Library of Parliament pay equity committee: joint update from the employee representatives

Since it was established in October 2023, the Library of Parliament pay equity committee was has been working diligently towards the publication of a pay equity plan in accordance with the requirements of the Pay Equity Act.

During the last meeting in May, the committee conducted a vote on the job evaluation tool and the process for determining the value of work. The committee was unable to reach a consensus on either of these issues.

Despite opposition from the employee representatives, the employer indicated their intention to ask the Office of the Pay Equity Commission (OPEC) to dissolve  the committee in accordance with article 28 of the Pay Equity Act and instead create a pay equity plan without the contributions of the employee representatives.

In response, the employee representatives have sent a notice of dispute to the OPEC to request mediation regarding the two outstandings issues. We believe that the present impasse can be resolved and this work can be achieved through the committee. Therefore, the employer has no grounds to claim that it is necessary to proceed without it.

The employee representatives’ have requested that committee meetings resume so that together we can continue the discussions on gender predominance and total compensation. The employer, however, has so far refused to meet again.

We remain convinced that there is still a solution. Members of predominantly female job categories deserve to have their remuneration determined in full compliance with the Pay Equity Act by a committee made up of representatives of the employer and employees.

We will continue to keep you updated on any further developments and the steps we will be taking moving forward.

In solidarity,

Canadian Association of Professional Employees (CAPE), Public Service Alliance of Canada (PSAC) and non-represented employees at Library of Parliament.

Celebrating Pride Month: Honoring Our History and Championing Our Future

As the Regional Human Rights Representative for Ontario with the Union of National Employees (UNE), it’s an honor to reflect on Pride Month and its profound significance. As a young Black woman and a member of our vibrant union, I am deeply aware of the intersecting struggles and triumphs that shape our collective journey towards equality and justice.

Pride Month, celebrated every June, is not just a time for festivity but a vital commemoration of a movement rooted in resistance and resilience. The origins of Pride trace back to the Stonewall Riots of 1969 in New York City, a pivotal event ignited by the relentless police harassment of the LGBTQ+ community. This historic uprising began at the Stonewall Inn, a sanctuary for many who were marginalized, particularly Black and Latinx members of the LGBTQ+ community.

It’s crucial to recognize the pivotal role that Black trans women played in the birth of the Pride movement. Marsha P. Johnson, a Black trans woman, alongside Sylvia Rivera, a Latinx trans woman, were at the forefront of the Stonewall Riots. Their courageous defiance against systemic oppression sparked a movement that demanded visibility, respect, and equality for all LGBTQ+ individuals.

Marsha P. Johnson’s legacy is a testament to the power of intersectionality in activism. She reminded us that the fight for LGBTQ+ rights is inherently linked to the struggles against racism, sexism, and economic inequality. Today, as we celebrate Pride, we honor her contributions and the countless others who paved the way for a more inclusive society.

For UNE and its members, Pride Month is an opportunity to reaffirm our commitment to human rights and social justice. Our union has always been a staunch advocate for the rights of LGBTQ+ members, recognizing that a truly equitable workplace is one where diversity is celebrated, and everyone is free from discrimination and prejudice.

As a young Black woman within UNE, I am inspired by the rich history of intersectional activism. It motivates me to continue advocating for policies and practices that support and uplift marginalized communities within our union and beyond. From fighting for inclusive workplace policies to supporting LGBTQ+ members facing discrimination, our collective action is crucial in advancing the rights and well-being of all workers.

Pride Month is a time to celebrate how far we have come, but it also serves as a reminder of the work still ahead. By honoring the origins of Pride and the contributions of trailblazers like Marsha P. Johnson, we recommit ourselves to the ongoing struggle for justice and equality. Together, we can create a future where every individual, regardless of their gender identity, sexual orientation, race, or ethnicity, can live and work with dignity and pride.

In solidarity,

Des Hicken
Regional Human Rights Representative, Ontario
Union of National Employees (UNE)

International Trans Day of Visibility

International Trans Day of Visibility is on March 31, 2024. It is an annual celebration of trans and non-binary people.

