA was formed as the result of a tripartite such as employment, housing, and services agreement involving First Nations and the B.C. and facilities customarily available to the and federal governments to transfer control public on the basis of grounds such as: race; of First Nations health services to First Nations. colour; ancestry; place of origin; religion; age; More information about the FNHA can be found marital status; family status; physical or mental on their website: www.fnha.ca. disability; gender; and sexual orientation. »» The BC Coroners Service has launched an LEGAL SERVICES BRANCH initiative to engage members of First Nations as coroners in their communities. This will ensure The Legal Services Branch has a specific »» that family and community needs are clearly position for Indigenous articled students. understood and that culturally appropriate This program allocates one articling services are delivered in a timely manner and are position annually for a law student having consistent with spiritual beliefs. Indigenous ancestry. Training for all new coroners now The branch assists the ministry and »» »» includes a component delivered by the advises other client ministries to ensure First Nations Health Authority to assist coroners’ compliance with the Charter of Rights and understanding of First Nations history, spiritual Freedoms, the Human Rights Code and the beliefs and practices. Multiculturalism Act.

COMMUNITY SAFETY AND HIGHLIGHTS OF INITIATIVES: CRIME PREVENTION BRANCH MINISTRY OF PUBLIC SAFETY AND SOLICITOR GENERAL »» The Community Safety and Crime Prevention BC CORONERS SERVICE Branch offers specialized multicultural and Indigenous victim services, outreach and Brochures dealing with the BC Coroners »» counselling support for women impacted Service roles and responsibilities are available by violence. in a variety of languages. VictimLink BC, a toll-free service that provides Coroners strive to ensure a culturally safe »» »» information and referral services to victims of environment for families and communities of crime, including women who have experienced the deceased and to ensure that cultural and violence, is funded by the branch. VictimLink BC spiritual needs are respected. services are available in more than 110 languages, including 17 Indigenous languages.

2016/17 REPORT ON MULTICULTURALISM [ 59 ] »» Civil forfeiture and criminal forfeiture grant ºº The Human Trafficking in Canada poster funding has been provided to support by the People’s Law School on domestic projects aimed at addressing violence against servitude as a form of human trafficking was women, including those involving immigrant, translated and printed into several languages refugee, newcomer and racial/cultural — including Spanish, Chinese, Punjabi and minority women. Grant funding has been Tagalog — and distributed around B.C.; and provided to Indigenous communities for crime ºº The People’s Law School booklet on human prevention and remediation projects, with a trafficking was updated, translated into five focus on projects to address violence against languages (French, Spanish, Tagalog, Chinese Indigenous women and girls. and Punjabi) and distributed by OCTIP. This »» The branch implemented a pilot project, publication received provincial funding to supported through federal funding, to explore update the law and resources section. the feasibility of delivering victim services in ways other than face-to-face, such as by CORRECTIONS BRANCH telephone, text message and/or live meeting/ »» The Corrections Branch recruits widely to Skype, to victims who do not live near a exemplify cultural diversity and provides training victim service program. Emphasis was placed in multicultural awareness and discrimination on the importance of providing culturally prevention, and Indigenous Cultural relevant service delivery, particularly for Safety Training. Indigenous communities. »» The branch offers culturally-adapted relationship »» Through the Office to Combat Trafficking violence and substance abuse programs for in Persons (OCTIP), the branch maintains court-ordered individuals. dialogue and partnerships with immigrant, refugee, multicultural and Indigenous »» The Aboriginal Programs and Relationships organizations to identify, protect and provide section was created in January 2008 to culturally sensitive services to trafficked address the over-representation of Indigenous persons, including: offenders in the justice system. Its purpose is to engage communities and organizations in the ºº Ongoing distribution of pocket cards in management of Indigenous offenders. A strategic 14 languages with information on human plan has been developed to continue action on trafficking and a toll-free number to call strengthening relationships between corrections for assistance; staff and Indigenous communities, delivering ºº A toll-free number (handled by cultural training, recruitment and enhancement VictimLink BC) that directs callers who are of training for Corrections staff and Indigenous unable to communicate in English to an justice service providers. over-the-phone interpretation service; »» The branch, in partnership with the Sts’ailes ºº Ongoing delivery of the first human First Nation, has developed a Memorandum trafficking training curriculum in Canada, of Understanding for Supported Reintegration Human Trafficking: Canada is Not Immune, into the Sts’ailes Community. This MOU allows developed in consultation with represen- for the sharing of information within the tatives from Indigenous, settlement and parameters of applicable legislation, and with interpretation organizations, multicultural the consent of the client, in order to develop victim services, and immigrant and a community case management plan that will refugee service networks, and now also enhance community safety, and support the available in French; healing and successful reintegration of Sts’ailes members back to their community.

[ 60 ] 2016/17 REPORT ON MULTICULTURALISM »» The branch has been working with the »» The branch has partnered with the First Nations Health Council (FNHC) and Justice Institute of British Columbia (JIBC) to supporting community engagement that provide training to Indigenous justice workers focuses on the social determinants of health for in relationship violence prevention, substance Indigenous peoples and a government-wide abuse management, facilitation skills and approach to supporting mental health and alternative measures. Approximately 176 wellness. This relationship helps to increase Indigenous justice workers have been trained our understanding of how to improve health to co-facilitate these programs with probation outcomes for Indigenous people, improve access officers with a specific focus on culturally to services, and support community-based appropriate practices. prevention and restorative justice initiatives. »» The branch and the JIBC also work with »» The branch also partners with the federal Indigenous justice partners to revise, develop, government and Indigenous communities and deliver training to ensure that staff are to implement various culture-based trained in a manner that ensures that they programs, including: understand the impacts of colonization ºº The Aboriginal Justice Strategy (AJS), which and the unique needs and socioeconomic operates in 34 communities and provides challenges and barriers facing Indigenous community-based services that range peoples to better inform programs from court diversion to the reintegration of and services. offenders returning from custody centres. »» To address violence by men within intimate Partnerships with the federal Department of male-female relationships in certain cultural Justice and the provincial ministries of Justice communities, the branch developed the and Children and Family Development Relationship Violence Prevention Program provide approximately $4.4 million in cost- – Cultural Edition. The program is adapted shared funding for AJS programs. from the ten-session Respectful Relationship ºº The Native Courtworker and Counselling Program and the seventeen-session Association of BC (NCCABC), offering services Relationship Violence Program. This program in 28 communities and in 50% of the prov- introduces offenders to the range of abuse ince’s courthouses. NCCABC seeks to ensure that occurs in relationships, including abuse that Indigenous persons in conflict with the that occurs in cultural communities. The law receive fair, equitable and culturally sensi- program requires the men to explore some tive treatment by the criminal justice system. of the underlying factors that contributed Joint provincial and federal Department of to their resorting to abusive behaviours. The Justice funding of approximately $3.2 million sessions and exercises are done in the client’s supports NCCABC to ensure continued native language. involvement throughout provincial courts, including the Vancouver Downtown POLICING AND SECURITY BRANCH Community Court initiative. »» The Police Academy of the Justice Institute of ºº Indigenous service providers, for the provi- British Columbia has received a $205,000 grant sion of a variety of services for Indigenous through the Civil Forfeiture Office to facilitate offenders incarcerated in the province’s the integration of cultural competency and nine custody centres. Service providers are bias-free policing core values throughout responsible for developing and managing training curricula. This will include training the programs for each centre, coordinating police officers with respect to developing Indigenous cultural education and coun- and maintaining community relationships, selling programs, and providing release particularly with vulnerable members of planning services. the community.

2016/17 REPORT ON MULTICULTURALISM [ 61 ] »» Police Services Division cost shares with »» B.C. recognizes the importance of incorporating Public Safety Canada (48/52) the provision issues relating to diversity and policing into its of a dedicated policing service to many overall law enforcement agenda. Policing and First Nations communities in the province. The Security Branch leads the Provincial Committee goal of the First Nation Community Policing on Cultural Diversity and Policing, which operates Service is to ensure that First Nations to enhance understanding, communications and communities receive policing services that participation between police and ethno-cultural are culturally sensitive and responsive to the minorities in B.C. The committee is composed particular needs of the communities and of senior police officers, other law enforcement that enhance the level of policing services partners and representatives from B.C.’s ethnic normally provided by the RCMP under communities. In January 2016, the committee the Provincial Police Service Agreement. hosted a one-day forum to: support continued Police officers providing an enhanced communication and engagement between law service spend 100 % of their time policing enforcement and community; build awareness the First Nations communities. Where and understanding; enhance relationships; and possible, the police officers assigned to a provide the committee, government and police First Nation community are Indigenous or leaders with diverse perspectives on emerging familiar with the culture and traditions of policing and diversity issues. the First Nation. Since 2014/15 there has The branch is implementing training for police been an authorized strength of 108.5 police »» to promote an understanding of the science members providing an enhanced service to of implicit bias, how bias may impact decision- 132 First Nations communities throughout making, and to provide tools to recognize and B.C. through 55 Community Tripartite reduce its influence. Training for police is also Agreements. Ten First Nations communities being considered on the history and current within the Stl’atl’imx Nation receive service status of Indigenous peoples in the province. from a Designated Police Unit called the Stl’atl’imx Tribal Police Service that provides »» As part of British Columbia’s enhanced traffic culturally sensitive policing and law enforcement program, public awareness radio enforcement to participating communities messages promoting the B.C. Chiefs of Police’s in the Stl’atl’imx territory. In addition, the targeted road safety campaigns are broadcast treaty Tsawwassen First Nation has an on multi-ethnic radio stations broadcasting agreement with the Corporation of Delta in Cantonese, Mandarin and Punjabi, as well for the dedicated services of one Delta as on the northern B.C. First Nations radio police officer to provide an enhanced station, to help combat impaired, distracted and service to their citizens. In addition to the high-risk driving. First Nation Community Policing Service, the province supports an Integrated First ROADSAFETYBC Nations Policing Unit to provide enhanced RoadSafetyBC has created a comprehensive policing services to the Squamish First »» training program for new and existing staff. Nation and Tsleil-Waututh First Nation with New employees are provided an onboarding members from the RCMP and West Vancouver and orientation package that includes program Police Department. specific information and diversity training, which »» British Columbia’s Police Act was recently must be completed within the first 60 days of amended to allow the government to set work. The branch also requires all supervisors binding provincial policing standards to to complete the Supervisor Development promote bias-free policing. Work on the Certificate Program, which includes courses standards is underway, with anticipated on discrimination prevention and appreciating completion later in 2017. diversity in the public service.

[ 62 ] 2016/17 REPORT ON MULTICULTURALISM »» The Responsible Driver Program is a remedial program for drivers with prohibitions Ministry of related to drinking and/or drug use and driving. Every Canadian province and many jurisdictions throughout the world have Natural Gas similar programs and they have been shown to reduce the risk of repeat alcohol and/or Development drug-related motor vehicle collisions and convictions. British Columbia contracts with and Minister Stroh Health Care to deliver the program province-wide. In addition to English, Responsible Stroh Health Care offers sessions in several different languages including Punjabi, Hindi, Cantonese, Mandarin, Korean, Vietnamese for Housing and Spanish. Stroh Health Care also welcomes MANDATE translators into counselling sessions, as a The purpose of the Ministry of Natural Gas user-pay service. Development (MNGD) and Minister Responsible

for Housing is to guide responsible development and ensure maximum economic benefits to British Columbians from the province’s natural gas resources, new export markets related to inter- provincial pipelines, oil projects and value-added natural gas products, and the province’s next new major industrial sector — that of liquefied natural gas (LNG); and to provide British Columbians with access to safe, affordable and appropriate housing through policy and programs, technical codes and standards, and services for landlords and tenants.

The Ministry is responsible for two Crown Corporations, the BC Housing Management Commission and the Oil and Gas Commission.

EXECUTIVE COMMITMENT TO MULTICULTURALISM The MNGD executive remains committed to respectful, honest, trustworthy and ethical behaviour, and diversity in all its communica- tions and actions. The executive ensures policies, programs and decisions across government support the establishment of a thriving, competi- tive LNG industry that is environmentally and socially responsible. The current focus is on building awareness and accountability for all by demonstrating cultural acceptance and mutual understanding and supporting ongoing dialogue on multiculturalism.

2016/17 REPORT ON MULTICULTURALISM [ 63 ] KEY PROCESSES, POLICIES, HIGHLIGHTS OF INITIATIVES AND STRUCTURES IN SUPPORT MNGD continues to collaborate with OF MULTICULTURALISM »» the Ministry of Aboriginal Relations and MNGD comprises of staff who speak a wide variety Reconciliation (MARR) and First Nations to of languages, including: Afrikaans, Cantonese, support the development of Government Dutch, English, Farsi, Filipino, French, German, to Government agreements and to ensure Gujerati, Hindi, Italian, Japanese, Kwa-Kwa-la, that First Nations are engaged in oil and gas Mandarin, Norwegian, Polish, Portuguese, Punjabi, developments in the Province. Russian, Spanish, Swedish, Taiwanese, Tagalog, Ukrainian, and Yoruba. »» The Strategic Partnerships Division (SPD) participated in the AYIP in 2016, and hired one Employees bring a diverse range of cultures, FTE to help support the development of the languages, experiences and backgrounds to their Environmental Stewardship Initiative and other roles. This helps to enrich our corporate culture, First Nations engagement. inform our work, and better meet the expecta- In April 2016 at LNG 18 in Perth Australia, B.C. tions of citizens. Different cultures represented »» hosted an exhibition booth that attracted in the Ministry include: Austrian, British, Chinese, over 1,000 international delegates. MNGD staff Dutch, East Indian, Fijian, Filipino, French-Canadian, interacted with representatives from all over Hindu, Irish, Italian, Japanese, Korean, Kwa-Kwa-la, the world including China, India, Japan, Africa, Norwegian, Persian, Polish, Portuguese, Punjabi, South America, Korea and the Middle East. Russian, Scottish, Sikh, South African, South Asian, Spanish, Sri Lankan, Tsawataineuk First Nation, »» In April 2017, MNGD representatives, in and Ukrainian. partnership with the First Nations LNG Alliance and B.C. industry representatives, attended Some ministry-wide examples of internal diversity Gastech 2017 in Tokyo, Japan. B.C. hosted activities that took place in 2015 included: a booth as part of the Canada Pavilion as well as a “Spotlight on Canada” event at the »» The Aboriginal Youth Internship Canadian Embassy. Working with the Ministry Program (AYIP); of International Trade, the Ministry ensured »» Student Co-op Program; that culturally appropriate documents and translators were provided on-site for all Work-Able Program; »» international attendees. »» Aboriginal awareness lunch and lear;n »» 29 B.C. First Nations are in the LNG ESI. The LNG »» Lunch potlucks that provided an opportunity ESI promotes First Nations’ opportunities for employees to come together; to bring a cultural perspective to the development of environmental information Recognition program with a focus on »» that the province uses in its decision making competencies related to inclusiveness processes on the land base. The LNG ESI and diversity; also directly supports the development »» A cultural change approach to project of traditional knowledge for the use of implementation, inclusiveness; and governments, First Nations, and proponents in their respective lines of business and creates A coaching approach to »» a bridge for these parties to share space and performance management. talk about environmental stewardship in the province.

[ 64 ] 2016/17 REPORT ON MULTICULTURALISM »» Karen Ogen-Toews, former Chief of »» The RTB continues to offer the general the Wet’suwet’en First Nation, and the Residential Tenancy Branch brochure in Chief Executive Officer of the First Nations Arabic, Chinese simplified, Chinese traditional, LNG Alliance joined a delegation of four Filipino, French, Japanese, Portuguese, Punjabi, B.C. First Nation representatives in a Russian, Spanish and Vietnamese. All are welcoming ceremony during the “Spotlight available online. on Canada” event at the conference in Tokyo, The RTB undertook extensive consultations, ensuring that conference delegates were »» including with Aboriginal and multicultural aware of the critical role that First Nations play organizations, to develop the legislation in British Columbia’s LNG sector. and associated regulations allowing for the »» SPD leads the development of the early termination of a fixed-term tenancy Liquefied Natural Gas Environmental agreement (lease) by a tenant who is Stewardship Initiative (LNG ESI) working in fleeing family violence or who has been partnership with MARR and Forests, Lands, accepted or admitted into long-term care. and Natural Resource Operations (FLNRO). The amendments, brought into force in This includes: December 2016, allow a tenant to end their ºº Leading the overall program design lease early by giving their landlord one and development; month's written notice, accompanied by written third-party verification confirming ºº Provincial negotiation the tenant’s eligibility to end their strategy coordination; tenancy under the Residential Tenancy Act. ºº Corporate coordination of team support, The Residential Tenancy Regulation identifies finances, contracts and administra- eligible third-party verifiers which include tion; governance and financial policy settlement workers, Aboriginal organizations development; and and First Nation and Metis Nation BC ºº Oversight of the development of regional service providers. demonstration projects. »» RTB Operations hosted Chinese New Year »» In 2016/17, the Residential Tenancy Branch celebrations for staff with Chinese food (RTB) held the following public education for lunch. sessions on landlord-tenant responsibilities: »» The Office of Housing and ºº September 2016 – University of Victoria, Construction Standards headquarters in International Students Victoria hosted several events that featured multiculturalism including: Chinese New ºº October 2016 – BC Settlement & Year, Black History Month and acceptance Integration Services (BCSIS) of different faith and beliefs at holiday times ºº November 2016 – Kelowna Community (Easter, Christmas, Hanukah). Resources – Newcomers to BC »» These events help the staff to better ºº November and December 2016; January, understand and appreciate different cultures March and April 2017 – Radio shows – and celebrations, through food, games, Punjabi RED FM costumes, and promotion of events advertised ºº February and March 2017 – Webinars happening around town. for Settlement Workers Funded by Immigration Policy & Integration Branch »» The RTB offers the Guide for Landlords and Tenants in Chinese simplified, Punjabi, and French. All are available online.

2016/17 REPORT ON MULTICULTURALISM [ 65 ] EXECUTIVE COMMITMENT TO Ministry of Small MULTICULTURALISM The ministry recognizes that a rich multicultural society helps nurture acceptance, understanding Business and Red and mutual respect. The ministry’s executive committee demonstrates leadership and account- Tape Reduction ability on multicultural issues in many ways. For example, executive promotes inclusive hiring and Minister practices and demonstrates leadership in this area, which promotes increased public sector sensitivity Responsible for to the diverse needs of British Columbians across the province. In addition, the ministry considers the diverse needs of British Columbians as part the Liquor of its service delivery. Whether translating critical resources into different languages or partnering Distribution Branch with stakeholders who share its commitment, the ministry works to accommodate the needs of MANDATE diverse communities. The Ministry of Small Business and Red Tape Reduction and Responsible for the Liquor Distribution Executive commitment to multiculturalism is Branch was established in July 2015 to align key also reflected in how consultation is done with government portfolios to better support B.C.’s small British Columbia’s diverse communities as part businesses and citizens. The ministry is focused on of service planning and evaluation. From imple- increasing small business growth, the development menting the feedback of British Columbians of a modern regulatory environment for citizens through the Liquor Policy Review to securing input and businesses, as well as a balanced approach to on ideas to reduce red tape, the ministry always protecting public health and safety, providing more strives to reach out to diverse communities and convenience for consumers, and streamlining regula- incorporate their perspectives. tions for the liquor industry. KEY PROCESSES, POLICIES, The ministry also supports government’s strategic AND STRUCTURES IN SUPPORT economic strategy, by providing access to tools and OF MULTICULTURALISM resources that help to grow small businesses, and by The ministry embraces multiculturalism in the leading cross-government efforts to reduce red tape workplace by promoting inclusive hiring practices; that hinders economic development and makes it valuing diversity, whether in the form of cultures difficult for citizens and businesses to interact with or ways of doing things; by promoting engage- government. The ministry collaborates with govern- ment with diverse groups, including First Nations; ment, industry and communities to ensure simplified and by encouraging staff to consider opportuni- processes for businesses, easy access to services for ties to adapt programs to meet the needs of citizens, and a more competitive climate for B.C. different cultures.

HIGHLIGHTS OF INITIATIVES The ministry continued efforts to make small business program resources and services available for diverse audiences. New measures were also undertaken to enhance Aboriginal small business and economic development, including:

[ 66 ] 2016/17 REPORT ON MULTICULTURALISM SMALL BUSINESS »» In January 2017, the roundtable met with five First The Small Business Branch continued to explore oppor- Nation leaders through an Aboriginal tunities to support First Nations businesses. Notable Entrepreneurs’ Panel Discussion, including the achievements included: aforementioned Open for Business Award winners, during the Premiers’ Natural Resource Forum The Tsawwassen First Nation became the first »» to learn how their communities support small Aboriginal community in Canada to partner in business growth and success. Their feedback was the BizPal program, which provides entrepreneurs used to develop the agenda for the Roundtable’s with the permit and licencing information they 5th Aboriginal Small Business Meeting during need to successfully start and grow their business. the Premiers’ Natural Resource Forum in »» The BC Small Business Roundtable has benefited February 2017. from the experience and advice of First Nations representative Chief Judy Wilson from the ABORIGINAL RESOURCE SHEET Neskonlith Indian Band (Kamloops) and former The Province developed the Aboriginal Resource Chief Councillor Ellis Ross from the Haisla Nation Sheet, a one-stop reference hand-out tailored (who has since stepped down). These members specifically to Aboriginal entrepreneurs. This new championed Aboriginal entrepreneurship through business resource includes information on how the Open for Business Awards, which recently to access the range of services and supports recognized and celebrated the Tsawwassen First available to Aboriginal small-business owners and Nation and the Nisga’a Lisims Government. entrepreneurs. The handout was created with input from the B.C. Ministry of Aboriginal Relations The BC Small Business Roundtable fostered a »» and Reconciliation and Indigenous and partnership between Junior Achievement BC and Northern Affairs Canada, and draws on the Community Futures Development Corporation expertise of Aboriginal leaders and communities of the Central Interior First Nations to jointly throughout B.C. deliver the Youth Aboriginal Business Circles Pilot to promote youth entrepreneurship FRANCHISE ACT TRANSLATED within First Nation communities. With funding EDUCATIONAL MATERIALS provided by the roundtable, this pilot is being On February 1, 2017, the Franchise Act and regula- delivered in eight selected communities: tion came into force with the aim of levelling the Prince George, Kamloops, Kelowna, Neskonlith, playing field for small business owners and providing Fort St. John, Moberly Lake, Cranbrook, Tsilhqot’in certainty for investors; franchisees are often at a – Williams Lake. The Aboriginal Business Services disadvantage when relying on information provided Network and Community Futures also contributed by the franchisor. In October 2016, plain language funding towards the project to help support local educational materials were developed by the Aboriginal facilitators who seek to inspire and Ministry of Small Business and Red Tape Reduction, prepare Aboriginal youth to start a business of in collaboration with the Ministry of Justice. This their own by giving students access to the relevant resource material was translated into four languages skills, knowledge and confidence necessary to (Chinese Simplified, Chinese Traditional, Korean and create a business plan. Punjabi) and are published online to clearly commu- »» The Small Business Branch provides two nicate franchisee rights and franchisor obligations key small business guides in four languages under the new legislation. (Chinese Simplified, Chinese Traditional, Korean and Punjabi). The Import/Export Guide includes RED TAPE REDUCTION information and resources to help navigate the The ministry leads the red tape reduction priority world of international trade and the Starting a across government by working with partner minis- Small Business Guide provides information and tries to cut red tape and improve services for all resources to people interested in starting a small British Columbians. In 2016/17, several projects with a business in B.C. multiculturalism focus were completed, including:

2016/17 REPORT ON MULTICULTURALISM [ 67 ] »» The Ministry of Children and Family Development’s »» The B.C. Aboriginal Business and A Parent’s Handbook: Your Guide to Autism Investment Council launched a new, updated Programs is now available in nine languages. This website in partnership with the Province. This guide provides important information to families new site makes it easier to do business with about the range of autism services and supports First Nations companies and promote economic offered in B.C. development among Aboriginal communities. »» https://bcforhighschool.gov.bc.ca, a new one-stop »» LeanBC partnered with the Ministry of shop for international students coming to Aboriginal Relations and Reconciliation and the British Columbia for their high school education. It Kaska First Nations in February 2017 to identify includes topics ranging from teachers and classes, ways to streamline the engagement process under to extracurricular activities and homestay families. the Kaska Strategic Engagement Agreement, a process that supports Kaska’s participation in The British Columbia’s First Peoples’ Cultural »» reviewing and commenting on natural resource Council is using innovative technology to make applications within their traditional territory. The over 100 First Nations languages available on project marked the first time a provincial Lean mobile devices. This initiative is possible through project has been undertaken with First Nations financial support from the Province. working as full partners, and it will inform future »» The new Private Training Act came into force on work to engage First Nations in improving and September 1, 2016. This Act reduces costs and streamlining government processes. streamlines administrative processes for all private training institutions including language schools. LIQUOR CONTROL AND LICENSING Government will assume the role previously The Liquor Control and Licensing Branch works performed by the Private Career Training »» with the Provincial Language Service to obtain Institutions Agency. The new processes will reduce interpreter services for use by liquor inspectors the regulatory burden on institutions by 40%. and licensing staff when required. A drafting oversight that occurred when the Motor »» The Liquor Control and Licensing Branch has an Vehicle Act was revised in 2012 to provide a helmet »» agreement with ServiceBC to support members exemption for people of the Sikh religion with of the public applying online for a special event unshorn hair who wear full turbans was corrected. permit where there is no access to the internet, All regulations are now aligned with this revision to or when English is not their first language. ensure that citizens are not subject to a fine.

