2009/10 Report on Multiculturalism

2009/10 Report on Multiculturalism NATIONAL LIBRARY OF CANADA CATALOGUING IN PUBLICATION DATA Main entry under title: Report on multiculturalism, Government of British Columbia. -– 1993/94- Annual Includes: Multiculturalism BC annual report 1993/94- Includes: Report on the activities of the Multicultural Advisory Council, 1993/94- Imprint varies: 2000/01, Ministry of Multiculturalism and Immigration; 2001/02-2003/2004, Ministry of Community, Aboriginal and Women’s Services; 2004/05-2007/08 Ministry of Attorney General; 2008/09, Ministry of Citizens’ Services; 2009/10- Ministry of Regional Economic and Skills Development 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 Social Development. FC3850.A1 M84 354.7110084’84 C95-960166-X F1059.7.A1 B73 Letter to the Lieutenant-Governor Letter to the Minister of the Province of British Columbia Honourable Harry Bloy To His Honour Ministry of Social Development The Lieutenant-Governor of the Honourable Minister: Province of British Columbia I respectfully submit the Report May it please Your Honour: on Multiculturalism: Government of British Columbia 2009/10. This Pursuant to section 7(3) of the report documents the activities of Multiculturalism Act, I respectfully the Government of British Columbia, submit the 16th annual report on and Crowns in support of the the operation of the Act. This report Multiculturalism Act for 2009/10. covers the activities for the 2009/10 ﬁ scal year.

Respectfully submitted, Sincerely,

Honourable Harry Bloy Mark Sieben Minister Deputy Minister Ministry of Social Development Ministry of Social Development Table of Contents

Minister’s Message ii Our Historic Moment iii Multicultural Advisory Council vi

Ministry of Aboriginal Relations and Reconciliation 2 Ministry of Advanced Education and Labour Market Development 4 Ministry of Agriculture and Lands 6 Ministry of Attorney General 8 Ministry of Children and Family Development 12 Ministry of Citizens’ Services 15 Ministry of Community and Rural Development 17 Ministry of Education 19 Ministry of Energy, Mines and Petroleum Resources 20 Ministry of Environment 21 Ministry of Finance 23 Ministry of Forests and Range 25 Ministry of Health Services 26 Ministry of Healthy Living and Sport 28 Ministry of Housing and Social Development 32 Ministry of Labour 34 Ministry of Public Safety and Solicitor General 35 Ministry of Small Business, Technology and Economic Development 37 Ministry of Tourism, Culture and the Arts 38 Table of Contents

Ministry of Transportation and Infrastructure 40 British Columbia Assessment Authority 42 BC Games Society 44 BC Housing Management Commission 45 BC Hydro 46 British Columbia Innovation Council 49 British Columbia Investment Management Corporation 50 British Columbia Lottery Corporation 51 BC Pavilion Corporation 52 British Columbia Railway Company 54 British Columbia Securities Commission 55 BC Transit 56 BC Transmission Corporation 57 Columbia Basin Trust 58 Columbia Power Corporation 59 Community Living British Columbia 60 Forestry Innovation Investment Ltd. 62 Insurance Corporation of British Columbia (ICBC) 63 Legal Services Society 64 Liquor Distribution Branch 65 Oil and Gas Commission 67 Pacifi c Carbon Trust 68 Partnership British Columbia 69 Pension Corporation 70 Provincial Capital Commission 71 Royal British Columbia Museum Corporation 72 Minister’s Message

I am pleased to present the annual Report children, and their children’s children. This on Multiculturalism: Government of British government will work to support those Columbia (2009-2010). For 16 years, each aspirations and help build strong families and government ministry and corporation communities. has submitted a report to the Minister Responsible for Multiculturalism setting Within this report, there are examples of out initiatives undertaken during the past commitments to both the goals of the fi scal year to promote and support the Multiculturalism Act — to recognize that government’s multiculturalism policy. I thank diversity enriches the lives of all of us — the Multicultural Advisory Council for its and the goal of putting families and com- work, and look forward to its insights in the munities fi rst. Aboriginal families are being year ahead. strengthened by increased opportunities to participate in the resource sector; cultural This report covers the year leading up to one communities have a role in designing services of British Columbia’s fi nest moments: the for children; and people with disabilities 2010 Olympic and Paralympic Games. During are being supported by Community Living the 25 days of the games, people from all over British Columbia in their desires to live as the province and across Canada showed the independently as possible, with meaningful world what is possible when our diff erences work within caring communities. inspire instead of divide. Strong families, strong communities and This province is endowed with abundant the ability to appreciate the heritages and resources, but the cultural and ethnic contributions of everyone who lives in this diversity of British Columbians is proving province are the building blocks to the to be the greatest resource we have. One prosperity we share. quarter of our fellow citizens chose to live here, and with them have come the traditions, ideas and attributes that contribute to British Columbia’s prosperity. For centuries people Harry Bloy have immigrated to create a new and better Minister of Social Development life for themselves — but especially for their Minister Responsible for Multiculturalism

ii Our Historic Moment

In 2010, the eyes of the world were on lasting impression on all British Columbians, Vancouver to witness an important milestone Canadians and visitors. In addition, economic in Canadian and Aboriginal history, when and business partnerships were developed Aboriginal and non-Aboriginal partners through the historic Protocol Agreement, in came together to host the 2010 Olympic which the Four Host First Nations agreed to and Paralympic Winter Games. The Games co-ordinate their eff orts to host and support delivered economic, cultural and educational the 2010 Winter Games. These partnerships opportunities within the Lower Mainland, led to opportunities to promote, publicize across British Columbia, the nation and and market Aboriginal goods and services beyond. to an international audience; a fi rst that demonstrated to all countries the power of a The Opening and Closing Ceremonies of mutually benefi cial business relationship. the 2010 Games were a proud and historic demonstration of respect, recognition and This diversity in Aboriginal cultures, anchored reconciliation. The Chiefs of the Four Host in generations of history, has inhabited the First Nations — the Lil’wat, Musqueam, Province of British Columbia since long before Squamish and Tsleil-Waututh, upon whose the arrival of settler populations. Today, traditional territories the Olympics games British Columbia remains the home and were held — sat with other heads of state to traditional territory of over 200 First Nations, share in the excitement of the ceremonies. representing about 130,000 people and over They were the fi rst Aboriginal peoples to ever 30 unique First Nation languages. Aboriginal share nation status at any Olympic event. people continue to live in all corners of British Columbia, on-reserve, off -reserve, in rural and While celebration was the order of the day, urban communities throughout the province. the partnerships and benefi ts were much Overall, half of all Aboriginal peoples in the more than simply ceremonial. The Four Host province live in urban settings, including the First Nations’ welcome to the world was majority of the province’s small Inuit captured through sacred songs, prayers and population of about 800 people. spiritual dances, and the heartbeat of the drum created a lighted path to each and Approximately 60,000 Métis live in British every participating country’s sport Columbia, a people whose origin serves as a delegation and athletes who entered the strong example of multiculturalism. The Métis Olympic Stadium. Nation evolved from coexisting cultures, and the origin of the Métis community is This grand Four Host First Nations traditional inextricably tied with that of the fur trade welcome to the world was meaningful for in Canada, when intermarriages between the cultural protocols of British Columbia’s European traders and Aboriginal women Aboriginal peoples, and it made a became common. As a result, the Métis

iii Our Historic Moment

developed as a people, distinct from both leaders, identifi es respect, reconciliation, and First Nation and European cultures. recognition of Aboriginal rights and title as the foundation for building on-going relation- The levels of cultural and linguistic diversity ships between the Province and Aboriginal among the Aboriginal peoples in this people. This New Relationship is fostered province is similar to the cultural and by a new approach of working together; an linguistic diversity of the many newcomers approach that celebrates and recognizes and immigrants that have made British cultures, particularly Indigenous cultures. Columbia their home. According to the 2006 census, 27 per cent of British Columbia’s Examples include: population was born outside of Canada, and over one million British Columbians self- • The establishment of the British identifi ed as a visible minority, with the top Columbia treaty process, and the visible minority populations being Chinese, successful negotiations of modern- South Asian and Filipino, and the top three day treaties with the Nisga’a Nation, mother tongue languages being English, the Tsawwassen First Nation and Punjabi and Chinese. Maa-nulth First Nations.

Immigration is an important cornerstone of • The Transformative Change Accord British Columbia and our province continues was signed in November 2005 by the to grow as a multiculturalism hub, comprised Province, the federal government of Aboriginal communities, settlers of and the First Nations leadership European descent and other immigrants. organizations. This growth makes British Columbia one of the most culturally diverse provinces in • The Métis Nation Relationship urban and rural centres. With any growth in a Accord was signed in May 2006 by society comes challenges and opportunities, the Province and the Métis Nation of but more critically, there is also the need for a British Columbia. respectful co-existence of cultures. • These accords commit to improving government-to-government relationships and to closing the social and economic gaps between Aboriginal people and other British Columbians. In addition, the Transformative Change Accord places a focus on reconciling Aboriginal rights with those of the Crown.

• The Aboriginal name of the Queen Charlotte Islands – Haida Gwaii – has been restored and is once again In recent years, the Province of British being used in all government Columbia has worked closely with First documentation. Nations, Métis, and other Aboriginal leaders to support Aboriginal cultures through the • British Columbia has joined implementation of a variety of relationship- Washington State in offi cially naming building processes. The New Relationship the area covered by the Georgia vision, developed in 2005 by the Province Basin-Puget Sound ecosystem the of British Columbia and First Nations Salish Sea. The Salish Sea will not

iv Our Historic Moment

change existing names, but will serve support multiculturalism and the elimina- to designate the body of inland salt tion of racism, EmbraceBC works with both waters stretching from Campbell Aboriginal and non-Aboriginal peoples to River and Desolation Sound to the learn from each other’s cultural strengths and southern reaches of Puget Sound. community values, resulting in a deeper level of mutual understanding. • The Provincial Nesika Awards, now in their second year, honour and The 2009/10 Report on Multiculturalism celebrate British Columbia’s cultural highlights programs throughout the diversity and Indigenous communi- provincial government that support British ties. Nesika is Chinook jargon for Columbia’s Multiculturalism Act. Through “we, us, our.” It comes from a trade our collective humanity and respect for the language used by many diff erent diversity of languages and perspectives, we Aboriginal linguistic groups along are building a legacy that inspires the spirit of the west coast of North America. “welcome, accept and embrace” for today and for the future. With this new approach and recognition comes an important responsibility for all people to learn about each other’s cultural and linguistic diversity. New immigrants are strongly encouraged to build new roots and contribute to the vibrant social and economic life of this province. Through WelcomeBC, new immigrants are helped when settling into British Columbia and they are encouraged to participate fully in local economies and community life. To further

v Multicultural Advisory Council

The Multicultural Advisory Council (council) is The council was proud to host the second proud of another year of providing direction annual Provincial Nesika Awards that were to government and activities to promote held in Vancouver as part of Multicultural multiculturalism and eliminate racism in Day celebrations on Feb. 20, 2010. Fifteen British Columbia. The council supports the nominations were received to recognize the new developments taking place in B.C. to people and organizations in communities build welcoming and inclusive communities. across B.C. whose exceptional work helped The council is proud to have endorsed the to bring diverse cultures together. The two provincial government’s launch and award recipients were the Karen Initiative implementation of EmbraceBC. in the organization category, for helping Karen refugees to adjust to life in Canada; An important highlight for this year was and Paul Mulangu, the founder of the Centre council’s commitment to create an inspira- of Integration for African Immigrants, in the tional and strategic provincial multicultural- individual category. Each recipient was given ism vision statement and identify the council’s $5,000 to support a local initiative. mission statement in January 2010. The vision statement is: “British Columbia is a model We are proud of council deliberations that society that embraces the cultures and tradi- have provided advice on government pro- tions of its people with opportunities for all to grams and initiatives that include EmbraceBC live and grow. ” The council’s mission state- and WelcomeBC. Through council’s advice to ment is: “To provide strategic advice to the the minister, the council is confi dent that this minister to stimulate and leverage all sectors work will move British Columbia forward as a and communities to achieve the provincial regional, national and international leader in vision on multiculturalism. ” The council also developing promising practices in multicul- identifi ed priorities for the minister to achieve turalism and creating inclusive communities. the provincial multiculturalism vision and created three committees: education, Currently, there are 12 council members — champions and sectors. eight members retired from the council and four new members were appointed this year. The council identifi ed the need to encourage I wish to acknowledge the contributions educational initiatives in schools that foster that previous council Chair, John Halani, and youth to become leaders in multiculturalism. former and current council members have As such, it recommended to the minister that made by generously sharing their diverse Multiculturalism Week in British Columbia be insights and expertise on multiculturalism changed from the third week of February to a and anti-racism issues. I would also like to time that closely aligns with the school year, thank all the staff of the Multiculturalism avoiding exam period and holidays. After and Inclusive Communities Offi ce for their discussions with key stakeholders, including effi cient and eff ective secretariat support to staff from Ministry of Education, the recom- the council. mendation was approved by the minister.

Respectfully submitted,

Edmond Luke Chair

vi Multicultural Advisory Council

Members of the Multicultural Advisory At the council’s second meeting on Nov. 20, Council for 2009/10: 2009, new council members were welcomed, including Edmond Luke as the new Chair. Edmond Luke (Chair), Vancouver The minister provided an overview of Ashli Komaryk-De Lucio (Vice Chair), government’s commitments and successes Vancouver on multiculturalism and anti-racism and Andrée St. Martin, New Westminster asked the council to recommend a provincial Mel Kotler, Kelowna multiculturalism vision and a council mission Michelle Rakotonaivo, Surrey statement. The council began a visioning Mo Dhaliwal, Vancouver process to defi ne the provincial multicultural- Myrt Turner, Prince George ism vision and the council’s mission. Raj Pagely, Saanichton Randy Sandhu, Richmond On Jan. 15, 2010, council held its third meet- Shellina Lakhdhir, North Vancouver ing where it approved the recommended Susan Tatoosh, Vancouver provincial multiculturalism vision and the Yonah Martin, Vancouver council mission statements. These were approved by the minister shortly after. The Meetings: council identifi ed its key priorities and formed three committees: education, sector and The council held four meetings during champions. 2009/10 and worked at the committee level throughout the year. All four council meetings At the council’s fourth and fi nal meeting on were held in Vancouver. March 26, 2010, the council debriefed on the Provincial Nesika Awards event held in Feb. The fi rst meeting for the fi scal year was held 2010 and explored new emerging priorities on July 24, 2009 under Chair John Halani. including seniors, business and at-risk A highlight for the council was the public youth. Staff from the Labour Market and launch of the EmbraceBC initiative on July Immigration Division, located in the Ministry 20, 2009 at the Roundhouse Community of Advanced Education and Labour Market Centre in Vancouver. Over 1,300 stakeholders Development, provided an update on the received the EmbraceBC launch news release WelcomeBC framework and program review. and funding information. Minister Stewart thanked the council for the work specifi c to multiculturalism and anti-racism and the importance of the council’s role. The council discussed several issues including an education centre for multiculturalism, youth engagement through regional forums in the province and the Provincial Nesika Awards with the minister. There were presentations from Citizenship and Immigration Canada’s Multiculturalism Program, about their program area, and from the Ministry of Public Safety and Solicitor General, Victim Services and Crime Prevention, on preventing youth gang violence.

vii

Ministries >>>

All ministry names and responsibilities are current to the 2009/10 fi scal year that this report covers. Ministry of Aboriginal Relations and Reconciliation

Mandate Executive Commitment to Multiculturalism

The Ministry of Aboriginal Relations and The ministry supports the continued strength Reconciliation initiates and promotes innova- and diversity of indigenous multiculturalism tive approaches to Aboriginal policy and is through many diff erent initiatives focusing on the Province’s representative for all treaty two main areas: treaties and lasting agree- negotiations. The ministry builds collabora- ments; and, social, cultural and economic tive relationships with Aboriginal peoples programming and services administered based on respect and recognition to achieve through Aboriginal organizations. reconciliation. Treaties and other agreements stimulate investment, create jobs and expand Executive promotes sharing of multicultural- economies in communities throughout ism experiences and stories with staff through British Columbia and provide a better quality team meetings, orientation sessions and of life for Aboriginal peoples. ministry events, and supports the Aboriginal youth internship program, including three The ministry is also government’s lead on the Aboriginal youth interns hired in 2009/10. New Relationship and works across government, and in partnership with Aboriginal Key Processes, Policies and Structures in peoples to implement the Transformative Support of Multiculturalism Change Accord and Métis Nation Relationship Accord in areas such as education, housing The ministry works in partnership with and infrastructure, health, economic develop- other provincial ministries/agencies, Crown ment and Crown-Aboriginal relations in corporations, Aboriginal leaders and order to work towards closing the social and organizations, the private sector and the economic gaps between Aboriginal peoples federal government to support activities and and other British Columbians. initiatives to achieve reconciliation and to close socio-economic gaps. The ministry is

2 Ministry of Aboriginal Relations and Reconciliation

committed to working with First Nations to • Initialled the Yale Final Agreement revitalize and protect languages and cultures, with Canada and Yale First Nation; and to restore fl uency and literacy in First Nations languages. • Signed a memorandum of understanding with the Unifi ed Aboriginal The ministry demonstrates several processes Youth Collective to promote the and practices in hiring and working culture expression of Aboriginal youth that support multiculturalism, such as: perspectives on issues that matter to Aboriginal youth and communities; • Worked with the Public Service Agency to establish innovative approaches to building capacity and staff competencies in Aboriginal relations within the B.C. public service.

• Provided opportunities for staff , through the ministry’s policy committee, to increase or expand their knowledge of Aboriginal issues by taking leadership roles within working groups in the ministry and across government.