Rachel Crandell, a transgender activist from Michigan, created the day in 2009 to counterbalance the only day for trans people being Transgender Day of Remembrance (TDOR). It is important to celebrate the living as well as mourning the murdered.

International Trans Day of Visibility, and every day, is a time to celebrate trans and non-binary joy and their lives. Their human rights continue to be under attack with rising hate and anti-trans policies. They also face increased violence, especially racialized trans and non-binary people. We must celebrate their contributions to the community as well as fight discrimination against them.

StatsCan reports that “One in 300 people in Canada aged 15 and older are transgender or non-binary.” While you may not personally know a trans or non-binary person, they are your coworkers, family, friends, and community members. They have also been active in the Labour movement.

Danielle Palmer
UNE National Equity Representative for 2SLGBTQ+ People

International Women’s Day: March 8

March 8th is recognized as the International Women’s Day.  It is a day to celebrate and rejoice in women and girls’ social, economic, cultural, and political achievements.  We take this time to raise awareness of progress made towards equality and the challenges that we still face.

We can trace the origins of the International Women’s Day to the early 20th century where we saw reflecting in labour movements across North America and Europe a call for women’s equal participation in society. While the first International Women’s Day was celebrated on March 19, 1911, the United Nation went one step further and recognized 1975 as the International Women’s year.  Today, we see March 19th as a day of unity, celebration, reflection, advocacy, and action for women in many countries across the world.

The United Nation’s Motto for this year’s International Women’s Day is:  Invest in Women – Accelerate progress.  Investing in women is a human rights issue.  Investing in women benefits us all. 

Women are facing key challenges, still to this day.  More and more women have been forced to live in poverty, especially since the pandemic. The evidence is clear, this crisis is gendered.  Women’s participation in the workforce fell to its lowest point in thirty years.  An estimated 342 million women and girls will be living in poverty by 2030. Women are losing their right to choose in some states in the U.S.  How often do we see cutbacks by the government on public spending that negatively impact women and their essential services?  Too often.  We need to support women the best way we can. We need to allow for more space, safer space, for women to have a voice and allies to amplify that voice.

With that said, the Union for National Employees (UNE) has partnered up with the Ontario Federation of Labour (OFL) for a March 8th Project : 2024 OFL March 8th Project Celebrating International Women’s Day Diversity Grows Our Strength | The Ontario Federation of Labour. The OFL has been supporting Women’s organizations across Ontario for more than a decade.  In 2024, the project enters its 14th year. 

To celebrate this day and the diverse women who have persisted, showed immeasurable strength and leadership, you can wear a OFL 2024 Diversity Grows Our Strength lapel pin or t-shirt to display your solidarity and sisterhood.

Unions, community organizations, activists and the public are invited to take part in the annual March 8 Project by ordering merchandise and any surplus made from the sales will be donated to organizations that help women.  In the past, such donations were made to organizations such as the Ontario Equal pay Coalition, the Ontario Coalition for Better Child Care, the Coalition of Black Trade Unionists (CBTU), Hub Club youth camps, the Strawberry Ceremony honouring Missing and Murdered Indigenous Women and Girls, Rise up! feminist digital archive, various women’s shelters and Indigenous women’s organizations.

Mireille Jaillet
UNE National Equity Representative for Women

A Man’s Perspective of Woman’s Rights

By Sam Padayachee

As a man observing the progression of women’s rights, I find our collective understanding of equality both crucial and transformative. For too long, women have fought an uphill battle for rights that, frankly, should have been unquestioned from the start: the right to vote, to education, to equal pay, and to personal autonomy.

Acknowledging that I speak from a position of inherent male privilege must be the grounding force of this discourse. My gender has, historically and unjustly, been the benefactor of social and economic systems designed to favor men. Yet in recognizing this, it doesn’t diminish the role men must play as allies in the fight for gender equality; rather, it becomes our fundamental responsibility.