[ 68 ] 2016/17 REPORT ON MULTICULTURALISM The ministry employs a diverse workforce which Ministry of reflects the rich cultural and ethnic diversity of the province. Employees engage in helping to shape the workplace through various mechanisms that Social Development include the Employee Advisory Committee, employ- ment engagement surveys, work group huddles, and Social and online chat lines and newsletters. Among the functions of the Employee Advisory Council is to Innovation act as liaison between employees and the ministry executive committee to make recommendations on MANDATE policies and issues related to accessibility and diver- Guided by three key pieces of legisla- sity. All employees are supported and encouraged tions – the Employment and Assistance Act, to access training on diversity and inclusiveness. The Employment and Assistance for Persons with ministry has participated in nine of 10 years in the Disabilities Act, and Community Living Authority Act Aboriginal Youth Internship Program, a 12-month – the Ministry of Social Development and internship for young Aboriginal British Columbians. Social Innovation provides a system of support to British Columbians in need to help them Based on 2015 Work Environment Survey admin- achieve social and economic independence. istered by BC Public Service Agency, the ministry The ministry receives additional direction on has a high percentage of workers who self-identify priority initiatives from the premier through the as either as Aboriginal or a member of a visible minister’s mandate Letter. minority group. About 18.4% of its workforce is made up of visible minorities compared to In pursuit of its mandate, the ministry continues 13.9% for the entire BC Public Service. Aboriginal to review its policies and processes and to peoples comprised 3.4% compared to 3.1%in the enhance its services. Recent improvements BC Public Service. include enhancements to My Self-Serve, the online portal for client services and information; Through partnerships with other institutions the improvements to the application process and ministry facilitates access to government services by assistance rates for people with disabilities; and supporting clients to address language and employ- relaxation of eligibility requirements such as ment barriers. These partnerships cover such areas exempting Employment Insurance maternity and as interpreter services and training to help clients parental benefits in determining whether income of different cultural backgrounds integrate into the assistance applicants meet the income criteria. labour market and the community.

The ministry also continues to lead the KEY PROCESSES, POLICIES, implementation of Accessibility 2024, the AND STRUCTURES IN SUPPORT Government’s 10-year action plan to make OF MULTICULTURALISM British Columbia the most progressive province The ministry has updated and strengthened its in Canada for people with disabilities. structures and processes for access to language interpreter services for non-English speaking EXECUTIVE COMMITMENT clients. Workers working remotely with non- TO MULTICULTURALISM English speaking clients can set up interpreter Ministry leadership understands and acts on the services by calling toll-free numbers which are need to provide fair and impartial services that are provided for various locations across the province. sensitive to its culturally diverse clientele. For workers working with walk-in clients who have no phones, they can tap interpreter services at scheduled appointments with the clients.

2016/17 REPORT ON MULTICULTURALISM [ 69 ] With a diverse workforce of over 1900 employees, PARTNERSHIP AND COLLABORATION the ministry offices across the province also have Continued to work with business and non-profit access workers who speak the languages of clients »» partner organizations to ensure a full-range of who need interpreters. There are over 150 different services which included overcoming language languages spoken by the ministry workforce. and employment barriers to its diverse clients. Employment Program of BC (EPBC) service providers, »» Continued to collaborate with partners who connect ministry clients to the labour market, in outreach work such as with the provide a full range of employment services to Multilingual Orientation Service Association eligible unemployed British Columbians, including for Immigrant Communities and with immigrants and refugees, Aboriginal peoples, and other ministries to improve employment Francophones. Employment Service Centres around for immigrants. the province provide employment-related workshops and case management in languages other than DEVELOPING EMPLOYEES’ English. EPBC print materials are also available in MULTICULTURALISM COMPETENCE several languages such as English, Arabic, Chinese, Continued to include diversity in public service Farsi, Tagalog, French, Hindi, Korean, Punjabi and »» and discrimination prevention among the Spanish. EPBC services also include sub-contracted recommended and mandatory trainings for specialized immigrant service providers. In fiscal year workers such as Client Service Workers and 2016/17, EPBC provided services and supports to Employment Assistance Workers. 13,407 case-managed immigrant clients. »» Encouragement of multiculturalism activities In 2015, the Canadian government announced that in the ministry offices across the province it would be resettling 25,000 Syrian refugees into such as multicultural potlucks, lunch and the country by February 2016. As of March 2017, learn, teambuilding, online articles and blogs almost 44,000 have been welcomed into Canada, in the Loop, the ministry’s online newsletter, with 3,725 settling in B.C. Since the Ministry of among others. Social Development and Social Innovation (SDSI) Included Diversity and Accommodation began monitoring EPBC services provided to Syrian »» in the BC Public Service in the menu of refugees, volumes for this client group have increased development activities for the ministry’s 360 tenfold to 441 case-managed Syrian refugee clients Leadership Program. as of March 31, 2017.

To support Syrian refugees in finding employment, MULTICULTURALISM IN THE WORKPLACE some WorkBC sites offer Arabic-speaking staff to by Ayesha Crasto provide on-the-spot interpreting services, with an estimated 30 Arabic-speaking staff members available One of the biggest gifts from living in Canada at Employment Service Centres and sub-contractor is the exposure to diverse cultures. It is some- sites, including Immigrant Settlement Organizations. thing one cannot escape with the variety of cuisines, festivals, clothes, and customs. The HIGHLIGHTS OF INITIATIVES workplace is no different and what better Multiculturalism-related activities undertaken by way to bond and celebrate each other than the ministry in 2016/17 included: with food!

ORGANIZATIONAL CHANGE Our office potlucks are planned long in advance; there is usually a sign-up sheet and Established an Employee Advisory Committee »» people start salivating in advance in anticipa- with membership that reflects the diversity in tion of the treats. the ministry.

[ 70 ] 2016/17 REPORT ON MULTICULTURALISM On the day of the potluck it is a feast, tasting food prepared by people from different backgrounds. Ministry of Different spices, different textures, and different ingredients. First timers are sometimes apprehen- Technology, sive and have to be cajoled to sample something before they decide if they like it but foodies and Innovation and veterans always just dig in! The food, though a starting point, often leads to other discussions Citizens’ Services on the cooking process, the reasons why some spices or flavourings are used, an anecdote MANDATE behind the origin of a dish, stories about family, The Ministry of Technology, Innovation friends, travel or happy times associated with the and Citizen Services (MTICS) works to grow food, recommendations on where one can shop British Columbia's technology sector, champion for similar food or ingredients, recipes, methods innovation, and enable the delivery of cost-effec- of eating certain food; for example, the use of tive, accessible and responsive services to citizens chopsticks, or eating roti with the right hand only and the public sector. and the reason behind it. It acts as a service delivery agent, providing At one potluck a co-worker mentioned that their services directly to citizens; an enabling agent, potluck contribution was her grandma’s best providing services and infrastructure to our client recipe. This led to the story on where grandma ministries and the broader public sector; and a lived, her roots or heritage down to several change agent, leading the development and generations, the story of how her parents moved implementation of corporate strategies. to Canada then her first job, issues in integrating, and how she landed in the government. All these In addition it works to create conditions for B.C. make not only for interesting stories but also helps businesses to be successful; make it easier for us learn about cultures and peoples’ hardships citizens and business to interact with government; and challenges when they first came to Canada. and to deliver efficient and effective services to the public sector. In addition to being a celebration of food, potlucks serve to bring together teams. They help EXECUTIVE COMMITMENT us learn more about each other’s backgrounds, TO MULTICULTURALISM and serve as an educational forums where one The ministry aims to provide citizens and clients can acquire knowledge on new topics that better access to the services they need; more can be shared with one’s family or other social options for how they access those services; the settings. They effectively and informally promote highest quality service experience possible; and positive team morale and learning about other the ability to participate in and have an impact cultures in a relaxed environment thus, leading on the design or delivery of those services. Its to better relationships in the workplace. This corporate operating principles of collaboration aligns us back to one of our Public Service reflect how clients, citizens and employees are Values: Teamwork engaged in the design and delivery of services and programs that accommodate the needs of clients and citizens. The ministry recognizes that clients will have different preferences as to how they access our services so the ministry infrastructure enables in-person, phone and online options.

2016/17 REPORT ON MULTICULTURALISM [ 71 ] MTICS celebrates and values multicultural diversity The ministry has an ongoing commitment to within the workplace. The executive leadership team promoting multiculturalism and diversity within supports an environment committed to an inclusive the organization and in every interaction with and respectful workplace culture. our clients across the province.

This past year MTICS accommodation manage- The Real Property Strategic Real Estate Services ment worked collaboratively with the Ministry of staff leads, and participates in, professional Aboriginal Relations and Reconciliation (MARR) to development seminars related to negotiating begin creating more reflective, welcoming and and doing business with British Columbia inclusive public spaces for Aboriginal public servants, First Nations communities. In September of this and guests. The creation of these spaces is part of year, the RPD Asset Management team further the ministry’s commitment to respectfully engage enhanced their commitment to understanding with the Aboriginal community in building capacity the diversity of our citizens through their in Aboriginal reconciliation in the public service. attendance in courses on building aboriginal relationships in British Columbia with a target MTICS has a diverse multicultural employee learning audience of industry, government, and base. Teams embrace the strength that is found B.C. First Nations. in their diversity. The Real Property Division (RPD), Client Services and Real Estate Services host potluck Over this year, additional commitments to events that bring people together who reflect a rich training and development have also been made cultural representation from almost every continent through course and conference attendance on the globe: Brazil, Philippines, India, Taiwan, Russia, focused on investment from Asia. Australia, China, Ghana and England. These events bring together employees across the division to The ministry will continue to support building join each month and get to know each other better, employee capacity and knowledge of the developing stronger, friendlier and more inclusive unique and diverse communities and citizens of working relationships. the province.

[ 72 ] 2016/17 REPORT ON MULTICULTURALISM KEY PROCESSES, POLICIES, reported on the socio-economic characteristics AND STRUCTURES IN SUPPORT of three distinct groups: Aboriginal peoples living OF MULTICULTURALISM on- and off-reserve, and the non-Aboriginal Employees in the ministry speak Mandarin, Dutch, population. The profiles provide easy access French, Russian, German, Tagalog, Malay, Hindi, to key indicators highlighting the social and Punjabi, Spanish, Portuguese, Bosnian, Croatian, economic gaps between the different popula- Serbian, Albanian, Swahili, Farsi, Swedish, Danish, tion groups. The profiles can be found on the Romanian, Hungarian, Italian, Urdu, Guyanese and DataBC Catalogue. Cantonese, Akan, various First Nations dialects, and Jiangxi from China’s Jiangxi province (one of Service BC employees come from many different approximately 56 spoken dialects in China). cultures. In the Service Delivery Branch, staff provides language translation assistance to citi- HIGHLIGHTS OF INITIATIVES zens who may not speak English. They currently Service BC offices across the province are have staff members who can assist with over 10 considered the first stop for any new residents different languages. accessing government services such as B.C. medical care or obtaining B.C. identification. In 2016/2017, the Service Delivery Branch In 2016/2017, Service BC further expanded continued its work with a variety of local commu- its service portfolio through an increased nity organizations and government agencies to partnership with Social Development and bring awareness to the numerous programs avail- Social Innovation (SDSI). Although there were able and to help reduce the challenges many already 36 Service BC offices across the prov- citizens face when trying to access our services. ince providing some level of SDSI services, in Below are a few of the highlights of multicultur- 2016/2017 this partnership modernized to a new alism work at the community level: point of contact model, increasing its level of In Grand Forks, Service BC has a partnership service delivery in 12 Service BC locations. »» with Service Canada to assist migrant workers temporarily relocating to the area In these 12 locations, Service BC staff are now for work at local nurseries. Spring months trained on the SDSI Integrated Case Management bring dozens of new and returning workers system as well as other services they had not from Mexico. Google Translate is used as previously offered, resulting in increased SDSI a communication tool and provide the services and consistent citizen experiences. Newcomer’s Guide to B.C. in several languages. The increased level of SDSI service in these In addition, the Service BC government agent communities has not only provided additional is working with the Columbia Basin Alliance support to B.C. residents facing adversity, but the for Literacy Settlement Worker to improve partnership has also helped many new immi- outcomes for new citizens. grants requiring assistance in their transition to Canadian citizenship. This further consolidation of »» In Kelowna, the Service BC government services to a one-stop-shop model is a stepping- agent held a session for new immigrants at stone towards future partnerships for Service BC the Kelowna Community Resource Centre, and other ministries looking to find efficiencies explaining the various provincial programs and improve access to government services for and services available. The Kelowna office all citizens. also annually celebrates Chinese New Year, recognizing Chinese contributions to the BC Stats produced Aboriginal profiles based local community. The celebration consists on the 2011 National Household Survey for the of decorating the office, bringing traditional Ministry of Jobs, Tourism and Skills Training and Chinese food, and sharing information Minister Responsible for Labour. The profiles regarding Chinese traditions.

2016/17 REPORT ON MULTICULTURALISM [ 73 ] »» In the community of Vernon, the annual »» In Squamish, the Service BC government Bollywood Bang fundraising event was held agent attended the Squamish Common in April. Service BC staff members from the Ground Welcome Centre to provide Vernon office volunteer their own time to information about our services to new help organize this event, and their team was immigrants and supporting organizations. in full attendance this year, along with some In Duncan, staff assisted the Kelowna staff. This is a major recurring event »» Cowichan Intercultural Society to help in Vernon that has built strong ties between resolve some challenges they were having Vernon and the local Sikh community. Not with ICBC’s driver licensing process. only does Bollywood Bang support the strong Sikh value of giving back to their Service BC, BC Registries and Online Services community, but it has raised $220,000 for champion multiculturalism by: multiple charities such as Vernon Jubilee hospital, Canadian Mental Health Association, »» Presenting workshops and briefings on Upper Room Mission, and most recently, projects to a diverse audience, including North Okanagan Neurological Association. communities for the deaf; The most recent event was attended by Celebrating events like Chinese New Year with 950 people, the majority of whom dressed »» traditional food, gifts, and decorations; and in traditional Sikh dress. Like Kelowna, the Vernon Service BC office also celebrates »» Engaging staff through team-building clubs Chinese New Year. such as the French Club. »» In Smithers, the Service BC government This past year MTICS Accommodation agent and staff continued their work with Management has worked with the Ministry Syrian refugee families this past year by of Aboriginal Relations and Reconciliation making appointments and arranging for (MARR) to begin creating more reflective and translators to assist with explaining and inclusive public spaces for Aboriginal public applying for a variety of provincial programs servants, and guests – in alignment with and services. They also created links with Building Capacity in Aboriginal Reconciliation in the Dze l’Kant Friendship Centre to assist the Public Service (BCARPS). with their driving training programs and to provide training related to best identification Capital Park Building One was identified as an practices for youths. Their partnership with opportunity for MTICs with MARR conducting a the Bulkley Valley museum also continued comprehensive survey of Aboriginal participants this year, with the Service BC office becoming across the province. The response rate and the part of the museum’s Culture Crawl, a thoughtfulness of the feedback resulted in walking tour through Smithers highlighting recommendations that will be considered for places of historical and cultural importance. Capital Park. There is an additional identified This also resulted in the creation of a semi- opportunity to introduce recommended items at permanent display in our waiting area. The the Ministry of Children and Family Development government agent continues to be involved service delivery consolidation at Ellis Street with Bulkley Valley Planning Society’s in Kelowna Community Vitality Forum, where community

leaders come together to discuss ways to In addition to Capital Park One and Kelowna, measure and identify areas of strength within and in alignment with mutual roles and respon- Smithers, including multiculturalism and sibilities, the following work will be undertaken social inclusion. between MTICS and MARR (in collaboration with partner ministries).

[ 74 ] 2016/17 REPORT ON MULTICULTURALISM »» MTICS will continue to be a facilities conduit between ministries and MARR on BRIDGING THE DIGITAL DIVIDE a project-by-project basis when ministries are considering facilities moves and Bridging the digital divide for First Nations renovations, and will also continue to lead through Internet connectivity improves access project management. MARR will provide to online educational opportunities, health protocol advice and support engagement care information and services, government and relationship management for projects services online, as well as the preservation of as needed. cultures and languages. The province relies on partnerships with service providers and »» MARR, with MTICS support, will develop other levels of government to ensure all a two-page guide to be used when British Columbians, including First Nations, can initiating a renovation or move. This will be access the Internet. communicated to appropriate contacts, and will serve to: As of March 31, 2016, 193 of 203 First Nations ºº Inform supervisors and facilities teams of communities now have Internet access (i.e. the important of culturally safe space; transport infrastructure) through the Pathways to Technology project and the program is ºº Provide key considerations and questions enhancing connectivity to communities for use in employee engagement to that either have little or no Internet access. inform potential design elements; and Pathways to Technology is delivered externally ºº Provide potential examples, based on by First Nations organizations and managed by the survey noted above, that facilities the All Nations Trust Company. can consider.

In addition, »» MTICS will offer a connection to MARR for ministries needing to transport objects of cultural significance (i.e. totem pole in CFD HQ); »» MTICS will offer a connection to MARR for ministries who want to host a ceremony for the opening of new or renovated spaces; »» MARR will support MTICS at meetings when possible/needed to provide advice/speak to supports available; and »» Once Capital Park One is complete, a full presentation and review of this work will be developed for DMCPSI to report out and encourage further uptake.

2016/17 REPORT ON MULTICULTURALISM [ 75 ] The ministry recognizes the importance of embed- Ministry of ding the principles of diversity in its policies, services and other business practices and conducts numerous public outreach activities in order to acquire diverse Transportation perspectives throughout our multicultural province. and Infrastructure KEY PROCESSES, POLICIES, AND STRUCTURES IN SUPPORT MANDATE OF MULTICULTURALISM The Ministry of Transportation and Infrastructure plans Recognizing the value of a diverse workforce, the transportation networks, provides transportation ministry is fortunate in attracting employees from services and infrastructure, develops and implements many cultures, and strives to continue to attract, transportation policies, and administers many related develop and retain a workforce that reflects and acts and regulations as well as federal-provincial funding serves the diverse and numerous cultures of programs, including the Building Canada Fund. The British Columbians. ministry opens up B.C. through innovative, forward- thinking transportation strategies that move people Developing talent that is reflective of our commu- and goods safely, and fuel our provincial economy. nities is critical to the success of the ministry Improvement of vital infrastructure is a key goal, along delivering its mandate. Participating in initiatives with enhancing the competitiveness of B.C.’s trans- such as the Aboriginal Youth Internship Program portation industries, reducing transportation related (AYIP) provides a mechanism to build on the diver- greenhouse gas emissions and providing B.C. with a safe sity of our workforce. The ministry continues to and reliable highway system. Emergency Management engage in the Aboriginal Youth Internship Program BC (EMBC) is part of the Ministry of Transportation and and this year’s intern successfully completed Infrastructure. EMBC is the Province’s lead coordinating her term within the Strategic Human Resources agency for all emergency management activities and branch, in which she was responsible for devel- provides leadership and management of emergencies oping and delivering an Aboriginal Cultural and disasters at the provincial level including emergency Awareness learning series, which had over 800 management support. participants throughout the six modules. She also wrote two articles in the ministry newsletter EXECUTIVE COMMITMENT about the Awareness learning series and the TO MULTICULTURALISM Aboriginal Youth Internship Program. Working with Diversity is a key goal for the ministry as it works Aboriginal youth interns has been invaluable for to maximize the strengths of the employees and all employees and partner groups. The ministry is reach out to further engage with citizens. The continuing to pursue this partnership opportunity, ministry recognizes and embraces the opportuni- with commitments to employ an Aboriginal youth ties presented by the ongoing demographic shifts intern annually. and pressures transforming the public service. The focus on diversity aligns with the corporate diversity The ministry’s executive supports the strategy, Reflecting our Communities, is highlighted Employee Advisory Forum (EAF), which is made within the corporate plan, Where Ideas Work, and is up of approximately three dozen employees. The emphasized within the ministry workforce activities forum represents diversity not only in age, gender and Succession Planning strategy. and culture, but also in the variety of positions, geographic locations, type of work and busi- The ministry continues to work with local govern- ness units they represent. The EAF’s mission is to ments and First Nations on multiple fronts improve the work environment. Diversity lenses and Building Partnerships with First Nations is are applied to EAF projects as they are developed a key strategic priority in B.C. on the Move: a and implemented. 10-Year Transportation Plan.

[ 76 ] 2016/17 REPORT ON MULTICULTURALISM The EIT/GIT (Engineer-in-Training) and TELP »» A learning series on Intentional Conversation (Technician Entry-level) programs provide focusing on disability awareness was also participants with early-career opportunities to hosted, as well as internal promotions experience the diversity of the ministry in a series of Canadian Multiculturalism Day, of assignments leading towards a clear career path Orange Shirt Day and the Aboriginal Youth within the ministry in engineering and technical Internship Program. disciplines. The 2016 EIT/GIT annual general meeting included a presentation on the topic of “First Nations The ministry continues successful practices to Relations,” and another regarding the Pritchard to partner with First Nations to support economic Hoffman’s Bluff Phase 2 project and the inclusion development, including the following activities: of culturally significant features. A new TELP role, The ministry has an Aboriginal Relations Team Assistant Aboriginal Relations Analyst, was brought »» that works collaboratively with First Nations on to work with ministry employees to support and Aboriginal people to develop a safe consultation, administration and emerging issues. and efficient transportation network that supports economic prosperity and community The ministry also has a representing member on well-being. The Aboriginal Relations Team the Corporate Accessibility Council, to ensure that continues to support the Treaty Process by corporate direction, goals and objectives are properly engaging with First Nations and the Ministry communicated and supported within the ministry. of Aboriginal Relations and Reconciliation, as well work toward resolving outstanding tenure HIGHLIGHTS OF INITIATIVES issues on reserve. The ministry supports and promotes multiculturalism initiatives for employees through learning and »» The ministry’s major projects also facilitate development opportunities, communications and training and employment opportunities for engagement initiatives: First Nations and the ministry has dedicated employees to consult with First Nations on The Employee Advisory Forum produces a »» highway corridor work including major capital calendar that highlights days of significance and rehabilitation and locally initiated projects. to people of other cultures, such as Diwali, Eid, Ramadan and Navroz, which creates the »» The ministry is partnering with the opportunity for co-workers to celebrate the Williams Lake Band to assist in the diversity of ministry’s workforce. development of an operational group from the Band capable of delivering construction Web/multimedia and internal communications »» services administered from within the Band on provide online information to all employees local frontage roads. about the resources available to promote inclusiveness and diversity, including 28 »» The ministry has committed to focus on diversity-focused intranet articles, 13 collaboration with First Nations for earlier TranBC Twitter, Facebook and Blog involvement in the scope development and posts, six executive emails promoting planning process for ministry projects. In multiculturalism, and an enhancement to addition, the ministry continues to implement the resources, tools and supports on the measures within our construction contracts Aboriginal Relations intranet page. to ensure there are opportunities for First Nations participation. »» The ministry offers all employees training on fostering an inclusive and respectful workplace To strengthen relations and pursue future opportu- and actively supports and promotes diversity nities, there is significant First Nations involvement related learning opportunities provided by the in many construction and highway projects under- Learning Centre, with 138 employees taking taken by the ministry: diversity-related training in 2016/17.