• Lead planning and co-ordination of initiatives designed to increase awareness and knowledge of Aboriginal cultures, and informing • Supported development of strong the use of cultural practices in the legacies for the Four Host First workplace by the Aboriginal relations Nations from their involvement in committee. the Vancouver 2010 Olympic and Paralympic Winter Games; Highlights of Initiatives • Partnered with the BC Achievement • Signed two Reconciliation Protocols Foundation to establish the inaugural — one with Turning Point Coastal Aboriginal Business Awards to First Nations and the other with honour and celebrate Aboriginal Haida Nation, which included entrepreneurs in B.C.; and restoring the name Haida Gwaii to the Queen Charlotte Islands in • Supported National Aboriginal Day recognition of the long history and celebrations to build awareness habitation of the Islands by the Haida and to celebrate the diversity of Nation; Aboriginal cultures throughout the public service. All ministry staff were • Gave eff ect to the Tsawwassen encouraged to attend the celebra- First Nation treaty, which became tions and invitations were sent out the fi rst urban treaty in the history across the public service’s network of of British Columbia and the fi rst Aboriginal employees. modern treaty negotiated under the British Columbia Treaty Commission process; 3 Ministry of Advanced Education and Labour Market Development

Mandate • The Aboriginal Post-Secondary Education Strategy helps Aboriginal Provide British Columbians with oppor- learners succeed in post-secondary tunities for success through high quality education and training. post-secondary education, skills training, labour market development and immigration • ALMD provides support for interna- programs. tional education, which enhances the diversity of our campuses and communities, and helps British Columbians expand their cultural and linguistic fl uency.

Highlights of Initiatives

Within WelcomeBC:

• Approximately 18,500 newcomers to British Columbia were served by settlement-focused language training programs, which include curriculum about Canadian values related to multiculturalism and diversity. Executive Commitment to Multiculturalism • Settlement information and referral The Ministry of Advanced Education and services for newcomers were Labour Market Development (ALMD) wel- expanded, helping 85,000 clients comes and values diversity in the workplace adjust to Canadian society and B.C.’s and is committed to having a workforce that education system through services refl ects the clients we serve. For example, delivered at 800 B.C. schools. over 18 diff erent languages are spoken by employees in the Economic Immigration • Funding for 58 multi-sectoral Programs Branch and the Immigration and community-based projects was WelcomeBC Branch. provided through the Welcoming and Inclusive Communities Program. The Key Processes, Policies and Structures in program, which helps communities Support of Multiculturalism engage and integrate newcomers, was recognized as a best practice by • WelcomeBC, which is the the G8 expert committee on diversity. Province’s strategic framework for immigrant settlement and • Support was provided for a range integration programs and of employment initiatives for welcoming communities initiatives, immigrants such as working with supports a range of initiatives that employers to create workplaces promote multiculturalism. where immigrants are welcomed and valued. • The Community Adult Literacy Program (CALP) supports literacy training and services for adults, including Aboriginal peoples.

4 Ministry of Advanced Education and Labour Market Development

• The Welcoming Communities public post-secondary institutions. gateway was launched through Gathering places refl ect the char- WelcomeBC.ca. The gateway, which is acter, community and traditions of the fi rst of its kind in Canada, ensures Aboriginal cultures. communities can access resources to welcome and retain newcomers. • Funding was provided to implement Aboriginal service plans in collabora- • The BC Newcomer’s Guide was tion with Aboriginal communities at revitalized in 2009/10. It includes 11 public post-secondary institutions. information about Canadian values related to multiculturalism and To help promote international education: diversity. • ALMD developed an Education • Through CALP, $2.4 million was Quality Assurance designation to provided to fund 67 literacy assure foreign students, families and programs that served approximately governments about the excellence of 700 learners. institutions that earn the designation.

Under the Aboriginal Post-Secondary • Funding was provided to The BC Education Strategy: Council on International Education to help promote BC as a study destina- • 195 Aboriginal student spaces were tion for international students. funded at public post-secondary institutions.

• Funding was provided for Aboriginal gathering places at

5 Ministry of Agriculture and Lands

Mandate Key Processes, Policies and Structures in Support of Multiculturalism The Ministry of Agriculture and Lands helps the agriculture, aquaculture and food sectors • Make First Nations information to grow and achieve economic, social and available to MAL staff . environmental sustainability, supporting the delivery of safe, healthy and high quality • Recruitment and selection practices food through the federal-provincial-territorial are merit-based and qualifi cations, agreement, Growing Forward. In addition, the experience and expertise are consid- ministry guides Crown land administration ered regardless of ethnicity, culture or across government, including administration disabilities. of Crown contaminated sites, and promotion of brownfi eld redevelopment. • Follow government policies which prohibit discrimination in the Executive Commitment to Multiculturalism workplace.

Executive is committed to building a welcom- Highlights of Initiatives ing and diverse organization that embraces all individuals and removes employment • Promoted First Nations agriculture barriers. The ministry off ers training oppor- and aquaculture opportunities to tunities that encourage staff to build on their leverage outcomes which align understanding and appreciation of cultural with other government objectives diversity, and ensures government policies on and commitments, including the multiculturalism are available to all staff . The Transformative Change Accord and ministry supports the Province’s commitment the New Relationship. to a New Relationship with Aboriginal peoples and continues to work with First Nations • Worked with Canada and the Western to use Crown land and agricultural resources Agriculture Labour Initiative to bring to leverage outcomes benefi ting Aboriginal Mexican agriculture workers into B.C. peoples and all British Columbians and align to provide high quality labour supply. with broader government objectives.

6 Ministry of Agriculture and Lands

• Partnered with First Nations in agriculture, aquaculture and Crown land opportunities to leverage outcomes which align with other government objectives supporting job creation, addressing climate change and encouraging aff ordable housing, and promoting local production and consumption of healthy and nutritious food.

• Collaborated with the berry industry to organize three training sessions in • Translated the brochure advertising summer 2009 to acquaint non- the Good Agricultural Practices (GAP) English speaking farmers on new manual on food safety for producers cannon guidelines and being a good who are not following national neighbor. Sessions were translated on-farm food safety programs into to Punjabi. Punjabi and Chinese.

• Nursery Growers’ Short Course in • Translated information posters that January 2010 had a speaker who complement the GAP manual to focused on educating nurseries and address food safety practices into growers to the Latino culture and the French, Spanish, Chinese, Punjabi and culture shock workers experience Vietnamese. when they come to Canada, with the goal of improving working • Initial connections have been made relationships with Mexican workers with Mexican government to trans- on the Seasonal Agricultural Workers late the GAP manual into Spanish as Program. a resource for Mexican workers who are employed in B.C. agriculture. • The Reclamation and Prospecting Project was established to measure • Conducted AgriStability information the extent to which an innovative sessions in Punjabi for tree fruit minerals industry training project producers and their accountants. would enhance Aboriginal youth Also held follow up sessions with attachment to the labour force, individuals in Punjabi as requested. promote participation in further education and training, as well as • The tree fruit industry newsletter is provide trained workers for employ- translated into Punjabi. ers in northwest British Columbia and improve understanding of the • Support 4-H movement which minerals industry at the community educates young people from all level. cultures toward successful entrepre- neurship and leadership roles in their communities as adults.

7 Ministry of Attorney General

Mandate Highlights of Initiatives

The Ministry of Attorney General has overall Court Services: responsibility for the administration of justice in British Columbia. The attorney general In 2009/10, the ministry’s Court Services has a constitutional and statutory role as the Branch joined with the Tsawwassen First government’s lawyer, providing legal advice, Nation to implement the Tsawwassen First representing the government in litigation Nation Final Agreement, which came into and drafting legislation. The attorney general eff ect April 3, 2009. The Final Agreement has a unique role in government to ensure allows for some civil and criminal matters public aff airs are administered in accordance arising under Tsawwassen law to be heard with the law and that government operations in British Columbia courts. The branch conform to non-discrimination provisions of co-ordinates the eff orts of court registries, the Charter of Rights and Freedoms and the B.C.’s prosecution service and the judiciary. Human Rights Code. The successful implementation of these aspects of the Final Agreement represents Executive Commitment to Multiculturalism an historic moment in the evolution of B.C.’s justice system, particularly in making space The Ministry of Attorney General works in the Province’s court system for the laws continuously to ensure ministry programs are and legal processes of a self-governing First delivered equitably, in a way that refl ects sen- Nation. sitivity towards multiculturalism and complies with the Charter of Rights and Freedoms and Ongoing services include: the Human Rights Code. Ministry executive lead the commitment to multiculturalism. • Online training tools that promote multiculturalism continue to be developed for staff . Online orientation training discusses cultural sensitivity requirements for staff . Court clerk training provides information about language diff erences and use of interpreters.

• Court services has over 200 court interpreters who provide interpretation services at criminal, youth, traffi c, municipal and family court hearings, in over 50 spoken languages, includ- Key Processes, Policies and Structures in ing Aboriginal languages and visual Support of Multiculturalism languages for the deaf and hard of hearing. The ministry values workplace diversity where individuals are treated with respect and can • Court proceedings are conducted work without discrimination. Cultural com- in French or French and English petencies are built into the ministry’s hiring in two court locations: Victoria process where appropriate. The ministry (Contraventions Act proceedings strives to ensure policy and program develop- only) and New Westminster (criminal ment refl ects the province’s diversity. and youth court proceedings). New Westminster’s bilingual trial team may travel to other court locations

8 Ministry of Attorney General

to conduct bilingual or French trials. off site sentencing circle was piloted A dedicated telephone line is avail- in Surrey in January 2008. able for bilingual offi cial languages registry clerks. • All federal criminal forms, Federal Contraventions Act forms and • Circuit courts operate in three First brochures, and jury brochures are Nations communities: Kwadacha, available in both offi cial languages. T’say Keh Dene and New Aiyansh. • The B.C. Supreme Court Self-Help • Many court locations have court Information Centre (operated by the workers (Ministry of Children and ministry) has online resources for Family Development staff ) with people who represent themselves an Aboriginal background who in court. They include a link to assist Aboriginal people accused of MultiLingoLegal.ca, which provides crime. Court workers guide accused online access to many multilingual through the court process and legal publications. provide referrals to legal, social, educational, employment and • Courthouses stock multi-language medical services. pamphlets published by other government branches or organiza- • First Nations court workers support tions. Two court services pamphlets First Nations’ appearances in court, are available in French. The Violation including Prince George Law Courts, Ticket Centre’s automated telephone where possible. system also includes client information in multiple languages. • Some court locations have used sentencing circles since 2002. An • The branch has information sheets in seven languages on reporting

9 Ministry of Attorney General

obligations for convicted sex origin and race; and seminars and training off enders. sessions for ethnic and cultural groups and immigrant-serving agencies, as well • Multilingual small claims user guides as employers, service providers, labour can be accessed at: http://www. representatives and other groups. ag.gov.bc.ca/courts/small_claims/ info/pilot.htm The coalition’s education uses the ministry’s human rights information sheets, which • The annual Law Day in B.C. includes provide plain-language information presentations from multicultural about human rights protection in British organizations. Columbia. Fact sheets on racial discrimination and information for employers are of Human Rights particular importance in the multiculturalism context. Information sheets are avail- The ministry funds the BC Human Rights able in English, Chinese and Punjabi and Clinic to provide information, general are online at the ministry’s human rights advice and advocacy services, including protection website: http://www.ag.gov. full legal representation, to eligible clients bc.ca/human-rights-protection/index.htm. requiring assistance fi ling or responding to complaints under the Human Rights Code. As a member of the continuing com- The Code protects British Columbians from mittee of offi cials on human rights, the discrimination in areas such as employ- ministry reports on British Columbia’s ment, housing and services and facilities compliance with United Nations human customarily available to the public on the rights treaties (such as the International basis of race, colour, ancestry, place of Convention on the Elimination of All Forms origin and religion. Other grounds include of Racial Discrimination). The ministry also age, marital status, family status, physical participates in federal-provincial-territorial or mental disability, gender and sexual discussions considering whether Canada orientation. will ratify or sign other United Nations instruments.

Justice Services

The ministry funds the Legal Services Society and People’s Law School to deliver public legal education and information. Selected materials have been translated into Chinese, Farsi, French, Japanese, Korean, Punjabi, Spanish, Vietnamese, Russian, Arabic and Polish. Legal information is also provided through ethnocultural Through the BC Human Rights Coalition, media outlets, such as radio and news- the BC Human Rights Clinic provides papers. Many public legal education and education about rights and obligations information programs have been tailored under the Code. This includes a telephone for First Nations people. service to respond to public requests for information about human rights matters; The ministry’s Dispute Resolution Offi ce a comprehensive human rights website administers funding, through the Ministry that has information about discrimination of Advanced Education and Labour Market on the basis of ancestry, colour, place of Development, to enhance public legal

10 Ministry of Attorney General

education and information for immigrants. This has resulted in increased access to law-related classes for English language services for adults, expansion of the court information program for immigrants and enhanced training and collaboration between the Immigrant Public Legal Education and Information Consortium Project (http://www.immigrantlegal.ca/) and settlement workers. The result is better web access to tools and resources about employment standards and housing issues and increased use of multicultural media to provide education.

Family Justice Services

The Child Protection Mediation Program provides brochures in Chinese, Farsi, French, Korean, Punjabi, Spanish, Tagalog and Vietnamese. Parenting After Separation (a free, three-hour seminar to inform B.C.’s Prosecution Service - Criminal Justice parents about the eff ect of divorce and Branch separation on children) is off ered in Cantonese, Mandarin, Punjabi and Hindi B.C.’s prosecution service continues its role in Vancouver and Surrey. A handbook for on the B.C. Hate Crime Team, providing parents is available in Chinese, French and legal advice, information and support to Punjabi. police and other Crown counsel across the province. Cases where criminal activity is Dispute Resolution Offi ce motivated by bigotry and intolerance are regarded as serious matters, whether bias, Public information materials on the civil prejudice or hate is an aggravating factor rules consultation website were posted as set out in section 718.2 of the Criminal in French, Chinese Traditional, Chinese Code; or the off ence is one of willful promo- Simplifi ed, Spanish and Punjabi languages. tion of hatred or advocating genocide, as Fact sheets explaining the small claims provided for in sections 318 and 319 of the court pilot project were translated into Criminal Code. The branch’s professional French, Chinese (Simplifi ed) Punjabi and development team held a training session Vietnamese. for Crown counsel on prosecution of hate crimes. The branch maintains a liaison The Legal Services Branch, in conjunction with the Vancouver Police Department with the ministry’s Criminal Justice Branch, diversity policing section and has a French has an articling position for indigenous, prosecutions team. The branch is com- articled students. The program allocates mitted to alternative measures programs one articling position annually for a law that recognize the traditional values and student with indigenous ancestry. customs of Aboriginal communities and have been authorized under section 717 of the Criminal Code. The branch has also contributed to the development of online information on the criminal justice system in British Columbia. 11 Ministry of Children and Family Development

Mandate socio-economic circumstances, spiritual beliefs and identity of the children, youth, The Ministry of Children and Family families and extended families being served. Development (MCFD) promotes and develops Also, when appropriate and as identifi ed by the capacity of families and communities to the child and family, staff may consult with care for and protect vulnerable children and and involve the family’s cultural or ethnic youth, and supports healthy child and family community in the planning and delivery of development to maximize the potential of services. every child in B.C. The continuum of services encompasses all the ministry’s programs, MCFD supports Aboriginal peoples to including early childhood development, child exercise jurisdiction in providing for the care, children and youth with special needs, safety and wellbeing of their children. MCFD child protection and family development, believes all Aboriginal children, youth and residential and foster care, adoption, children families, whether on or off reserve, should and youth mental health, youth justice and have access to a full range of eff ective youth services. services that refl ect and support their own cultures and traditions.

Aboriginal Policy and Service Support is a dedicated team within MCFD focused on supporting the Aboriginal approach within the ministry’s Strong, Safe and Supported Action Plan and Aboriginal Service Delivery Change Conceptual Plan.

Key Processes, Policies and Structures in Support of Multiculturalism

• MCFD has participated in cross- ministry initiatives relating to service enhancement in immigrant communities regarding violence Executive Commitment to Multiculturalism against women.

Guided by Strong, Safe and Supported: A • The north region has implemented Commitment to BC’s Children and Youth, the Collaborative Transformation and MCFD works to ensure the province’s children Succession Planning process. This and families have the best chances possible process is inclusive of all Aboriginal to succeed and thrive. This includes children staff and Aboriginal agency staff and and youth’s participation in culture and MCFD staff to develop leadership traditions that strengthen their development. skills that culturally appropriated to existing emerging Aboriginal One of the guiding principles of Strong, Safe services. and Supported is the Convention on the Rights of the Child, which sets out children • The north region has established a and youth’s fundamental human rights, reconciliation approach to including the right to participate in their Aboriginal child and family own families’ cultures and traditions. MCFD development services using the policy and standards require staff to respect Touchstones of Hope for the views, cultural and ethnic heritage, Indigenous Children, Youth and

12 Ministry of Children and Family Development

Families. The region has led this Brazilian-Portuguese, Somali and process and supported leadership, English. In some cities, specifi c supervisors, staff and Aboriginal ethnocultural workers are in place. agencies and staff across the region to attend these events. • The Burnaby Newcomer’s Centre is a project that began in 2009 as an Early • Core review of internal and Childhood-focused settlement ser- external Aboriginal Cultural vice for refugee families in Burnaby, Awareness programs was of which MOSAIC is the lead agency. completed in 2009/10 and will inform The ultimate goal of the project is to the planning for future training. All integrate refugee children and their core ministry training currently has families into mainstream programs a cultural awareness component and services. embedded within the program. • Vancouver Coastal region provides • Foster parent pre-service orientation front line services in families’ fi rst included training in Aboriginal language, including Hindi, Punjabi, agency by Aboriginal staff on Vietnamese, Spanish, Mandarin, cultural history and awareness and Cantonese and English. In some Comprehensive Plan of Care work- communities, specifi c ethnocultural shop in Williams Lake. workers are in place.

