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|Dr. Martin Nicholas

|Dr. Martin Nicholas

|'''Dr. Nicholas''' returned after one month of retirement in October 2020 to work on Anti-Racism, Anti-Discrimination, Equity and Inclusion at Health Canada and Justice Canada.  

|One month after retirement from the Federal Public Service, I returned in October 2020 to work on Anti-Racism, Anti-Discrimination and Inclusion and Belonging in the federal public service. I had worked for 30 years at Health Canada on compliance and enforcement of federal legislation. For 25 years, I worked from the side of my desk, to be actively involved in employment equity (EE) as a Chair 0f EE and other related committees.  I served on the Steering Committee (1997-2003) for the Implementation of Landmark CHRT Order on racial discrimination against Health Canada [https://decisions.chrt-tcdp.gc.ca/chrt-tcdp/decisions/en/item/6924/index.do?q=NCARR (https://decisions.chrt-tcdp.gc.ca/chrt-tcdp/decisions/en/item/6924/index.do?q=NCARR]), which includes 7 Permanent Corrective Measures that are still applicable in 2022. Mr. Ian Shugart, the Clerk who launched the Call to Action was my Champion. The Special Corrective Measures (SCMs) in the Order provide insight to all federal institutions into what duty of care and due diligence is required for complying with the EE Act and EE Regulations in their current form. Notably, the SCMs call for redressing the effects of past discrimination in accordance with substantive equality enshrined in Section 15 of the Canadian Charter of Rights and Freedoms.

He retired in Sep. 2020 after 30 years service at Health Canada, where he was actively involved in Employment Equity work for 25 years. He served as a Chair or in the executive of EE and other related departmental national and regional committees and was active in interdepartmental activities and interacting with central agencies to advocate for advancing Anti-Racism, Equity and Inclusion in the federal public service. 

In Justice Canada, we have developed predictive workforce projections that are clear and easily communicated to address out-of-date WFAs and LMAs. This summer, I analysed and found serious disparities in salary range representation for EE groups in the Core Public Administration of the Federal Public Service from 2017 to the present. Data shows that the Black EE subgroup is the most adversely affected both in terms of stagnation at the lower salary ranges and barriers to career advancement and entry to the Executive Cadre.

He served on the Steering Committee (1997-2003) for the Implementation of Landmark Canadian Human Rights Tribunal Order on racial discrimination against Health Canada, which includes Seven Permanent Corrective Measures (PCMs) that are still in force in 2022. These PCMs provide insight into what duty of care and due diligence is required for complying with the EE Act and EE Regulations in their current form.

It is well recognized that racism is a risk factor for adverse health impacts including a cause of mental trauma.  Still, collectively in Canada we have failed to include Anti-Racism as a factor of the National Psychological Health and Safety Standard.  I am dedicated and committed to working collaboratively to redress this omission.

 

|https://www.linkedin.com/in/a-martin-nicholas-736a353b/

|https://www.linkedin.com/in/a-martin-nicholas-736a353b/