2016/17 REPORT ON MULTICULTURALISM [ 77 ] »» The ministry has been successful in actively »» Many Commercial Vehicle Safety and engaging First Nations on work related Enforcement team members are multicultural to several ministry projects. This includes and fluently communicate with commercial opportunities in the area of environmental and truck drivers in their shared languages. archaeological services, clearing, grubbing and The Passenger Transportation Branch has been ditching work, invasive plant management »» commended for their top customer service services, traffic and control management, as well rating. This branch requires strong cultural- as assisting with the delivery of ministry projects. competency skills in order to work closely with associations and companies on licensing The ministry continues to communicate and commercial passenger vehicles. provide information access to citizens through public engagement, language access, social media, »» The Evergreen Line Project makes information consultation and other activities that embrace the available on its web site in Cantonese, Korean multicultural and diverse nature of our province, and Farsi. examples include: »» The ministry continues to provide signage, artwork and publications in multiple SOCIAL MEDIA languages and representing multiple cultures, Through social media, the ministry highlights its and uses internationally recognized symbols work that aligns with diverse communities. Six and graphics where it determines a need blogs on the TranBC social media website focus on exists. The ministry partners with First Nations First Nations involvement in transportation infra- to illustrate and display this artwork and other structure, and these blogs and other information pieces of cultural history to residents and about ministry work with diverse communities are visitors of this province. promoted on the ministry’s province-wide Twitter account, and 13 regional Twitter accounts. This »» All federally/provincially funded capital content is also shared on the ministry’s Facebook projects have French/English signage. page and Instagram account, as visuals, news and updates. In all platforms (TranBC website, TranBC STOP OF INTEREST SIGNS blogs, Twitter, Facebook and Instagram) the ministry The Stop of Interest sign program was interacts with a diverse public that asks questions, »» introduced in 1958 as a B.C. Centennial Project. to which the ministry responds, makes comments, These signs are intended to provide a familiar, and shares our content with their communities durable and highly-visible roadside format for and contacts. the interpretation of people, places and events that shaped B.C. MULTIPLE LANGUAGES In September 2016, the Province offered »» The Office of the BC Container »» British Columbians the opportunity to Trucking Commissioner publishes all bulletins, suggest new Stop of Interest signs. The public notices, orders, and other communications engagement resulted in more than 500 materials for trucking companies and drivers in suggestions for landmarks and stories with both English and Punjabi. The complaint hotline historic or cultural meaning to communities also offers both English and Punjabi language throughout B.C. resources to respond to complaints. Approximately 20% of the nominations had a »» Gateway to Prosperity, produced by the »» First Nations related story. Other nominated Pacific Gateway branch, is available on the topics included Japanese Internment, Pacific Gateway website and the ministry’s Doukhobor History, South Asian immigrants YouTube Channel in English, French, Cantonese, and Chinese residents. Mandarin, Korean and Japanese.

[ 78 ] 2016/17 REPORT ON MULTICULTURALISM »» The first of 75 new Stop of Interest signs was ºº Provided all EMBC employees with a announced near Chase on March 27, 2017 and full-day learning session to increase their recognized the Secwepwmc Nation. Ministry staff awareness, understanding and knowledge collaborated with the Secwepemc to finalize the of the history of provincial-First Nations sign wording and determine a sign location. reconciliation and interaction; and »» Approximately 60% of the recommended ºº Submitted two proposals for Aboriginal new signs have either been nominated by a youth interns for 2017/18. First Nation or include a First Nations story. »» In March and April 2017 EMBC held several engagement sessions with First Nations Emergency Management BC (EMBC) continues to communities from across the province to provide leadership, management and support to learn about their emergency management all British Columbians in a manner that is respectful strengths, challenges, needs and resources. to the various cultures that make up our province. EMBC works with local governments, First Nations, »» Some EMBC public safety materials are federal departments, industry, non-government available in multiple languages, with more organizations and volunteers with diverse back- opportunities identified to be developed in grounds to support the emergency management the future. phases of mitigation/prevention, preparedness, »» At the request of the RCMP, coroners or response and recovery as follows: First Nations Communities, the Office of »» EMBC supports local authorities’ in the the Fire Commissioner has supported fire development of culturally appropriate investigations for serious injury and fatality emergency preparedness, response and fire incidents. recovery plans. »» EMBC supports local fire departments »» EMBC is co-chair of the Integrated Disaster through public education and fire safety Council of B.C. which is comprised of awareness initiatives. government agencies, ministries, NGOs and volunteer organizations experienced in working The Highway 16 Transportation Action Plan with multicultural groups, in order to coordinate resulted from the Ministry of Transportation and essential support to those individuals impacted Infrastructure and the First Nations Health by an emergency or disaster. Authority co-hosting a Northern Transportation Symposium in Smithers to engage with »» In March 2017 EMBC signed an agreement with First Nations leadership, community members Indigenous and Northern Affairs Canada to and local government representatives to help provide enhanced emergency management identify safe, practical and sustainable trans- services to First Nations communities. portation options for communities along the »» To support the service delivery shift of the INAC Highway 16 corridor: agreement, EMBC has: »» For many years, families of Aboriginal women ºº Adapted their recruitment process who have gone missing along the Highway 16 to incorporate Aboriginal Relations corridor in northern B.C. have been advocating Behavioural Competencies into all job for more safe and accessible transportation profiles and inviting people of Aboriginal options along the Highway 16 corridor. The heritage to participate as part of the 2006 Highway of Tears Symposium and the hiring panel; 2012 Missing Women Commission of Inquiry ºº Hosted multiple meetings and workshops at recommended a public transportation service the Songhees Wellness Centre; be established along Highway 16.

2016/17 REPORT ON MULTICULTURALISM [ 79 ] »» In 2014, senior staff from the ministry traveled the corridor from Prince George A GOLDEN SIGN FOR SIKHS to Prince Rupert to consult and meet with First Nations and municipal leaders Golden’s Sikhs came together in 2016 to (and other organizations including take up a golden opportunity to recognize Northern Health Authority and the the rich contributions of their community to First Nations Health Authority) to get a multicultural B.C. better understanding of the transportation challenges and needs along the Highway On September 26, 2016, the Province invited 16 corridor. The meetings resulted in a the public to suggest new Stop of Interest number of concerns being raised regarding signs, to mark B.C.’s history, geography, people the lack of public transportation and about and accomplishments. The Sikh community existing services. in Golden wanted to replace a small local area history sign, with a new larger sign that was »» In November 2015, to further the direct part of the ministry’s Stop of Interest program. dialogue with communities, a transportation symposium was held in Smithers, hosted On November 19, 2016, a new Stop of Interest by the Ministry of Transportation and sign was unveiled in Golden to recognize the Infrastructure and the First Nations early Sikh settlers in Golden and throughout Health Authority. Ninety-two community the Interior of B.C. participants took part in the symposium. Based on input coming from the symposium “The story of our community’s Sikh pioneers and the community consultation process, is one of hard work and determination,” said the ministry developed a five-point Mayor Ron Oszust. “This Stop of Interest means action plan. A $3-million Highway 16 a lot to our present-day Sikh residents, and Transportation Action Plan was publicly highlights an important chapter in the rich announced on Dec 14, 2015. history of our region, of which we’re all proud.” »» On June 15, 2016, government announced a further commitment of The sign helps illustrate how B.C. has been $2 million in new provincial and federal shaped by different ethnicities and cultures. funding for the $5-million Highway 16 Suggestions for new Stop of Interest signs Transportation Action Plan. were also received from First Nations, and other cultural communities. More signs are »» BC Transit buses started operating on the expected to be unveiled in 2017/18. Smithers to Moricetown route (6-day-a-week service) at the end of January 2017 as part of the Highway 16 Transportation Action Plan. The Province also committed to extend cost-shared funding from three to five years for transit operations.

On March 22, 2017, the province announced 12 recipients of the community vehicle grants program and a funding boost for the commu- nity vehicle program (more than doubling the funding). Along with extra transit funding, the five-point plan increased from $5 million to $6.4-million.

[ 80 ] 2016/17 REPORT ON MULTICULTURALISM BC Assessment’s commitment to multicultur- BC Assessment alism and diversity is promoted to all employees as part of internal communications and to the MANDATE public as part of the annual Property Assessment BC Assessment is a provincial Crown corporation, Communications Campaign. BC Assessment’s created in 1974 under the Assessment Authority People Division (HR) hiring practices support diversity Act, and governed by a board of directors. Its in the workplace with regards to age, culture, gender, vision is “We are the trusted, go-to provider of experience and more. property assessment information in B.C.” and its mandate is to establish and maintain an indepen- HIGHLIGHTS OF INITIATIVES dent, uniform and efficient property assessment In 2016-2017, BC Assessment provided assessment system throughout B.C. in accordance with the »» rolls and services on a contract basis to 81 Assessment Act. BC Assessment produces annual First Nations in British Columbia that have the assessment rolls at market value and issues annual authority to establish independent real property notices to more than 2 million properties. The taxation systems (and an additional 14 other annual assessment roll provides the basis for First Nation jurisdictions). A formal bi-annual local taxing authorities to raise over $7 billion customer satisfaction survey of this client group in property taxes that fund a variety of essential will occur in 2017. community services. »» BC Assessment has a volunteer internal Language EXECUTIVE COMMITMENT Skill Bank, representing 23 different languages TO MULTICULTURALISM including Mandarin, Cantonese, French, Russian, BC Assessment’s executive management Punjabi and Arabic. The Language Bank is used committee supports multiculturalism initiatives as a staff resource, connecting employees who and employment diversity at the operational have language skills other than English to support level. The overall responsibility is within the Office customers with oral or written questions. of the President and Chief Executive Officer. BC Assessment staff are available to make The Communications and Government Relations »» presentations to and respond to inquiries from Department is responsible for internal commu- ethnic media, local government and community nications as well as the distribution of public organizations about the property assessment information including publications, ethnic media process and the annual assessment roll. B.C.’s relations, advertising and the public website. ethnic media outlets are included on news BC Assessment’s Service Plan outlines the release distribution lists and some BC Assessment goals, strategies and performance measures for spokespeople have language skills outside of the organization. English, and conduct interviews and presentations. KEY PROCESSES, POLICIES, »» Assessment includes translated radio and print AND STRUCTURES IN SUPPORT ads for select Punjabi and Chinese media outlets OF MULTICULTURALISM in the Lower Mainland as part of its annual BC Assessment has a diverse workforce of over 680 Property Assessment Communications Campaign. employees representing a variety of cultures and These advertisements raise awareness for the ethnic diversity, located in 16 offices across the property assessment process and release of province. BC Assessment was recognized for the 4th the annual Assessment Roll and key dates time as one of B.C.’s Top Employers, and supports the for customers. delivery of over 2 million assessment notices to prop- BC Assessment meets delegations from erty owners in January of each year with information »» other countries and assessment jurisdictions about the assessment process. to share information with a variety of multicultural relationships.

2016/17 REPORT ON MULTICULTURALISM [ 81 ] »» Staff cultural backgrounds include Estonian, BC Games Society Slovak, Trinidadian, Austrian and Italian, providing for some sharing of backgrounds, foods at staff MANDATE functions, and holiday traditions that then allows The BC Games Society is the leadership organization for a greater understanding of each other. that guides the BC Winter and BC Summer Games Host communities take great pride in and prepares Team BC for national multi-sport »» highlighting the cultural diversity of their Games. The society builds on the expertise and region by way of inclusion in opening and support of partners to create development oppor- closing ceremonies, games’ time entertainment tunities for athletes, coaches, officials, volunteers, and hospitality. and communities. »» The society continues its longstanding The society’s success is based on the strength of partnership with BC’s First Nations through its human, written, and technological resources. a Memorandum of Understanding with The Transfer of Knowledge program provides the Indigenous Sport, Physical Activity & community volunteers with extensive written and Recreation Council (ISPARC)1. on-line resources for planning and delivering the BC Games. Staff resources are focussed on providing HIGHLIGHTS OF INITIATIVES guidance and expertise to the key volunteers of the The cultural diversity of the greater Abbotsford host societies, overseeing the hosting bid processes, »» community was showcased at every ceremonal securing additional revenue, and managing the event including their One Year to Go launch, travel logistics for BC Winter and BC Summer Games Torchlighting Ceremony and Opening and athletes, coaches, and technical officials. Closing Ceremonies. The society also has oversight of the Team BC »» Statisically, 96 athletes, coaches and officials program. Team BC is a select group of athletes, attending the Abbotsford 2016 BC Summer coaches, and team leaders who represent the prov- Games self-declared through their registration ince at Canada’s premiere multi-sport events – the as being of Aboriginal decent. This figure Canada Winter Games and Canada Summer Games. represents 3 per cent of the Games participants; an increase from the Nanaimo 2014 BC Summer EXECUTIVE COMMITMENT Games where 88 athletes, coaches, and officials TO MULTICULTURALISM declared their aboriginal heritage. The BC Games Society continues to help others Through the society’s annual mandate letter, lead, using its Vision and Values as a guide. »» the society continues to collaborate with sport Recruiting all volunteers based on the fabric of the system partners to promote the growth of community is critical. Integrity, trust, and respect ethnic and Aboriginal sport. are the core of the game plan. »» First Nations artist Jaman Zuroski has designed KEY PROCESSES, POLICIES, a unique print to be worn by athletes and AND STRUCTURES IN SUPPORT coaches attending the Winnipeg 2017 OF MULTICULTURALISM Canada Summer Games and the Toronto 2017 North American Indigenous Games. »» Society staff have communications skills in The design, Team BC Unite, represents two French, Slovak, Czech, Polish, Russian, German, teams, two worlds, embracing diversity, Estonian, and Italian. respect, connection, perseverance, excellence, »» Host community mayors and committees recruit and celebration. their boards of directors and general volunteers to reflect the fabric of the community. 1 formerly Aboriginal Sport, Recreation and Physical Activity Partners Council.

[ 82 ] 2016/17 REPORT ON MULTICULTURALISM »» In partnership with ISPARC, the society has established a mentoring program for the Chef de Mission of Team BC to the 2017 North American Indigenous Games. »» Through a cooperative venture with ISPARC, work continues to increase aboriginal youth participation at the 2018 BC Winter and BC Summer Games with plans focused toward , canoe / kayak, and .

2016/17 REPORT ON MULTICULTURALISM [ 83 ] EXECUTIVE DIVERSITY & BC Housing INCLUSION STATEMENT

Management BC Housing recognizes that a work environ- ment that is truly diverse and inclusive draws Commission upon and respects the unique characteristics, skills and experiences of all employees. MANDATE BC Housing is the provincial Crown agency that We believe that by further increasing the wide develops, manages and administers a range of array of perspectives resulting from diversity, subsidized housing options for British Columbians our organization becomes more creative, flex- in greatest need and oversees the residential builder ible and productive. licensing and home warranty insurance system in the province. With research and education initiatives, We recognize that a diverse workforce, within BC Housing also supports consumer protection for an atmosphere of respect and inclusion, new home buyers. BC Housing’s mission is making a increases our service capacity and enables us positive difference in people’s lives and communities to be more responsive, sensitive and helpful through safe, affordable and quality housing. to the diverse stakeholders, individuals and communities with whom we work. The commission’s mandate is to fulfill the government’s commitment to the development, management and This commitment to multiculturalism is administration of subsidized housing as reflected in reflected not only in policies, but also in the an Order-in-Council under the Housing Act estab- training and events provided to employees, the lishing the British Columbia Housing Management scope of client services offered in the commu- th Commission (BC Housing) in 1967. Now in the 50 year, nity, and the partnerships built throughout the mandate includes responsibilities for the admin- British Columbia. istration of the Homeowner Protection Act, including strengthening consumer protection for buyers of new Fostering a respectful, supportive and inclu- homes and helping to bring about improvements to sive culture, both internally and externally the quality of residential construction. in the communities served, is integral to the organization. EXECUTIVE COMMITMENT TO MULTICULTURALISM KEY PROCESSES, POLICIES, BC Housing has had a multiculturalism policy in AND STRUCTURES IN SUPPORT place since 1994, with many updates and renewals OF MULTICULTURALISM throughout the years, that formalizes a commitment EMPLOYEE DIVERSITY & INCLUSION PROGRAM to an environment that supports and advances BC Housing’s Diversity & Inclusion Framework multiculturalism in the workplace and in initiatives and and Implementation Plan emerged from a programs. All staff members are expected to respect consultative process and outline goals that multiculturalism in the workplace and in working with positively impact the workplace experience tenants, clients, partners and the public. of existing employees, improves the ability to attract and retain diverse talent, and enhances In 2013/14, BC Housing expanded on this commit- the capabilities of employees in all interactions. ment by adopting a Diversity & Inclusion Framework and Implementation Plan as part of our CEO-led The Diversity & Inclusion Framework and People Strategy. As a key element of this commitment, Implementation Plan focuses on three key areas: our executive endorses the following D&I statement for the organization:

[ 84 ] 2016/17 REPORT ON MULTICULTURALISM »» Attracting & Onboarding: Champions forward- »» Cuisine from around the world, as chosen by looking recruitment, onboarding, retention employees and identified as representative of and advancement processes. Includes training their cultural ancestry. and support for hiring managers and the Our Stories: New Canadians and first development of an Aboriginal recruitment, »» generation Canadians shared their personal retention and advancement strategy. and family stories. Engaging & Developing: Focuses on skill »» Culture stations where employees shared development and capacity building, »» displays, information, cultural artifacts, great including training for employees such as stories and even snacks from their ancestral respectful workplace and prevention of lands at trade-show style tables. harassment; workshops on diversity and inclusion competencies. »» Map station where employees use stickers to mark their ancestral homes on a large Building the Culture: Provides opportunities »» map of the world. This is an annual tradition for dialogue and celebration and includes and results in an impressive map that is an annual employee forum on diversity prominently displayed in the home office and inclusion and a long-standing annual throughout the year and shows the diversity of Multicultural Celebration. the group, originating from over 60 countries around the world. RESPECTFUL WORKPLACE TRAINING The commission has refreshed and expanded the SUPPORT FOR IMMIGRANTS AND REFUGEES mandatory respectful workplace and anti-harass- The core services include housing and support for ment training by creating Fostering Respectful and immigrants and refugees through the housing Inclusive Workplaces. In this full-day, in-person, registry and rent subsidy programs. BC Housing experiential training, participants learn behaviours has also been an important partner working with that create a cooperative and supportive work Immigrant Services Society of BC (ISSBC) on the atmosphere. This includes understanding the build of the recently opened Welcome Centre. Multiculturalism Policy, Respectful Workplace Policy A regional transitional housing and support and Diversity & Inclusion Policy. It also focuses on services hub for newcomers, Welcome Centre principles of diversity, inclusion and multicultur- is the first purpose-built facility of its kind in the alism; everyone knowing roles in creating respectful world and sets a new international standard in workplaces free from discrimination, harassment, service delivery for immigrants and refugees. and bullying; and exploring skills for working together respectfully. The LEED Gold facility includes up to 138 beds in 18 housing units, a primary health care clinic, MULTICULTURAL CELEBRATION a multilingual trauma support and treatment The commission celebrated Canadian Multiculturalism centre, childminding services, playground, youth Day with the 13th annual Multicultural Celebration. drop-in centre, classrooms for English language This year was the biggest celebration to date, with learners, and multilingual settlement support 300 employees attending. Events were held at the including housing and employment services. provincial and at every regional office throughout the province. Celebrations included: BC Housing employees also contributed person- »» World music and dance performed by guests ally to supporting refugees coming to Canada and by BC Housing employees – this year through our Community Connections commu- included a lively 13-member Venezuelan folk nity investment program. music ensemble; they brought down the house with their incredible energy and had attendees up on their feet and dancing.

2016/17 REPORT ON MULTICULTURALISM [ 85 ] [ 86 ] 2016/17 REPORT ON MULTICULTURALISM FOCUS ON ABORIGINAL INDIVIDUALS NEW HOUSING AND FAMILIES In a multi-year project through our Aboriginal BC Housing is committed to supporting Aboriginal Housing Initiative, BC Housing is developing partners in the housing sector by increasing housing more than 200 new affordable housing units options to meet the needs of Aboriginal households, in eight communities across BC for Aboriginal working to increase the capacity of the housing people living off reserve. This housing creates sector to meet Aboriginal housing needs, and safe, secure and culturally-appropriate housing supporting Aboriginal housing self-management. for youth, women, elders and those who are struggling with addiction. The units are funded Training is provided to Aboriginal youth through with $50.9 million in one-time funding through Skills Plus, a program that helps individuals build the Off-Reserve Aboriginal Housing Trust, carpentry, electrical and plumbing skills. which was transferred from the Government of Canada to the Province. BC Housing is working An extensive review process with the in consultation with the Aboriginal Housing Canadian Council of Aboriginal Business to renew our Management Association to administer this trust. Progressive Aboriginal Relations (PAR) certification has been undertaken. This includes programming, ABORIGINAL HOMELESS OUTREACH partnerships, corporate functions such as policies BC Housing’s Aboriginal Homeless and procurement, and employee engagement. In Outreach Program provides urban and rural off- addition to the certification being renewed, the reserve Aboriginal people who are homeless or Gold Level PAR Certification for a three-year tenure at risk of homelessness direct access to housing was awarded. and other community resources in a culturally- sensitive manner. At the core of the program is ABORIGINAL CAPACITY BUILDING cultural awareness and sensitivity, respect for Partnerships with Aboriginal organizations over the diversity and a spirit of flexibility in its approach past several years have been diverse and include work to helping Aboriginal people and families who with the Aboriginal Housing Management Association are homeless or at risk of homelessness to meet (AHMA). AHMA is responsible for the administration their goals of improved health, well-being and of subsidies and operating agreements of Aboriginal housing stability. housing projects on behalf of the Province. BC Housing has also completed an ownership and manage- HIGHLIGHTS OF INITIATIVES ment transfer of Rural Native Housing properties on BC Housing’s Diversity & Inclusion (D&I) program- Vancouver Island to an Aboriginal non-profit housing ming has had an amazing year, adding new society in that region. offerings, building a strong and committed Employee Resource Group and seeing D&I prin- WOMEN’S TRANSITION HOUSING AND SUPPORTS ciples embraced throughout the organization. Through BC Housing’s Women’s Transition Housing and Supports Program, Aboriginal women are ONGOING MULTICULTURAL INITIATIVES supported by the provincial network of safe homes, transition houses and second-stage housing which »» CEO-led, executive-sponsored, D&I strategy include resources operated by Aboriginal service supporting every part of our business. organizations in several communities. BC Housing »» Active, diverse, employee-led Diversity & has implemented initiatives to address the housing Inclusion Committee. and support needs of women and children fleeing violence, including Aboriginal women and children. »» Director of Aboriginal Relations who works in BC Housing also supports three Aboriginal Affairs and the executive office, advises and supports staff Northern Development Canada safe homes in their and also works with external partners in the provision of services to women. Aboriginal housing sector.

