Mr. Chair, allow me to introduce the Deputy Minister, Mr. Munir Sheikh.
I'm pleased to be here this morning, especially since I was a member in the House of Commons from 1984 to 1993. I had the opportunity of being vice-chair for some time and then chair of the Standing Committee on Labour, Employment and Immigration. I therefore have a good understanding of the work you do and I can tell you the work that members of standing committees do is important in the running of a democracy and also provides assistance and support to the minister. So I am very glad to be here this morning.
I am both Minister of Labour and Minister of the Economic Development Agency of Canada for the Regions of Quebec. I'd like to tell you of the recent achievements under Human Resources and Social Development Canada's Labour Program.
As my colleague Minister Diane Finley pointed out, our department has undergone major structural changes over the past months. I was entrusted with the management of the Labour Program and I'm proud to serve my country as 39th Canadian Minister of Labour.
The Labour Program focuses on two main areas: labour-management relations and working conditions. These responsibilities affect sectors which come under federal jurisdiction, but which also involve labour-related federal-provincial-territorial cooperation, in addition to an important international scope.
As members of this committee, you make an important contribution in labour-related matters by recommending actions and making decisions which have an impact on our policies and programs. With its innovative approach, the Labour Program continues to set an example in both Canada and abroad.
First, I'd like to raise the issue of labour-management relations. My vision of Canada's labour force is based on solid and sustainable industrial relations. I want to encourage constructive union-management relations. This means building relationships between unions and employers with a view to reaching a balance — that word is important — which will make for stronger relations. We mustn't forget that in workplaces where there is no union presence, there is nevertheless an employment-based relationship, and that labour legislation plays a key role therein.
The second point I'd like to raise is consultations. Canadians tell us they want to work in workplaces geared to their particular needs, where employment and employment opportunities are available for those who wish to work, where training is accessible and where discrimination never excludes qualified people from having a career.
Labour Program officials have always sought the opinions and ideas of workplace stakeholders in the development of policies and legislation. I'm convinced that consulting our partners is a key part of addressing the needs and concerns of the workplace.
Reviewing federal labour standards is the third important issue. Our approach to the important review of part III of the Canadian Labour Code, which is almost complete, will be crucial. The previous government mandated Mr. Harry W. Arthurs, professor emeritus, to completely review part III of the Canadian Labour Code a year and a half ago. Part III had not been reviewed for 45 years.
For the past year and a half, alongside management, union and employee representatives, Mr. Arthurs commissioned a number of academic studies on which to base recommendations with a view to making changes to part III of the Canadian Labour Code. Professor Arthurs' report —who I met incidentally last February — should be submitted in June in English. Following translation, we expect the report to be made public around September.
Together, we may be called upon over the upcoming months to write a new page in history by considering and effecting positive changes to part III of the Canadian Labour Code. I'm thinking, for example, of the self-employed. These people have no protection, often don't have RRSPs, and if they are ill, end up with nothing. I myself was a self-employed worker for 11 years after leaving politics so I'm well positioned to understand the importance of this issue. I'm very much looking forward to receiving this paper. I believe there's a tremendous challenge awaiting all of us as parliamentarians over the upcoming months.
The other point I want to speak about is the workplace of the future. The Canadian economy of the future must be built from within its workplaces. Globalization, rapidly changing technologies and new ways of doing things have made our workplaces more complex than ever. These phenomena also put pressure on workers, their families and employers.
Research demonstrates that an imbalance between work and personal life takes a heavy toll on the Canadian economy and slows down productivity. It leads to increased absenteeism, high staff turnover and workplace stress. In other words, when work and home life are out of kilter, it costs Canadians billions of dollars in health care costs. The issue of balance between one's work and personal life will also be considered as part of the federal labour standards review.
A fair and inclusive workplace is my fifth point. To build a strong and united Canada, we must also build a more inclusive Canada. We must break down barriers caused by discrimination. We quite simply cannot allow ourselves to waste even an ounce of our precious human capital. We must welcome with open arms those who, traditionally, have faced hurdles to employment, namely, women, members of visible minorities, the disabled and aboriginals. And at this point, I should point out Parliament's five-year review of the Employment Equity Act is coming up. I'm quite sure this committee will play a leading role in this.
This year, we are also celebrating the 20th anniversary of the Employment Equity Act. The rationale behind employment equity is that all Canadians should be able to fully participate in, and contribute as much as possible to, the life of this country so that Canada remains a competitive and prosperous nation.
The Labour Program staff are developing training tools, and best practices for employers and employees and conducting initiatives and activities in order to break down barriers, as far as discrimination is concerned, to employment. Recently, they implemented a new strategy for a racism-free workplace, developed as an end-point to the work conducted under the Employment Equity Act. Pan-Canadian consultations and a series of workshops took place last year. These involved employers, representatives of the major stakeholders and labour organizations, including the Association of Canadian Bankers, the Canadian Labour Congress and transport and communication employers at the federal level.
The purpose of these consultations was to identify problems, find solutions and determine best practices to eliminate obstacles to advancement in Canada's workplaces, and in addition, to build partnerships. For example, a series of videos showing employers or employees faced with racism in the workplace were produced in collaboration with the National Film Board in order to inform and educate people about the benefits of employment equity, as well as the dangers and costs associated with the discriminatory practices which occur in some of Canada's workplaces.
The sixth point is occupational health and safety, which is a crucial issue, Mr. Chair. Safety in the workplace is another problem which takes a heavy toll on the productivity of Canada's economy and on optimal use of our human capital. We're currently coming to grips with new risks and new threats such as increasing stress, economic difficulties and workplace violence. This is why we have started to develop new risk prevention and workplace violence regulations. Under these regulations, employers subject to federal legislation will be compelled to take steps to prevent accidents, injuries and illnesses.
They must be proactive rather than reactive. And on that, I remind all colleagues that 900 people lose their jobs every year in Canada as a result of workplace accidents. Also more than 300,000 people are injured or away from work every year because of injuries or workplace-related health issues. This is not something to be taken lightly. And it's not only in the workplace. I ask everyone, be it at home or in one's everyday life, to look around and be aware that a simple comment to a loved-one can help prevent an accident which, often, may have a major impact on colleagues' and family members' lives. It is up to us to be vigilant and to take the small steps necessary to avoid major ramifications.
At the recent federal-provincial-territorial Labour Ministers' meeting, which took place in Whistler in March, every Canadian Labour Minister undertook to cooperate more closely in promoting safe and healthy workplaces in Canada and to make this issue a common priority.
The seventh point concerns international labour relations. Canada place a leadership role in labour-related areas on the world stage. Canada is one of the founding members of the International Labour Organization and other international organizations dealing with labour matters. Canada plays a very active role. I'm especially looking forward to working closely with my American, Mexican, Chilean and Costarican counterparts in line with our bilateral agreements on international cooperation to enhance the application of labour-related legislation among our main trading partners.
In closing, I'd point out that the Labour Program staff are going to great lengths to assure that Canada remains a competitive and prosperous nation, and that both Canadian workers and employers have the legislation they need to thrive in an ever-changing workplace.
You should note that I'm very much enthusiastic about working with the committee in meeting the challenges that are await us. The various files we will be working on over the coming weeks, whether it be pay equity, worker protection, the Labour Code Part III reforms or employment equity will move the Department of Labour to the foreground. I will be happy to cooperate with you in ensuring Canada plays a leadership role in these various areas.
Thank you, Mr. Chairman, and all committee members, for your attention.