• Identifi cation in job postings/ • The First Steps/Hand in Hand interview competencies related to program in Surrey is a refugee the importance of knowledge and pilot project and was designed in awareness of Aboriginal history and collaboration with many community cultural practices. partners. The project was designed to meet the needs of newly arrived Highlights of Initiatives refugees in the community as well as refugees who have been in the • Clients of the Child Care Subsidy, community for sometime but have autism funding and medical benefi ts not developed a connection to other programs have access to telephone programs or supports. The program is translater services off ering service in co-managed by DIVERSECity, Options over 150 languages. and Umoja.

• Immigrant Settlement Services • Completion and distribution of Agencies support parents and Parent Map and Developmental providers in the access to child care Guide of supports and services in six subsidy. They also provide language languages in Vancouver. translation services and supported dissemination of Shaken Baby • The north region engaged in a month Syndrome prevention information. long multicultural event during the 2010 Olympic Winter Games. Each • MCFD provides interpreters and offi ce in the region selected a country services, including brochures and to support and organized various parent resources, in multiple and events such as lunches, medal counts, families fi rst language, including fl ag day and cultural history events Hindi, Punjabi, Persian, Tagalog, as they cheered on their respective Korean, French, Vietnamese, Spanish, country during the Olympic Winter Mandarin, Cantonese, Japanese, Games. 13 Ministry of Children and Family Development

• During 2009/10, the Vancouver Island • The Success by Six (SB6) province- Region met with members of the wide ECD community development MCFD South Island ethnocultural initiative had 20 Aboriginal coordina- advisory committee to explore ways tors working to promote and increase to engage the ethnocultural com- awareness of the importance of the munity in regional planning and early years, strengthen commu- service evaluation. The ethnocultural nity capacity building and support advisory committee is also culturally relevant ECD projects and represented on the MCFD Vancouver programming in communities across Island Regional Citizen’s Advisory BC through their 87 SB6-funded Council. Aboriginal projects.

• Improving the cultural relevance of the FRIENDS For Life material was considered important to engaging Aboriginal children in B.C. schools.

• Since 2008, the FRIENDS for Life child program has been made available in French. Teachers/ educators delivering FRIENDS for Life in a grade 4 or 5 classroom continue to have the choice of • Family Group conferences are used delivering the FRIENDS curricu- to develop plans and make deci- lum in either English or French. sions regarding vulnerable children while taking advantage of a family’s • Since 2007, MCFD continues strengths including community and to collaborate with the First culture. Conferences are arranged Nations Schools Association to be inclusive of cultural, religious, (FNSA) to support the delivery language and food identifi ed by the of the FRIENDS program in FNSA family as signfi cant or meaningful. classrooms throughout B.C.

• Legislation requires children’s • MCFD hosted four Aboriginal Intern Aboriginal and cultual identity to be Students in 2009/10. preserved and recieve guidance and encouragement to maintain cultural • Many Aboriginal events were hosted heritage. across the province. In particular, MCFD staff in the north region • MCFD has a number of initiatives to participated in Aboriginal Day events address Aboriginal children in care. by working in recreational booths Currently there are 24 delegated and taking children to events. Aboriginal agencies with “agreements” allowing for the administration and provision of a range of delegated services mandated under the Child, Family and Community Service Act.

14 Ministry of Citizens’ Services

Mandate with access to broadband facilities. The ministry collaborates with First Nations partners Citizens’ Services plays a leadership role in en- and the federal government on a shared abling the transformation of how services are goal of connecting B.C.’s 203 First Nations delivered and information is managed across in support of the Transformative Change government to meet the needs of citizens, Accord. Broadband connectivity in rural and businesses and the public sector. The ministry remote areas will provide access to healthcare provides front-line services to citizens on information, online educational opportunities behalf of other ministries, and also has a and government services online. It will also unique role in government as the provider facilitate community and economic develop- of much of the enabling infrastructure and ment opportunities, and the preservation of services that ministries need to perform their culture and languages. own core business functions effi ciently and eff ectively. Citizens’ Services has re-established the B.C. Government Workplace Profi le Program (the Program) to monitor and report on the representation of Aboriginal and self-identifi ed visible minority groups employed by the B.C. government. The intended outcome of the program is to track the profi le of employees working for government, in relation to the labour market and the population served.

Multilingual welcome signage has been installed throughout the province, at virtu- ally all public-facing Government of British Columbia offi ces, including all 60 Service BC Centres. The aim of this initiative is to recognize the multicultural make-up of our Executive Commitment to Multiculturalism province and welcome linguistic diversity in B.C. communities. Citizens’ Services is building a strong and capable organization that values diversity in Planning meetings have taken place around the workplace and ensures individuals are the goal of bringing together a number of treated with respect and dignity. The ministry ministry, academic and community leaders strives to have a workforce that refl ects the to discuss the need for diversity and multicul- diversity of the public we serve. turalism readiness in the BC Public Service, as well as the skills and tactics we can use for Citizens’ Services works to deliver programs mindful and inclusive interactions. Intended and services in a manner that treats everyone benefi ts to participants include information fairly, equitably and respectfully, and sup- on diversity trends, hiring practices, the hu- ports staff activities that promote awareness man rights code and cultural sensitivity skills. of diversity and multiculturalism, including The ultimate aim is to give employees and training and development activities. our executive a deeper awareness and new skillsets related to recognizing and respecting Key Processes, Policies and Structures in diversity in the workplace. Support of Multiculturalism The development of a sustainable corporate One of Citizens’ Services’ key performance diversity learning program for the BC Public measures is the percentage of First Nations Service was initiated in fi scal 2009/10 and will

15 Ministry of Citizens’ Services

continue to be developed in 2010/11. This including First Nations and Aboriginal initiative will bring together our ministry’s peoples, local businesses and commerce Multiculturalism and Inclusive Communities groups. Offi ce (MICO), the Ministry of Aboriginal Relations and Reconciliation (MARR), the BC EmbraceBC was launched on July 20, 2009. It Public Service Agency and Citizens’ Services funds initiatives that directly address racism diversity advocates, to build a corporate and promotes multiculturalism at individual, learning framework for diversity curriculum. institutional and community levels to build These partner ministries are proactively welcoming and inclusive communities. utilizing in-house expertise to collaboratively design employee learning programs that Make A Case Against Racism (MACAR) promote a respectful workplace culture, as continued to engage youth from grades four well as support employees in building their to seven for a second year. MACAR builds cultural competence and diversity awareness awareness and encourages students to take skills. personal responsibility for preventing racism, while celebrating the province’s cultural The BC Hate Crime Team continued to meet diversity through music and art. MACAR also in 2009/10. The team is an integrated cross- developed a teachers’ resource guide to be ministry team that includes Multiculturalism used as part of their curriculum pertaining and Inclusive Communities staff and police to social responsibility, including addressing offi cers. The focus of the team is to exchange racism. information, raise awareness about hate and encourage community groups to report hate Anti-racism was also promoted in B.C. com- incidents to local police. munities through the Organizing Against Racism and Hate (OARH) program element, The Contact Centre at Enquiry BC employs which replaced the former Critical Incident multilingual staff , often allowing B.C. citizens Response Model (CIRM). Operating in six to be assisted in their preferred language. B.C. regions (Vancouver Island; Fraser Valley/ When a staff person is not available to assist a Lower Mainland; Okanagan; Kootenay; caller in their preferred language, an external Northeast; and Northwest), the purpose of translation service is used. the Network is to share information that cre- ates and develops awareness of anti-racism Highlights of Initiatives and anti-hate resources in these regions.

Service BC’s MICO applied provincial and The second Provincial Nesika Awards were federal program funding in 2009/10 to hosted in February 2010, honouring excep- support a total of 62 initiatives under the BC tional work in bringing B.C.’s diverse cultures Anti-Racism and Multiculturalism Program together. The awards are held annually and (BCAMP) and EmbraceBC. These initiatives recognize individuals, communities and were implemented across the province. organizations.

The Welcoming and Inclusive Communities Finally, as it does each year, the Province of Dialogue Initiative brings together diverse British Columbia proclaimed the third week voices, perceptions and understandings of February 2010 as Multiculturalism Week about what it means to live in harmony in and March 21, 2010, as International Day a multicultural society. Since 2005, 25 com- for the Elimination of Racial Discrimination. munity dialogues have been convened, 10 of Many community groups funded through which took place in fi scal 2009/10 in com- EmbraceBC initiated events and public munities across the province. The dialogues education resource projects to commemorate engaged various sectors and communities, these dates.

16 Ministry of Community and Rural Development

Mandate Key Processes, Policies and Structures in Support of Multiculturalism The purpose of the Ministry of Community and Rural Development is to equip com- The ministry is committed to an inclusive, munities across British Columbia to build discrimination-free environment for all staff strong, competitive economies that support and clients. To foster a work environment that sustainable and socially-responsible com- demonstrates it values individual and cultural munities. The ministry supports communities diff erences, ministry employees have been in reaching their full potential by providing a supported to build their skills and knowledge broad range of services, tools and resources. in areas such as discrimination and violence prevention, building trust in the workplace, Executive Commitment to Multiculturalism and eff ective and authentic conversations.

The ministry remains dedicated to building Highlights of Initiatives strong communities that recognize and value cultural diversity and provide an • Facilitated the development of improved quality of life and equitable access productive relationships between to programs, services and opportunities for local government and First Nations all British Columbians. This commitment is throughout British Columbia. For demonstrated throughout the ministry in example, the ministry continued to every aspect of program development and fund the Community Forum Program, service delivery. which supports relationship-building activities and cross-cultural understanding between local governments and First Nations. In 2009/10, the program supported 25 regional forums.

17 Ministry of Community and Rural Development

• Continued to make participation in local government accessible for all British Columbians by publishing the Voter’s Guide to Local Elections in English, French, Cantonese and Punjabi.

• Continued partnership with various governmental and non-governmental stakeholders in support of the Smart Planning for Communities initiative. This initiative assists local and First Nations governments in addressing their long-term sustainability challenges by providing resources and tools for planning socially, culturally, economically and environmentally sustainable communities. The BC Climate Action Toolkit website, developed in partnership • The Property Assessment Review with UBCM and Smart Planning for Panel website contains English, Communities, continues to provide Chinese, Japanese, Korean and all of B.C. communities with the latest Punjabi versions of a guide to the news, information and advice to property assessment complaint address climate change and advance process to ensure broader awareness community sustainability. and accessibility. • Through support from the Asia Pacifi c • The Community Development Twinning Initiative, 24 B.C. communi- Trust (CDT) off ers support for forest ties have fostered relationships with workers applying to transition and cities in Asia Pacifi c countries over tuition programs through a toll free the past two years. This initiative is line, off ering help to applicants, some intended to create stronger relation- of whom have literacy or language ships between communities, and barriers. Staff have the ability to includes resources to plan, research communicate in Punjabi, French, and develop cross-cultural commu- Spanish, Greek, and Hungarian. nication materials, conduct training Initially, this program liaised with First and education and support twinning Nations’ leaders, leading to funding related travel. for a First Nations support to assist with the application process for the Job Opportunities Program. CDT has received a high volume of First Nations applications throughout the province. Over 14 per cent of Job Opportunities projects are First Nations projects.

18 Ministry of Education

Mandate Highlights of Initiatives

The K–12 school system works to empower all Ongoing initiatives include Aboriginal learners to acquire the knowledge and skills content inclusion in curriculum and needed to contribute to a healthy, democratic program development, Aboriginal Education and pluralistic society with a prosperous and Enhancement Agreements, plus targeted sustainable economy. funding for Aboriginal students. Newcomers benefi t from programs such as settlement Executive Commitment to Multiculturalism workers in schools and translation of ministry materials into as many as 12 languages such Legislation tasks the B.C. school system with as back to school tips for parents and stu- enabling all learners to develop to their full dents and translation of important health and potential. To prevent diff erences among safety information regarding H1N1, diversity learners from impeding anyone, the rights of framework for B.C. schools; English-as-a- individuals are respected in accordance with second-language (ESL) programs and policy; the law, including the BC Human Rights Code, and school safety and conduct. the Canadian Charter of Rights and Freedoms, the Constitution Act, the Multiculturalism Act, New initiatives include curriculum, teacher and the School Act. The system also models resources, and additional supports for and promotes values that complement immigrants include: tolerance, from the fl exibility to respond to diverse cultural needs to the courage to speak • students from refugee backgrounds out against discrimination. teacher and school guide;

• a pilot program to support late- arrival immigrant youth in schools;

• a program for ESL needs in the Vancouver Downtown Eastside and Immigrant Parents As Literacy Supporters (PALS); and

• a pilot program to support newcomer child and family literacy.

Key Processes, Policies and Structures in Support of Multiculturalism

The ministry supports raising awareness of cultural diversity in the organization through a number of formal and informal opportunities.

19 Ministry of Energy, Mines and Petroleum Resources

Mandate Highlights of Initiatives

The Ministry of Energy, Mines and Petroleum • Sought input and provided informa- Resources (MEMPR) manages the responsible tion on energy and mining policy development of British Columbia’s energy, initiatives with the First Nations mining and petroleum resource sectors. Energy and Mining Council;

Executive Commitment to Multiculturalism • Arranged Aboriginal participation on the Minister’s Council on Exploration MEMPR remains committed to respectful, and Mining; honest, trustworthy and ethical behaviour in all its communications and actions. • Supported the Association for Mineral Exploration British Columbia application for an Aboriginal mining training program;

• Hired an Aboriginal Intern for the year to enhance Aboriginal perspectives across Divisions;

• Brought John Jules, Councilor with the Kamloops Indian Band, to speak to MEMPR staff about cultural values and the Aboriginal perspective on economic development;

• Brought Chief Clarence Louie to speak to MEMPR staff about economic development in Aboriginal communities in British Columbia, Key Processes, Policies and Structures in particularly the Osoyoos Indian Band Support of Multiculturalism eff orts;

MEMPR implemented sound strategies to • Led a mineral investment trade mis- enhance Aboriginal participation in the oil sion with more than 11 companies to and gas and mining industries by undertak- the TianJin China Mining Conference ing economic development initiatives, in October 2009, followed by investor supporting local employment opportunities, workshops in Tokyo, Japan and Seoul, providing First Nations access to training and Korea; education programs, organizing industry forums, and increasing capacity to participate • Hosted inbound trade groups in land use decisions. from the Federal Chinese National Development Reform Commission MEMPR encouraged trade relations with Asia and various Asian investor interests; by hosting trade groups from the region, and leading an investment trade mission to Asia, and working with the Chinese Federal • Initiated negotiation of a co-oper- Government on a co-operative agreement ative agreement with the Chinese that will strengthen economic ties to British National Development Reform Columbia. Commission, which is anticipated to be concluded in 2010. 20 Ministry of Environment

Mandate Key Processes, Policies and Structures in Support of Multiculturalism The mandate of the ministry is to protect human health and safety, and maintain Ministry employees participated in training and restore the diversity of native species, courses and workshops on trust, eff ectiveness ecosystems and habitats. Through partner- in working with people, discrimination and ships across government, with First Nations, violence prevention, cross-cultural confl ict the private sector and communities, we work resolution and leadership. to enhance the protection and stewardship of water, land and air resources, advance Highlights of Initiatives sustainable use of environmental resources, and provide exceptional outdoor park and The ministry actively supports and develops wildlife services and opportunities. agreements to defi ne how the Province and First Nations will work together to manage specifi c B.C. parks and protected areas. To date, the ministry has signed 41 agreements, including Parks Collaborative Management Agreements and Regional Fish and Wildlife Agreements, with First Nations.

The ministry improved the BC Parks Traditional Use Framework by building a regionally-organized toolkit for use by park rangers when they conduct compliance and enforcement in traditional First Nations territories.

The ministry worked to engage coastal First Nations in the provincial marine spill response regime, developing guidelines and materials for enhancing their involvement during spill incidents.

The Conservation Offi cer Service has a provincial First Nations Liaison Offi cer, who Executive Commitment to Multiculturalism develops and strengthens relationships with First Nations throughout B.C. to improve The ministry continues its commitment to communication and cultural awareness. developing eff ective partnerships with First The offi cer also co-ordinates the use of a Nations in support of the New Relationship. restorative justice approach. This approach As a recognized leader in climate action, B.C. helps address the specifi c impacts of legisla- received delegations from countries around tive non-compliance on aff ected groups, the world to discuss and take co-operative communities and stakeholders, including action on climate change issues. The ministry First Nations. made a dedicated eff ort to provide information in multiple languages to meet the needs The ministry continued to assist agricultural of its partners and clients. It is planning producers for whom English is their second on continuing proactive partnerships with language, by translating its exams about safe various ethnic communities. pesticide use into Punjabi, Mandarin, Chinese and Vietnamese.

21 Ministry of Environment

The ministry off ered brochures in a Chinese Forests and Range and Ministry of Aboriginal simplifi ed version, a Chinese traditional ver- Relations and Reconciliation, to discuss the sion and Punjabi version to highlight 10 parks potential of forest carbon emission off set across the Lower Mainland where families can projects. visit. In 2008, the provincial government appointed The two page information sheet on B.C. seven regional Citizens’ Conservation Councils seafood is now easily accessible by a wider on Climate Action to build a network for audience on http://www.bcseafood.ca/ grassroots climate action across B.C. and about/ and continues to be used by both advise government. Members represented government and industry in domestic and the region’s youth, seniors, municipal govern- international markets. The sheet is available in ment, local business, First Nations, commu- six languages. nity groups and educational institutions. The councils presented their fi nal progress report Through the ministry Aboriginal relations to the cabinet committee on climate action committee, an Aboriginal Relations intranet and clean energy on Dec.7, 2009. was created. The site provides staff the opportunity to develop their knowledge and expertise, whether they work with First Nations on a regular basis or wish to know more about First Nations.