2016/17 REPORT ON MULTICULTURALISM [ 87 ] »» Mandatory Respectful Workplace training for INCLUSION CAFÉ: A MOVING DIALOGUE ON all staff. THE REFUGEE & IMMIGRANT EXPERIENCE »» Honoured with Gold Certification in Progressive Aboriginal Relations (PAR) by the BC Housing’s Diversity & Inclusion Committee Canadian Council of Aboriginal Business. held its 3rd annual Inclusion Café on April 19. Employees from throughout the organization Honoured with the 2017 Government Award »» came together to focus on this year’s topic, the in the British Columbia Multicultural Awards. Immigrant and Refugee Experience. Many shared »» Safe Harbour Program in storefront, providing their own experiences as newcomers to Canada staff with training to support people in crisis. and everyone learned more about today’s landscape for immigrants and refugees. »» Employee-led lunch and learns on topics such as Black History Month and The event began with opening prayers from Unconscious Bias. Elder SeisLom of the Lil’wat Nation. Elder SeisLom »» Multicultural celebrations complete with spoke about the ancient history of healing in international food, music and dancing in indigenous culture and of the power everyone every region of the province. has to heal relationships, to be resilient, and to enrich Canadian culture. He shared stories, prayer Hosted Pink Shirt Day anti-bullying initiative. »» and song in his traditional language. »» Hosted cultural celebrations including Persian New Year, Lunar New Year, Participants took part in an Intercultural Filipino Day, Christmas, Hanukah, Diwali and Competency Training Workshop. Led by many more. Taslim Damji, manager of the MOSAIC Works Project, this workshop provided staff with Rolled out new offerings of »» strategies to manage intercultural challenges Working Effectively with Aboriginal Peoples and offer more effective support to immigrants and reached milestone of having 50% of the and refugees. organization to date participate voluntarily. »» Rolled out new offerings of QMUNITY’s BC Housing employees presented on the Understanding LGBTQ Communities training. many ways our organization, along with our non-profit partners, support newcomers to »» Grew D&I Employee Resource Group and Canada. Presentations included the work of the hosted Inclusion Café. Applicant Services team who assist immigrants and refugees with accessing housing programs, NEW PARTNERSHIPS WITH the Development and Asset Strategies team who OTHER ORGANIZATIONS worked alongside Immigrant Services Society BC Housing continues to build strong of British Columbia (ISS) on the Welcome Centre community partnerships with organizations project, a purpose-built facility providing tempo- including: MOSAIC, ISS BC, Vancouver Aboriginal rary housing as well as health and social services Friendship Centre, Indigenous Corporate for refugees upon arriving in Canada – the first Consulting, Qmunity, Muslim Friendship Centre of its kind in the world. ISS representatives of BC, and Inclusion Works. in the Welcome Centre provided a deeper understanding of the centre and its programs and services.

[ 88 ] 2016/17 REPORT ON MULTICULTURALISM ISS guests also facilitated a moving interview with Adham Ibrahim Alremer, a client who BC Hydro had just arrived in Canada from Syria with MANDATE his wife and two daughters in the previous BC Hydro is one of the largest electric utilities two weeks. With the help of an ISS translator, in Canada, generating and providing electricity Mr. Alremer graciously and candidly shared to 95% of British Columbia’s population and his story, including the devastation his family serving over four million people. experienced in their homeland where they lost two sons and Mr. Alremer suffered debilitating The mission of the provincial Crown injuries, their journey to a refugee camp in Corporation is to provide reliable, affordable, Jordan, and their coming to Canada. He said clean electricity throughout B.C., safely. that while his family carries deep wounds from the trauma and loss they have suffered, BC Hydro’s approach to multiculturalism is Canada has made them feel welcome and he integrated within a broader diversity strategy. believes healing is possible. Diversity at BC Hydro is: understanding, recog- nizing and valuing the differences that make “What inspired me most was seeing Adham’s each person unique. tremendous smile,” says Licensing Officer Derek Lem. “It makes me proud to be Canadian In 2007, the BC Hydro board and executive that we welcome those fleeing tragedy team approved a long-term goal to increase towards a new life in Canada. It was sad to BC Hydro’s representation of women, visible hear his story, but it helps us to stop and think minorities, Aboriginal People and People with about how much we take for granted living in Disabilities to the level of the British Columbia a safe country like Canada.” workforce by 2017.

Records and Information Clerk Laila Sekandari In 2016, leadership reviewed the 10-year had similar insights. “I learned valuable life Diversity program outcomes. Representation lessons from Adham’s story. His hope for a outcomes were: better life and his courage inspired me.” »» Recruitment of women is outperforming This was HR Applications Specialist Rachel the available labour market 2. Aoki’s first Inclusion Café. “Listening to Adham’s »» Recruitment of visible minorities is close to story of heartbreak and survival in Syria…and or at par with available labour market. the joy that he has now calling Canada ‘home’ was very moving,” says Rachel. “I won’t forget it.” »» Recruitment of Aboriginal People is improved in the skilled and technical trades, but still underperforming the labour market in other occupations. »» Recruitment of Persons with Disabilities is underperforming the labour market.

2 Available labour market refers to the occupational distribution of BC Hydro.

2016/17 REPORT ON MULTICULTURALISM [ 89 ] Program successes included: EXECUTIVE COMMITMENT TO MULTICULTURALISM Being recognized as one of Canada’s »» In 2016, BC Hydro joined other leading organiza- Best Diversity Employers (since 2011). tions in signing the Minerva Face of Leadership® »» Improving sourcing and developing stronger pledge to support diversity. The pledge asserts pipelines for Aboriginal youth. seven principles related to the practices and supports in place to support the progress of Dedicating more resources to support »» women in leadership. for Aboriginal candidates and Aboriginal business development. In 2017, it joined The President’s Group which »» Increasing the representation of women in is a Network of 23 B.C. business leaders who are senior management and the trades. engaging with employers across the province to increase employment opportunities for people In 2016, leadership confirmed its commitment to with disabilities and create a more accessible diversity by inviting employees with an interest in this consumer marketplace. The Presidents Group is topic to participate in a focus group to help inform part of the Accessibility 2024 leadership team that and shape changes to BC Hydro’s diversity policy. works with government and the disability commu- nity to implement Accessibility 2024, B.C.’s 10-year The diversity program redesign marks a shift from action plan to become the most progressive focusing primarily on representation to a program province in Canada for people with disabilities. with a clearer emphasis on inclusion and diversity of thought. Diversity is central to the creativity and Diversity reporting, including visible minorities, collaboration required to achieve BC Hydro’s vision to is tracked and reported quarterly including a become the most innovative utility in North America. report to the governance and human resources committee of the BC Hydro board of directors. Diversity, and respect for the individual is embedded Diversity trends are tracked over a rolling five-year in BC Hydo’s values. The sense of inclusion, belonging period, and compared to labour market data. and trust on teams contributes to both physical and psychological safety at BC Hydro. Respecting differ- KEY PROCESSES, POLICIES, ences is a core principle in the respectful workplace AND STRUCTURES IN SUPPORT policy that guides interactions. Workforce diversity OF MULTICULTURALISM is often seen when employees come together to solve a problem and their different ideas, experience POLICY & PROCESSES and disciplines contribute to better outcomes. A The Respectful Workplace Policy governs diverse workforce benefits BC Hydro by creating workplace behaviour. BC Hydro is committed a culture that values curiousity and patience, and to providing a work place that maximizes each that supports and learns from different perspectives employee’s contribution to the success of the and experiences. organization. This means providing a safe and healthy work place that values diversity is free of BC Hydro is intentional about building a diverse discrimination and harassment and treats each workforce by seeking talent in the labour market that individual with dignity and respect. In-person shares its values. A workforce, made up of differing respectful workplace training is mandatory expertise, experience and ways of thinking is the for all employees. An online refresher course is innovation engine to create new and better ways required every two years to ensure awareness of doing things. It will help BC Hydro deliver capital and adherence. projects on time and on budget, understand and serve customers better, and will help explore goals for energy conservation.

[ 90 ] 2016/17 REPORT ON MULTICULTURALISM Management and administration have supported »» Provide recognition of provisional diversity & muliticulturalism by following respectful membership to technical regulatory bodies and healthy work place principles as follows: for new Canadians in the process of securing Canadian accreditation. »» All individuals have equal access to employment and advancement opportunities, »» Support a dedicated team focused on raising and are treated fairly and equitably. BC Hydro Aboriginal representation at BC Hydro. managers are held accountable for ensuring a harassment-free workplace. CUSTOMER SERVICE BC Hydro will continue to: »» BC Hydro recognizes that accommodation may be required to comply with human »» Engage customers in their preferred language rights legislation, and that the provision of (English, Cantonese, Mandarin and Punjabi). accommodation is a shared responsibility Provide real time translation services upon between managers, unions and employees. »» request in our call centre. »» Flexible work arrangements are considered in order to help employees balance RETURN TO WORK commitments to work, family, community BC Hydro will continue to be proactive in and lifestyle, and may be negotiated where all supporting employees in managing their physical stakeholders (including customers, managers and mental health. Issues of identity, self-esteem and employees) are positively affected by and personal fulfilment are intrinsically connected the changes. to work for many people; the goal is to ensure employees are able to return to work as soon as The diversity program redesign will necessitate »» possible with the appropriate supports. the integration of diversity considerations across all of the core HR processes from Employee Resource Groups recruitment and selection, training and Since 1994, BC Hydro has provided corporate development through promotion and support for the Employee Resource Groups. It succession. Additional supports for diversity currently has three employee-led networks: the include employee awareness of and access to Hydro Employee Multicultural Society (HEMS), the mental health and wellness resources. BC Hydro Women’s Network (BCHWN) and the Aboriginal Employee Network (RAIN). RECRUITMENT BC Hydro will continue to: HIGHLIGHTS OF INITIATIVES »» Review selection criteria to ensure INCLUSION unintentional bias is removed and to make In 2016/2017, employees continued to value sure they are easy to understand and the »» the multi-purpose quiet spaces for use by language is neutral. all employees at multiple locations for the »» Encourage hiring managers to offer purpose of reflection and faith-based practices interviews for candidates who are qualified on site. and might not fit the traditional package In 2016/2017, at the invitation of leadership, of qualifications/attributes/characteristics. »» employees with an interest in diversity and »» Encourage hiring managers to hire qualified inclusion were engaged through a working immigrants with a specific career path plan group to inform BC Hydro’s diversity policy (hire at a more junior level with timelines and principles. for performance and development to increasing levels).

2016/17 REPORT ON MULTICULTURALISM [ 91 ] »» In 2016/2017, the BC Hydro Youth Hire program, which is an entry level job-shadow BC Immigrant program, provided 20 opportunities for Aboriginal youth and young women considering the trades an opportunity to work Investment with BC Hydro crews. Fund Ltd. / CELEBRATION A month-long multi-channel campaign in B.C. Renaissance June was aimed at raising awarenesss across BC Hydro about the corporation’s commit- Capital Fund Ltd. ments and relationships with the Aboriginal people of B.C. Culminating with the celebration MANDATE of National Aboriginal day the week of June The BC Immigrant Investment Fund (BCllF) is a 19, 2016, the cultural celebration at BC Hydro Crown corporation wholly owned by the Province headquarters in Vancouver and Burnaby features of British Columbia. BCllF is responsible for traditional dance, storytelling and food. Employees managing British Columbia's allocation of funds were encouraged to attend events to celebrate committed by new immigrants to Canada under the contribution Aboriginal people have the federal Immigrant Investor program (llP). llP made to Canada. funds are invested in infrastructure loans and money market investments to spur economic PARTNERSHIPS development and job creation. »» In 2016/2017 BC Hydro began preperations to seek renewal of Progressive Aboriginal BCllF, through its subsidiary, the Relations (PAR) Gold designation from the B.C. Renaissance Capital Fund (BCRCF), has Canadian Council for Aboriginal Business. committed $90.2 million to venture capital invest- ments in four key technology sectors: digital media, »» PAR is a certification program that confirms information technology, life sciences, and clean corporate performance in Aboriginal relations technology. In October 2016, the BCRCF launched at the Bronze, Silver or Gold level. Certified the $100 million BC Tech Fund, a fund-of-funds companies promote their level with a PAR that invests in B.C.-based venture capital funds and logo signaling to communities that they are B.C.-based companies. good business partners; great places to work and; committed to prosperity in Aboriginal The purpose of venture investments is to generate communities. Since the program’s introduction financial returns and to encourage the develop- in 2001, PAR remains the premier corporate ment of successful venture capital managers, social responsibility program with an emphasis attract new investment capital, and develop on Aboriginal relations. promising, innovative technology companies in »» In 2016/2017 Volunteers from BC Hydro the Province of British Columbia. supported the Engineering regulatory body, the Association of Professional Engineers and EXECUTIVE COMMITMENT Geoscientists of BC, as assessors of credientials TO MULTICULTURALISM and applications of internationally trained BCllF's management team and board of direc- professionals for the purpose of providing tors seek opportunities to support diversity and provisional, entry-level membership to multiculturalism throughout all areas of corporate the Association. planning and operations. With a public sector lending portfolio, BCllF responds to the diverse needs of British Columbians.

[ 92 ] 2016/17 REPORT ON MULTICULTURALISM The corporation also supports opportunities to showcase British Columbia's multicultural work- British Columbia force and to attract new international talent to B.C. through investment in venture capital across British Columbia. Council for

KEY PROCESSES, POLICIES, International AND STRUCTURES IN SUPPORT OF MULTICULTURALISM Education BCllF integrates diversity into its corporate culture by fostering a work environment that encourages MANDATE and respects individual and cultural differ- The purpose of British Columbia Council for ences. Specific examples of the commitment to International Education (BCCIE) is to promote inter- diversity include: national education in and for the Province of B.C., enhance British Columbia’s international reputation for BCllF is committed to hiring based on skills education and support the B.C. International Education and competencies, while also ensuring that its Strategy. In 2016/17, government provided the employees and board of directors reflect the following mandate direction to BCCIE: diversity of the province. As evidence of this, the »» Consult with the Ministry of Advanced Education management team and board of directors are to develop and implement an Operational Plan for comprised of a group of professionals reflective 2016/17 based on activities that: ofB.C.’s cultural diversity. ºº Support and align with sector and Provincial »» Advertising, promotional materials and public priorities for international education and the reporting documents incorporate inclusive International Education Strategy. language and images. »» Focus on the following three areas: ºº Increase international participation throughout the B.C. education system; ºº Provide market support for the international education sector in B.C., including govern- ment and sector missions abroad; and, ºº Provide communication and profes- sional development for the international education sector in B.C., including Summer Seminar 2016. »» Work with the Ministry of Advanced Education and partner ministries to inform a refresh of the International Education Strategy.

EXECUTIVE COMMITMENT TO MULTICULTURALISM The nature of the work at BCCIE is well aligned with the values of multiculturalism and encourages respect, tolerance and substantial knowledge of other cultures and creeds. BCCIE incorporates this into its hiring practices wherever possible and considers linguistic diversity when posting all positions.

2016/17 REPORT ON MULTICULTURALISM [ 93 ] In addition, executive management at BCCIE »» Enhanced the British Columbia Study Abroad supports staff to engage in cultural experiences Consortium – a virtual consortium of post- at work. Professional development opportunities secondary study abroad providers designed to hosted through BCCIE support internationalization encourage more B.C. students to study in other and global citizenry, two of BCCIE’s core values. countries and more and smaller institutions to become engaged in this activity. In 2016/17, KEY PROCESSES, POLICIES, BCCIE grew the membership in the Consortium AND STRUCTURES IN SUPPORT with additional institutions and offered 11 BCSA OF MULTICULTURALISM study abroad scholarship to B.C. students. BCCIE values diversity in the workplace and Supported the B.C. government’s employees at BCCIE come from a variety of cultural »» International Education Strategy, launched in backgrounds including Chinese (Hong Kong, Taiwan May of 2012 – worked to increase number of and the People’s Republic of China), Venezuelan, international students who choose to study in Malaysian and various European cultures. In addi- B.C. as well as supported those international tion to the variety of cultures represented at BCCIE, students to study in different communities numerous languages are spoken among the across B.C. staff including Mandarin, Cantonese, Taiwanese, Japanese, Korean, Spanish, Indonesian, French, »» Partnered with the Ministry of Education to English and Portuguese. administer study abroad scholarships to China, Japan, France and Italy for students and teachers Examples of internal diversity activities at BCCIE in B.C. and facilitated other study abroad include lunch and learn sessions on topics relevant opportunities for B.C. students and teachers. to the theme of multiculturalism and encourage- Acted as liaison with Foreign Consular Corps – ment of staff to participate in BCCIE PD events for »» regular outreach to consular corps in support of the sector, some of which are on topics related to outreach to the communities they represent. multiculturalism. BCCIE supports employees to use a portion of their annual professional development »» Organized and hosted professional funds for language study. BCCIE also partners with development events, conferences, and other organizations to advance multiculturalism roundtables – many directly supportive of in B.C. including the Ministry of Education to offer the goals of multiculturalism and advancing Study Abroad scholarships to students and teachers internationalization. Specifically, in 2016/17, in B.C. in 2016. BCCIE hosted an additional two workshops on the topic of Intercultural Best Practices in HIGHLIGHTS OF INITIATIVES Prince George and Victoria, supporting a greater The nature of BCCIE’s work promotes internation- understanding of how to communicate and alization with the aim of attracting students to B.C. interact with different cultures from around to study and encouraging more students from B.C. the world. to study in other countries and cultures. Since our Supported, and participated in, the India Arts work encourages and supports more international »» Summer Festival, Simon Fraser University Surrey students to study in communities across all of B.C., Diwali Gala and Canada Japan Society Events. many of our ongoing activities support advancing multiculturalism in B.C. The list below highlights »» Supported both incoming and outgoing some of BCCIE’s regular activities during 2016/17 delegations. In fiscal 2016/17, BCCIE led that support and advance multiculturalism: outgoing delegations to Japan, Southeast Asia, China and Brazil. In addition, BCCIE hosted »» Acted as liaison with Foreign Consular Corps – incoming delegations from China, Japan, Korea, regular outreach to consular corps in support Vietnam, Mexico, United States and Australia. of outreach to the communities they represent.

[ 94 ] 2016/17 REPORT ON MULTICULTURALISM A wide range of cultural origins can be seen British Columbia around the BC Innovation Council office. Team members have been born on every continent save Antarctica and Australia. Further, BC Innovation Innovation Council Council team members are proficient in 15 MANDATE languages including:Bengali, Cantonese, Croatian, BC Innovation Council (Council) encourages the French, German, Hindi, Italian, Mandarin, Polish, development and application of advanced or Portuguese, Russian, Spanish, Thai, and Ukrainian. innovative technologies to meet the needs of industry in the Province of British Columbia. The BC Innovation Council is committed to creating council accelerates the commercialization and fun and engaging activities and events that are the adoption of technology by working closely inclusive of all staff. Included among these are with industry, government and tech entrepre- opportunities that showcase different cultures. neurs. With its partners, the Council delivers BC Innovation Council staff are also encouraged programs and initiatives that promote company to initiate opportunities for all staff to give back growth, resulting in jobs, increased revenue to our community and benefit others of varying and economic development in the province. economic, social and cultural backgrounds. The BC Innovation Council is a Crown corporation of the Province of British Columbia. HIGHLIGHTS OF INITIATIVES All BC Innovation Council programs are created EXECUTIVE COMMITMENT to benefit British Columbia-based businesses TO MULTICULTURALISM and entrepreneurs of all ethnicities and cultures. The BC Innovation Council plays a leadership Additionally, several initiatives in 2016/2017, both role in furthering technology innovation in all one-time as well as ongoing initiatives, have regions of British Columbia through the delivery fostered multiculturalism. Examples of these initia- of programs and services to technology entrepre- tives are below: neurs, established companies and post-secondary »» BC Innovation Council was a co-host of the students of all ethnicities, cultures and orienta- #BCTECH Summit on March 14-15, 2017. The tions. BC Innovation Council’s partners in industry two-day event was not only the largest tech and academia uphold the same principles – that conference in the province, but also offered everyone, regardless of gender, sexual orientation, opportunities for multiculturalism: ethnicity, colour, religion or ability, has the right to ºº The First Nations Technology Council and participate in BC Innovation Council-supported First Peoples’ Cultural Council were exhibi- education and entrepreneurial training programs tors at the Summit. that benefit their company. BC Innovation Council seeks to embody equality through its employment ºº Her Excellency Anne Kari H. Ovind, and operational practices to ensure that no one is Ambassador for Norway, presented her denied opportunity for reasons unrelated to ability. perspective on natural gas. »» A session entitled, “The Unconscious Bias: KEY PROCESSES, POLICIES, Finding, Nurturing and Keeping the Best Talent,” AND STRUCTURES IN SUPPORT focused on creating awareness of our biases OF MULTICULTURALISM including ethnicity. BC Innovation Council management supports and respects multiculturalism in the workplace. »» A session entitled, “Come Grow With Us. Recruitment and hiring is based on the qualifica- Choosing to Live and Work in B.C.,” spoke tions, skills and training of all candidates. Its team to how B.C. is attracting and welcoming reflects B.C.’s multicultural and diverse population. international talent.

2016/17 REPORT ON MULTICULTURALISM [ 95 ] »» The #BCTECH Summit 2017 garnered high levels »» When hosting or promoting an event, of media coverage, and BC Innovation Council BC Innovation Council attempts to generate a ensured a multicultural media landscape. multicultural group of attendees. To supplement English language reporting, The program funded 29 research chairs French and Cantonese reporters also provided »» throughout B.C. with the final being media coverage. In addition, BC Innovation announced in 2016. BC Innovation Council Council President and CEO Carl Anderson continues to manage the administration provided an opinion-editorial that ran in both of the program, including Chairs the Filipino Post and Asian Pacific Post. leading research in the following areas: »» BC Innovation Council provides financial Aboriginal Environmental Health, Cultures and support to 14 organizations in the Ecosystems at Risk, Canada-India Business & B.C. Acceleration Network that deliver the Economic Development and Aboriginal Early Venture Acceleration Program to entrepreneurs Childhood Development (two Chairs). throughout B.C. Each of these organizations works closely with entrepreneurs of all ethnic backgrounds and cultures in their respective communities. »» A prime example of this, is OneFeather Mobile Technologies Ltd. The Victoria-based company offers a mobile app that gives First Nation citizens a platform to communicate and interact. Capabilities include a mobile voting technology used for elections and referenda. OneFeather navigated the Venture Acceleration Program via our Nanaimo-based accelerator, Innovation Island Technology Association. »» BC Innovation Council hosts international delegations seeking information about British Columbia’s approach to accelerating technology commercialization. In 2016/2017, BC Innovation Council hosted a Korean delegation. »» BC Innovation Council is the administrator of the Leading Edge Endowment Fund (LEEF), launched in April 2002, to encourage social and economic development in B.C. Using a cost-sharing partnership with the private sector, LEEF helped establish Leadership Research Chairs at public, post- secondary institutions across the province in the areas of medical, social, environmental and technological research. The Fund also established Regional Innovation Chairs to create opportunities in communities through B.C.'s colleges, universities and institutes.

[ 96 ] 2016/17 REPORT ON MULTICULTURALISM Being diverse and inclusive is fundamental to British Columbia the organization, its employees, customers and stakeholders. In 2016, under the support and guidance of the board and executive team, BCLC Lottery began its work on the Diversity and Inclusion (D & I) strategy. The vice presidents are responsible Corporation for driving BCLC’s D & I initiative forward and ensuring the corporation is an inclusive organiza- MANDATE tion. A Diversity & Inclusion Committee, made up British Columbia Lottery Corporation (BCLC) of nine employees representing various areas of conducts and manages gambling in a the organization with different backgrounds and socially responsible manner for the benefit of experiences, provides input on the D & I mission, British Columbians. It operates under the provincial strategy and initiatives. BCLC is looking to create Gaming Control Act (2002) and within the legisla- greater organizational awareness of diversity and tive, regulatory and policy framework established inclusion through various internal communica- by the Province. The corporation offers exceptional tions channels, including lunch and learn sessions. gambling entertainment through national and The corporation will also be providing educa- provincial lotteries; casino gambling; online tional training to leaders and employees about gambling; commercial bingo; and sports betting. workplace diversity.

