Welcome to the PSAEE

Creating higher probabilities of positive hiring outcomes for qualified citizens, university graduates, and select age groups within government roles

All Canadian citizens must be given fair opportunities to compete in and gain employment in  government roles that are of their interest. This involves bringing change to the administrative barriers that exist in the hiring process. The definitions that are employed and the evaluation practices that are currently used often negate the merit of interested and qualified citizens, often resulting in a condition of underemployment. A progressive nation must remove such domestic constraints for growth and progress. The PSAEE is looking for volunteers who are looking to make a difference. If you have relevant skills, knowledge, or experience, reach the PSAEE.   

We encourage any citizen who believes in fair hiring processes in the public service to join us. We are a non-partisan organization. 

Institutions and Workforces
Institutions and Workforces

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Government of Canada Signage

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Diverse Citizenry
Diverse Citizenry

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Institutions and Workforces
Institutions and Workforces

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MOVING TOWARDS A REPRESENTATIVE INSTITUTION:

Setting Fair and reasonable "essential criteria" in public service competitions

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Padding 'Essential Criteria' to form Barriers in the Hiring Process 

Does a basic, entry level clerical role really require a "minimum" of two years of experience in "an office environment"? The PSAEE has argued that these as unreasonable barriers that disproportionately restrict the entry and promotion of capable citizens. 

If you see unreasonable criteria in any public sector job poster, report it to the PSAEE. The municipal, provincial and federal hiring processes typically embed such administrative criteria in the job posters to sift and filter candidacies in a way that undermines understandings of merit and equal opportunity.

The Merit Criteria and the Institution of Education   

The workforce composition patterns that are produced by the public service hiring process help convey the reality that visible minority citizens continue to face barriers that Caucasian citizens tend not to face. Depending on the department and nature of the role, the job posters created have the effect of sifting and filtering candidacies in a way that administratively devalues the 'objective' hard credentials of visible minority citizens in favor of 'subjective' evaluations of 'right fit'. The merit criteria that are set are problematic and exclusionary.

With the present configurations, even well-qualified visible minority citizens meet poor employment outcomes in government, particularly in select departments and ministries. In response, "special programs" are created. The need to create such special/separate programs arises because an appropriate weight is not placed on the hard credentials, skills, and experience of citizens of colour in routine hiring processes. Rather than making systemic changes to the regular hiring process, these special programs help insulate them to the detriment of future generations of visible minority citizens.  

Testing Citizens Rather than Relying on Administrative Barriers

The PSAEE takes the position that the Canadian government should shift the emphasis upon written testing and examination of candidates rather than placing administrative barriers in the job poster. The 'minimum experience' requirements are requirements that cannot be obtained by the typical experiences of most visible minority citizens, and are thus discriminatory. The individuals who set and approve the criteria are often not visible minority citizens either.   

The Work the PSAEE is Doing

The PSAEE is engaged in identifying and raising issue with the administrative barriers in the hiring process which prevent citizens of colour from gaining entry and promotion in the public service. It is a key strategic priority for the PSAEE to ensure that greater numbers of citizens of colour gain employment in socially significant roles within the public sector in order to facilitate the development of a functionally representative public service for a future Canada - a public service which can faithfully recognize, understand, and serve the interests of all Canadians. Towards this end we are the first non-profit organization in Canada prioritizing focus on citizens of colour and the barriers they meet in the stages of the public service hiring process. We want to see the removal of barriers for all citizens so that they are able to secure work in any area of their training and interest in the public sector. This work starts by looking at the concept of merit and the setting of the merit criteria. 

Challenging Hiring processes Of the Public Service which tend to "Screen Out" Rather than "Bring In" citizens of colour

Any Canadian citizen of colour who is rejected in a public service competition and comes to hold a reasonable concern over discrimination, unfairness, or error in the hiring process is encouraged to write to us. It would be important for you to maintain detailed notes of everything (dates, times, persons, communications, job poster, reasons provided, etc). Our office is fully aware of the complex challenges that Canadian citizens of colour face in proving discrimination. When you explain the circumstance to us, we will know immediately. We are here to help. We are not a legal clinic. If you find yourself out of options, and have a mind to challenge discriminatory treatment, come to us - this is why we are here.