The ministry is party to memorandums of understanding with Coastal, Haida and Gitxsan First Nations along with Ministry of

22 Ministry of Finance

Mandate The ministry ensures policies and legislation are consistent with the principles and Our ministry plays a key role in establishing, objectives of multiculturalism, and continu- implementing and reviewing government’s ally strives to modify and improve ministry economic, fi scal and taxation policies and is programs and services to ensure that they are responsible for delivering fair, effi cient and supportive of B.C.’s multicultural society. eff ective tax administration and revenue management processes to provide revenues that fund essential services, such as health care, education, social services and transportation infrastructure.

Executive Commitment to Multiculturalism

The ministry is committed to a work environment that is free of discrimination.

The ministry had an average score of 71 in the 2009/10 Work Environment Survey’s Respectful Environment driver, 72 for the Valuing Diversity question, and 75 for the question indicating our work units are free of discrimination and harassment. This is Key Processes, Policies and Structures in comparable to the BCPS scores of 73, 73 and Support of Multiculturalism 76 respectively. The ministry’s Customer Relationship Management Strategy acknowledges the The 2009/10 Workforce Profi le of the ministry wide cultural diversity of the province and demographics showed representation of is able to provide service in many diff erent visible minorities at 19.9 per cent, Aboriginal languages based on its diverse employee peoples 1.5 per cent and persons with dis- population. abilities 3.6 per cent. The ministry’s Taxpayer Fairness and Service The ministry’s workforce is generationally- Code is based on the principle of providing diverse as well, with 35.6 per cent over 50 and fair and equitable service that meets the 7.7 per cent under age 30. The ministry has a needs of all ministry clients. balance of female (58 per cent) and male (42 per cent) employees. The ministry makes fi nancial and program information available in Chinese and Punjabi, The ministry is also committed to ensuring and public aff airs staff assist a wide range of that its employees have access to information ethnic media with queries about fi nancial related to multiculturalism, employment issues and requests for interviews with the equity, human rights and diversity. minister. The ministry also keeps informed on issues of importance to members of the Executive is committed to providing services multicultural community and promotes their and publications to the public in as many participation in the annual budget consulta- languages as possible in addition to English tion process. and has fostered rich cultural diversity in the make-up of the ministry workforce to achieve • Ethnic language service is available this commitment. to customers in many communities outside of major cities.

23 Ministry of Finance

• Employees working in Surrey, Vancouver and Victoria who speak or write another language other than English communicate with our customers via telephone or email.

• All employees of the ministry have access to discrimination and harassment prevention training.

• Ministry-specifi c new employee orientation materials include cultural sensitivity and diversity information. • The Taxpayer Fairness and Service • Wellness program and social events Code has been translated into refl ect the varied interests and issues eight diff erent languages including of our ministry’s workforce, and are Simplifi ed Chinese, Traditional targeted to people of all ages and Chinese, French, Japanese, Korean, cultural backgrounds. Punjabi, Tagalog (Filipino) and Vietnamese. These translations • Promotion of our ministry’s diversity represent some of the most common includes articles, images and photo- languages spoken at workplaces in graphs of employees belonging to all the province; cultures. • The ministry has incorporated • Flexible work options are sup- diversity and multiculturalism into its ported which respects employees’ human resource materials, programs, needs while meeting business training, and employee communica- requirements. tions, and will continue this practice; and • The ministry is including cultural sensitivity and diversity training in its • The ministry remains committed to training for hiring managers. following government hiring practices that are fair and equitable and based on the principles of merit. Highlights of Initiatives

Communication activities included:

• Chinese and Punjabi translations of the September 2009 budget update highlights and budget consultation paper as well as the February 2010 budget update highlights;

• Brochures and videos about HST in both Chinese and Punjabi were provided;

24 Ministry of Forests and Range

Mandate Nations interests and values while providing responsible access to land and resources. Since its establishment in 1912, the Ministry of Forests and Range has been mandated to Key Processes, Policies and Structures in protect and manage the public’s forest and Support of Multiculturalism range resources. The ministIy is committed to a strong and diverse forest sector and range • Provide First Nations training and resources. As stewards of these resources, the awareness sessions to staff . ministry has the responsibility to ensure the focus on economic benefi ts is balanced with • Distribute materials promoting diver- the long-term viability of these resources. sity and off er training opportunities that encourage staff to build on their The Integrated Land Management Bureau understanding and appreciation of provides British Columbians with access cultural diversity and the elimination to integrated Crown land and resource of racism. authorizations, planning dispositions and resource information services. The bureau is • Provide training and information responsible for the coordination of provincial to staff on government policies consultation requirements and strategic which prohibit discrimination in the engagement agreements with First Nations workplace. across the province. • Continued participation in the Executive Commitment to Multiculturalism Aboriginal Youth Internship Program.

The ministry and bureau are committed to • Provide training to First Nations in creating a work environment that: refl ects, Crown land policies and procedures. respects and values the diversity of British Columbia; provides a workplace that is free of • Continued employment of Aboriginal racism, harassment and discrimination; and, fi re crews. ensures that there is equal opportunity for full palticipation and access to all services within the communities they serve.

The ministry and bureau support the Province’s commitment to a New Relationship with Aboriginal peoples and continue to engage, consult and accommodate First

25 Ministry of Health Services

Mandate • Access for all to quality health services. To guide and enhance the province’s health services to ensure British Columbians are Key Processes, Policies and Structures in supported in their eff orts to maintain and Support of Multiculturalism improve their health. The health system human resources plan Executive Commitment to Multiculturalism includes strategies to support the delivery of services in a culturally responsive manner The Ministry of Health Services has overall and to support diversity in the health sector responsibility for ensuring quality, appropri- workforce, including: ate, cost eff ective and timely health services are available to all British Columbians. The • Respectful Workplace training, ministry works with health authorities, care including a Human Rights Act com- providers, agencies and other groups to ponent, was delivered to ministry provide customized care that addresses the staff to support a welcoming work unique needs of patients and specifi c patient environment; groups. Health system values that guide organizational behaviour include: • Recruiting internationally-educated health professionals through the • Citizen and patient focus which expanded BC Provincial Nominee respects the needs and diversity of all Program, which expedites immigra- British Columbians; tion processes;

• Equity of access and in the quality of • Expediting assessment and registra- services delivered by government; tion of internationally educated and nurses to practice in B.C.; since 2006,

26 835 internationally educated nurses provide interpreter services for have entered the B.C. health system; reviews of patient complaints free of charge; • Implementing a restricted license to allow internationally trained physi- • HealthLink BC provides non- cians to practice in their specifi c area emergency health information and of qualifi cation; and services on the web (www.health- linkbc.ca) and by phone (call 8-1-1). • Allocated over $1.5 million for an Toll-free information and advice is Aboriginal Nursing Strategy to available by phone from a nurse, increase the number of nurses of pharmacist or dietician in over 130 Aboriginal ancestry working in languages. Print resources, including B.C. and to increase the number of the BC HealthGuide Handbook is Aboriginal communities in B.C. with available in Chinese, Farsi, French and quality nursing care. Punjabi and BC HealthFiles are available in Chinese, Farsi, French, Punjabi, Spanish and Vietnamese; and

• BC Seniors’ Guide is available in Chinese, French and Punjabi, and the Health and Seniors Information Line provides translation services in over 130 languages. In Victoria call: 250-952-1742. Toll-free line: 1-800-465-4911.

Highlights of Initiatives

The ministry is committed to expanding public access to health services and information to support British Columbians’ eff orts to maintain and improve their health. Initiatives include:

• Establishing two New Canadian Clinics in Burnaby and Surrey to provide newly arrived immigrants with integrated social support and health care;

• Collaborating with First Nations to plan and deliver culturally sensitive health-care services and monitor outcomes;

• Patient Care Quality Review Boards

27 Ministry of Healthy Living and Sport

Mandate (such as Aboriginal peoples, persons with a disability, girls and women, To help British Columbians lead healthier lives low-income families, seniors, ethnic and make choices for themselves and their groups, inactive individuals) through families that make a real diff erence in their initiatives such as Aboriginal Youth ability to remain healthy, active and enjoy life First, BC Seniors Games, Boomer to its fullest both now and in the future. Boot Camps, SportsFunder, Sport Participation program, LEAP BC and Active Communities.

• The ministry, in support of the Government’s New Relationship with First Nations and the Transformative Change Accord, will continue to work with First Nations to improve health and eliminate the gap in health status between First Nations and the rest of the British Columbia population.

• Seniors in British Columbia: A Healthy Living Framework – the Senior’s Secretariat is committed to ensuring ethnocultural seniors can access Executive Commitment to Multiculturalism information and services needed to improve their health outcomes. The Ministry of Healthy Living and Sport is committed to encouraging healthy Highlights of Initiatives living to help British Columbians maintain and improve their health and well-being • Transformative Change Accord: throughout their lives, important for the First Nations Health Plan includes long-term sustainability of the health care 29 action items to close the gap in system. The ministry supports a strengthened health status between First Nations and renewed public health system, which and other B.C. residents. incorporates both mental and physical health promotion, health protection, disease • Tripartite First Nations Health Plan prevention, health assessment and disease (TFNHP) established to create funda- surveillance. mental change for the improvement of the health status of First Nations One of the ministry service plan’s guiding in B.C. It defi nes a series of found- principles addresses inequalities in health ing principles that will underpin related to environmental, social, economic development and implementation of and cultural determinants to create equitable a new governance system for health health outcomes. services and guide systemic changes, and establishes goals for the suc- Key Processes, Policies and Structures in cessful implementation of short and Support of Multiculturalism medium-term actions related to the TFNHP. • Targeted resources to specifi c populations under-represented in • Honour Your Health Challenge: sport, recreation and physical activity provincially co-ordinated, six-week

28 Ministry of Healthy Living and Sport

health challenge that encourages • MHLS has provided funding in sup- and supports Aboriginal individuals port of the Northern Aboriginal HIV/ and communities to quit or reduce AIDS Task Force’s HIV/STI (Sexually tobacco misuse and to promote Transmitted Infection) training smoke-free environments and activities. healthy lifestyles.

• Aboriginal Healthy Living Branch has played an integral role in the initia- tion, development and vetting of the Provincial Health Services Authority provincewide cultural competency training curriculum. Training will soon be available to staff in the Ministry of Healthy Living and Sport (MHLS) and the Ministry of Health Services (MoHS) and is one component of • In partnership with the Ministry of an overarching Tripartite Cultural Advanced Education and Labour Competency Framework being Market Development, MHLS has developed. developed and is assessing demonstration projects to enhance service • MHLS and MoHS have worked with delivery to immigrant and refugee the Ministry of Children and Family seniors and to build partnerships that Development to help implement support them in attaining healthy, Jordan’s Principle, an initiative to active lives. remove jurisdictional barriers and ensure that First Nations children • Liaison with the Multicultural on reserve receive the same health Advisory Council and the Joint services as any other children off Federal Provincial Immigration reserve in their geographic region. Advisory Council to address policy and programs serving the unique • MHLS, in partnership with Health needs of ethnocultural seniors. Canada, First Nations and Inuit Health and the First Nations Health • Contributed to the Centre on Healthy Society, have developed a Tripartite Aging at Providence’s A Population Aboriginal Health Human Resources Health Approach to the Health and team. The team is developing Healthcare of Ethnocultural Minority a framework to guide strategic Older Adults: A Scoping Review. planning and over the next year will develop a strategic plan, identify • The Seniors’ Healthy Living Advisory priorities and develop a one-year Network and the Age-friendly work plan. Leaders’ Partnership include representatives from multicultural • Work continued on Aboriginal organizations. women’s issues through the Aboriginal Women’s Working Group • Translation and distribution of in the Federal/Provincial/Territorial Helping Seniors Live Well: BC Seniors’ Status of Women Forum. Guide: available in English, Chinese, Punjabi and French and posted online.

29 Ministry of Healthy Living and Sport

• Seniors Falls Can Be Prevented: vegetables available on an aff ordable brochure available in Chinese and basis in remote communities, includ- Punjabi and will be distributed to ing the issuance of grants to create Chinese and Punjabi-speaking com- community gardens in remote First munity members and cultural groups. Nations communities.

• Healthy Eating for Seniors: available • Supported ethnic restaurants and in Chinese and Punjabi, and available First Nations, Métis and Inuit food on DVD in Punjabi and Cantonese. service establishments to comply Food and recipes adapted to refl ect with the B.C. trans fat regulation, cultural food preferences. which came into eff ect Sept. 30, 2009, and restricted the amount of industri- • MHLS funded QuitNow by Phone, ally produced trans fat in prepared a service that helps adults quit foods. Educational resources were smoking, with translation available in produced in fi ve languages: Korean, 130 languages. The QuitNow & WIN Vietnamese, Chinese, Punjabi and contest is promoted in Aboriginal Farsi. communities, and the contest rules include an exemption allowing • Supported the BC Dairy Foundation for ceremonial use of tobacco by in a project to encourage family Aboriginal participants. meals. The work included original research that specifi cally engaged • Supported the Produce Availability participants with a range of variables Initiative with other ministry and including ethnicity and religion. stakeholder partners including the The project resulted in the fall Aboriginal Agriculture Education 2009 launch of the Better Together Society of BC, to make fresh fruits and website (http://bettertogetherbc.ca/),

30 Ministry of Healthy Living and Sport

with resources including recipes to into communities with a high im- encourage inter-generational families migrant population and providing to eat together. sport opportunities that are popular in immigrants’ native land such as • MHLS supported the BC Healthy Karate – Fit for Sport, Badminton Living Alliance to deliver programs Schools Programs. in healthy eating and physical activity for multicultural communities, such as the Food Skills for Families program, which helps Aboriginal, new immigrant and Punjabi families to learn to select and prepare healthy foods and includes training and resources available in English and Punjabi.

• MHLS is a member of and provides secretariat support for the Tripartite Injury Prevention Working Group, which also includes staff from First Nations and Inuit Health and the First Nations Health Council. Work in the fi scal year focused on meeting the commitment in the Tripartite First Nations Health Plan to increase awareness regarding safe driving and promote the use of seatbelts and infant/child/booster seats.

• Supported launch of electronic learning version of the Canadian Falls Prevention Curriculum in French, to train health care providers and • BC Activity Reporter – a database that community leaders in fall prevention tracks provincial sport organization programming. membership along with census data –helps MHLS and the sport sector • The BC Sport Participation program better align, direct and develop (funded by MHLS and federal govern- resources to B.C.’s varied population, ment) provides funding to increase including multicultural groups. sport participation in under-represented populations. Approximately • Work began on developing a new one-quarter of the funding is direct- funding framework for provincial ed to Aboriginal programming such sport organizations that will encour- as BC Wrestling’s Path to Success, First age greater outreach into Aboriginal, Nations’ Snowboard Team, KidSport multicultural and other population and Urban Native Youth Association groups. Downtown Eastside program, while other funding is directed to general sport participation programs, much of which is used to expand programs

31 Ministry of Housing and Social Development

Mandate Highlights of Initiatives

The Ministry of Housing and Social • The ministry employed an Aboriginal Development is responsible for housing youth intern through the provincial policy, construction standards, homelessness Aboriginal Youth Internship Program. initiatives, residential tenancy, income assistance, employment programs, leadership • The ministry’s Employment of the Disability Strategy, gaming policy Assistance Services provide employ- and enforcement, and liquor control and ment services for unemployed B.C. licensing. residents including services targeted towards immigrant populations that Executive Commitment to Multiculturalism take into consideration linguistic and cultural challenges. The minstry provides services that are responsive to the needs of our diverse client group • The BC Employment Program and supports initiatives to create a culturally program has the fl exibility to diverse workforce. provide individualized employment programming to multicultural Key Processes, Policies and Structures in income assistance clients. Specialized Support of Multiculturalism English-as-a second-language (ESL) and immigrant services are provided New employees are provided with informa- in the Lower Mainland. Half of these tion about diversity issues and dicrimination services are provided through prevention. The ministry’s Service Code, community agencies that have the Service Standards and the BC Public Service expertise to assist immigrant clients shared corporate values defi ne expectations to bridge employment, language as we interact with clients, stakeholders and and cultural diff erences that may each other. 32 Ministry of Housing and Social Development

exist. Translation services are readily or speaking English. Regions may available in more than 25 languages. also use interpretation services via contracted arrangements with in- • The Employment Program for Persons terpretation and immigrant services with Disabilities includes services agencies in their community. The provided through SUCCESS, which ministry has implemented guidelines has launched the fi rst multicultural to assist staff to identify situations employment program for persons where interpretation services are with disabilities in Canada. appropriate and provide instructions on how to arrange for an interpreter • The Bridging Employment Program and work with an interpreter. and Community Assistance Programs assist clients to overcome barriers to independence, achieve employment through training and support services, improve their quality of life and participate more fully in their community and include ESL services.