EXECUTIVE COMMITMENT In 2017, BCLC CEO, Jim Lightbody, was awarded TO MULTICULTURALISM the Chartered Professionals in Human Resources Demonstrate leadership and accountability in B.C. and Yukon Keeping People First: CEO Award. multicultural issues in corporate strategic, business Under his leadership, BCLC adopted a Diversity and and performance plans and annual reports. Inclusion strategy supporting an open and collab- orative culture, supporting women in leadership. The values of social responsibility, integrity Four of the eight executive team members and 41% and respect are embodied in our Standards of of senior managers and directors are female. BCLC Ethical Business Conduct, Social Responsibility (SR) is also a member of the President’s Group, made up Charter and corporate policies. At BCLC, the execu- of 23 of B.C.’s top business leaders with the mandate tive team stands by these values by promoting a to support and encourage meaningful employment fair, open, respectful and progressive workplace opportunities for people with disabilities and create and business. In fact, 44% of the executive team are a more accessible consumer marketplace. female and 41% of senior managers and directors are female – a testament to the corporation’s success in BCLC’s core values of integrity, social responsibly creating an equal playing field for all employees. and respect are applied to all aspects of its business, whether that is with employees, customers, stake- BCLC’s executive team promotes a fair, open, holders or the communities in which it operates. respectful and progressive workplace and business. BCLC’s Social Responsibility (SR) Charter formalizes This includes its recruitment process that demon- its commitment to support the communities that it strates a commitment to respecting human rights, operates in, and to make BCLC a great place to work and upholding the Canadian Human Rights Act. through respect, empowerment and teamwork. The corporation has a policy to hire the best candidate for the role, regardless of race, colour, BCLC operates with the fundamental understanding ancestry, place of origin, political belief, religion, that its market and customers, including service marital status, family status, physical or mental providers and retailers, are multicultural and diverse. disability, sex, sexual orientation or a conviction of a criminal or summary conviction offence.

2016/17 REPORT ON MULTICULTURALISM [ 97 ] [ 98 ] 2016/17 REPORT ON MULTICULTURALISM BCLC’s cultural drivers of trust, collaboration, KEY PROCESSES, POLICIES, customer focus and embracing change play an AND STRUCTURES IN SUPPORT important role in fostering respect, empowerment OF MULTICULTURALISM and teamwork to make BCLC a great and inclusive BCLC employs a team of approximately 900 people place to work. Its commitment to ensuring a posi- who live and work in 35 communities across tive work environment for all employees regardless British Columbia and represent the diversity of of race, ancestry or place of origin is reflected the province. in the Standards of Ethical Business Conduct, which is reviewed and signed off each year by At the heart of everything BCLC does is consid- all employees. eration of the impact on and for the people and communities of British Columbia. The corporation BCLC has established mandatory annual respectful understands the multicultural diversity of the workplace training for leaders and employees in market, customers, service providers and retailers, order to ensure all employees are aware of what and take that into consideration with every aspect is considered harassment and what they can of BCLC’s operations. do if they experience or are witness to it in the workplace. BCLC has a zero tolerance policy for The corporation provides responsible gambling harassment and it is committed to ensuring all information brochures and materials to players employees work in a respectful environment that in seven languages, including English, French, is free from harassment. Punjabi, Chinese, Vietnamese, Korean and Tagalog. Players can also access responsible gambling In the 2017, BCLC’s annual Employee Engagement information through discussion with interpreters survey included an optional diversity and inclu- in Lower Mainland facilities. sion section better understand the makeup of its workforce. The results from the survey will be used In addition, the Customer Support Centre is able to to create its Diversity and Inclusion strategy. access translation services when assisting players and lottery retailers who have English as a second An employee driven committee, AIM (Acts of language. Lottery retailer certification paper exams Kindness, Inspire and Mentor) was initiated in 2016, are provided in English, Korean, and Chinese. and has since grown to more than 170 members, including both men and women. The group encourages diversity and its purpose is to support the success of women at BCLC.

In 2016, AIM brought in a number of speakers from both the Kamloops and Vancouver communities to share their own perspectives and insights with members. One guest in particular, Chastity Davis, opened up a new conversation at BCLC about unconscious bias and how we think about the world and the people around us. She spoke of her indigenous heritage and her exploration of truth and reconciliation. This dialogue challenged the group to consider what the experience of indig- enous people feels like today and she encouraged the group to learn more and decide how we want to be part of re-authoring Canada’s story.

2016/17 REPORT ON MULTICULTURALISM [ 99 ] »» Every year, members of the BCSC Social British Columbia Committee organize International Food themed events to highlight and celebrate Securities cultural heritage, including food and music. HIGHLIGHTS OF INITIATIVES Commission Employees’ contributions and achievements are celebrated at the service plan rollout event MANDATE at the end of the fiscal year. This year, the The BC Securities Commission (BCSC) is the inde- Innovation Award was presented to a member of pendent provincial government agency responsible the enforcement Ddvision for her work in writing for administering and enforcing the provincial a Resource Guide for Investigations involving Securities Act. The mission of the Commission is to Chinese parties. She had worked on several protect and promote the public interest by fostering: difficult fraud investigations involving Chinese- »» A securities market that is fair and efficient and speaking subjects and victims. The resulting warrants public confidence. guide includes dialect information, translation tools, interview methods, search suggestions, »» A dynamic and competitive securities industry bank details, helpful tips, and more. It also that provides investment opportunities and includes a spreadsheet of helpful Chinese words access to capital. and phrases, which the enforcement team will continue to develop. EXECUTIVE COMMITMENT TO MULTICULTURALISM For ethnic communities, the BCSC’s investor educa- The commission translates publications and multi- tion website, InvestRight.org, provides information, media presentations into Chinese and Punjabi to resources and tools about investing and fraud provide information to community based groups on awareness and prevention in languages for the fraud and help them make more empowered invest- South Asian and Chinese communities. BCSC staff ment decisions. The commission is an employment improved the integration of the ethnic resources equity employer and welcomes and values diversity into a newly redesigned InvestRight website. in the workplace. A discrimination, bullying and harassment prevention policy guides the workplace The BCSC InvestRight outreach program provides interactions and relevant training is provided to all investor education seminars and online and employees on an on-going basis. printed resources in languages for those from the South Asian, Chinese and Korean communities. KEY PROCESSES, POLICIES, AND STRUCTURES IN SUPPORT OF MULTICULTURALISM »» The workforce is diverse, with a multitude of racial, religious and cultural backgrounds. Approximately 38% of all permanent full time employees are from visible minorities. »» Employees of the commission speak 25 different languages, including Afrikaans, Austrian, Cantonese, Czechoslovakian, Dutch, Fijian, French, German, Greek, Hindi, Italian, Japanese, Mandarin, Polish, Portuguese, Punjabi, Russian, Serbo- Croatian, Shanghainese, Spanish, Swahili, Tagalog, Tamal, Turkish and Ukrainian.

[ 100 ] 2016/17 REPORT ON MULTICULTURALISM Equity, diversity and multiculturalism are reflected B.C. Liquor in employee recruitment materials (Jump Into a Career and Step Into a Career), which feature LDB employees who reflect B.C.’s cultural diversity. Distribution Branch In some locations — including Richmond and MANDATE West Vancouver— employees who are multilin- Under the authority of the Liquor Distribution gual are recruited in order to serve customers Act and in accordance with the Importation of more effectively. Intoxicating Liquors Act (Canada), the BC Liquor Distribution Branch (LDB) has the “sole right to The LDB’s Respect Matters initiative is designed to purchase both in and out of British Columbia, further build a respectful workplace. Launched in liquor for resale and reuse in British Columbia.” 2010, Respect Matters reiterates and reinforces discrimi- nation, harassment and bullying are not tolerated The LDB is responsible for the importation, distri- in the workplace. Focused sessions for employees bution, wholesaling and retailing of beverage and managers/supervisors reinforce the LDB’s long- alcohol across the province through: term goal to be a safe and welcoming workplace for everyone. To date, 3,936 employees have participated »» 198 BC Liquor Stores (government-managed in the Respect Matters training. and -operated liquor stores); »» Two Distribution Centres; HIGHLIGHTS OF INITIATIVES VALUING DIVERSITY »» Two Wholesale Centres; and Valuing diversity is woven into the LDB’s culture »» Head Office. — from BC Liquor Stores to head office and the distri- bution centres — and employees reflect this diversity. EXECUTIVE COMMITMENT »» The rich diversity of LDB employees is even TO MULTICULTURALISM reflected through the cafeteria’s inclusion of With stores located in urban and rural communi- international cuisine in its menus, which serve ties throughout British Columbia, the LDB is in a LDB employees daily as well as members of the unique position to demonstrate its commitment public. Dietary restrictions are also considered. to multiculturalism through 40.3 million customer For special events like the annual Public Service visits each year. Week Breakfast menu, the LDB has replaced pork sausage with turkey and vegetarian sausages At the LDB, responsibility for equity, diversity and and added gluten-free options. These actions multiculturalism is shared between the executive demonstrate the LDB’s sensitivity to, and members. These executive-level roles are respon- inclusiveness of, various personal, religious and sible for ensuring that multiculturalism is reflected cultural requirements. in their operational areas. »» Diversity is further incorporated in fundraising KEY PROCESSES, POLICIES, efforts. Each year, the LDB’s Support Dry AND STRUCTURES IN SUPPORT Grad Campaign accepts applications from OF MULTICULTURALISM public school districts, independent and private Multiculturalism is reflected in all operational (First Nation, religious and other) schools areas, from Retail Services’ numerous in-store throughout B.C. In 2016, 55 public school districts multicultural celebrations, events and promotions and 43 independent schools participated. In to Human Resources’ recruitment, hiring, outreach 2016, BC Liquor Store employees encouraged our and training programs. customers to donate $364,296 and since 2001, over $6.2 million to Support Dry Grad.

2016/17 REPORT ON MULTICULTURALISM [ 101 ] [ 102 ] 2016/17 REPORT ON MULTICULTURALISM »» In select BC Liquor Stores, cultural celebrations CUSTOMER AWARENESS and holidays such as Chinese New Year and As part of B.C.’s mixed model retail system, the Diwali are recognized. In addition to recognition »» LDB is committed to providing customers of these cultural events, the LDB ensures a — wholesale and retail — with an enhanced wide product selection is available to meet the shopping environment, increased product cultural needs of customers throughout the year. selection and a high level of service. The LDB »» The LDB is also an official Disaster Partner for purchases beverage alcohol for BC Liquor the Canadian Red Cross. As a Disaster Partner, Stores from 65 international suppliers; the LDB facilitates the collection of Red Cross featuring wine from 22 countries; spirits from donations from BC Liquor Store customers after 39; and beers from 31; all of these products major disasters. Since 2003, BC Liquor Stores reflect the diverse beverage alcohol needs of customers and employees have raised more British Columbia’s multicultural population. than $2.3 million to help the Red Cross provide Throughout the year, BC Liquor Stores host disaster relief for humanitarian crises at home »» numerous multicultural food and wine pairing and abroad. In 2016, LDB customers raised over events for customers and support various $14,000 for the Ecuador earthquake, and over cultural celebrations with in-store signage, $380,000 for the Fort McMurray forest fire. website, displays and special events including, but not limited to, Diwali, Chinese New Year, Cinco de Mayo and Hanukkah. »» TASTE magazine — the LDB’s complimentary in-store magazine — raises multicultural awareness by including food and beverage alcohol pairings, recipes and features to interest British Columbia’s diverse multicultural population. In 2016/17, for example, TASTE featured articles on the beverage alcohol and cuisine of France, Italy, Thailand, Chile, South Africa, Austria, Mexico, Portugal and the UK among others. TASTE magazine is available in all of the LDB’s 198 BC Liquor Stores throughout British Columbia and has around 400,000 readers. »» BC Liquor Stores showcase multiple supplier product displays featuring beverage alcohol from Chile, Argentina, New Zealand, South Africa, Spain, Germany and France.

2016/17 REPORT ON MULTICULTURALISM [ 103 ] EXECUTIVE COMMITMENT BC Oil and TO MULTICULTURALISM The commission’s executive and management are committed to enhancing a culture of inclusive- Gas Commission ness and diversity. The commission continues to MANDATE build a workplace where ethnicity, gender, social, The mandate and purposes of the BC Oil and experiential, cultural, life stage and thinking styles Gas Commission is to regulate oil and gas activities are all valued and respected. The commission’s in British Columbia in a manner that provides for formalized values include “respectful”, which the sound development of the oil and gas sector by supports respect for all staff, stakeholders and fostering a healthy environment, a sound economy First Nations. Embracing differences allows the and social well-being; conserves petroleum and natural commission to attract and retain talent from gas resources; ensures safe and efficient practices; and diverse segments of the workforce and strengthen assists owners of petroleum and natural gas resources the organization. The commission’s executive and to participate equitably in the production of shared management supported diversity and multicul- pools of petroleum and natural gas. turalism in 2016/17 through internal and external engagement as the organization went through As well, the commission provides effective and efficient structural changes to improve the efficiency and processes for the review of applications for permits effectiveness of its service delivery and operations. and ensures that applications that are approved This includes a variety of initiatives as well as devel- are in the public interest having regard to environ- oping new measures to enhance engagement with mental, economic and social effects; encourages the First Nations to ensure it is respecting those affected participation of First Nations and Aboriginal peoples by oil and gas activities. in processes affecting them; participates in planning processes; and undertakes programs of education and The intended outcomes of the executive’s commit- communication in order to advance safe and efficient ment to diversity and inclusiveness are: practices and the other purposes of the commission. »» Service delivery that is reflective of the partnerships and B.C. communities the MISSION commission serves. The commission regulates oil and gas activi- ties for the benefit of British Columbians. This is »» A work environment that respects individuals achieved by: and their unique perspectives and engages its employees. »» Protecting public safety, »» Maximizing innovation and creativity by »» Respecting those affected by oil and leveraging diversity and inclusiveness in the gas activities, commission’s culture. »» Conserving the environment, and KEY PROCESSES, POLICIES, »» Supporting resource development. AND STRUCTURES IN SUPPORT OF MULTICULTURALISM Through the active engagement of our stake- The commission conducted a Diversity and holders and partners, the commission provides Inclusiveness Survey in 2015 and the survey showed fair and timely decisions within its regulatory that while 92% of commission employees speak framework. The commission supports opportuni- English most frequently at home, there is a diverse ties for employee growth, recognize individual and range of other languages spoken by the other eight group contributions, demonstrate accountability per cent including: Punjabi, Cantonese, Korean, at all levels, and instill pride and confidence in Tagalog, Farsi/Dari/Other Persian, Urdu, Hindi, Arabic, the organization. Burmese, Nepalese and American Sign Language.

[ 104 ] 2016/17 REPORT ON MULTICULTURALISM The survey indicated that five per cent of employees The commission routinely shares its regulatory identify as Aboriginal (First Nations, Metis or Inuit) and expertise with national and international jurisdic- 15% of employees identify as a visible minority. The tions and remains apprised of global changes survey also found that at least 16% of the organization in the sector through ongoing connections emigrated from one of 15 countries other than Canada. with ministers, government and regulatory officials. In 2016/17 this included work with To recognize the diverse cultures represented in our the Western Regulators’ Forum, which includes workforce, the commission held a potluck lunch in Alberta and Saskatchewan; and the Interstate Oil both its Victoria and Fort St. John offices to celebrate and Gas Compact Commission with multiple Multiculturalism Day in June 2016 and will continue U.S. state regulators. In addition, the commission this tradition in 2017. National Aboriginal Day also has assisted or received delegations from Britain, falls in June and last year commission employees led Netherlands, Columbia, China, and Australia and and participated in a First Nations cultural celebration attended international conferences where the which included a performance by drummers from perspectives of Saudi Arabia, India, United Arab the Doig River First Nations. The commission also Emirates, Iraq, Turkey, Japan, China, Mexico and U.S, attended a number of other First Nations Community were discussed. events including: Prophet River First Nation Treaty Days, Doig River First Nation Cultural Days INTERNAL INITIATIVES Festival, Pemmican Days, the Norman Yahey Internally, the commission continues to work on Memorial Rodeo, West Mo Days, Fort Nelson ways to increase First Nations cultural awareness, First Nation Treaty Days, and the Halfway River including plans for new web pages on its internal Valley Round-up Open Rodeo. The commission also intranet as a resource for all staff to access. It will provides training to its employees on how to work feature a number of resources, including detailed effectively with diverse personalities. information on relationships and culture, local history, case law, First Nation communities and HIGHLIGHTS OF INITIATIVES cultural awareness. EXTERNAL INITIATIVES Externally, the commission has continued to focus on The commission has also supported ongoing building relationships with First Nations in B.C. and initiatives through its recognition of staff diversity to guide these efforts, it continued its execution of at the annual Multicultural Day potluck event. the First Nations Engagement Strategy. In 2016/17, In addition, the commission continues to focus a total of 3,755 consultations were completed with on staff engagement, maintaining a respectful First Nations for 2,647 applications. This measure is workplace and encouraging an organizational discussed in the commission’s 2016/17 Annual Report. culture of diversity and inclusiveness for all staff. A The number of First Nations engaged by the commis- connections event for new staff is held quarterly sion has increased significantly over the past few years and features Respectful Workplace Training. The reflecting the commission’s increased focus on, and commission also has a Student Employment commitment to, building and maintaining its relation- Program attracting young and diverse talent to ships with First Nations in B.C. bring differing perspectives to the organization. The commission will continue to celebrate multi- The commission also initiated an Aboriginal Liaison culturalism and diversity through these formalized Program several years ago and is working to expand programs and informal events throughout the year. it to the entire natural resource sector. The liaison program provides a knowledgeable, trained and prop- erly equipped resource for First Nations communities that can assist with monitoring and inspection tasks. It helps build positive working relationships between the provincial agency, staff and First Nation communities.

2016/17 REPORT ON MULTICULTURALISM [ 105 ] PavCo is committed to creating a workforce BC Pavilion representative of the population it serves while providing equal access to hiring, advancement and training opportunities. The culturally diverse Corporation (PavCo) workforce represents a variety of backgrounds, MANDATE including Chinese, East Indian, Indo-Fijian, PavCo’s mandate is to generate economic Filipino, Iranian, Iraqi, Mexican, Nigerian, and community benefit for the people of South American, Japanese, Serbo-Croatian and British Columbia through prudent management Taiwanese. Front-line and service desk staff are of public facilities. PavCo owns and oper- multilingual and provide an opportunity for ates two world-class public facilities located visitors, guests or clients to identify and take in downtown Vancouver: BC Place and the advantage of interpretative services. Resource Vancouver Convention Centre. lists are also available detailing languages spoken by staff. EXECUTIVE COMMITMENT TO MULTICULTURALISM PavCo offers professional counselling and referral A workplace diversity policy was created by services on a confidential basis to its employees employees and approved by PavCo’s executive in and their immediate families through an external 1997. PavCo continues to reinforce this commit- contractor. Information brochures outlining the ment to its core values of respect, fairness, integrity services available are offered in several languages. and cross-cultural understanding in a safe working Qualified counsellors are also available to assist in environment free from any form of harassment a variety of languages, including English, French, or discrimination. Dutch, Japanese, Mandarin, Cantonese, Punjabi and Spanish. KEY PROCESSES, POLICIES, AND STRUCTURES IN SUPPORT HIGHLIGHTS OF INITIATIVES OF MULTICULTURALISM During 2016/17, PavCo maintained a diverse The multicultural nature of the PavCo’s busi- staffing level of approximately 640 employees at ness, clients and staff is highly valued and BC Place and 130 at the Vancouver Convention discrimination among its workforce or clients is Centre. Corporate and supplier staff at both not tolerated. Ongoing support is provided to facilities represents the diverse Canadian society enhance and integrate multicultural sensitivity and communities that PavCo serves. Entry-level within the organization. customer service positions typically require fluency in English, with additional language(s) as All advertisements to fill position vacancies a definite asset. within PavCo include an employment equity statement and encourage applications from In order to attract qualified candidates from visible minority groups. Qualification require- diverse backgrounds, recruitment advertise- ments are explained in generic language in ments all contain information about PavCo’s order to ensure fairness and equitability when commitment to diversity in the workplace. assessing applicants' credentials. Equal accep- The organization continues to recruit from a tance, opportunity and appreciation of all staff wide variety of sources, including: a number of are the responsibility of each business unit in colleges, job boards and social networks, where order to retain staff and develop their skills, there is a high representation of multicultural knowledge and abilities. and diverse individuals.

[ 106 ] 2016/17 REPORT ON MULTICULTURALISM The Vancouver Convention Centre continues In 2016/17, BC Place modified its dedicated acces- its focus on service excellence. All departments, sible entrance and enhanced its guest transport including official and exclusive supplier partners, carts to ensure guests requiring assistance can conduct daily ‘line-up’ meetings that focus on now be transported directly from their vehicle to the Convention Centre’s service philosophy and their seating location, without barriers to mobility. employee values. All full-time and regular part- BC Place also added dedicated storage areas time employees of the Convention Centre, as for guests to store their wheelchair or mobility well as official and exclusive suppliers, attend a devices out of sight while they enjoy the event. service excellence training session. This includes With BC Place’s new seating configuration, guests a component focusing on respect, one of PavCo’s with mobility challenges now have access to core organizational values. During 2016/17, virtually any vantage point in the seating area; staff numbers increased to meet business reserved accessible platforms are integrated into demands and the majority of new staff members the stadium seating throughout the spectator continue to come from diversified backgrounds. bowl – from the halfway line, to the end zones, to The Convention Centre continues to maintain the Club Lounges. a list of second languages spoken by members of staff, and currently there are 35 different The Vancouver Convention Centre is designed languages spoken. to provide an accessible environment, with open spaces, ramps and elevators throughout to BC Place is Canada’s premier stadium, and the create easy access for guests using wheelchairs, home of international sport in Western Canada. other mobility devices and strollers. The facility The team at BC Place continues to focus on deliv- offers complementary wheelchair services and ering world class guest experiences. Workplace TTY-payphones in both buildings. In 2016/17, the diversity and multiculturalism practices play an Convention Centre added 16 inclusive restrooms important role in supporting that goal. for guests (previously family rooms). These private spaces include an infant changing station and During 2016/17, all new employees participated in are wheelchair accessible. This is in addition to a Respectful Workplace seminar, which emphasizes having accessible stalls and amenities in restrooms mutual respect, mutual responsibility and commu- throughout the facility. nication skills. All new employees also participate in an orientation that includes an emphasis on the The Vancouver Convention Centre, through its organization’s core values of service excellence, hospitality partner Centerplate, continues to accountability, innovation, building trust, respect place deaf and hard of hearing students from the and teamwork. The human resources team is well Vancouver Community College’s Job Readiness attuned to diversity and multicultural sensitivity, Program in positions in the stewarding depart- and is able to assist employees and managers with ment. The Convention Centre has placed students respect to BC Place’s commitments and obliga- in the program for 12-week work placements since tions in employment equity and human rights. 2010, and many students have been hired at the end of the placement. In addition to supporting diversity and multicul- turalism, BC Place and the Vancouver Convention PavCo encourages multicultural events at its Centre strive to reduce barriers to access and to facilities and hosts events from around the world. strengthen inclusivity at the venues. At BC Place, During 2016/17, events included: guest restroom facilities are designated as female, Persian New Year male, family or gender neutral. Furthermore, »» BC Place has implemented a gender-neutral policy »» Miss Chinese Vancouver Pageant to help in educating staff in this regard. »» Pakistan Festival

2016/17 REPORT ON MULTICULTURALISM [ 107 ] »» Eid Prayer 2016 »» Aboriginal Day Celebration BC Transit »» Canada Day Celebration MANDATE BC Transit is the provincial Crown agency charged St. Jean Baptiste Day »» with coordinating the delivery of public trans- »» China (Guangdong) - Canada portation across B.C. with the exception of those (British Columbia) Economic and areas serviced by TransLink (Metro Vancouver). Trade Cooperation Conference More than 1.75 million British Columbians in over 130 communities across the province have access Federation of Asian Canadian Lawyers BC »» to BC Transit local and regional transit services. »» The FIFA Women’s World Cup Canada 2015 – BC Transit operates under the British Columbia 24 nations competing Transit Act, which provides it with a mandate to: »» Canada Sevens 2016 – 16 nations competing »» Plan, acquire, construct or cause to be constructed public passenger transportation BC Place Roof and Vancouver Convention »» systems and rail systems that support regional Centre LED Lighting – St. Patrick’s Day growth strategies, official community plans, »» BC Place Roof and Vancouver Convention and the economic development of transit Centre LED Lighting – Canada Day service areas, »» BC Place Roof Lighting – Italian Heritage Day »» Provide for the maintenance and operation of those systems, and »» BC Place Roof Lighting – Chinese New Year »» Enter into commercial revenue opportunities in »» BC Place Roof Lighting – Colombian Day of respect of the authority’s assets and resources. Little Candles EXECUTIVE COMMITMENT TO MULTICULTURALISM BC Transit’s mission is “Through the strength of our people and partners, we provide safe, effective, and efficient customer-focused transportation solutions.” People are at the core of BC Transit’s strength and the commitment and accountability in multiculturalism is demonstrated by having “Strong People and Partnerships” as a key objective. As outlined within the Annual Service Plan Report, BC Transit’s objectives are: »» Increased Ridership »» Financial Management »» Operational Excellence »» Strong People and Partnership

BC Transit’s success depends on creating an adaptable, socially responsible organization that lives its values, develops its existing employees and partnerships, attracts new employees and explores opportunities.

