Fact Sheet #13a) Employee Focus to Commitment to Human Rights

Level 2

Element: Evaluation for Performance Measurement and Continuous Improvement

Outcome 13): Organization is collecting human rights qualitative data.

Indicator 13 a): Organization has a tool to track data related to discrimination complaints/grievances and employment equity requirements.

Possible Measures and Data Sources:

  • Data system related to anti-discrimination grievances or complaints.
  • Data system to capture employment equity data.
  • Qualitative data on human rights grievances and complaints.
  • In-depth interviews, qualitative surveys and/or focus group reports.
  • Documentation related to implementation of employment equity requirements.

Indicator Description

At this level of maturity, an organization collects basic quantitative data as well as qualitative data regarding human rights and employment equity (EE) matters. The organization would have a tool to track this data, essentially a system that stores data and from which data can be retrieved to generate regular and ad hoc reports.

At Level 1, your organization began collecting basic quantitative human rights data regarding employment equity and discrimination matters. At Level 2, your organization puts in place a data management method for tracking discrimination complaints/grievances and EE requirements. The information gathered will both help the organization to have a better idea of the human rights picture of the organization and to manage current human rights complaints.

For example, a private sector organization may use the Human Resource and Social Development Canada’s (HRSDC) Workplace Equity Information Management System (WEIMS) to collect, store and analyze its employment equity data, which is a combination of qualitative and quantitative information. A public sector organization may use a case management system to collect, store and access its human rights complaints information and use PeopleSoft to store its EE information. All systems must respect confidentiality of information.

Suggested Approach

At Level 2 the organization is storing its human rights information concerning EE matters and complaints of discrimination. The organization may use case management software, Excel tracking functions, or an in-house designed tool. Prior to implementing a tracking tool consider the following:

  • Have a goal for the system: Ultimately, the goal is to support a human rights culture in the workplace. The short term goal of each tracking tool (one for EE and one for complaint related information) is to gather all the data in an organized fashion in order to track progress and ensure compliance with both acts.
  • Determine what is required: The tool should provide for storing, tracking and reporting on human rights data. 
  • Assess what the organization currently has in place: The organization reviews what is already in place and makes sure that it satisfies the needs. The organization may also review what kind of tools other organizations are using and assess if it is better to update what it already has or to use a new system.
  • Integrate what the organization has into the new system:The new or updated system should adhere to the following principles:
    • Accessibility: the tracking tool should be compatible with adaptive software such as Dragon and JAWs.
    • Integrity: the tracking tool should store and preserve all data entered and allow for comparison over time; it should also allow for migration of data from a previous system.
    • Easy to use: all employees who need to use the tracking system should be able to understand it with minimal training; it should also include a report function.
  • Determine resources that are required to establish and administer the system. The system should be in line with the organization’s anti-discrimination complaint process (See Fact Sheet #10a)) and with its EE plan, guidelines and policy (see Fact Sheet #9b) and Fact Sheet #9c)). 

Promising Practices

  • Using Excel Spreadsheet: One organization is using an Excel spreadsheet to collect and track all human rights related complaints in the workplace and in provision of service. It also created an automated monthly report to share with senior management.
  • Using Case Management Software: One agency is using a case management system where it stores all human rights related information. The software allows for a number of regular reports, an ad hoc reporting function and a snapshot of all current cases.
  • Using Workplace Equity Information Management System (WEIMS): Many private sector organizations are using WEIMS to collect, store and report (to HRSDC) on their compliance with the Employment Equity Act.

Useful Tools and Links

Count Me In: Collecting Human Rights-Based Data - Ontario Human Rights Commission

Quality Service - Effective Complaint Management - Treasury Board of Canada Secretariat

Complaints Management Fact Sheets: Monitoring Effectiveness - Queensland Ombudsman

Complaints Management Fact Sheets: Business Improvement - Queensland Ombudsman

Effective Complaints Management Self-Audit Checklist - Queensland Ombudsman

Complaints Management Facts Sheets Series - Queensland Ombudsman

Self-Identification in the Federal Public Service: Yes, Count Me In!  - Treasury Board of Canada Secretariat

Diversity Database - University of Maryland

A Guide to Developing Effective Complaints Management Policy and Procedures - Queensland Ombudsman

Program for Multi-Cultural Health - University of Michigan Health System

Frequently Asked Questions on Employment Equity (qualitative data is used to perform the ESR) - Canadian Human Rights Commission

Integrating Quantitative and Qualitative Approaches - Statistical Services Centre for Statistical Training, Consultancy and Project Partnership

Research Methods Knowledge Base (Ó William M.K. Trochim 2006)

Surfacing Racism in The Workplace: Qualitative and Quantitative Evidence of Systemic Discrimination - Ontario Human Rights Commission

References

Count Me In! Collecting Human Rights-Based Data, Ontario Human Rights Commission, c. 2009

Casebeer, Ann L and Verhoef, Marja J, Combining Qualitative and Quantitative Research Methods: Considering the Possibilities for Enhancing the Study of Chronic Diseases, Chronic Diseases in Canada Volume 18, No.3 - 1997

Marsland N, Wilson I, Abeyasekera S, Kleih U, A Methodological Framework For Combining Quantitative. And Qualitative Survey Methods, 2000

Neill, James, Qualitative versus Quantitative Research: Key Points in a Classic Debate, 2007 at http://wilderdom.com/research/QualitativeVersusQuantitativeResearch.html

Siegle, Del, The Assumptions of Qualitative Design, 2002

Toa Research Associates, Statistics Canada, Qualitative testing of possible race and ethnicity questions for the 1996 census: final report, Ottawa, Tao Research Associates,1993, 48 pages

Trochim, William M.K., Research Methods Knowledge Base, Qualitative Data, 2006

Weinreich, Nedra Kline, Hands-on Social Marketing: A Step-by-Step Guide to Designing Change for Good, Sage Publications, Inc; Second Edition edition, October 12, 2010, 328 pages

Weinreich, Nedra Kline, Integrating Quantitative and Qualitative Methods in Social Marketing Research, 2010

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