• The ministry worked under a Memorandum of Understanding with Aboriginal Human Resource • The ministry’s Community Gaming Development Agreement (AHRDA) Grant program distributed 182 grants holders and the First Nations Social worth $4.1 million to non-profi t Development Society to improve organizations to support cultural employment and literacy supports programs. for Aboriginal peoples. • The Liquor Control and Licensing • The Guide for Landlords and Tenants Branch continued its contract with is available in both Chinese and the Provincial Language Service Punjabi. The general Residential agency for spoken language Tenancy Branch brochure is available interpretation services. The branch in Arabic, Chinese simplifi ed, Chinese made a video, available on website traditional, Filipino, French, Japanese, and through liquor inspectors in Portuguese, Punjabi, Russian, Spanish Simplifi ed Chinese that explained and Vietnamese. All are available the terms and conditions of a food online. primary restaurant liquor licence for new and current Chinese speaking • Each region is registered with restaurant licensees. the Provincial Language Service agency, which provides service across government. The agency provides immediate telephone access to interpretation service and provides face to face interpretation by pre-booking. Staff can access an interpreter over the phone to help interpret conversations with BC Employment and Assistance clients who have diffi culty comprehending

33 Ministry of Labour

Mandate Highlights of Initiatives

The Employment Standards Branch (ESB) • Translated materials including the mandate is to ensure compliance with the Guide to the Employment Standards Employment Standards Act through timely Act, specifi c sectoral information and exemplary services delivering informa- and various factsheets are currently tion, education, mediation, adjudication and available in print and on the branch investigation. website in Punjabi, Spanish, French, Chinese and Filipino and Korean. Educational appearances on TV and radio are conducted in Mandarin, Cantonese and Punjabi.

• In addition, the Director of ESB negotiated an information sharing agreement with Service Canada to increase awareness and compliance of rights and obligations of foreign workers and their employers. The agreement was signed by all parties in February, 2010. Executive Commitment to Multiculturalism • Immigrant Public Legal Education The Ministry of Labour recognizes the multi- & Information Consortium Project cultural make-up of today’s labour force and - participated in fi ve education supports diversity in the services we provide seminars plus train the trainer and to clients and in the structure of the ministry’s provided a CD for presentation. own workforce. As an executive, we made signifi cant achievements towards ensuring that all workers in British Columbia, including newcomers to our province, are informed about their rights and responsibilities in the workplace and how they can receive assistance in several languages. Our multicultural education and training strategies have enabled us to extend our outreach to some of British Columbia’s most vulnerable workers.

Key Processes, Policies and Structures in Support of Multiculturalism

Job postings for farm labour co-ops in the Fraser Valley are restricted to Punjabi- speaking candidates. Offi cers and staff in the branch currently speak and write 15 languages other than English.

34 Ministry of Public Safety and Solicitor General

Mandate and Aboriginal victim services and outreach support for women impacted by violence. The ministry maintains public safety through a portfolio that includes: corrections, policing Emergency Management BC supports local and law enforcement, crime prevention, authorities in developing culturally appropri- victim services, addressing violence against ate response and recovery plans. These women, emergency management, coronors plans address issues such as cultural dietary service, road safety, fi re safety, combating requirements, language interpretation, and traffi cking in persons, civil forfeiture, and other services to meet the needs of a multi- consumer protection. cultural population.

The Offi ce to Combat Traffi cking in Persons, Canada’s fi rst and only government-based offi ce focused on the prevention of traffi cking and protection of traffi cked persons, maintains an ongoing dialogue with immigrant and refugee organizations to identify and protect traffi cked persons.

Highlights of Initiatives

• VictimLINK, a toll-free, provincewide telephone service off ered in 130 Executive Commitment to Multiculturalism languages (17 Aboriginal languages), provides information and referral The executive committee ensures ministry services to victims of crime. legislation, policies and programs are consistent with the principles and objectives of the • Multilingual staff assist victims of Multiculturalism Act. crime in multicultural communities across B.C. Staff training includes Key Processes, Policies and Structures in integration of diversity and accessibil- Support of Multiculturalism ity issues into service delivery.

The ministry ensures program delivery • Provides annual funding to several refl ects multicultural needs and partners multicultural-specifi c victim service with community organizations to deliver programs and multicultural outreach culturally-sensitive services. programs to provide culturally specifi c services and support. The Corrections Branch recruits widely to exemplify a culturally diverse workforce, and • In partnership with Citizenship and provides multicultural/Aboriginal awareness Immigration Canada and WelcomeBC, training and discrimination prevention. provides enhanced victim services for newcomers to Canada who are the The Policing and Community Safety Branch victims of family and sexual violence. works closely with First Nations, Aboriginal This includes providing culturally and multicultural communities to provide relevant supports and justice system specialized services and support programs. information to increase awareness of what constitutes a crime in Canada. Victim Services and Crime Prevention Branch provides specialized multicultural

35 Ministry of Public Safety and Solicitor General

• Community Corrections off ers a rela- consisting of disaster response agen- tionship violence program adapted cies, multicultural organizations, and to cultural groups and targeting the First Nations Emergency Services court-ordered individuals with lan- Society. A letter of agreement with guage barriers. It also co-facilitates Indian and Northern Aff airs Canada a substance abuse management pledges the ministry to “assist, program and a relationship violence support or arrange for required program with Aboriginal justice emergency measures.” workers in designated communities with a specifi c focus on being cultur- • The Offi ce to Combat Traffi cking ally appropriate. in Persons partners with multicultural and Aboriginal organizations to • The Corrections Branch recruits provide language appropriate and Aboriginal service providers to culturally sensitive services to emerg- deliver spiritual leadership, counsel- ing traffi cked persons, including the ling and cultural programming in all following: custody centres to facilitate off ender reintegration. • Through an Aboriginal Program and Research Analyst, engaged • The Corrections Branch supports Aboriginal communities and the national Aboriginal Justice organizations in addressing Strategy with funding for the Native human traffi cking; Courtworker program and 32 locally- based justice programs. • Established dialogue with members of communities where • The ministry – in partnership with traffi cked persons are likely to police, corrections, transition homes emerge; and victim service programs – supports a project targeting rural and • Produced Pocket Cards, in 12 isolated women who are victims of languages, with information on crime, including Aboriginal, immi- Human Traffi cking and a toll-free grant, and refugee women. number to call when in need of assistance; and • The ministry partners with the Vancouver Foundation, federal • Maintained a toll-free number Department of Heritage and the and over the phone interpreta- Justice Institute of BC in reporting on tion service for callers that speak the empowerment of immigrant and languages other than English refugee women who are victims of relationship violence. • B.C. and Canada committed funds to construct a new RCMP Detachment • The ministry continues to sponsor building in the Ahousaht First Nation the Provincial committee on diversity on Vancouver Island. The new and policing, comprised of police building will allow police to maintain offi cials, public safety agencies, the necessary service levels for this and representatives with ethnic remote community, which is acces- backgrounds. sible only by air or water.

• The ministry established the Integrated Disaster Council of BC

36 Ministry of Small Business, Technology and Economic Development

Mandate have a higher proportion of visible minority employees, approximately 20.3 per cent of The Ministry of Small Business, Technology our workforce, compared to the BC Public and Economic Development leads the Asia- Service as a whole at 10.6 per cent. This Pacifi c Initiative, our government’s vision for refl ects our international trade, marketing strengthening B.C.’s competitive position as and labour mobility programs. At present, the preferred economic and cultural gateway our employees are profi cient in 20 languages. between North America and the Asia-Pacifi c region. In addition, the ministry leads the Highlights of Initiatives province’s trade, investment and labour mobility agreements with other jurisdictions • All small business publications are including the European Union and India. translated into seven languages.

• The collateral materials that were designed for and distributed during the Vancouver 2010 Olympic and Paralympic Winter Games included Korean, Chinese and Japanese translations.

• Updates were made to the International Landing Pad, www. CanadasPacifi cGateway.com, which provides information on living, working, visiting, investing, studying Executive Commitment to Multiculturalism and doing business in B.C. in traditional and simplifi ed Chinese, Korean, The executive of the ministry are committed Japanese, Punjabi, Hindi, Spanish, to ensuring a respectful environment, free German and French. from discrimination and harassment. We are proud of the cultural diversity of our organiza- • Videos were produced in Cantonese, tion. We incorporate multiculturalism into Mandarin, Korean and Japanese for our executive-led employee engagement digital promotion of B.C. as a world- process and target our recruitment eff orts class destination to start a business, to refl ect and support the ministry’s role as raise a family, get a great education the lead on the Asia-Pacifi c Initiative, labour and immigrate. mobility initiatives and economic diversifi cation strategies. • Marketing and promotion materials were produced in Mandarin, Chinese Key Processes, Policies and Structures in and Korean. Support of Multiculturalism • Signage promoting Canada’s Pacifi c The ministry’s Work Environment Gateway, the Province’s external Survey scores refl ect a healthy work brand, was completed in Mandarin, environment overall. The “Respectful Korean and Japanese. Environment’”dimension specifi cally addresses diversity, a healthy atmosphere and • Advertising and promotional materi- freedom from discrimination and harassment. als, including website design and Our 2009 score was 80, up two points from content development to B.C.’s market 2008, and seven points higher than the 2009 trade representative in India. BC Public Service score of 73. As well, we

37 Ministry of Tourism, Culture and the Arts

Mandate provided unique employment experiences in the ministry to Aboriginal youth. The purpose of the Ministry of Tourism, Culture and the Arts is to achieve maximum Highlights of Initiatives tourism revenue by attracting consumers through aggressive and innovative market- • Showcased the very best of heritage, ing campaigns, while ensuring that British culture and diversity in over 250 Columbia tourism products and experiences British Columbian communities are competitive and world class. through the Olympic Torch Relay Community Grants Program, includ- Executive Commitment to Multiculturalism ing 41 Aboriginal communities, leading up to the 2010 Olympic and The ministry recognizes the wide-ranging Paralympic Winter Games. social and economic benefi ts associated with multiculturalism. Ministry programs • Assisted several productions and present opportunity to preserve, celebrate exhibitions during the Cultural and showcase British Columbia’s exciting Olympiad that refl ected B.C.’s cultural multicultural society, revealing the unique and Aboriginal diversity including: history, heritage and culture that defi ne us as the Grunt Gallery’s exhibition a province. In addition, the ministry employs “Altered” by Jan Wade and Nhan international staff who implement program Nguyen; the Metis playwright Marie activities in a culturally respectful manner. Clements’ premiere of “The Edward Curtis Project”; the production of Key Processes, Policies and Structures in Kevin Loring’s Governor General’s Support of Multiculturalism award winning “Where the Blood Mixes”; and Centre A’s presentation of The ministry is committed to an inclusive, the “World Tea Party”. discrimination-free environment for all staff and clients. To foster a work environment that • Launched the First Nations Resort demonstrates it values individual and cultural Initiative that puts First Nations in diff erences, ministry employees have been the lead for the identifi cation and supported to build their skills and knowledge development of resort opportunities, in areas such as discrimination and violence building on their unique cultural prevention, building trust in the workplace, opportunities. and eff ective and authentic conversations. In 2009/10 the ministry also supported the • Provided direct professional support Aboriginal Youth Internship Program, which to First Nations, Asian-Canadians and

38 Ministry of Tourism, Culture and the Arts

Euro-Canadians for heritage planning and biases when serving people and conservation projects. This from diff erent nations or cultures, included developing a new Heritage improve participants’ cross-cultural Branch trade fair and conference communication skills and educate booth display that refl ects multiple participants about the travel trends ethnocultural historic places. of international visitors.

• Partnered with the heritage sector • Hosted Games-themed press trips through the Heritage Tourism leading up to the 2010 Winter Alliance, a multi-year project to Games for international journalists develop and implement a provincial to showcase B.C. destination stories. history and heritage marketing plan During the Games, the 2010 media that promotes multicultural tourism centres were staff ed 24/7 to encour- operations including Aboriginal age media visitation and coverage tourism. beyond Vancouver and Whistler and to develop relationships with • Supported the successful nomination Olympic broadcasters in all key of the Chee Kung Tong building at markets (US, Canada, UK, Germany, Barkerville as a National Historic Site Australia, Japan, China, South Korea). and sponsored a cultural delegation from the Barkerville Heritage Trust • Developed the Integrated French to visit China to explore tourism and website for the Francophone trade partnership opportunities. market (Canada and Europe) www. BritishColumbia.travel – launched in • Supported New Pathways to Gold October 2009 and a 24-page French in developing and marketing the BC Vacation Planner for use during cultural content in the Fraser Canyon the 2010 Olympic and Paralympic corridor that focuses on community Winter Games and post-Games in sustainability, First Nations reconcili- Francophone markets. ation projects and showcasing the birth of multiculturalism in B.C. • Assisted Aboriginal Tourism BC with its 2010 Business Hosting • Delivered the Aboriginal Arts Media Program, which garnered the Development Awards Program in organization over 60 stories including partnership with the First Peoples’ those in USA Today, the Today Show Heritage, Language and Cultural and the BBC. Council. • With 2010 Legacies Now, assisted in • Delivered Diverse Collaborations, a sport hosting development that saw program of support specifi cally to 77 sport teams from 25 countries assist the presentation of professional hold pre-games training in 20 com- B.C. touring artists working in diverse munities throughout the province. cultural traditions in partnership with the BC Touring Council. • Distributed e-newsletters to travel trade in the UK, Germany, France, • Delivered a customer service train- USA, Mexico, Australia, Japan, South ing program called Service Across Korea and China on the 2010 Winter Cultures through WorldHost Training Olympic Games, including items/ Services, with the objectives to make issues with the potential to aff ect participants aware of misconceptions travel trade sales.

39 Ministry of Transportation and Infrastructure

Mandate • Employment agreements and internships; Our transportation network of highways, bridges, regional airports, ferries, buses • Participation at workshops focusing and rail transit are vital assets for all British on building a greater understanding Columbians. They help people reach their and respect for each other; and destinations and assist in moving goods to market, serving private citizens, industry and • Participation at ceremonial events as business throughout our province. projects develop.

In building and maintaining our highway For major projects, our agreements with system and by coordinating our provincial contractors include pursuing participation transportation network, the Ministry of by First Nations to provide employment and Transportation and Infrastructure and its build internal capacity and business opportu- partners promote economic development. nities. As an example, the Sea to Sky Highway The ministry is committed to ensuring sound Project partnership with the Squamish and environmental practices and building positive Lil’wat First Nations included: relations with all citizens of British Columbia’s communities. • Creating a Cultural Journey through the highway corridor; this is a shared Executive Commitment to Multiculturalism legacy that created seven cultural stops and 138 Aboriginal highway The ministry is committed to providing signs as part of a strategy to increase services and programs in a manner that is cultural awareness and educational sensitive and responsive to the multicultural tourism; reality of British Columbia. We remain committed to eff ective communication strategies • Providing more than 300 person that foster the understanding and respect years of employment; and of race, cultural heritage, religion, ethnicity, ancestry, and place of origin, to support the • Business development opportuni- individual and collective needs of our diverse ties such as the Lil’wat Concrete workforce and customers. Manufacturing Plant which produced most of the concrete roadside barrier Key Processes, Policies and Structures in for the project. Support of Multiculturalism The ministry provides multilingual signage The ministry ensures all legislation and and staff at events including: policies are produced in a manner consistent with the principles and objectives of multicul- • 2009 Transportation Association of turalism. We develop policies and assess their Canada conference in Vancouver impact on British Columbians with respect to where B.C.’s multicultural heritage ethnicity, ancestry, cultural heritage, religion, was profi led; and place of origin. • Asia Pacifi c Gateway hosting pro- Highlights of Initiatives grams; and

The ministry pursues opportunities with First • Vancouver 2010 Olympic and Nations to stimulate economic development Paralympic Winter Games and relationship building in the delivery of transportation projects through:

40 Crown Corporations >>> British Columbia Assessment Authority

Mandate media relations and the public website. BC Assessment’s 2010-2012 Service Plan outlines BC Assessment Authority is a Crown corpora- the goals, strategies and performance mea- tion created in 1974 under the Assessment sures for the organization. Authority Act and governed by a board of directors. Its mandate is to establish and Key Processes, Policies and Structures in maintain an independent, uniform and ef- Support of Multiculturalism fi cient property assessment system throughout B.C. in accordance with the Assessment BC Assessment supports the delivery of 1.88 Authority Act. BC Assessment produces annual million assessment notices to property own- assessment rolls at market value and issues ers in January of each year with information annual notices to more than 1.88 million about the assessment process. As part of this property owners. The annual assessment roll annual Property Assessment Communications is the basis for local taxing authorities to raise Campaign, the Assessment Notice and Insert more than $6 billion in property taxes. (brochure) are translated into 14 languages other than English, and made available on Executive Commitment to Multiculturalism the Internet (http://www.bcassessment. ca/2010_assessment_roll_info/translations. BC Assessment’s executive management com- asp#notice). mittee supports multiculturalism initiatives and employment diversity at the operational level such as VP of Human Resources. The overall corporate responsibility is within the Offi ce of the President and Chief Executive Offi cer. The Communications Department is responsible for the distribution of public information including publications, ethnic

42 British Columbia Assessment Authority

Highlights of Initiatives the program is to connect employees who have language skills other than • BC Assessment’s commitment English to help customers with oral or to multiculturalism and employ- written questions in a wide variety of ment diversity is promoted to all languages. employees and the public as part of the annual Property Assessment • BC Assessment staff are available, Communications Campaign. upon request, to make presentations to ethnic media, local government • Human Resources hiring practices and community organizations to support multiculturalism and diver- promote and publicize access to BC sity in the workplace such as recruit- Assessment’s services. B.C.’s ethnic ment ads that show age, cultural and media such as Fairchild TV-Chinese gender diversity. media, are included on news release distribution lists and some spokes- people conduct interviews with ethnic media outlets.

• Each year, Communications purchases Multifaith Action Society wall calendars for distribution to area offi ces to promote the diff erent spiritual beliefs and cultures of the communities we serve.