[ 108 ] 2016/17 REPORT ON MULTICULTURALISM BC Transit’s values include: To measure the level of awareness with employees, BC Transit conducts a bi-annual work environment Safety – We will ensure the safety of our »» survey. As part of this survey, specific questions are employees, customers and transit systems. asked about diversity, discrimination and harass- »» Customer Service – We will work with our ment. Survey results from 2011, 2013 and 2015 customers to meet their needs and exceed showed a positive increase in employees agreeing their expectations. that diversity is valued and the workplace is free from discrimination and harassment. »» Sustainability – We will continuously improve and be accountable for our financial, KEY PROCESSES, POLICIES, environmental and social results. AND STRUCTURES IN SUPPORT »» Integrity – As stewards of public resources, OF MULTICULTURALISM we will use our assets prudently and conduct As a public transportation service, BC Transit ourselves honestly and respectfully. supports diversity and multiculturalism with its employees, partners and customers by: »» Innovation – We will pursue opportunities to enhance value for our customers. POLICIES Collaboration – We will cultivate strong »» »» Recruitment and Selection: In September partnerships, community connections and 2016, BC Transit updated its policy on links to other types of travel. Exempt Recruitment and Selection. This policy ensures attraction and retention of qualified With Integrity and collaboration as two of persons of all backgrounds following the BC Transit’s six core values, the organization is four principles — fairness, credibility, equal committed to conducting itself honestly and opportunity and merit. respectfully while cultivating strong partnerships.

2016/17 REPORT ON MULTICULTURALISM [ 109 ] »» Transgender and Gender Diverse Employees: As part of Unifor’s Collective Agreement, all In October 2016, BC Transit developed a new new Unifor members are required to complete policy to confirm its commitment to creating a Anti-Harassment Training. For 2016/2017, 34 safe, positive and inclusive workplace, in which employees completed this training. people of all genders identities and expressions are valued, respected and have equal access In addition, a Women’s Advocate Program is jointly to opportunities. run by the Unifor union and BC Transit. A Women’s Advocate is a specifically trained workplace repre- To support this newly introduced policy on »» sentative who assists employees with concerns Transgender and Gender Diversity, BC Transit such as workplace harassment and abuse. conducted five training sessions in which 39 leadership staff attended. The training reviewed LANGUAGES the purpose of the policy, strategies for putting it To support other languages spoken at corpo- into practice, and context for how it fits into the rate office, employees that are members of larger diversity and inclusion strategy at BC Transit. the MoveUp union (Local 378) are provided a »» Code of Conduct: In October 2016, BC Transit Second Language Premium. updated the diversity section of the Code of Conduct to include gender expression and identity In addition, for the Central Fraser Valley region, the as a protected group under the Human Rights BC Transit Rider’s Guides have included a Punjabi Code. The diversity section states that BC Transit translation since 2007. will not discriminate in its recruitment selection or development and promotion of employees HIGHLIGHTS OF INITIATIVES in relation to the BC Human Rights Code. All new INTERNAL AND EXTERNAL ACTIVITIES employees are required to sign BC Transit’s Code of On September 30, 2016, BC Transit participated Conduct as a condition of employment. in Orange Shirt Day. This day was in support of a national movement to recognize the experience of BC Transit reinforces its policies through a confiden- survivors of residential schools and honour them. tial reporting process called AlertLine which has been in place since 2010 to support our employees and On November 25, 2016, BC Transit attended promote a culture free from discrimination. AlertLine the Francophone Career Fair through enables BC Transit employees to voice concerns Work BC/GT Hiring Solutions. The focus for this that may compromise BC Transit’s Code of Conduct. career fair was for the Francophone community. AlertLine is available 24 hours a day, seven days a week, by telephone or website through a third-party On February 22, 2017, BC Transit participated in provider, Navex Global. Promotion of AlertLine Pink Shirt Day. Pink shirts were worn in support of is done as part of the orientation program and, anti-bullying campaigns (photo included). brochures and wallet cards about the program are also located throughout BC Transit’s premises. On February 24, 2017, BC Transit participated in the Crossing the STRUCTURES AND PROCESSES Bridge Career Fair which was organized by All three of BC Transit’s Collective Agreements Songhees, Tsawout and Esquimalt Nations and the (MoveUp Local 378, CUPE Local 4500 and Coastal Salish Employment and Training Society Unifor Local 333) include articles on harassment and Victoria Native Friendship Centre. This and discrimination and acknowledgment of human event was held at the Songhees Health and rights. The Collective Agreements specify that every Wellness Centre with the target audience being employee has the right to work in an environ- the aboriginal community. ment of mutual respect, free from discrimination and harassment.

[ 110 ] 2016/17 REPORT ON MULTICULTURALISM On March 24, 2017, BC Transit attended STUDENTS POSITIONS an Employer Education and Awareness in BC Transit employs students in co-operative Hiring Refugee Forum hosted by Victoria Immigrant education positions from a number of local and Refugee Society. The event was held at the post-secondary providers. Victoria Public Library and was attended by employers seeking to employ immigrants. For the fiscal year 2016/2017, BC Transit had 17 co-op students employed in the 12-month On March 26, 2017, BC Transit participated period. To support the employment of in the Newcomer Welcoming Event at the students, BC Transit attended the following Songhees Health and Wellness Centre. The student events: event was for new residents and newcomers to Royal Roads University (RRU) Esquimalt, Westshore and Western Communities »» Career Development Day on (photo included). February 9, 2017. PARTNERSHIPS »» School District #62 Career Fair at BC Transit is an active partner with the Belmont High School on March 2, 2017. Victoria Refugee Program which is a partnership Camosun College Business Co-op between the Victoria Regional Transit Commission »» Speed Recruiting on March 21, 2017. and the Inter-Cultural Association of Victoria (ICA). The program is designed to help refugees COMMUNITY EVENTS get settled in the Community by As a public service, BC Transit believes it is impor- providing free access to transit for a one-year period. tant to be out in the community and during this The program has distributed 2,630 transit passes in past fiscal year, the organization participated in the Victoria region for the fiscal period 2016/17. the following community events: In addition, BC Transit partnered with »» 118th Annual Island Farms Victoria Day Parade Work BC/GT Hiring Solutions to provide a workshop on May 23, 2016. on “Writing a Successful Resume for BC Transit” at Santa Light Parade on November 26, a Spring Employers Forum on April 28, 2017. The »» 2016 in Victoria and at multiple locations target audience was for new immigrants and over throughout the province by our local 70 participants attended. operating companies. »» WorkBC/GT Hiring Solutions Employer Forum on December 13, 2016. »» Beacon Youth Employment Program Job Fair at SHOAL Centre on February 24, 2017. »» WorkBC Job Fair through GT Hiring Solutions, WorkLink and Beacon Community Services at Central Baptist Church on March 16, 2017.

2016/17 REPORT ON MULTICULTURALISM [ 111 ] As part of advancing on the strategic priority Columbia around First Nations relationships, cultural literacy sessions continue to be held for board of directors and staff to ensure a foundation of Basin Trust appreciation and understanding of how to work MANDATE together effectively. Columbia Basin Trust manages its assets for the ongoing economic, environmental and social benefit HIGHLIGHTS OF INITIATIVES of the region. The region (the Columbia Basin) served The trust supports communities in identifying by the trust is defined in the Columbia Basin Trust Act. and achieving their priorities. When communities Its mission is to support efforts by the people of identify multicultural projects as a priority, the the Basin to create a legacy of social, economic and trust is able to consider providing support via any environmental well-being and to achieve greater self- of the four broad support methods of financial sufficiency for present and future generations. investments, impact investments, grants or other strategic initiatives. EXECUTIVE COMMITMENT TO MULTICULTURALISM In 2016/2017 the trust supported community- One of the trust’s core values is respect, which initiated projects like the following: includes respect for diversity and individuals from »» Akisq’nuk First Nation developed an approach different cultural backgrounds. This value helps for affordable housing. guide how it works in the Basin and how the board of directors and staff work with one another. »» ?aq’am built a new gymnasium to serve as the hub for a variety of recreational activities. The Columbia Basin Management Plan: »» Ktunaxa Nation Council Society and Strategic Priorities 2016-2020 outlines how the trust Shuswap Band each held components of will focus its efforts to 2020. This was a result of the sixth annual Columbia Salmon Festival in an extensive year-long Basin-wide engagement Invermere to create awareness of salmon loss process that gathered input from a diverse cross- and celebrate the history and future of salmon. section of residents. This document states the trust’s commitment to cultivating a sense of Basin »» Tobacco Plains Indian Band hosted culture, belonging, connectedness and identity, National Aboriginal Day celebrations including and honouring the diversity of needs and perspec- a drum circle, traditional games and a tives in the Basin. It also sets out a specific strategic community feast shared by the Grasmere and priority around First Nations relationships, striving South Country communities. for an increased understanding of First Nations »» Lower Kootenay Band completed a feasibility culture and heritage that creates a foundation for study to assess the viability of a community- lasting and mutually beneficial partnerships. owned agriculture business.

KEY PROCESSES, POLICIES, »» The Union of Spiritual Communities of AND STRUCTURES IN SUPPORT Christ Cultural Interpretive Society organized OF MULTICULTURALISM a collection of vintage textiles from early The trust has an Employee Code of Conduct Policy Doukhobor settlers to be displayed. that specifically addresses discrimination »» ?aq’am created a group of Knowledge Holders (including cultural discrimination), and provides and Language Speakers that hold knowledge options for employees to report any harassment of traditional practices and values of the under the Whistle Blower Policy. Every year, staff Ktunaxa people and work to preserve that sign a declaration of their understanding and through supporting ?aq’am staff and giving acceptance of the Code of Conduct. guidance to community processes.

[ 112 ] 2016/17 REPORT ON MULTICULTURALISM »» The Cranbrook Multi-Cultural Society hosted »» The Langham Cultural Society celebrated the seven individual events plus an annual Asian heritage of Kaslo through a series of multicultural festival to promote recognition exhibits and performances. and appreciation of a diverse cultural heritage Shuswap Band undertook Comprehensive in Cranbrook. »» Community Planning including community »» The Circle of Indigenous Nations Society engagement, plan development and convening hosted Aboriginal Men’s Healing Conferences a Knowledge Keepers Council. that incorporated art therapy, traditional Ktunaxa Nation Council Society explored Aboriginal ceremonies, medicine wheel »» collaborative economic models and teachings and Elders teaching to support men opportunities that contribute to long-term who have experienced trauma. economic growth, good governance and »» The Aboriginal Friendship Society of Revelstoke business stability. developed the support networks necessary Tobacco Plains Indian Band undertook for helping the community, regardless of race, »» community engagement and development of with reconciliation and educating the public a strategic plan. about Aboriginal cultures and knowledge. »» The Ktunaxa Kinbasket Child and Further, the trust continues its focus and dedica- Family Service Society established the tion of resources into improving its relationships Aboriginal Youth Plan It Network to support with and understanding of First Nations in our youth priorities, activities and diverse region and it has increased engagement with opportunities for Aboriginal youth aged all Basin bands regarding their priorities and 12-18 years. planning processes.

2016/17 REPORT ON MULTICULTURALISM [ 113 ] »» Sponsorship of the Okanagan Nation Columbia Power Youth Unity Run »» Sponsorship of the Okanagan Nation’s Corporation hosting of the Junior All Native Provincial Basketball Tournament MANDATE The Columbia Power Corporation was established »» Sponsorship of Selkirk College’s to develop and operate commercially viable, Aboriginal Youth and Educators’ Conference environmentally sound, and safe power project »» Sponsorship of the investments for the Province of British Columbia. Kootenay South Metis Society’s National Aboriginal Day Celebration EXECUTIVE COMMITMENT TO MULTICULTURALISM Columbia Power is also part of the Ktunaxa Nation Respect and integrity are core values of Council Waneta Expansion Community Columbia Power. In pursuit of Columbia Power’s Benefits Agreement working group and the mandate, and consistent with the regulatory envi- Okanagan Nation Alliance technical operations ronment of British Columbia, Columbia Power’s working group. goal is to continuously build and maintain posi- tive and meaningful relationships with those Aboriginal groups in whose traditional territories Columbia Power is developing, operating, and maintaining capital projects.

This goal is supported by the participation of Columbia Power management and staff in First Nations government and community events and sponsorship of cultural, youth, wellness, and educational activities through Columbia Power’s First Nations Sponsorship Program. In 2016 this included:

»» Participation in the Ktunaxa Nation Annual General Assembly »» Participation in the Okanagan Nation Annual General Assembly »» Participation by Columbia Power in the Okanagan Nation Salmon Feast and Celebration »» Sponsorship of the Columbia River Salmon Festival »» Sponsorship of the Yaqan Nukiy Pow Wow (Lower Kootenay Band) »» Sponsorship of the Aq’am Community Trek (St. Mary’s Band)

[ 114 ] 2016/17 REPORT ON MULTICULTURALISM KEY PROCESSES, POLICIES, AND STRUCTURES IN SUPPORT Community Living OF MULTICULTURALISM In 2016, Columbia Power continued to work towards formalizing a management British Columbia structure to support its goal of building MANDATE and maintaining positive relationships with Community Living British Columbia (CLBC) is First Nations governments and communities. a recognized leader in supporting adults with This included engagement of First Nations developmental disabilities to live good lives in on a draft corporate Aboriginal Relationship welcoming communities. In partnership with Policy — setting out guiding principles for its stakeholders, CLBC facilitates and manages a Columbia Power staff and management — as well responsive and sustainable network of supports as a First Nations management system to support and services that assists adults with develop- the integration of the Aboriginal Relations Policy mental disabilities to be full participants in throughout Columbia Power’s activities, and a their communities. Relationship Protocol term sheet to initiate and guide negotiated framework agreements with The Community Living Authority Act sets out CLBC’s First Nations. mandate and provides its legal basis to operate as a Crown corporation. To achieve this mandate, it: HIGHLIGHTS OF INITIATIVES Early engagement and consultation of »» Lead operations and develop associated policy First Nations – Slocan Pool erosion mitigation »» Ensure quality assurance standards are met project In 2016, Columbia Power continued to work with First Nations to determine how best to »» Manage funds and services. stabilize the area where archaeological remains were discovered at Columbia Power’s Slocan Pool It is accountable to the B.C. Legislature through property in 2014. the Minister of Social Development and Social Innovation. Among other things, the In accordance with their lead role in the repatria- minister is responsible for funding, monitoring tion ceremony in 2014, Columbia Power invited CLBC’s performance and setting provincial stan- Okanagan Nation Alliance (ONA) Lands and dards and policies. Resources Natural Resource Department staff to visit the site in November 2016 to provide input EXECUTIVE COMMITMENT on best practices for minimal disturbance and TO MULTICULTURALISM visual impacts at the erosion location. Lisa Wilson, CLBC is committed to the continuous improve- Natural Resource Department Manager and ment of the way services and supports are Dixon Terbasket, a wildlife technician, visited the delivered to the individuals and families it supports. Slocan Pool site on November 2. This includes a growing number of individuals from culturally diverse backgrounds, their families A follow-up visit to the property with and communities. Okanagan Nation Elders and technical staff to finalize a methodology and timeline will KEY PROCESSES, POLICIES, occur in May 2017. AND STRUCTURES IN SUPPORT OF MULTICULTURALISM CLBC’s commitment to multiculturalism has been integrated into its corporate planning and reporting processes.

2016/17 REPORT ON MULTICULTURALISM [ 115 ] CLBC’s commitment statement to the individuals BETTER SERVING PEOPLE WITH MULTIPLE, it serves reflects feedback from a diverse group COMPLEX NEEDS PROJECT of self-advocates, families and CLBC staff. It is Last year an extensive research project was displayed in CLBC offices across the province and conducted to help CLBC understand how to better available in multiple languages. support people with “multiple and complex needs” and where to start. For the purposes of the project, CLBC has an Indigenous Advisory Committee with people with “multiple and complex needs” are representatives from across the province to provide defined as those who are highly self-determined, information and advice to CLBC staff within an who have individual presenting factors like: indigenous perspective and philosophy. In 2016, »» Risk to Self/Others CLBC hired a consultant as a project coordinator to engage CLBC’s Indigenous Advisory Committee and »» Insufficient/Unhelpful Natural Supports develop a plan that will facilitate improved CLBC »» Additional Complexities (ex: mental health, service delivery to indigenous people in B.C. addictions, exploitation, housing instability, poverty, criminal justice involvement). HIGHLIGHTS OF INITIATIVES PLANNING REVIEW PROJECT Key to the research was collaboration with an Over the past three years, CLBC engaged with diverse expert working group for the project that brought stakeholders to conduct research on its current the perspectives of diverse stakeholders (including approach to planning with people including what culturally diverse stakeholders) to the table to help is working well, what is not working well and what direct inquiry and shape recommendations and CLBC can learn from other places and sectors about next steps arising from the research. planning with people. The findings from this research has led CLBC to an early draft of a new approach Some of the findings were specific to the need for to planning including the need for CLBC to offer culturally sensitive supports and approaches and different planning options to individuals and families the need for staff (within CLBC, service providing in the period prior to accessing funded services that agencies, and other external stakeholders) to have include consideration of the best fit for those with a diversity-sensitive lenses and the expertise to culturally specific needs and preferences. The new deal with behaviours that may be the result of approach will be tested and then trialed with diverse previous traumatic events, also known as trauma- stakeholders (individuals, family members, service informed practice. providing agencies, CLBC staff, and other community partners) across the province this year.

[ 116 ] 2016/17 REPORT ON MULTICULTURALISM CLBC has begun work on the area of recom- One of the outcomes of those efforts was the mendation this year with a project to increase the development and delivery of an inclusive housing capacity of CLBC staff (and other external stake- stream in partnership with the BC Non Profit Housing holders) to better serve people with multiple and Association at their Housing Central Conference complex needs. Its efforts here are on two fronts: in 2016. In anticipation of continued participation training and integrated practice support. CLBC in the conference in 2017, CLBC is in the process intends to collaborate in offering these opportuni- of broadening the definition of “inclusive housing” ties with, and open up these opportunities to, to partner with stakeholders and people seeking interested staff of service providing agencies and inclusive housing beyond those who are eligible for government and community partners including CLBC supports and services, including members of those representing culturally diverse populations. multicultural and indigenous communities, with a plan to highlight the inclusive housing needs and ADVANCING NEW SUPPORT OPTIONS examples of success for people from diverse cultural (ANSO) PROJECT and other backgrounds. The Advancing New Support Options (ANSO) project is focused on designing a new service EMPLOYMENT category to include within CLBC’s Catalogue of Employment Foundations CLBC staff training: In early Services that has employment at the core and a 2017, CLBC developed a staff training course called variety of complementary services and supports Employment Foundations, which will be important around the employment component that together, training for staff to understand the value of employ- support people to be included in their communi- ment for job seekers eligible for CLBC services. As a ties in typical, positive ways. video component of the training, a young Aboriginal man shares his life story and the importance of The ANSO project is being approached through employment to him. He strives to encourage other a user-driven design lens, which means directly Aboriginal young people to seek employment. This involving “users” in the design process. Those course will launch in the summer of 2017. involved in the design phase of ANSO include diverse stakeholders from a variety of cultural Employment Measurement Framework: CLBC is in its backgrounds. In designing a new service type, one second year of gathering employment data to better area design teams are working on is how CLBC understand employment supports for individuals procures for services. As the project considers this eligible for CLBC services. CLBC tracks outcomes of area, one point of exploration is how procure- all job seekers. Results for those who self-identify as ment for this service might be better accessible to Aboriginal can be pulled out to assess their service culturally specific and supportive service providers. success relative to the larger group. This provides CLBC with an important capability to identify any gaps or INCREASING INCLUSIVE HOUSING OPTIONS service differences for those who identify as Aboriginal. While CLBC does not have a mandate to provide housing, feedback from its stakeholders (indi- Streamlining Access to Employment: This project is viduals, families, service providers, CLBC staff, streamlining CLBC systems and practices that impact community councils, and partner entities) consis- the time it takes for transitioning youth interested in tently raises the need for more inclusive housing employment to access service. The project is mapping opportunities as a key need. In 2016, CLBC hosted a leaner, streamlined path to employment service a forum and think tank on inclusive housing with by revising systems pieces, providing practice guid- multiple partners and diverse attendance to draft a ance and developing employment referral tools that framework of what is meant by “inclusive housing” support improved connection to service. The stream- to explore the role it can play and how it might lined approach will support the full diversity of those collectively work together towards this goal given served by CLBC to connect to services that are best respective roles and mandates. suited to them in their community.

2016/17 REPORT ON MULTICULTURALISM [ 117 ] EDITORIAL BOARD The Editorial Board helps to ensure the perspec- Destination tives of the people CLBC serves are present in the development of CLBC’s communications, publications and other CLBC related projects and British Columbia initiatives. Board members support CLBC commu- MANDATE nications and community relations by helping to Under the Destination BC Corp. Act, the bring information from CLBC to their communities Crown Corporation, Destination British Columbia and vice versa. (Destination BC) is responsible for:

The Editorial Board recruits members with diverse »» Marketing B.C. domestically, nationally and backgrounds from around the province. The internationally as a tourist destination: board recognizes the importance of sharing and ºº The tourism industry in B.C. is comprised publishing stories that resonate with the diversity of many stakeholders including tourism of those CLBC serves, and works to include stories operators, product sectors, communi- that represent different cultural backgrounds in ties, associations, regional destination CLBC’s newsletter Celebrate Diverse Abilities. marketing organizations, and federal, provincial, and municipal governments, STAFF TRAINING all playing a role in destination marketing An “Our Common Purpose” module remains an and management. important part of CLBC’s staff orientation training ºº Through Destination BC’s consumer regarding cultural considerations, multiculturalism marketing, travel trade, travel media, and and disability. These sessions are facilitated by staff industry programs, millions of consumers with a background working with diverse groups. from around the world are encouraged to visit B.C. every year. QUALITY OF LIFE SURVEY Approximately 1,500 individuals participated ºº Tourism operators can reach these in CLBC’s ‘include Me!’ survey in 2016/17 that consumers in a cost-effective way through measured quality of life outcomes in the areas of various marketing initiatives including independence, social participation and well-being. digital and social media, listings programs, The information collected informs decision making advertising campaigns, public relations and helps service providers improve the quality of programs, and other promotional activities, life of the individuals they support. offered by the Corporation. »» Providing support for regional, sectoral, and Informational materials on the survey are avail- community tourism marketing: able in 10 languages. CLBC also offers interpreter services, including Assisted Sign Language inter- ºº Through a variety of province- pretation, to individuals who participated in the wide programs and partners, survey process. Destination BC invests over $10 million annually in regional, sectoral, and commu- RA Malatest & Associates, the research firm nity tourism marketing. involved with this initiative, hired surveyors with a ºº Tourism Business Essentials is a series of wide variety of backgrounds, cultures and ethnici- informative guides designed to help ties. Those who participated by phone were able B.C.’s tourism businesses become more to complete the survey in a variety of languages. successful. First time tourism entrepre- For more information about CLBC’s ongoing work, neurs, many of whom are new Canadians, visit: www.communitylivingbc.ca find these guides useful in setting up and managing their business.

[ 118 ] 2016/17 REPORT ON MULTICULTURALISM »» Providing industry leadership in »» Conducting tourism related market research: tourism marketing: ºº Destination BC conducts research on ºº Destination BC works collaboratively with various aspects of the tourism industry, tourism stakeholders across the province to providing internal program areas as well coordinate tourism marketing at the interna- as industry partners with information tional, provincial, regional, and local levels. A to enhance the effectiveness of future regionally-representative Tourism Marketing marketing and development activities. Committee provides strategic advice to Research is critical in order to be at the Destination BC’s Board and CEO. forefront of utilizing and sharing insights and intelligence to support consumer Promoting training and development in relation »» marketing, travel trade, and industry and to tourism marketing: destination development activities. »» WorldHost® Training Services offers face- to-face and online training solutions that EXECUTIVE COMMITMENT prepare individuals and tourism businesses to TO MULTICULTURALISM deliver world-class customer service. Training Destination BC’s commitment to multiculturalism modules include: Frontline Management, is reflected in its standards of conduct. The docu- Japanese Service Expectations, Service Across ment defines how the organization creates a safe Cultures, and Service For Chinese Visitors. and healthy work environment where staff and all In January 2017, the WorldHost program was stakeholders are treated with dignity and respect. transferred to go2HR. As B.C.’s official tourism In addition, as an organization that conducts busi- and hospitality human resource association, ness around the globe, the corporation contracts go2HR is better positioned to evolve and expand with many international agencies and implements the usage of the program, to serve the rapidly in-market activities in such a way that respects changing needs of B.C.’s tourism industry. the diverse interests and cultural sensitivities that ºº Remarkable Experiences is a comprehensive exist worldwide. learning program that supports small and medium sized businesses to enhance KEY PROCESSES, POLICIES, their visitor experience with a focus on AND STRUCTURES IN SUPPORT Experience Design, Digital and Social Media OF MULTICULTURALISM Marketing. The six month program includes Respect for the individual is a core principle at workshops, one-to-one coaching and assess- Destination BC. Embracing diversity as part of ments of participants’ online presence. the organizational culture is key to the ability to achieve service expectations and to effec- »» Providing support for visitor centres: tively partner with industry to promote and ºº Visitor Services create a positive visitor develop B.C.’s tourism sector. The organization impression, and encourage longer stays adheres to and supports the Human Rights Code and travel in all regions of the province, of British Columbia and the Canadian Human generating economic benefit to tourism Rights Act, which protect individuals from businesses and communities. More than harassment and other forms of discrimination. 100 community-based Visitor Centres Destination BC’s success depends on the integrity throughout British Columbia comprise of its systems and the people involved in providing the Visitor Services Network. In 2016, products and services. The organization requires Visitor Centres across B.C. provided service every employee to fulfill the promise to conduct to over 2.59 million visitors and interacted business with professionalism and honesty, as with a further 320,000 visitors through reflected in the Standards of Conduct. new “roaming ambassadors” and “mobile street teams.”

2016/17 REPORT ON MULTICULTURALISM [ 119 ] HIGHLIGHTS OF INITIATIVES »» Destination BC works with key international tour operators and other tourism partners to develop Destination BC continues to fund and work »» itineraries and promote tourism experiences with the Aboriginal Tourism Association and partners in a number of marketing activities of BC on the implementation of programs with the objective to increase visitor volume and that develop and market Aboriginal tourism revenue from key target markets. Destination BC products in all of Destination BC’s key markets. has in-market representation in Australia, Germany, These programs support the growth of Japan, China and the United Kingdom. Aboriginal owned and controlled businesses and their employees. WORLDHOST® TRAINING SERVICES »» Destination BC works with key travel media outlets in B.C. and around the world WorldHost® Training Services supports the to generate awareness of the tourism tourism industry with training solutions to raise experiences B.C. has to offer. This includes the level of hospitality across the province. It providing story ideas for the locally based includes the opportunity to train youth from multicultural media outlets. First Nations communities who currently work in »» Destination BC has an English and French the tourism industry or who are considering it as language consumer website as well as other a career option. foreign language consumer websites for the following markets: France, Germany, Japan, As an example, community ambassadors from Korea, Mexico and China (both simplified and the N’Quatqua First Nations in D’Arcy found traditional Chinese language). great value in exploring the core customer service skills from the fundamentals workshop, Destination BC was a partner in the »» which includes effective communication, 2016 BC Winter Games in , and listening and being empathetic when customers BC Summer Games in Abbotsford. WorldHost® are upset. The investment of this day supported Training Services was provided for hundreds practice of these skills so they can be local super of volunteers welcoming visitors from all stars of service when the visitors arrive. communities and cultural backgrounds in B.C.

[ 120 ] 2016/17 REPORT ON MULTICULTURALISM The council has a vision where B.C. First Nations First Peoples’ languages, arts, cultures and heritage are thriving and accessible, and the cultural knowledge expressed through Aboriginal languages, cultures Heritage, and arts is recognized and embraced by all citizens Language and of B.C. The council’s mandate is to: »» Protect, revitalize and enhance First Nations’ Culture Council arts, language, culture and heritage »» Increase understanding and sharing of (First Peoples’ knowledge, within both First Nations and non-First Nations communities Cultural Council) »» Heighten appreciation and acceptance of the wealth of cultural diversity among all The First Peoples’ Cultural Council (FPCC) is a British Columbians unique, First Nations-led Crown agency serving 203 B.C. First Nations, 34 language groups, 61 KEY PROCESSES, POLICIES, dialects, and a number of First Nations arts, cultural AND STRUCTURES IN SUPPORT and educational organizations. OF MULTICULTURALISM The board is supported by a 34-member advisory MANDATE committee, with one representative for each of the The FPCC promotes and celebrates the First Nations language groups in B.C. The advi- diversity of languages, arts and cultures of sory committee acts as a bridge to First Nations British Columbia’s First Nations. The board and communities and brings community-based ideas staff recognize that pride in languages, arts, and issues to the attention of FPCC. songs, dances, wisdom and traditional knowl- edge contributes to the health and optimism of »» Facilitate opportunities for First Nations First Nations individuals and communities and communities in B.C. to receive funding for benefits all citizens of British Columbia. language and arts projects.

2016/17 REPORT ON MULTICULTURALISM [ 121 ] »» Offer advice and assistance to First Nations FIRSTVOICES KEYBOARDS funding applicants. http://www.firstvoices.com/en/apps In May FPCC announced the latest ground Develop programs and community development »» breaking FirstVoices innovation – an Indigenous resources to encourage the revitalization of language keyboard app for Apple and Android First Nations languages, arts and culture. mobile devices. FirstVoices Keyboards allows »» Provide training in language revitalization, Indigenous speakers of more than 100 languages archiving and immersion programs. to use their mobile devices to write emails, send text messages and create documents in their Work in partnership with First Nations »» own languages. There is a growing interest and communities to revitalize and archive First Nations enthusiasm for language revitalization among cultures and languages and restore literacy and First Nations youth in B.C. To date there have been fluency in First Nations languages. over 11,000 downloads of Keyboard App. »» Offer a network of information and opportunities to First Nations artists and language champions. BC FERRIES DESIGN Contemporary Coast Salish art now adorns three Advise government on programs and issues »» BC Ferries vessels as a result of a successful part- related to First Nations languages, arts and culture. nership with BC Ferries. FPCC facilitated the design »» Educate and share information with people in B.C. selection process, inviting Coast Salish artists to about First Nations languages, arts and culture. submit their portfolios for consideration. From 37 expressions of interest, a jury of artist peers and Advocate for B.C. First Nations languages, arts »» BC Ferries representatives identified a shortlist of and culture. nine artists who were invited to submit specific design concepts for the three Salish Class vessels. HIGHLIGHTS OF INITIATIVES All British Columbians and visitors that travel on OUR LIVING LANGUAGES ferries will have the opportunity to see the local Launched in partnership with the Royal BC Museum artistic heritage of the Coast Salish Peoples and to in 2014, this innovative and interactive exhibition learn about the artists from the complementary was scheduled to close at the end in 2016. However, displays inside the ferries. due to its continued success and popularity its run has been extended indefinitely. Thousands of British Columbians and international visitors have engaged with this award-winning exhibition and heard the First Nations languages that come from this land. Thousands of exhibition visitors have left heart felt and encouraging words for FPCC and the Language Champions at the Call to Action section.

LANGUAGE MAP http://maps.fpcc.ca/ This interactive, online resource is the only evidence-based, First Nations approved map of B.C. Indigenous languages. Copies of the map have been distributed to schools in B.C. both on and off reserve. The map highlights the diversity of B.C. First Nations and uses the authentic names of the languages. The online map connects users to language resources and information on First Nations communities in B.C.

[ 122 ] 2016/17 REPORT ON MULTICULTURALISM PRAISE FOR OUR LIVING LANGUAGES Forestry Innovation (From the call to action cards left by visitors to OLL.) A few samples from thousands of positive Investment Ltd. comments from RBCM visitors: MANDATE “Continue to speak your language and teach Forestry Innovation Investment (FII) is the your children. Culture is an important part of Government of British Columbia’s market everyone's life. Keep up the great work! An development agency for forest products. FII awe-inspiring exhibit!” works collaboratively with industry trade associa- tions, other levels of government including the “First Nations, Aboriginal, and other Indigenous Government of Canada and other provinces, and languages are a staple of Canadian identity, with research institutions to enhance the value of ensuring that we are a unique and culturally B.C.’s forest resources and strengthen employment distinct nation! Thank you for your efforts to throughout the province. preserve the languages and cultures, and best of luck!” It works with the forest industry to develop and diversify markets for B.C. forest products. This “Language is the identity. Language is the powerful includes ensuring forest products are viewed as bond. We support you from all over the world. We an environmentally friendly, preferred material, understand the importance of language from the and B.C. is viewed as a reliable global supplier of history of our own country, too” quality products from sustainably managed forests. – from Korea Through these efforts, FII helps to strengthen the forest economy and create jobs in B.C. “Now I understand how important and special it can be to be able to speak different languages! FII’s human resources mandate is to: Thank you for helping me to understand this.” »» Provide equal opportunity employment regardless of gender, race, colour or religion; “The language addition to the museum is by Ensure that all staff treat others in the far my most favourite part of the museum now. »» workplace with respect and dignity; and The sounds and words and phrases bring a whole new connection through the peoples of »» Provide a work environment free of British Columbia. Thank you.” harassment and discrimination.

“So glad this much-needed work is going on so EXECUTIVE COMMITMENT that culturally, in Canada and globally, we don’t TO MULTICULTURALISM lose a rich, living tapestry and history of human The FII executive is committed to delivering the life and growth. Thank you for your vision, organization’s services and programs in a manner tenacity and courage.” that is sensitive and responsive to the multicultural reality of British Columbia, and to the cultural and “Each language depicts the world from a social contexts of all locations where activities are different perspective. With each language that delivered. FII operates in an international context dies we lose a way of seeing, learning, and and the executive is committed to ensuring all creating. Your work is not small, and is a key staff in B.C. and in offshore locations, receive the to new paths of interacting with the earth. training and support necessary to engage in Thank you.” cross-cultural activities.

2016/17 REPORT ON MULTICULTURALISM [ 123 ] KEY PROCESSES, POLICIES, In 2012, FII established a second operating subsid- AND STRUCTURES IN SUPPORT iary based in Mumbai, India. The India operation OF MULTICULTURALISM has recently expanded to include an office in the One key document is used in support of multi- north of India (National Capital Region) and an culturalism: Standards of Conduct Policy. This office the south (Bangalore). Employees of FII India document contains information and guidelines are all Indian nationals recruited in India. in support of the mandate listed above and distributed with each employee’s Policies and During the past year, FII funded extensive market Procedures Binder. development efforts in a regions around the world, including China, Japan, South Korea and FII’s head office staff of 21 speak a combined Vietnam in east Asia; India in South Asia; the seven languages including English, Japanese, United Kingdom in Europe; and the US and Hindi, Guajurati, German, French and Tagalog, In Canada in North America. addition, staff of FII subsidiary companies in China and India speak multiple local languages and The 2016 provincial budget provided an additional regional dialects. $5 million over three years for FII to accelerate the market development program in India. As part Multicultural understanding is integral to FII’s oper- of this effort, FII’s subsidiary in India expanded its ations and is fostered each year through regular geographic presence in 2016-17 from its base in visits to B.C. by international staff and visitors, Mumbai to new operations in both the south and outgoing travel to foreign markets undertaken north of the country. Additional locally engaged with and on behalf of industry and government, staff were recruited as part of this expansion. as well as through annual planning sessions that include the Company’s local and foreign staff. Undertaking market development activities in other countries not only delivers economic HIGHLIGHTS OF INITIATIVES growth and jobs to British Columbia’s forest sector, Since it was established in 2003, FII has promoted but also contributes greatly to deepening the and funded the cost of local language training for bonds between the people and communities of all Canadian staff working in its overseas offices. British Columbia and with partners in markets FII’s staffing in its China subsidiary has since around the world. Many of the programs funded evolved to be comprised entirely of persons of by FII become catalysts for building technical, Asian ancestry, and its initiatives, are tailored to educational and community exchange with the cultural needs of the local communities in British Columbia thereby enhancing cross-cultural which it operates. understanding and mutual respect.

December, 2016 Visit to China by Minister Steve Thomson and B.C. Forest Industry Executives.

[ 124 ] 2016/17 REPORT ON MULTICULTURALISM Staff of FII and Industry International Offices at the Wood Best Practices – Industry Forum 2016.

FII Staff Planning Session Site Visit to the Centre for Advanced Wood Processing at UBC.

Minister of Finance Michael de Jong and Ministry of International Trade Deputy Minister Clark Roberts Visit the FII India Office in Mumbai, India in October, 2016.

2016/17 REPORT ON MULTICULTURALISM [ 125 ] KEY PROCESSES, POLICIES, Industry Training AND STRUCTURES IN SUPPORT OF MULTICULTURALISM ITA’s Customer Service team members, who interact Authority daily with apprentices and employer sponsors, MANDATE and who answer general inquiries from the public The Industry Training Authority (ITA) oversees, about trades training, speak 11 languages including manages and improves the provincial industry Cambodian, Cantonese, French, Hindi, Kannada, training system. It promotes trades training and Malayalam, Mandarin, Punjabi, Spanish, Swedish, careers, supports the progression of training and Tagalog. participants, certifies individuals with existing skills, and works to align training outcomes with ITA fully supports employees who want to celebrate workplace needs. their culture and share that culture with co-workers. Events such as ‘lunch and learns’ and potlucks are held Issuing credentials, which is the core outcome with themes representing specific cultures, for example, of ITA’s work, is done based either on successful Aboriginal Day and International Women’s Day. completion of a training program or on a formal validation of existing skills. ITA staff is also encouraged to attend gradua- tion ceremonies around the province including ITA invests in training services delivered in part the Vancouver Lower Mainland Aboriginal through two sets of partnerships, and collaborates Community Career Employment Services Society with many other stakeholders. ITA serves two (ACCESS) that celebrate students graduating from their customer groups: trades courses. These programs are offered to under skilled/underemployed Aboriginal people. »» Training participants and Challengers1 benefit from skill development and/or recognition, HIGHLIGHTS OF INITIATIVES which facilitates improved employment and In 2016-17, ITA continued to deliver programs for three advancement opportunities; and target groups, using funds made available through »» Employers and industry benefit from access to a the Canada BC Job Fund: Employment Services growing pool of workers with verified skills that Stream (CJF-ESS). ITA has agreements with 13 service align with labour market needs. providers, delivering 24 programs offering a range of pre-apprenticeship programs. ITA is also a key contributor to broader efforts »» Five Aboriginal in Trades Training Programs to support employment growth and economic competitiveness for British Columbia as a whole. »» Four Women in Trades Training Programs »» 15 serve a range of under-represented populations EXECUTIVE COMMITMENT (Aboriginal, Women, Immigrants, Youth) and other TO MULTICULTURALISM British Columbians facing barriers to entering ITA develops and implements targeted initiatives trades occupations. designed to increase participation in industry training and trade certification with groups ITA also had three seven-month CJF-Employment including Aboriginal people and new immigrants. Innovation Fund agreements delivering General program services. These programs connect under- represented groups to trades employment or further trades training. Since 2008/09, these programs have assisted more than 11,000 unemployed or low-skilled people to explore and pursue trades careers.

[ 126 ] 2016/17 REPORT ON MULTICULTURALISM WOMEN IN IMMIGRANTS IN ABORIGINAL GENERAL TRADES TRAINING TRADES TRAINING INITIATIVES

THE Only 10% of appren- New immigrants The Aboriginal Programs are OPPORTUNITY tices are women, and make up 20% population also available while that’s up from of the Canadian is younger for other three per cent since population but and growing eligible British 2008, the female labour only three to faster than the Columbians force is still badly five per cent of general popula- facing barriers underrepresented in apprentices; many tion, and many to entering traditionally male-domi- already have communities trades nated skilled trades. valuable trades are located occupations. skills, but may close to major Only five per cent of face language projects that apprentices are women barriers and other need trades in the construction challenges in skills. sector trades. getting certified.

THE ITA partners with post-secondary institutions, industry and labour organizations, RESPONSE employment 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 and literacy, and help with covering costs such as child care and transportation are also available, as is mentor- ship and peer support.

2016/17 $1.9 million -- $2.3 million $6.9 Million ESS FUNDING

# OF CLIENTS 263 people -- 306 people 1,115 people TARGETED FOR SERVICES

CELEBRATING THE GRADUATING CLASS

ITA joined the UA Piping Industry College of BC (UAPICBC) and the Lax Kw’alaams community to celebrate the graduating class of the Aboriginal People in Trades Training (AITT) program in Prince Rupert on June 23, 2016.

The Aboriginal Opportunities for Trades Upgrading program was delivered by UA Piping Industry College and the Lax Kw’alaams community as part of ITA’s Canada BC Job Fund General program in an effort to provide technical training, essential skills, math and technology upgrading, and other workforce skills training. The program was funded by the Ministry of Aboriginal Relations and Reconciliation and the Canada-BC Job Fund Agreement through ITA.

At the time of the graduation, some of the graduates were already enrolled in further training in Construction or the Piping Foundation course, and well on their way to having successful careers in the skilled trades. Learn more about ITA’s Aboriginal in Trades Training (AITT) programs: www.itabc.ca/aboriginal-people-trades/overview

2016/17 REPORT ON MULTICULTURALISM [ 127 ] HIGHLIGHTS OF INITIATIVES 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, as Insurance Corporation of British Columbia (ICBC) well as into Punjabi. provides universal Basic auto insurance to B.C. motorists and also competes for the optional auto »» ICBC provides two dedicated 1-800 telephone insurance business. ICBC provides claims services lines to better assist Punjabi and Cantonese to its policyholders. or Mandarin speaking customers who have had a crash. This service offers customers the As part of its mandate, ICBC provides vehicle ability to immediately report a claim in Punjabi, and driver licensing services, vehicle registration Cantonese or Mandarin so that they fully services and fines collection on behalf of the understand the claims process and can more provincial government. ICBC invests in fraud easily get access to their eligible benefits. prevention and road safety initiatives to promote a ICBC actively works with Autoplan brokers in safer driving environment throughout B.C »» ethnic communities to better address the needs of their multicultural clients. For example in 2015, EXECUTIVE COMMITMENT for the “Are you covered?” broker promotional TO MULTICULTURALISM campaign, point-of-sale materials were ICBC is committed to supporting diversity and translated into Punjabi and Traditional Chinese inclusion as a way to improve both the employee and made available to brokers in communities and customer experience. As B.C. becomes where those languages are commonly used. increasingly diverse, ICBC continues to see the opportunity and responsibility to understand »» In 2015 B.C.’s driver licensing reciprocity program and better respond to the changing needs of its was expanded with the addition of agreements workforce and customers. with Ireland and Taiwan, and now includes 16 foreign jurisdictions. New B.C. residents from KEY PROCESSES, POLICIES, these jurisdictions can apply for an automobile AND STRUCTURES IN SUPPORT driver’s licence without having to be retested. OF MULTICULTURALISM Licensing reciprocity is also available for 14 Policies are in place to promote understanding countries to allow the motorcycle classification and respect between employees and towards to be added to the B.C. driver’s licence without customers of diverse backgrounds. need of retesting. To assist customers from foreign jurisdictions, Many of the ICBC initiatives identified and services »» ICBC’s Driver Licensing department maintains a offered are possible due to ICBC’s commitments to list of approved translators that customers may hire a diverse workforce and engage with partners contact to help them authenticate their out-of- who represent the diverse, multicultural customer country documentation. The list is available base served. on www.icbc.com. »» Information is made available through consular offices and multicultural networks to outline the driver licence surrender policies for new B.C. driver’s licences.

[ 128 ] 2016/17 REPORT ON MULTICULTURALISM »» Pre- and post-arrival communications for new »» Proactive media outreach campaigns are B.C. residents are in place to help customers designed to build relationships and increase better understand how to obtain and transfer coverage with multicultural media outlets. driver’s licences and include automobile ICBC’s road safety campaigns are routinely insurance claims history from their country »» publicized in different languages using ethnic of origin. broadcast media. Available languages include »» ICBC works with B.C.’s law enforcement Cantonese, Mandarin, Hindi and Punjabi. community to assist in translating foreign ICBC provides pedestrian education tip driver’s licences at roadside, allowing foreign »» cards in Simplified Chinese and Punjabi, and non-resident drivers (i.e. visitors, students) here Commercial Vehicle Distractions tip cards are temporarily to continue to be able to drive in translated into Punjabi. B.C. with their foreign licence. Access to Road Safety Curriculum materials Written driver’s licence knowledge testing for »» »» for First Nations schools provided through the passenger and motorcycle licences can be First Nations Schools Association. taken in English, French, Arabic, Traditional and Simplified Chinese, Croatian, Farsi, Punjabi, »» Select brochures providing information on Russian, Spanish and Vietnamese. insurance, claims and driver licensing are produced in high demand languages. »» ICBC’s Learn to Drive Smart guide is available in both Traditional and Simplified Chinese »» ICBC proactively seeks input from community stakeholder groups when considering multi- An online practice knowledge test for a »» cultural initiatives and outreach. Learner’s Licence is available in Punjabi. All external ICBC job postings are advertised ICBC routinely grants permission for third »» »» through a wide recruitment network including parties to use the material and images in its WorkBC, which does outreach on the margins driving guides for the purposes of translation of employment, such as with the First Nations into other languages, including French, Arabic, community and those new to B.C., to generate Traditional and Simplified Chinese, Farsi, the maximum number of diverse applicants for Punjabi and Vietnamese. job openings. To ensure a broad reach to multicultural »» ICBC has conducted information sessions customers, ICBC purchases ongoing radio »» at WorkBC locations in the Lower Mainland advertisements in Cantonese, Mandarin and to introduce ICBC to WorkBC clients as a Punjabi, and print and online advertising in potential employer. Punjabi and Traditional and Simplified Chinese. ICBC participates in career fairs with For each driver’s licence issued, ICBC »» »» organizations that target multicultural customers must respond to a series of populations, such as MOSAIC, SUCCESS and declaration questions – these questions AVIA Employment. have been translated into 13 of the most common languages. INTERNAL INITIATIVES Translations of the Child Passenger Safety Law »» ICBC’s employee intranet includes a Card and information brochures about »» diversity and inclusion website. The site the purchase and use of child passenger offers employees and managers access to restraints are provided in Traditional information, statistics, stories, tools, resources, and Simplified Chinese, Punjabi, Spanish memberships and online diversity training. and Korean.