• BC Assessment staff regularly host delegations from other nations such as Ireland and Cambodia, or visit other nations such as China, to share information about British Columbia’s property assessment system.

• In 2009/10, BC Assessment provided assessment rolls and services on a contract basis to 58 First Nations in British Columbia that have authority to establish independent real property taxation systems. A formal customer satisfaction survey of this client group is done every second year.

• BC Assessment has an internal Language Skills Bank (volunteer program) located on its intranet site as a staff resource. The purpose of

43 BC Games Society

Key Processes, Policies and Structures in Support of Multiculturalism

• The BC Games Society board of directors is consistently comprised of members from across the province including the First Nations’ community and people self-identifi ed as visible minorities

• Host community mayors and council are encouraged to recruit their boards of directors based upon these same principles. Mandate • Past and current practice by BC To provide an opportunity for the develop- Games Society staff in each host ment of athletes, coaches, and offi cials in community is to advise volunteers preparation for higher levels of competition on the importance of highlighting in a multi-sport event which promotes the cultural diversity of their region interest and participation in sport and sport- by way of inclusion in opening and ing activities, individual achievement, and closing ceremonies, games’ time community development. entertainment and hospitality, and volunteer recruitment Executive Commitment to Multiculturalism Highlights of Initiatives As described in our society’s vision and values statements posted at bcgames.org: Through our Shareholder’s Letter of Expectation, we continue to collaborate with • BC Games Society board represents a sport system partners to promote the growth model in leadership and governance; of ethnic sport.

• progressive management practices and personnel policies refl ect a fair and equitable work environment indicative of a healthy workplace and organization;

• commitment to broad social issues aff ecting all British Columbians including health and wellness, personal and community development, equity, access and inclusiveness is demonstrated; and

• the organizational culture honours both the individual and the contribution of the team.

44 BC Housing Management Commission

Mandate ensure the maintenance of a high performing organization, the recruit- To fulfi ll the government’s commitment to ment process is based on merit, the development, management and admin- and recognizes its responsibility in istration of subsidized housing for those in creating a workforce that is refl ective greatest need. of the diversity of B.C.’s communities. BC Housing’s recruitment campaigns refl ect the diversity of its workplace and visually create a statement of inclusion.

Highlights of Initiatives

Of new employees hired in 2009/10, 38 per cent self-identify as a visible minority, and one per cent self-identify as Aboriginal.

BC Housing participated in a Burnaby employers educational forum which set as its Executive Commitment to Multiculturalism objective to raise awareness of employment and institutional barriers for immigrants and As stated in its Service Plan, BC Housing is new Canadians. committed to maintaining a professional and committed workforce that refl ects and The organization is currently reviewing its responds to the diversity of communities practices with a view to minimizing barriers. where we live and work. Each year, the organization supports employee-initiated events to showcase Key Processes, Policies and Structures in diff erent cultures. Support of Multiculturalism In 2009/10, employees organized a multicul- BC Housing has instituted the following tural event and raised funds to support the policies: relief eff ort in Haiti.

• multiculturalism - to ensure BC Housing complies with the Multiculturalism Act;

• respect for diversity - to reinforce legislated requirements related to human rights, multiculturalism and employment equity; and

• recruitment and staff training - to

45 BC Hydro

Mandate Key Processes, Policies and Structures in Support of Multiculturalism BC Hydro’s mandate is to generate, manu- facture, distribute and sell power, upgrade BC Hydro has established a Diversity Manager its power sites, and to purchase power from, position within Corporate Human Resources. or sell power to, a fi rm or person under the This role is responsible for the development, terms of the Hydro Power Authority Act. planning and reporting of BC Hydro’s overall diversity strategy. A diversity committee Executive Commitment to Multiculturalism comprising Human Resource business partners, recruiters and other stakeholders BC Hydro’s board and executive team have throughout BC Hydro continues to support approved a People Strategy that includes the implementation of the strategy. developing a diverse workforce which is representative of its customers and the Recruitment outreach has been developed to communities it serves as well as strengthen- broaden BC Hydro’s support for and access to ing its inclusive workplace. This strategy diverse talent pools across B.C. Our Employee sets a long-term goal to increase BC Hydro’s and Workplace policy articulates BC Hydro’s representation of women, visible minorities, commitment to a workplace which values Aboriginal Peoples and people with disabili- diversity and is free of discrimination and ties to the level of B.C. labour force represen- harassment. tation. BC Hydro is committed to focusing on programs and initiatives that create a positive All employees receive Respectful Workplace and diverse workplace. Training and Aboriginal Awareness workshops are also off ered throughout the BC Hydro defi nes diversity as understanding, year. Diversity Awareness training has been recognizing and valuing the diff erences that embedded within BC Hydro’s supervisory and make each person unique. leadership training programs. BC Hydro has also created a multi-purpose quiet space for use by all employees at the Edmonds offi ce headquarters for the purpose of refl ection and faith-based practice on site.

46 2009/10 BC Hydro Workforce Women Visible Aboriginal Persons with minorities peoples disabilities BC Workforce (Current) 47.6% 19.8% 3.6% 6.3% * Non-IBEW Employees 44.5% 21.6% 1.6% 1.8% IBEW Employees 2.7% 5.3% 3.3% 2.5% All BC Hydro 31.1% 2.2% 2.2% 2.0% * Note: Our workforce representation is broken out into Trades and Non-Trades occupations by analyzing labour affi liation.

Highlights of Initiatives

• In 2010, BC Hydro received level who have demonstrated recognition as one of Mediacorp’s support for multiculturalism in their “Top 100 Employers in Canada” community and worked to build a including recognition within the more inclusive society. competitive categories of: “Top Diversity Employers in Canada” and • On annual basis, the HEMS com- “Top Employers for New Canadians”. mittee provides support for the Affi liation of Multicultural Societies • Across 2009/10, BC Hydro expanded and Services Agencies of BC (AMSSA) its Outreach Partnership Alliance through the sale of their multicultural across all equity groups, forming calendars to BC Hydro employees. stronger relationships and building awareness of BC Hydro’s diversity • In 2009/10, volunteers from BC Hydro strategy and expectations. A sig- support the Engineering regulatory nifi cant majority of the BC Hydro’s body, the Association of Professional self-identifi ed visible minority part- Engineers and Geoscientists of ners are also BC Ministry of Economic BC, as assessors of credentials and Development Skills Connect applications of internationally trained providers that provide highly skilled professionals for the purpose of technical and soft skill applicants to providing provisional, entry-level appropriate vacancies. memberships to the Association.

• On an ongoing annual basis, BC • In 2009/10, BC Hydro provided Hydro provides corporate support for English-as-a-second-language train- the Hydro Employee’s Multicultural ing for Occupational Purposes Society (HEMS). This employee training on site, supplemented resource group celebrates and with voluntary accent reduction promotes multiculturalism and inclu- workshops, on company time to 37 sion through employee events during employees. This education is provid- Multiculturalism Week, National ed by Skillplan of the BC Construction Aboriginal Day and other specifi c Industry Skills Improvement Council. cultural/religious holidays. • In 2009/10, BC Hydro provided • In 2009/10, the HEMS committee manager and employee cross-cultural awarded scholarship to students at communications workshops to over the high school and post secondary 50 participants.

47 BC Hydro

• In 2009/10, BC Hydro sponsored and • In 2009, BC Hydro preferred place- presented awards at a number of ment vendors have a directed focus multicultural events including: the on diversity and a skilled trades First Nations technology commit- recruitment partner hired two tee, the DiverseCity gala awards, internationally trained power line Society of Punjabi Engineers and technicians from Jamaica and BC Technologists of BC, 2009 Walk with Hydro augmented this hiring intake the Dragon hosted by S.U.C.C.E.S.S., by welcoming them to roles in Surrey Fusion Festival, Revelstoke Northern Regions of the province. Arts Councils’ National Day of Healing and Reconciliation, Prince Rupert All • In 2009/10, BC Hydro was represent- Native Basketball Tournament, BC ed on employer resource committees Association of Aboriginal Friendship for the BC Immigrant Employment Centre’s Provincial Aboriginal Youth Council including former CEO, Conference and Intercultural Events Bob Elton, as Chair of the board of in Richmond, Vancouver and Victoria. directors.

• In 2010 BC Hydro provided company practices on immigrant employment on panel with the BC Human Resource Management Association’s diversity committee.

• In 2009, BC Hydro was awarded Silver Standing by the Canadian Council for Aboriginal Business for its Progressive Aboriginal Relations program.

• In 2009/10, BC Hydro partnered with the Minerva Foundation to develop and deliver “Combining Our Strengths” Aboriginal Awareness Training program for leaders and key staff . • In 2009/10, BC Hydro participated in four Utility Boot Camps, which is an • In 2009/10, on an annual basis initiative in partnership with Terasen approximately $160,000 of BC Gas, BCTC, Enbridge, TransCanada, Hydro’s total budget for corporate Kinder Morgan and Spectra Energy donations and sponsorships is al- for Aboriginal participants to gain located to initiatives that support the exposure to the electricity industry development of mutually benefi cial through training programs hosted on relationships between BC Hydro and First Nation territories. Aboriginal communities. In 2009/10, such initiatives included scholarships, • In 2009, BC Hydro was an ac- educational support and youth job tive champion of the federal experience. government’s Canadian Immigrant Integration Project (CIIP).

48 British Columbia Innovation Council

Mandate Key Processes, Policies and Structures in The British Columbia Innovation Council Support of Multiculturalism (BCIC) promotes the development of entrepreneurs and the commercialization BCIC’s hiring processes and working culture of technology through start-up companies ensures equal opportunity for everyone to and partnerships between industry and achieve their full potential. academia. As a result of BCIC’s employment practices, Executive Commitment to Multiculturalism approximately 44 per cent of the Council’s current staff are self-identifi ed visible minori- BCIC incorporates multiculturalism in its ties and are profi cient in six languages. employment practices and has created a corporate culture of mutual respect and full Highlights of Initiatives participation valuing the diversity of its staff . • Ongoing: BCIC hires its staff based on merit, regardless of their linguistic, religious, racial or ethnic backgrounds

• Fiscal 2009/10: BCIC introduced 49 graduate students, in the fi elds of science and technology, from India to technology companies in the province to encourage collaboration.

49 British Columbia Investment Management Corporation

Mandate

British Columbia Investment Management Corporation (bclMC) is a trust company established under the Public Sector Pension Plans Act, with a mandate to provide investment management services to the B.C. public sector pension plans, provincial govemment, public sector entities and other publicly administered trust funds of the Province.

Executive Commitment to Multiculturalism

As a result of the global nature of our business, bclMC is representative of the global community. The approved Business Plan requires bclMC to align our skills base and operations with the globalization of our Highlights of Initiatives investments. Specifi c attention is given to building the research capacity and skills bclMC hosted several events sponsored necessary to support the global investment by the China Culture group, including process and active management strategies. information sessions about various aspects As a result, bclMC’s staff component is repre- of Chinese culture, Chinese economic sentative of the global community. issues and a Chinese New Year’s celebration lunch. As part of our Corporate Intemships Key Processes, Policies and Structures in program, our MBA students facilitated an Support of Multiculturalism annual Corporate Challenge to promote cross-country index market competition and In support of our commitment to mul- increase global market awareness. bclMC ticulturalism we continue to support an utilizes the Provincial Nominee Program employee-run Chinese culture group. The to obtain landed immigrant status where mandate of this group is to educate all staff applicable and appropriate. At least one of about China and to celebrate Chinese events. bclMC’s employees serves as an active mentor Regularly scheduled onsite informational for the Inter-Cultural Association of Greater sessions are provided to staff on a variety of Victoria. relevant topics. Other programs in support of this commitment include academic partnerships with B.C.-based universities that have a large percentage of international students. Co-op students and corporate apprentices are selected with consideration given to bclMC ‘s global business objectives. bclMC business cards are printed in English, and upon request, in the language of the region in which they will be doing business and the fi rst language of the employee.

50 British Columbia Lottery Corporation

Mandate • BCLC has a comprehensive corporate policy addressing harassment and On behalf of the Government of British demonstrating a commitment to Columbia, the British Columbia Lottery ensuring a positive work environ- Corporation (BCLC) is mandated to conduct, ment for all employees regardless of manage and operate: race, ancestry or place of origin. This is incorporated into BCLC’s Ethical • lottery gaming, including the mar- Standards of Business Conduct which keting of nationwide and regional is reviewed and signed off each year lottery games with other Canadian by all employees. provinces; Highlights of Initiatives • casino gaming; • We have formalized our commitment • commercial bingo gaming; and to support B.C.’s diverse communities, and make BCLC a great place to work, • eGaming. in our CSR Charter, Playing it Right.

Executive Commitment to Multiculturalism • Our lottery retailer certifi cation tests are provided in English, Korean, BCLC’s executive team promotes a fair, open, Chinese, Punjabi and Vietnamese. respectful and progressive workplace and business. We stand behind our CSR Charter, • GameSense responsible gambling Standards of Ethical Business Conduct and materials are off ered in English, corporate policies, all of which embody our French, Punjabi, Chinese, Vietnamese, values of social responsibility, integrity and Korean and Tagalog. respect. • Our Consumer Services hotline is Key Processes, Policies and Structures in able to access translation services Support of Multiculturalism when assisting customers and lottery retailers who have English as a • BCLC’s Corporate Social responsibil- second language. ity (CSR) Charter formalizes our commitment to support the many • BCLC Sponsors events and com- diverse communities of B.C., and to munity activities throughout B.C. make BCLC a great place to work that celebrate the diversity of our through respect, empowerment and province and country. Most recently, teamwork. we were proud to welcome the world as an Offi cial Supporter of • Fundamental understanding that the Vancouver 2010 Olympic and our market and customers, including Paralympic Winter Games, which service providers and retailers, are set international precedents with its multicultural and diverse. 2010 Cultural Olympiad and historic participation of B.C.’s Aboriginal • Respect is one of our corporate peoples in the planning and hosting values. We value and respect our of the Games. players, service providers and each other.

51 BC Pavilion Corporation

Mandate and fabric of the organization. All advertisements to fi ll position vacancies within PavCo To create signifi cant economic and communi- include an employment equity statement ty benefi ts for the people of British Columbia and encourage applications from visible by developing, marketing and operating minority groups. Qualifi cation requirements iconic world class public convention, sports are explained in generic language in order to and entertainment facilities. ensure fairness and equitability when assessing applicants’ credentials. Equal acceptance, Executive Commitment to Multiculturalism opportunity and appreciation of all staff are the responsibility of each business unit in A Workplace Diversity policy was created order to retain staff and develop their skills, by employees and approved by the BC knowledge and abilities. PavilionCorporation’s (PavCo) executive in 1997. PavCo continues to reinforce this com- PavCo is committed to creating a workforce mitment to its core values of respect, fairness, representative of the population it serves and integrity, and cross-cultural understanding providing equal access to hiring, advance- in a safe working environment free from any ment and training opportunities. A culturally form of harassment or discrimination. diverse workforce represents a variety of national and ethnic backgrounds including Key Processes, Policies and Structures in Chinese, East Indian, Filipino, Iranian, Iraqi, Support of Multiculturalism Mexican, Nigerian, South American, Japanese, Serbo-Croatian, and Taiwanese. Front line The multicultural nature of the Corporation’s and Service Desk staff are multilingual and business, clients and staff is highly valued provide an opportunity for visitors, guests and discrimination among its workforce or or clients to identify and take advantage of client relations is not tolerated. Ongoing interpretative services. Resource lists are also support is provided to enhance and integrate available detailing languages spoken by staff . multicultural sensitivity into the performance

52 BC Pavilion Corporation

The Corporation off ers professional counsel- a respectful and welcoming workplace, a ling and referral services on a confi dential “Valuing Workplace Diversity” component basis to its employees and their immediate is included in all new hire orientations and families through an external contractor. re-orientation for existing staff , in conjunction Information brochures outlining the services with the Olympics’ Welcoming the World available are off ered in several languages. customer service training. Staff in Human Qualifi ed counsellors are also available to Resources, many with additional language assist in a variety of languages including abilities, are attuned to diversity and English, French, Dutch, Japanese, Mandarin, multicultural sensitivity, and are able to assist Cantonese, Punjabi and Spanish. employees with concerns in the area.

Highlights of Initiatives In order to attract qualifi ed candidates from diverse backgrounds that refl ect the public During 2009/10, most new hires were for and clients we serve, recruitment ads are event based positions. Corporate and supplier placed in ethnic newspapers and public staff at the facilities are from diversifi ed places where there is a high population of backgrounds representative of the diverse multicultural and diverse demographics, such Canadian society and the communities we as Vancouver Community College, where serve. Entry-level customer service positions there is a high population of multicultural typically require fl uency in English, with students. additional language(s) as a defi nite asset. PavCo encourages multicultural events at The Vancouver Convention Centre continues its facilities and hosts events from around its focus on service excellence. All depart- the world. During 2009/10, the Vancouver ments conduct daily ‘line-ups’ which focus Convention Centre held a number of such on our service philosophy and employee events including: Inclusion Works Gala Dinner values. All full-time and regular part-time (Aboriginal Human Resources Council), employees of the Convention Centre and our Consulate General of Japan Reception, EID offi cial suppliers attend a two-day training Prayer & Festival (Islamic Community), BC session, a component of which is the value of Creative Achievement Awards for Aboriginal respect and our service standard on treating Art, and the Vancouver 2010 Aboriginal Art employees and guests with consideration, Exhibition. dignity and respect. With the post-Olympic reopening of both buildings, the Convention Centre suppliers have added additional staff and the majority of these staff continue to be from diversifi ed backgrounds. PavCo has expanded the guest ambassador team which includes several employees from diversifi ed backgrounds all of whom are multilingual.