2016/17 REPORT ON MULTICULTURALISM [ 129 ] »» In 2015, an internal Diversity & »» In 2016 ICBC started providing unconscious Inclusion Business Imperative Project bias training and inclusive leadership Team — a cross functional, diverse team of training, starting with the executive and Operational Leadership Team members was senior leadership team, and cascading down tasked to research diversity and inclusion the organization. at ICBC and make recommendations to the As of March 2017, 45% of ICBC’s leadership executive team to shape a long-term diversity »» roles are held by women, and while the and inclusion strategy. majority of employees are between the ages of »» In 2016 ICBC’s Diversity & Inclusion strategy 40-54, staff range in age from 19-70+. received support from the Human Resources According to an internal survey conducted in and Compensation Committee of the Board; »» 2015, ICBC staff speak more than 55 different and includes three-year targets for increased languages. The survey also showed ICBC representation of the four designated groups improved the representation of aboriginal of under-represented employees in our people (from 1.84% in 2011 to 2.57% in 2015) workplace. and visible minorities (up 4.69% to 26.14% »» ICBC maintains corporate memberships in 2015) in its workforce in the past four with associations that support diversity and years. Regular surveys will be conducted to inclusion, including: Minerva (leadership measure progress. development for women; with whom last fall, ICBC’s President & CEO signed a pledge MULTICULTURAL REPRESENTATION IN to create opportunities to support women’s ICBC'S WORKFORCE advancement and leadership at ICBC), WXN

(Women’s Executive Network), and Kids and 26.14% Company (child and elder care services). Visible Minority 21.45% ICBC is also a founding partner of the Canadian Institute of Diversity and Inclusion. Aboriginal 2.57% »» In 2016 ICBC established six People 1.84% Employee Resource Groups (Aboriginal, Living with Disabilities, LGBTQ2+, Ethnicity, Parents @ 0% 5% 10 15% 20% 25% 30% ICBC, and Women in Leadership) as a way to increase a sense of inclusion and community 2015 2011 among all employees. Each is comprised Source: Internal ICBC of individuals who either represent or are The survey will be repeated in 2017. supporters of that group. This grassroots movement empowers group members to discuss current issues and opportunities, and helps ICBC to identify barriers to inclusion and encourage suggestions to enable the full participation of all employees. »» In 2017 ICBC celebrated Multiculturalism Week with leadership from the Ethnicity ERG celebrating traditional dress, dance and food items, sharing stories and other traditions with co-workers.

[ 130 ] 2016/17 REPORT ON MULTICULTURALISM Knowledge HIGHLIGHTS OF INITIATIVES EAST IS EAST A weekly anthology series dedicated to content Network about life in the rapidly changing Asia Pacific region. It included India: Then and Now, a six- Corporation month journey to explore the people, places and dynasties that are shaping modern India. MANDATE The mandate of the East Is East highlights include: Corporation (Knowledge Network) is to: »» India: A Visual Homage – The story of India Carry on the business of broadcasting »» from 1900 to 1985 told through stunning and communications to provide unique, archival footage. quality educational programming to British Columbians; »» Indira Gandhi – The confidence she gave India on the world stage has endured, even Promote lifelong learning in British Columbia by »» if the opinion of her personal legacy still providing quality educational programming; remains divided. Inform and educate British Columbians about »» »» India’s Frontier Railways – Trains that cross their province and about issues that are the borders and reconnect families, cultures relevant to them; and history with passengers whose jobs, »» Provide British Columbians with a unique history and life stories are intertwined with television experience; and, the railways. »» Collaborate with the independent television »» Treasures of the Indus – Explores the and web media production sectors in glorious artwork of three very different British Columbia. people, places and dynasties that shaped modern India. EXECUTIVE COMMITMENT »» The Backward Class – Vancouver filmmaker TO MULTICULTURALISM Madeleine Grant follows the twelfth graders Knowledge Network strives to provide of Shanti Bhavan, a small school in rural British Columbians with content that reflects southern India devoted to “untouchable” and supports the diversity of B.C. voices and caste students. experiences. It is fundamental to its role as B.C.’s public broadcaster. »» Chinese New Year The Biggest Celebration on Earth – An eye-opening look at the planet’s Trust is one of three corporate values to inform biggest party, including an unprecedented decision-making. The corporation serves the public behind-the-scenes look at CCTV’s interest and reflect diverse points of view within Chunwan Gala, a televised annual variety the organization and through programming televi- show watched by over 800 million viewers. sion and web channels. »» Happy Everyday: Park Life in China – Retirement has elderly citizens dancing Reflecting the diversity of B.C. through program- to techno music, playing in maraca ming is an important part of the corporation’s troupes, and taking over playgrounds for public mandate, which is continually reinforced their exercises. at seasonal broadcast schedule reviews and staff meeting with employees at all levels.

2016/17 REPORT ON MULTICULTURALISM [ 131 ] Other program highlights include: »» Wild Arabia – Against the background of mythic landscapes and the remarkable creatures and people who have made it their home, the How a People Live – Traces the history of the »» region faces rapid social change – from ancient Gwa’sala-‘Nakwaxda’xw Nations, forcibly desert customs to the ultra-modern cities of the relocated by the Canadian government from Arabian Gulf. their traditional territories on the coast of B.C. in 1964. »» Lost Kingdoms of Africa – Africa’s centres of military might, immense wealth, and Spirit of the People – How the rich culture of »» exquisite art have been rediscovered, from the B.C.’s St’át’imc First Nation has helped them kingdom of Asante, whose powerful empire to thrive. was built on gold and slaves, to Nubia’s prolific »» The Boxing Girls of Kabul – A group of young pyramid-builders and the extraordinary ruins of Afghan women dream of representing their Great Zimbabwe. country as boxers at the 2012 Olympics, The Chinese Mayor – Controversial Mayor embarking on a remarkable journey »» Geng Yanbo of Datong, China wants to transform of transformation. his city after decades of rampant coal mining by »» Waterfront Cities of the World: Taipei – The recreating its ancient walls and historic relics. political, economic and cultural capital of Gautier Capucon and Yuja Wang in Recital – Two Taiwan is growing and modernizing at an »» exceptionally talented young performers join exorbitant rate, but it’s the small traditional forces at the St Prex Classics, an annual festival neighbourhoods that reveal more about the held in France. Yuja Wang is considered one soul of the city. of China’s greatest pianists, along with her »» Slow Train Through Africa – Travels from the compatriot Lang Lang. coastal plains of Morocco in North Africa, Watchers of the North – follows through the great deserts of Egypt and »» Canadian Rangers in two remote Nunavut Sudan in East Africa, down the savannahs of communities who combine traditional Inuit Kenya and Tanzania, across the vast forests of knowledge and contemporary military training Zambia and, finally, to the southernmost tip to perform surveillance, search and rescue of South Africa – meeting remarkable people missions, and mentor the next generation along the way. of Rangers.

JULY/AUG 2016 MAY/JUNE 2016

JAN/FEB 2017

CHINESE NEW YEAR Jing Lusi at the world’s Discover INDIA biggest party AFRICA Then and Now

[ 132 ] 2016/17 REPORT ON MULTICULTURALISM HIGHLIGHTS OF INITIATIVES Legal Services LSS LEGAL REPRESENTATION SERVICES »» LSS offers legal representation for eligible Society clients with a criminal, family, child protection or immigration matter. When a client qualifies MANDATE for representation by a legal aid lawyer, The Legal Services Society (LSS) is B.C.’s legal aid LSS staff considers each client’s language provider. Established by the Legal Services Society Act and/or culture when determining which in 1979, LSS is an independent agency that provides lawyer should be offered the opportunity legal information, advice and representation services to represent them. While this is not always to people with low incomes. The society also provides possible, every effort is taken to find a legal education programs for community advocates lawyer that speaks the client’s language, and and social services providers throughout B.C. LSS understands the impact that their culture receives 95% of its funding from the Ministry of Justice may have on their legal matter. with additional funding from the Law Foundation of BC and the Notary Foundation of BC. »» Should a client need to be connected with a lawyer who does not speak their language, EXECUTIVE COMMITMENT or does not have a full understanding of TO MULTICULTURALISM their cultural background, that lawyer is able LSS’s commitment to multiculturalism reflects the to employ interpretation and translation society’s commitment to serving its diverse clients services as part of their contract for in ways that address their unique cultural needs. LSS representation services. has policies to ensure it delivers legal aid services in an environment where all individuals are treated LSS ABORIGINAL LEGAL AID SERVICES with fairness, dignity and respect. Employees are »» Although Aboriginal people make up expected to recognize the importance of diverse less than six per cent of British Columbia’s cultures at LSS and to help to eliminate inequities population, they constitute about 30% and biases from existing services and methods of of legal aid clients who are referred service delivery. LSS ensures that staff behaviour for representation by a lawyer. In child toward clients/applicants and colleagues is free protection matters, more than 40% of from racism and discrimination in all its forms. clients receiving representation services are Aboriginal. This year, LSS completed a three- KEY PROCESSES, POLICIES, year pilot of the Parents Legal Centre (PLC), AND STRUCTURES IN SUPPORT which assists eligible parents with achieving OF MULTICULTURALISM early and collaborative resolutions of their LSS ensures its services are accessible to all commu- child protection issues. In July 2016, LSS nities. Its Intake team can arrange interpretation finalized the evaluation of PLC’s first year of services for clients applying for representation and operation. The evaluation found that the PLC advice services, and LSS staff can also communicate is viewed as providing culturally-appropriate with and assist clients in more than 20 languages. service primarily because several of the staff During Aboriginal History Month, LSS supports a members are Aboriginal. That is helpful in series of educational programs for staff that are establishing a trust relationship with clients, led by the society’s Aboriginal staff. The Guiding over half of whom are Aboriginal. The PLC Principles of LSS Administrative Policies and was approved for expansion into Surrey Procedures include its Standards of Conduct, the in 2017/18. Discrimination, Bullying, and Harassment Policy, and the Employment Equity policy, as well as collective agreements.

2016/17 REPORT ON MULTICULTURALISM [ 133 ] COMMUNITY OUTREACH AND DEVELOPMENT »» LSS partnered with 26 community organizations, which include band offices, women’s shelters, and community resource centres. These community partners (CPs) are located in 34 locations in B.C., and additionally do periodic visits to over 90 locations including underserved rural, remote, and Aboriginal communities in B.C. Some of these agencies, such as Abbotsford Community Services and North Shore Community Resources have a multicultural focus; however, all CPs provide information about legal aid services to a multicultural clientele. »» In 2016/17, LSS hosted six workshops »» LSS is committed to helping Aboriginal people (in Nanaimo, Nelson, Smithers, resolve their legal problems in ways that Powell River, Sechelt, and Williams Lake) recognize both their unique needs and their and two conferences (Provincial Advocates unique cultures. The specialized ways in which Conference and Ending Violence Association LSS serves its Aboriginal clients include: of BC Conference), bringing together 1,168 participants from different sectors, including ºº Legal aid applications and outreach in multicultural organizations, to provide various Aboriginal communities. information on developments in the law and ºº Aboriginal staff in our intake department information about legal aid. and an Indigenous Services Manager. »» Telephone Advice Services – available in ºº Aboriginal Community Legal Worker in multiple languages: Duncan and Nanaimo who can assist with ºº The Family LawLINE (FLL) provided advice legal information and advice, support for to 2,343 clients. The FLL has access meetings with MCFD staff, assistance with to CanTalk services to provide advice, legal forms, etc. with the assistance of interpreters, in ºº Aboriginal law publications and a website many languages. for LSS’s Aboriginal services. ºº The Brydges Line is a province-wide toll- ºº Duty counsel and support from elders in free telephone service with interpretation First Nations Courts. services available to all callers, available ºº Approximately 80 Gladue reports 24 hours-a-day to assist people who completed each year. are arrested and/or detained and need ºº Medical-legal partnerships at legal advice. This year the Brydges Line two Vancouver clinics that serve provided advice to 17,913 clients. Aboriginal women.

PUBLIC LEGAL INFORMATION AND EDUCATION »» LSS produced public legal information and education materials, in both online and paper formats, in 10 different languages.

[ 134 ] 2016/17 REPORT ON MULTICULTURALISM Partnerships Royal BC British Columbia Inc. Museum

MANDATE MANDATE Partnerships British Columbia Inc.(Partnerships BC) The Royal BC Museum was created under the mandate is to support the public sector in meeting Museum Act (2003) to fulfil the government’s its infrastructure needs by providing leadership, fiduciary role as a public trustee of specimens, expertise and consistency in the procurement of artefacts, the archives of government and private complex capital projects by utilizing private sector archival records and other materials that illustrate innovation, services and capital to deliver measure- the natural and human history of British Columbia; able benefits for taxpayers. to communicate knowledge of human history through exhibitions, research and programs; and The following goals support Partnerships BC’s to hold collections for current and future genera- vision and mandate: tions of British Columbians. The Royal BC Museum was directed through its’ Mandate Letter to take Meet procurement objectives associated with »» the following specific strategic priority actions complex infrastructure projects; for 2015/16: Deliver value add to our clients and engage »» Work together with stakeholders to stakeholders effectively; and »» promote the 2015 Gold Rush exhibit and the »» Maintain a responsive and importance of the B.C. Gold Rush to the history resilient organization. of the province. Continue to develop key relationships EXECUTIVE COMMITMENT »» with partners in China to support research, TO MULTICULTURALISM collections, exhibition touring and increased Partnerships BC is committed to the Province of tourism to British Columbia. British Columbia’s policy to carry on services and programs in a manner that is sensitive and respon- »» Continue implementation of the sive to the multicultural reality of British Columbia. comprehensive new learning strategy. Commence the implementation of the The company is dedicated to maintaining a »» Royal BC Museum revitalization plan to professional workplace where individuals are provide more opportunities to expand treated with respect. In addition, Partnerships BC programs and exhibits; diversity and increase is committed to maintaining open access to revenue opportunities. its services and initiatives regardless of client’s cultural background. EXECUTIVE COMMITMENT TO MULTICULTURALISM HIGHLIGHTS OF INITIATIVES Partnerships BC continued its pre-existing policy »» The Royal BC Museum strives to explain the of its programs, initiatives and internal hiring human, natural and archival history of the practices being inclusive and open to all eligible province of B.C. and is the only institution in applicants and participants regardless of their B.C. that assumes this role. cultural background. »» Continue to commit to diversity in the workplace through hiring practices that

recognizes diversity for front-line customer service staff, co-op students and volunteers.

2016/17 REPORT ON MULTICULTURALISM [ 135 ] »» The Royal BC Museum presents controversial »» International internships are offered issues in an objective way, and is perceived to university students in various by the community as a place that presents museum studies. balanced views. »» The museum partners with First Nations to »» The Royal BC Museum site is a centre of activity deliver a number of school programs. for locals, tourists, school children, First Nations There is no-charge admission to all and cultural groups and scholars. »» First Peoples. »» The Royal BC Museum will continue to engage in the process of repatriating cultural HIGHLIGHTS OF INITIATIVES material through First Nations and the The Royal BC Museum established Treaty Negotiations office. »» a Repatriation Program to begin »» The Royal BC Museum First Nations conversations with interested Aboriginal collections date back to the late 1800’s when peoples in British Columbia to co-create a they were originally collected to prevent plan to help identify and return ancestral loss of cultural heritage to other areas of remains and belongings of cultural North America and overseas. significance. As well it created a new Department of First Nations to lead on all The BC Archives is a valuable resource for »» First Nations’ issues at the Museum and researchers. It is one of the major information appointed Lucy Bell (Haida) as Head of sources for B.C.’s human history and a vital the Department. element of B.C.’s culture. In March 2017, the Royal BC Museum Public programming reflects a diversity of »» »» hosted an international audience at a interests, and the exhibits, collections and Repatriation Symposium to discuss the holdings provide opportunities for visitors to subject of the repatriation of Indigenous learn more about the many ethnic groups that ancestral remains, sacred objects make up British Columbia. and intangible cultural heritage. The »» The Royal BC Museum has developed symposium attendees included Indigenous a response to the Truth and organizations, cultural practitioners, Reconciliation Commission’s Final Report: scholars and international museum and Honouring the Truth; Reconciling for the Future, archives professionals. outlining thematic areas and projects that the The spring 2016 online issue of Curious, Royal BC Museum will undertake in response to »» was devoted to exploring the efforts and and aligned with the TRC’s report. experiences of the people working “behind the scenes” of the Chinese Canadian KEY PROCESSES, POLICIES, Legacy Projects. The Legacy Projects flow AND STRUCTURES IN SUPPORT from the formal apology made by the OF MULTICULTURALISM British Columbia legislative assembly in May »» Staff at the Royal BC Museum speaks the 2014 to Chinese Canadians for historical following languages: Arabic, Cantonese, Cebuano, wrongs imposed on them by past provincial Dutch, German, French, Japanese, Mandarin, governments. The edition of Curious Polish, and Spanish. This assists in being able to honours the many Chinese Canadian communicate with international visitors. pioneers who overcame adversity by highlighting the work of the individuals First Nations were consulted in developing »» tasked with preserving important legacies an award-winning exhibition on and contributing to the apology. First People’s Languages.

[ 136 ] 2016/17 REPORT ON MULTICULTURALISM »» The Royal BC Museum hosted the »» The Royal BC Museum was recognized Aboriginal Cultural Festival June 17 through with an award by the Province of June 19. Songhees and Esquimalt Nations led British Columbia for Multicultural Excellence the celebrations of National Aboriginal Day in Government. B.C.’s human history is as weekend with music, dance, food and the arts. complex, diverse and dynamic as its ecology, with people from virtually every region of In June, the Royal BC Museum partnered with »» the globe settling in and contributing to the Centre for Indo Canadian Studies and the the province. To tell the diverse stories of University of the Fraser Valley and through British Columbia, the Royal BC Museum collaboration with regional institutions, strives to explore and promote historical established seven community consultations narratives form (and about) many different throughout the province to gather feedback cultural groups. from the Punjabi community, a pioneer group that has made a significant impact on the »» The Royal BC Museum continued with the province’s cultural, economic and social history. family program titled “Wonder Sunday” designed for children and their parents, On November 18, 2016, 17 objects were »» grandparents and/or guardians to enjoy transferred to the Huu-ay-aht First Nations the afternoon at the museum. The program by the Royal BC Museum. This this transfer includes opportunities for families to explore included one wooden ceremonial screen; two First Peoples’ Life through storytelling, Thunderbird masks and a single collection watching a drum-maker at work, finding out of 27 small carvings of birds; five objects how pit-houses were built, sketching animal associated with whaling and whaling rituals; symbols and other activities. and eight basketry objects. All had been on public display for over a century. »» The museum continues to create and install information kiosks throughout the galleries, The Chief Executive Officer returned a »» to allow visitors to read information about selection of books collected in wartime China what they are seeing, in seven different by a globe-trotting B.C. newspaperman languages. (English, French, Spanish, who lived and worked in Nanjing from 1937 German, Japanese, Chinese & Korean). until 1942. The Nanjing Library accepted the repatriation of these books, published »» The Royal BC Museum has approximately in Manchukuo by the Japanese-owned 500 volunteers who reflect the diversity South Manchuria Railway Company. of the community. Volunteers contribute over 42,000 hours of their time and are The Royal BC Museum accepted the gift of »» acknowledged for their length of volunteer translations of the Douglas Treaties, the only service, up to 35 years. Volunteer positions treaties signed in southern B.C., produced in offer an opportunity for practicing the the years 1849 to 1864. The translations are in language for those who have English as a two local Indigenous languages: SENCOTEN second language. (Saanich) and Lekwungen (Songhees), translated by Elder John Elliott of the »» The staff of the Royal BC Museum speak, Tsartlip First Nation and Elder Elmer George of read and/or write English, French, German, the Songhees First Nation. Dutch, Spanish, Polish, Portuguese, Cantonese, Mandarin, Cebuano, Hindi, and The Royal BC Museum continued into the third »» Arabic. This enables us to interact effectively year of the exhibition, Our Living Languages, with our visitors from around the World. which resulted from a partnership with the First Peoples’ Cultural Council (FPCC) about First Nations languages, arts and culture.

2016/17 REPORT ON MULTICULTURALISM [ 137 ] TELLING OUR STORY Transportation The Royal BC Museum holds over 7-million artifacts and two kilometers of archives, the Investment single-most important repository of B.C. history. And while the woolly mammoth Corporation sometimes steals the show for children, the importance of this collection cannot be over- MANDATE stated. We have an exciting future with a bold Transportation Investment Corporation (TI Corp) plan to breathe new life into the museum and is the public Crown Corporation that invests in ensure it continues to fascinate and inspire infrastructure and recovers costs through tolling. many generations to come. TI Corp built the new Port Mann Bridge and 37 kilometres of Highway 1 improvements, and is The plan is about fulfilling our promise to the responsible for funding the project and managing citizens of the province. That means enhancing the Port Mann/Highway 1 corridor. our commitment to education. We see the Royal BC Museum as an educational hub, a EXECUTIVE COMMITMENT place where learners of all ages can access our TO MULTICULTURALISM shared history. In an increasingly fast-paced TI Corp is committed to serving and celebrating world, we plan to do more to create more the cultural diversity of both the province and educational spaces within the museum and of its employees. This commitment is evident more digital platforms to allow others to in the goals the organization sets in its annual access the collection. Learners shouldn’t see Service Plans. geography as a barrier to access their history. It means strengthening our relationships with One of TI Corp’s primary goals, as identified in First Nations, hearing their voices and better these plans, is to provide superior customer understanding their stories. We have so much service. Through TReO, TI Corp delivers customer to learn. We have long been a partner in efforts service with respect, integrity and accountability, to repatriate cultural artifacts to their rightful offering service in six languages to reflect the owners, and there is much more to accomplish. diverse population within which TReO operates.

The Royal BC Museum is inspired to do: Another one of TI Corp’s primary goals is to engage a workforce that drives operational success. To »» More to share and educate learners of all achieve this goal, TI Corp takes care in fostering a ages, in all regions; collaborative and supportive workplace culture. »» More to honor our First Nations heritage; and This last year, TI Corp updated its corporate values. These values describe the ways in which TI Corp »» More to celebrate our place in the world. employees work together:

We are on a journey to tell our story, the story »» Value every voice, of First Peoples and migrants, and the story of »» We share every challenge, adventurers, explorers, scientists and builders. At its heart though, this is the story of people. »» We are limitless in our pursuits, and The story of families. »» Any excuse for a potluck.

[ 138 ] 2016/17 REPORT ON MULTICULTURALISM Each of these values demonstrates TI Corp’s commitment to respect, diversity, inclusion and excellence. While somewhat unconventional, TI Corp’s value of, “any excuse for a potluck,” is actively supported with a particular emphasis on multiculturalism and sharing. Employees are encouraged to share their cultural traditions, and this often involves potlucks and other gatherings. Sharing meals and conversation is a great way to build rapport among a diverse workforce from many different backgrounds.

2016/17 REPORT ON MULTICULTURALISM [ 139 ] Notes Notes FOR MORE INFORMATION VISIT US ONLINE: WWW.GOV.BC.CA