At BC Place, workplace diversity and multiculturalism start from recruitment. With its biggest recruitment drive before the Winter Olympics, BC Place paid special attention to promote and attract qualifi ed candidates from diverse backgrounds. Partnering with community services organizations, BC Place held job fairs and recruitment presentations for the immigrant communities. To ensure

53 British Columbia Railway Company

Mandate • Will not tolerate discrimination • To support and facilitate the British based on national or ethnic origin, Columbia Ports Strategy and Pacifi c language, ancestry, culture or religion Gateway Strategy, by providing among its staff . advice, acquiring and holding railway corridor and strategic port lands, • Takes into account the anticipated and making related infrastructure impact on the diverse community investments; when designing new programs, services, policies and methods of • Continue to dispose of the residual service delivery. assets and wind down entities currently owned and operated by the Corporation that are not required to preserve the railway right-of-way, rail bed and track infrastructure; or not required to support the freight railway under the Revitalization Agreement; or not assets or entities that support the Pacifi c Gateway Strategy;

• Continue to own and operate the Key Processes, Policies and Structures in Port Subdivision railway line; Support of Multiculturalism

• The Corporation, as landowner, will • Respectful Workplace Policy/Dispute have an on-going accountability Resolution to ensure eff ective and effi cient management of the Revitalization • Employee Relations Policy Agreement between the Corporation and Canadian National Railway • Recruitment and Staffi ng Policy Company (CN); and Highlights of Initiatives • The Corporation, as landowner, will have an on-going accountability • Supporting the Tsawwassen First to ensure eff ective and effi cient Nation land use planning process management of the Operating Lease Agreement between the Corporation • Working with the Williams Lake and Kinder Morgan Canada Terminals Indian Band to settle tenure dispute ULC (“Kinder Morgan”).

Executive Commitment to Multiculturalism

• Recognizes the multicultural nature of British Columbia, values cultural diversity in the communities we serve, while ensuring fairness and equity in operations and systems for all people including employment and customer service.

54 British Columbia Securities Commission

Mandate prevention training to all employees on an on-going basis. The British Columbia Securities Commission (BCSC) is the independent provincial govern- We provide training on behavioural recruitment agency responsible for the administra- ment and non-discriminatory hiring policies tion of the Securities Act. The mission of to managers. Human resources staff have the Commission is to protect and promote training on discrimination and harassment the public interest by regulating trading in prevention. They can investigate and resolve securities: harassment issues and reduce interpersonal confl ict among employees of all backgrounds. • to ensure the securities market is fair More than twenty per cent of our employees and effi cient and warrants public are from self-identifi ed visible minorities. confi dence; and Highlights of Initiatives • to foster a dynamic and competitive securities industry that provides In September, the social committee hosted investment opportunities and access a multicultural lunch day, featuring heritage to capital. food prepared by staff of the Commission.

Executive Commitment to Multiculturalism The BCSC continued its ethnic community outreach with advertising with multicul- We promote information sharing; we have tural and Chinese-language radio stations several memoranda of understanding with -- AM1320, AM1470 and Fairchild FM96.1, and the International Organization of Securities radio advertising on three South Asian sta- Commission and with commissions in other tions -- ReD FM, Radio Rim-Jhim and RJ1200. countries: United States, Hong Kong, China, The ads help us to increase awareness of the Australia, and France. We translate publica- BCSC, investment fraud, fraud reporting and tions and multi-media presentations into our InvestRight program in British Columbia’s Chinese to provide information to community two largest ethnic communities. based groups on fraud and inappropriate investing. BCSC staff also delivered seminars and shared investor education and fraud protection information with the public at community events and tradeshows.

We have worked to translate more investor education materials on InvestRight.org to Chinese as well. In fact, we have mirrored the materials and resources on the Chinese- language landing page from our partner — S.U.C.C.E.S.S. — to our InvestRight.org. We used this information for our red fl ags brochure, video podcasts, some investor watches and other investor education materials. Key Processes, Policies and Structures in Support of Multiculturalism

We are an employment equity employer. Our human resources policies include a discrimination and harassment prevention policy and we provide discrimination and harassment

55 BC Transit

Mandate Key Processes, Policies and Structures in Support of Multiculturalism BC Transit is the provincial Crown agency responsible for coordinating the delivery Key policies in support of multiculturalism of public transportation throughout British include: Columbia, outside the Greater Vancouver Regional District. Its mandate includes • Human Rights: committed to uphold- planning, funding, constructing, marketing, ing the principles enshrined in the BC and operating transit systems that are either Human Rights Code. directly or indirectly in partnership with local government throughout the province. • Multiculturalism policy: consideration of the impact on a diverse community when designing new services, methods of service delivery, and programs.

• Recruitment and Selection: policies committed to attraction and reten- tion of a committed and competent workforce, and to the principles of equal opportunity.

• Code of Conduct: an employee- initiated statement of expectations about respectful interaction; and

• Volunteer facilitators trained to help resolve diff erences.

Highlights of Initiatives

In May of 2009 BC Transit worked with the Victoria Immigrant and Refugee Society on their workforce diversity program.

Executive Commitment to Multiculturalism

The Senior Leadership Team is committed to diversity initiatives, including multiculturalism, as an integral part of regular day-to-day business. BC Transit’s board of directors is committed to equal opportunity initiatives.

56 BC Transmission Corporation

Mandate • Continued training course of Working Eff ectively with Aboriginal Peoples BC Transmission Corporation (BCTTC) plans, builds, operates and maintains the province’s Highlights of Initiatives publicly owned electrical transmission system. BCTC’s mandate is to manage BC’s • Celebrated Multiculturalism Week transmission system, ensuring open and fair in B.C. by profi ling employees from access to the grid, facilitating private genera- diff erent backgrounds in a special tion investment in BC and maintaining access edition of our employee newsletter to the western North American wholesale electricity market. • Celebrated National Aboriginal Day with an afternoon of Aboriginal foods and cultural activities for all employees

• Supported employee-organized event in celebration of Vaisakhi and promoted in employee newsletter

• Supported the following programs, events and initiatives:

• Lu’ma Native Housing Society

Executive Commitment to Multiculturalism • Indigenous Women’s Studies Institute The Executive Leadership Team (ELT) continued support of the following corporate • First Nations Career Council programs and initiatives: Multiculturalism, Respectful Workplace, Corporate Outreach • Progressive Community Friends and Aboriginal Business Development. Club (English language training for new immigrants) Key Processes, Policies and Structures in Support of Multiculturalism • Nisga’a Nation Elders Society

• Continued BCTC’s Community • ESC Bright Futures Aboriginal Investment program which includes Youth Camp an Aboriginal Outreach program and a TransConnect program to support organizations where employees volunteer

• Continued to off er Respectful Workplace training and profi led training opportunities in our employee newsletter and on the intranet

• Continued Aboriginal Business Development program

57 Columbia Basin Trust

Mandate Key Processes, Policies and Structures in Support of Multiculturalism Columbia Basin Trust’s (CBT) mandate is established in the Columbia Basin Trust Act, No new corporate processes, policies or and is to manage CBT’s assets for the ongoing structures were implemented to support economic, environmental and social benefi t multiculturalism in CBT’s hiring processes and of the region. working culture for 2009/10.

Executive Commitment to Multiculturalism Highlights of Initiatives

CBT supports diversity and multiculturalism In 2009/10, CBT provided a total of $500,000 by: to Columbia Kootenay Cultural Alliance, which supports the arts, culture and heritage • Establishing an open and accepting sector throughout the Columbia Basin by workplace culture, and ensuring that providing grants to a variety of community discrimination and harassment are and regional projects. not acceptable, as outlined in the Employee Code of Conduct; and Also in 2009/10, CBT developed a draft document providing strategic direction to • Supporting regional and local eff orts the organization in the areas of arts and to celebrate culture by providing heritage and this document emphasizes the funds to a variety of programs and importance of refl ecting the Basin’s diversity projects. through arts and heritage. This document will be fi nalized in 2010/11, and will help guide future initiatives undertaken by CBT.

58 Columbia Power Corporation

Mandate Columbia Power is also an equal opportunity employer. • To effi ciently develop and operate commercially viable, environmentally sound and safe power project investments for the benefi t of the Province and the residents of the Columbia Basin;

• To act as the manager of power project joint ventures with the Columbia Basin Trust.

Executive Commitment to Multiculturalism

Columbia Power believes that in order to plan Key Processes, Policies and Structures in and develop successful projects within com- Support of Multiculturalism munities it is important to create eff ective partnerships between business, government, CPC supports multicultural activities in the community service groups and individuals. Columbia Basin region with support from With a diverse, multicultural population in its community sponsorship funding budget. our communities, CPC works hard to respect Through this budget, successful multicultural these diversities and acknowledges the events and initiatives are held and delivered. years of commitment and dedication these multicultural groups bring to the richness CPC is committed to including and working and success of the Region. with First Nations, self-identifi ed visible minorities, disabled persons and women In keeping with its commitment to translate in non-traditional roles in developing and power project investments into benefi ts for working on power projects. local communities, CPC supports numerous events, projects and various multicultural organizations in the Columbia Basin communities through its Community Sponsorship Funding Program. Highlights of Initiatives

Multicultural Groups and Events Sponsored by Columbia Power Corporation During 2009/10 Blueberry Creek Community School Aboriginal Art Camp $500 Ktunaxa Nation Council - Golf Tournament (Aboriginal Day) $1,000 Lower Columbia All First Nations - Aboriginal Day Celebration $1,200 Action Society for Aboriginal Peoples - Summer Camp for Youth $2,000 Okanagan Nation Alliance - Business Opportunities Conference $2,000 Okanagan Nation Alliance - Salmon Feast $3,000 Okanagan Nation Alliance - Spirit Ridge Conference Centre Opening $5,000 Ki-Low-Na Friendship Society - Aboriginal Youth Career Fair $1,500 Selkirk Secondary School – Metis Dance Program for Youth $792 Splatsin First Nation Sturgeon Release and Pow Wow $4,000

59 Community Living British Columbia

Mandate

The Community Living Authority Act sets out Community Living British Columbia’s (CLBC) mandate and provides its legal basis to operate as a Crown agency. CLBC directs operations and develops associated policy, ensures standards are met and manages funds and services. CLBC is accountable to the provincial legislature through the Minister of Housing and Social Development. The Minister is responsible for funding, setting provincial standards and policies and monitoring CLBC’s performance.

Executive Commitment to Multiculturalism

CLBC is committed to the continous improve- titled “Information for Families on Eligibility” ment of the way services and supports are was made available through CLBC’s network delivered to the individuals and families of offi ces in eight languages including French, we support. This includes individuals from Spanish, Tagalog, Vietnamese, Hindi, Punjabi culturally diverse backgrounds, their families and Simplifi ed and Traditional Chinese. and communities. A “Start with Hi” social media site encourages Key Processes, Policies and Structures in individuals to share stories of inclusion in Support of Multiculturalism communities of individuals with developmental disabilities. This site provides an accessible CLBC’s commitment to multiculturalism forum to reach a diverse audience around an has been integrated into CLBC’s corporate important subject. The site has attracted over planning and reporting processes. CLBC is 2,600 facebook fans. committed to ensuring multicultural representation exists within every CLBC working CLBC connected with Affi liation of group and on all major initiatives. Multicultural Societies and Service Agencies of BC (AMSSA), an organization that provides Highlights of Initiatives support to 35 immigration agencies across BC and 53 associated societies. AMSSA has CLBC conducted a survey of its workforce in agreed to provide assistance to CLBC in early 2010 to identify Aboriginal peoples and connecting with societies across the province ethnocultural backgrounds and languages and has posted the CLBC and Start with spoken. The survey results are being used to Hi websites to their member information build targeted staffi ng and training strategies database to help raise awareness of these in order to better serve diverse populations in resources. Recently a google alert was posted communities throughout the province. by the Asian Immigrant Society of Vancouver regarding CLBC’s services and supports for Internal translators from within CLBC have adults with developmental disabilities. been identifi ed to review draft translated publications prior to release. All fact sheets CLBC provides information on employment are translated into eight languages for distri- and inclusion of individuals with develop- bution around the province and are posted mental disabilities to multicultural media to the website. For example, a new fact sheet outlets on a regular basis.

60 Community Living British Columbia

CLBC contributes regular stories about representatives from across the province employment, inclusion, innovation and has been created to ensure Aboriginal com- safeguards to “Possibilities Now” a Surrey munities have meaningful involvement in based publication distributed in the Lower how CLBC services are designed, delivered Mainland. This quarterly publication and evaluated for Aboriginal individuals with focuses on the contribution of individuals developmental disabilities and their families with developmental disabilities to a diverse living off reserve. multicultural audience. CLBC provided an innovation grant to the Family Education and Leadership Project which provides opportunities for Korean families to gather and share information aimed to increase their awareness about person centered options and to seek solutions to individual family needs.

An Aboriginal Advisor focuses on developing stronger relationships with Aboriginal leaders and community organizations that support Aboriginal people’s disability-related needs.

An Interim Aboriginal Advisory Council with

61 Forestry Innovation Investment Ltd.

Mandate Key Processes, Policies and Structures in Support of Multiculturalism Forestry Innovation Investment (FII) was established to build markets domestically and Forestry Innovation Investment has around the world for B.C. forest products. completed three documents in support of multiculturalism: Executive Commitment to Multiculturalism • Standards of Conduct Policy; The FII Executive is committed to delivering its services and programs in a manner that is • An Employee’s Guide to a Healthy sensitive and responsive to the multicultural Workplace; and reality of British Columbia, and in the foreign markets where its activities are delivered. The • A Manager’s Guide to a Healthy Executive has specifi cally committed to: Workplace.

• provide equal opportunity employ- These documents contain information and ment for all British Columbians guidelines in support of the executive com- regardless of race, color or religion; mitment described above and are distributed with each employee’s Policies and Procedures • ensure that all staff treat others in the Binder. workplace with respect and dignity; and Highlights of Initiatives

• provide a work environment free of Forestry Innovation Investment is a very small harassment and discrimination. organization; initiatives relating to multiculturalism are contained in the various policies and guides referred to above.

62 Insurance Corporation of British Columbia (ICBC)

Mandate • Translation service for claims customer is now available in over 170 The Insurance Corporation of British languages. Issued news releases in Columbia (ICBC) provides universal basic auto multiple languages targeting ethnic insurance to B.C. motorists and also competes media. for the optional auto insurance business. As part of its mandate, ICBC provides vehicle and • The Driver’s License knowledge driver licensing services, vehicle registration test can also be taken in Cantonese, services and fi nes collection on behalf of Croatian, Farsi, Mandarin, Punjabi, the provincial government. ICBC invests in Arabic, Russian, Spanish, Vietnamese, fraud prevention and road safety initiatives French. to promote a safer driving environment throughout B.C. • Created an online practice knowledge test for a learner’s licence in Executive Commitment to Multiculturalism Punjabi.

ICBC is committed to promoting fair and • Select brochures providing informa- equitable access to its services, programs and tion on insurance, claims, and employment opportunities. driver licensing are produced in high demand languages. Key Processes, Policies and Structures in Support of Multiculturalism • Continued to publish Chinese and Punjabi materials on New Vehicle Policies are in place to promote understand- Replacement Plus coverage, Driver ing and respect toward employees and Risk Premium and the Crash Card. customers of diverse backgrounds. These include our employment equity, harassment- • Facilitate group knowledge testing, free workplace, combating racism and upon request, at some of our offi ces reasonable accommodation policies. to accommodate customs of various First Nations in remote communi- Employment advertisements include an ties whose training was provided employment equity statement to encourage through the Prince George Nechako applications from all qualifi ed individuals. Aboriginal Employment and Training Association. In-house displays, celebrations and events are organized throughout the year to increase • Attended several career fairs awareness and understanding of cultural throughout the year that diversity and multiculturalism. represented diff erent ethnic or socio-economic backgrounds, such Highlights of Initiatives as YWCA Vancouver and Progressive Intercultural Community Services. • Since 2006, the Road Safety Department has been working with at-risk youth including First Nations, from Vancouver’s Downtown Eastside, Strathcona and Grandview Woodlands areas on the NASKARZ (Never Again Steal Cars) project.

• Multilingual staff are available to provide customers with translation services. 63 Legal Services Society

Mandate Highlights of Initiatives

Under section 9 (1) of the Legal Services Aboriginal Legal Aid Services: This was the Society Act, the Legal Services Society (LSS) second year of a three-year project to identify mandate is to (a) assist individuals to resolve unmet needs of Aboriginal clients, consult their legal problems and facilitate their access with Aboriginal communities across B.C., and to justice, (b) establish and administer an pilot service models. Pilot projects include eff ective and effi cient system for providing expanded duty counsel in Williams Lake, legal aid to individuals in British Columbia, Port Hardy, and First Nations Court in New and (c) provide advice to the Attorney Westminster; Aboriginal Community Legal General respecting legal aid and access to Workers in Nanaimo and Port Hardy; and justice for individuals in British Columbia. capacity building workshops in a range of remote northern communities. The project Executive Commitment to Multiculturalism provided training workshops on writing Gladue reports, Aboriginal courts, child pro- LSS policy is to deliver legal aid services in an tection, mediation, and FASD for Aboriginal environment where all individuals are treated community advocates in northern communi- with fairness, dignity and respect. Employees ties, and produced Gladue reports for more are expected to recognize the importance of than 15 Aboriginal clients. The project also culture at LSS and help to eliminate inequi- created new public legal education materials ties and biases from existing services and specifi c to the Aboriginal community on methods of service delivery. LSS ensures that Aboriginal child protection and First Nations staff behaviour toward clients/applicants and court. A partnership between LSS, tariff colleagues is free from racism and discrimina- lawyers and the UBC First Nations Legal Clinic tion in all its forms. (Taken from LSS Guiding was formalized to support UBC law students Principles: Code of Ethics) working with tariff lawyers on child protection matters. Key Processes, Policies and Structures in Support of Multiculturalism Public Legal Information and Education: LSS translated two key booklets into simplifi ed The Guiding Principles of LSS Administrative Chinese, one into Korean, and one into Policies and Procedures include Code of Spanish. With translation assistance from the Ethics, Discrimination and Harassment, Intergovernmental Relations Secretariat, LSS and Employment Equity policies, as well as also translated and produced seven other collective agreements. booklets in French.

The society ensures its services are accessible Community outreach and development: LSS to all communities by funding interpreters Fieldworkers organized community training and translators for clients who need them to and one day workshops focused on family work with their legal aid lawyers, providing law and other legal aid issues for advocates interpreter services and translated scripts for and intermediaries around B.C., including phone clients, producing public legal educa- representatives from multicultural organization and information materials in as many as tions. We partnered in sponsoring a provincial 12 languages other than English in print and advocates’ training conference, which online, requiring staff to adhere to a code of included representatives from multicultural ethics that includes non-discrimination and agencies. We liaised with umbrella organiza- non-harassment, and following an employ- tions and participated in multi-agency ment equity policy. committees. Legal Information Outreach Workers in LSS’ regional centres provided workshops on legal aid services and resources to local intermediaries. 64 Liquor Distribution Branch

Mandate Services, both of whom are members of the LDB executive committee. In British Columbia, the Liquor Distribution Branch (LDB), under the authority of the The LDB’s respect for all cultures is woven into Liquor Distribution Act, has the sole right the fabric of all recruitment strategies and to purchase beverage alcohol, both in and hiring processes for the stores, distribution out of British Columbia, in accordance with centres and corporate head offi ce. The LDB’s the Importation of Intoxicating Liquors Act multicultural diversity of its employees is (Canada). represented in new recruitment materials. Further, this respect for all cultures is refl ected Reporting to the Minister of Housing and in all training programs, ranging from new Social Development, the LDB is responsible employee orientation to management for the importation, distribution, wholesal- development. ing and retailing of beverage alcohol in British Columbia and operates government liquor stores and distribution centres in the province.

With 197 stores and an average of 700,000 customer visits each week, the LDB is in a unique position to provide customer service linking our multicultural community.

Executive Commitment to Multiculturalism

The LDB executive and management is committed to the principles of multiculturalism in our marketing and customer service initiatives, as well as in our role as an employer of choice. The Marketing Department constantly reviews the LDB’s calendar of retail promotions and incorporates multicultural celebrations in its chosen themes.

Responsibility for multiculturalism rests at the executive level, shared between the Executive Director of Human Resources and the Executive Director of Retail and Wholesale Services, and is embedded in all areas of Human Resources and Retail Services – in- Highlights of Initiatives cluding new employee hiring, outreach and management training programs, and retail The LDB is in a unique position, as a retailer initiatives. within government, to provide information to our customers – the people of British Key Processes, Policies and Structures in Columbia – on the many opportunities to Support of Multiculturalism enhance our cultural experience through the pairing of beverage alcohol with food. Responsibility for equity, diversity and multiculturalism is shared between the In fi scal 2009/10, the LDB continued with Executive Director of Human Resources and these initiatives, highlighting several popular the Executive Director of Retail and Wholesale 65 programs that engage customers in the food campaigns are also complemented and beverage experience: by brochures for consumers.

In-store and public website promotions: Publications

• Various cultural events are supported • The LDB’s popular complimentary by signage, displays and special publication, Taste, is available in-store events in BC Liquor Stores. and online. The multicultural mosaic of British Columbia is infused in every • Chinese New Year displays in 40 issue, featuring personalities, educa- stores were complemented by special tional articles, and paired products food and beverage events at the and recipes from the around the fl agship 39th and Cambie store’s world. The December 2009 issue demonstration kitchen. of the Taste featured an extensive Chinese New Year food and beverage • Other cultural holidays are celebrated article. Each issue features various in select stores in a similar manner, countries or regions with food recipes such as Diwali and Robbie Burns Day. and product pairings from around the world. • The stores also host food and beverage alcohol events representing the Recruitment Materials culture, cuisine and beverage alcohol of Argentina, Australia, France, Chile, • The LDB’s respect for the multi- Spain and many other countries. cultural diversity of its employees is refl ected in new recruitment • In addition to in-store events, various materials featuring employees promotional displays of products from a multitude of backgrounds. from around the world are featured The materials are in the form of in BC Liquor Stores and most of the brochures, career fair materials, and videos and other online content on our website. 66 Oil and Gas Commission

Mandate Consistent with our vision to be the innovative regulatory leader, respected by The mandate of the Oil and Gas Commission stakeholders, First Nations and clients, the (the Commission) is to regulate oil and gas Commission off ers fair and equal growth activities and pipelines in British Columbia in opportunities to all its employees and fosters a manner that: an inclusive and respectful work environment regardless of race, cultural heritage, religion, • provides for the sound development ethnicity, ancestry or place of origin. of the oil and gas sector, by fostering a healthy environment, a sound Key Processes, Policies and Structures in economy and social well being; Support of Multiculturalism

• conserves oil and gas resources in The Commission continues to support mul- British Columbia; ticulturalism through consistently following its values of being transparent and respectful, • ensures safe and effi cient practices; and through continually strengthening and relationships with stakeholders, First Nations, clients and co-workers. The Commission • assists owners of oil and gas conducts its hiring processes openly and with resources to participate equitably in integrity and promotes a positive and reward- the production of shared pools of oil ing work environment for all. and gas. Highlights of Initiatives Provide for eff ective and effi cient processes for the review of applications related to oil The Commission actively carries out outreach and gas activities or pipelines, and to ensure recruitment in First Nation communities, local that applications that are approved are in the communities and educational institutions. public interest having regard to environmen- As of the end of fi scal year 2009/10, we have tal, economic and social eff ects. seven Aboriginal employees and 23 other minority employees in a 189 FTE organization. Encourage the participation of First Nations and Aboriginal peoples in processes aff ecting As a tradition, the Commission participated them, participate in planning processes, in several First Nation community activities and undertake programs of education and during 2009/10: Doig Days, Elder’s Gathering/ communication in order to advance safe and Camp, McLeod Lake Annual General effi cient practices and the other purposes of Assembly, Prophet Community Celebrations, the Commission. Cultural Competency training, Peace Pow Wow, Wellness Conference, Halfway Executive Commitment to Multiculturalism volunteer day, and the Petitot Gathering. The Commission also contributed to the The Commission supports the government- practicum of two First Nations students wide Multiculturalism Policy, which guides participating in the Employment Skills Access the delivery of services and programs in a Program off ered by the North East Native manner that is sensitive and responsive to the Advancing Society. multicultural reality of British Columbia. The Commission employs an increasingly diverse Through its Employee Engagement Surveys, workforce and benefi ts from the wider range the Commission receives feedback on the of experience, knowledge, skills and cultural workplace environment and enhances its backgrounds the employees bring. healthy workplace initiatives accordingly.

67 Pacifi c Carbon Trust

Mandate Highlights of Initiatives

Pacifi c Carbon Trust’s (PCT) mandate is to Pacifi c Carbon Trust will continue to look for deliver quality BC-based greenhouse gas further opportunities to support diversity off sets to help clients meet their carbon and multiculturalism in its planning and reduction goals and to support growth of this operations. industry in B.C.

Executive Commitment to Multiculturalism

PCT’s board of directors and executive team recognize and support the important purpose of the Multiculturalism Act. The board has adopted B.C.’s public sector Standards of Conduct, which indirectly relates to the issues of multiculturalism. The standards address the need for respect and dignity in workplace behavior; including preventing discrimination and harassment in the workplace.

Key Processes, Policies and Structures in Support of Multiculturalism

2009/10 was PCT’s second year of operation with a continued focus on establishing the corporation and setting-up operations. Key processes, policies and structures will be developed or will continue to evolve. Support for multiculturalism and diversity will continue to be considered as the corporation matures.

68 Partnership British Columbia

Mandate Executive Commitment to Multiculturalism

Partnerships British Columbia Inc. Partnerships BC is committed to the values (Partnerships BC) is a company responsible set out in the Multiculturalism Act (1993). for bringing together ministries, agencies Partnerships BC recognizes diversity, encour- and the private sector to develop projects ages respect for multicultural heritage, racial through public private partnerships. As harmony and the full and free participation a company registered under the Business of British Columbians in every aspect of Corporations Act, Partnerships BC is wholly economic, social and political life. The organi- owned by the Province of British Columbia zational culture honours both the individual and reports to its shareholder, the Minister of and the contribution of the team. Finance.

Our mission at Partnerships BC is to structure and implement partnership solutions which serve the public interest.

Partnerships BC’s core business is to:

• Provide specialized services, ranging from advice to project leadership and management to government and its agencies with respect to identifying opportunities for maximizing the value of public capital assets and developing public private partnerships;

• Foster a business and policy environ- Key Processes, Policies and Structures in ment for successful public private Support of Multiculturalism partnerships and related activities by off ering a centralized source of Partnerships BC supports the multicultural knowledge, understanding, expertise initiatives of its clients, particularly in the area and practical experience in these of public and First Nations consultation. areas; and Highlights of Initiatives • Manage an effi cient and leading edge organization that meets or Partnerships BC supported its client’s multi- exceeds performance expectations. cultural initiatives, including public and First Nations consultation. The company’s clients are public sector agencies, including ministries and Crown Partnerships BC ensured its progressive corporations. To serve these clients ef- management practices and personnel policies fectively, Partnerships BC is also working to refl ected a fair and equitable work environ- build strong relationships with private-sector ment that supported a healthy workplace and partners such as businesses, investors, and organization. the fi nancial services sector.

The company’s organization, staffi ng and governance refl ect and support this meshing of public-and-private sector interests.

69 Pension Corporation

Mandate Key Processes, Policies and Structures in Support of Multiculturalism The Pension Corporation is a non profi t agent of the College, Municipal, Public Service Our recruitment process supports barrier free and Teacher’s Pension board of trustees. It access to employment and bias-free em- provides professional pension administration ployee selection. On our website it states the services on behalf of the pension boards of Pension Corporation is committed to employ- trustees, and their plan members and em- ment equity. Applications are encouraged ployers. Funding for administrative services from qualifi ed groups including: persons with comes from each of the Pension plans. disabilities; Aboriginal peoples; self-identifi ed visible minorities; and women. Executive Commitment to Multiculturalism Highlights of Initiatives Visual imagery of the multicultural community continues on our corporate website, • Continue to hire individuals with publications, communications and training diverse background and ethnicity. materials for pension plan members and plan employers. Imagery includes people from • Our Leadership Development diverse populations and various age groups. program includes content on valuing diversity.

70 Provincial Capital Commission

Mandate • Provided funding for Aboriginal post-secondary students’ celebration, The Vision of the Provincial Capital organized by Surrounded by Cedar Commission (PCC) is to connect and celebrate Family and Children’s Service, the the Capital with all British Columbians. The Victoria Native Friendship Centre, the mandate of the PCC is to deliver programs University of Victoria and Camosun that connect British Columbians to their College. Capital; to foster pride and awareness of the diverse cultures and rich history of their • Provided funding support for a province; to provide responsible stewardship ceremony honouring Aboriginal of public assets; and to be a self-sustaining veterans in the week leading up to Crown corporation. Remembrance Day, on traditional territory of Tsartlip First Nation. Executive Commitment to Multiculturalism • Provided travel assistance for two The PCC supports government-wide multi- First Nations groups to visit the Coast culturalism policies that guide the delivery Salish exhibition at the Royal BC of programs in a manner that is sensitive and Museum. responsive to the multicultural reality of B.C. • www.bcpcc.com includes sections Key Processes, Policies and Structures in that honour cultural diversity Support of Multiculturalism within the Capital, and highlights PCC programs, initiatives and outreach In the PCC’s current Service Plan, Program visits pertaining to First Nations and Goals state an emphasis on youth and other culturally-distinct groups. children, history/heritage, culture, Aboriginal peoples, and civic commitment. Values • Coast Salish culture is featured in include recognizing and supporting the our online Gradefour and fi ve Social diversity of British Columbia’s cultures, Studies unit; pioneer Chinese- landscapes and history. Since 2006 the PCC Canadian issues are featured in our has engaged a First Nations consultant to award-winning online Grade 10 help build connections and develop Outreach Social Studies unit. programs aimed at Aboriginal groups. • PCC-produced mini-documentary Highlights of Initiatives fi lms posted on YouTube continue to feature accessible historical informa- • Provided major support for Inter- tion on some of B.C.’s Jewish, Black, Cultural Association’s Luminara Chinese-Canadian, Doukhobor and festival and for additional interpreta- First Nations communities. tion for the City of Victoria’s “Signs of Lekwungen” project. • Produced and distributed “We Raise Our Hands,” a publication that • Provided consultant support for connects and celebrates the Capital ”Cedar and Bamboo,” a documentary with First Peoples both locally and fi lm on First Peoples and Chinese- provincewide. Canadian experiences in B.C.

• Provided a venue and funding for National Aboriginal Day concert in June 2009.

71 Royal British Columbia Museum Corporation

Mandate • The RBCM Site is a centre of activity for locals, tourists, school children, The Royal British Columbia Museum First Nations and cultural groups and Corporation (RBMC) is the only organization scholars. in the world dedicated specifi cally to the preservation of, and education about, the • The RBCM will continue to engage in human, natural and archival history of British the process of repatriating cultural Columbia. Its purpose is to fulfi ll the govern- material through First Nations and ment’s fi duciary responsibilities for public the Treaty Negotiations offi ce. trusteeship of the provincial collections and exhibits, and to preserve the collections for • The RBCM First Nations collections future generations of British Columbians. date back to the late 1800’s when they were originally collected to prevent loss of cultural heritage to other areas of North America and overseas.

• The BC Archives is a valuable resource for researchers. It is one of the major information sources for B.C.’s human history and a vital element of B.C.’s culture.

• Public programming refl ects a diversity of interests, and the exhibits, Executive Commitment to Multiculturalism collections and holdings provide opportunities for visitors to learn • The RBCM strives to explain the more about the many ethnic groups human, natural and archival history that make up British Columbia. of the Province of British Columbia and is the only institution in B.C. that Key Processes, Policies and Structures in assumes this role. Support of Multiculturalism

• Where possible continue to commit The RBCM culture supports diversity through to diversity in the workplace through its collection development, delivery of hiring practices that recognizes programs and daily activities. diversity for front line customer service staff and co-op students. Highlights of Initiatives

• Provide staff with cultural awareness • Recognized as a world class institu- training such as Culturally Responsive tion, hosting visitors from around Service Delivery and information the world, the Royal BC Museum was through pamphlets and other infor- honoured with also being recognized mation pieces. as one of B.C.’s Top Employers for 2009. • The RBCM presents controversial issues in an objective way, and is • Opened “Treasures: The World’s perceived by the community as a Cultures from the British Museum” place that presents balanced views. – an exhibit showcasing the development of human civilization through

72 Royal British Columbia Museum Corporation

art and artifacts, spanning more than the languages and stories of British 1.5 million years of world history, Columbia First Nations. arranged geographically and chrono- logically into seven sections – Africa, • Third year of Thunderbird Park virtual Middle East, Europe, Asia, Oceania, site, which showcases the history the Americas and the Modern World. of Thunderbird Park and the origin/ meaning of the totem poles and • Opened “Silver of the Stars” an exhibit various artifacts. celebrating the works of Scottish silversmiths. • Participated in treaty related activities with the following First Nations: • Organized many events to com- Haisla, Homalco, Hul’qumi’num, memorate Veteran’s Week including Hupacasath, In-SHUCK-ch , Kashka seven days of free talks, activities Dena, Katzie , K’ómoks, Ktunaxa and displays to honour whose , Maa-nulth, Nisga’a , Northern who have served and continue to Secwepemc, Te’emexw, Tla’amin, serve. Speakers included: Local Tla-o-qui-aht, Tlowitsis , Tsawwassen, Historian; Hong Kong Veterans Tsay Khe Dene, Tsleil-Waututh, Commemorative Association; Korean Wuikinuxv, Yale, Yekooche Veterans Association; and Veterans and Military Personnel. • Ongoing sales of published books, including best seller, “Indian • Opened S’abadeb – The Gifts: Pacifi c History of BC” and “Songhees Coast Salish Art and Artists. An Pictorial”published by Royal BC exhibition bringing together 165 Museum Corporation. ancient and contemporary works of art from the Coast Salish people of • Continue to create and install B.C. and Washington state. information kiosks throughout the galleries, to allow visitors to read • School Programs off er “A Day’s information about what they are Journey” which takes Grade 4 seeing, in seven diff erent languages. students through a day in the life of a First Nations child in history. • Updated and made more compre- Provided throughout the school year. hensive French language visitor maps with other languages being slated for • Living Landscapes Program: a updating in the coming year. program that brings people every- where face-to-face with RBCM staff • The RBCM has approximately 450 and research in exploring the human volunteers who refl ect the diversity of and natural history of the province, the community. Volunteer positions First Nations, educators, naturalists off er an opportunity for practicing and other agencies, to encourage the language for those who have and facilitate the exploration and English as a second language. appreciation of the human and natural history of areas in B.C. from • The staff of the RBCM speak, read and the perspective of the people who write English, French, German, Dutch, live there. Spanish, Polish, Mandarin, Cebuano, Hindi, and Arabic. This enables us to • Provide access to 3,500+ original interact eff ectively with our visitors Aboriginal audiotapes that document from around the World.