Considering women’s rights from a male perspective shouldn’t be about speaking for women. It should be about listening to their voices, amplifying their messages, and actively supporting their causes. The push towards a society that respects and upholds women’s rights is not just about correcting injustices, it is also about enriching our collective human experience.

In every aspect—from legislatures passing laws that protect and empower women, to the boardrooms ensuring equal opportunities and fair compensation, men must be proactive participants. When we overlook the contributions, perspectives, and leadership of more than half the population, we as a society stand to lose.

The protection of reproductive rights is a poignant example of where men’s voices are not to be the loudest but should echo the call made by women for autonomy over their bodies. It is not enough to be passive supporters of a women’s right to choose; men must engage in the political and social arenas where these rights are endangered.

Furthermore, the pernicious effects of toxic masculinity injure us all and perpetuate attitudes and behaviors that obstruct women’s rights. Confronting this is not an attack on manhood; it’s an evolution towards better versions of ourselves that respect and celebrate equality.

Men benefit from gender equality. In homes where domestic duties are shared, in societies where violence against women is adamantly opposed, men experience richer relationships and more stable communities. Moreover, in raising the next generation, it is imperative that boys are taught by example to view and treat women as equals.

In the end, discussing women’s rights from a man’s viewpoint is less about offering a different perspective and more about acknowledging our shared human rights. The pursuit of equality is a shared mission for the betterment of society as a whole. It is a pursuit that demands our action, not just in the public sphere but in the intimate spaces of personal relationships. Women’s rights, after all, are human rights.

Sam Padayachee is the Ontario Regional Representative for Human Rights

Unified Action Against Systemic Discrimination in the Federal Public Service of Canada

In an unprecedented move to address systemic discrimination within the Federal Public Service of Canada, a coalition of leading organizations announced today a formal complaint against the Canadian Human Rights Commission (CHRC). This coalition includes the Black Class Action Secretariat (BCAS), the Public Service Alliance of Canada (PSAC), the National Union of Public and General Employees (NUPGE), the Canadian Black Nurses Alliance (CBNA), The Enchanté Network, the Red Coalition, the Federation of Black Canadians (FBC), 613-819 Black Hub and the Black Canadians Civil Society Coalition (BCCSC), united in their efforts to hold the CHRC accountable for its discriminatory practices.

The complaint, rooted in the CHRC’s failure to adhere to the Paris Principles and its violations of international human rights law, marks a critical step in holding the Commission accountable for its discriminatory practices. The organizations have filed for a special review of the CHRC’s accreditation status with the Global Alliance of National Human Rights Institutions (GANHRI), underlining the urgent need for reform to ensure the CHRC can effectively protect individuals from discrimination.

The coalition’s complaint highlights recent findings by the Senate of Canada Human Rights Committee and the Treasury Board Secretariat, which uncovered systemic racial discrimination within the CHRC, including higher dismissal rates of race-based complaints and exclusion of Black and racialized employees from promotions. These practices contravene core international human rights treaties and underscore the CHRC’s failure to fulfill its mandate.

As the federal watchdog against discrimination, the CHRC’s role is instrumental in combating discriminatory practices within Canada. The organizations urges GANHRI to thoroughly review the CHRC’s adherence to the Paris Principles and reassess its ‘A’ status accreditation.

The organizations remain hopeful that this action will lead to significant reforms within the CHRC, ensuring it can effectively safeguard human rights and foster an inclusive society.

In addition to filing the formal complaint, the coalition jointly calls on the Government of Canada to take significant steps toward rectifying systemic discrimination within its structures:

  1. Amend the Canadian Human Rights Act to create a direct access model, allowing complaints to go directly to the Canadian Human Rights Tribunal and repurposing the Canadian Human Rights Commission to support complainants with their matters at the Tribunal.
  2. Amend the Employment Equity Act to better reflect intersectionality and to specifically include Black and other equity-deserving groups as designated groups.
  3. Appoint a Black Equity Commissioner as an independent officer of Parliament to oversee and ensure equity across all levels of government and public service.
  4. Ensure Accountability: Following the findings of discrimination at the Canadian Human Rights Commission by both the Senate Human Rights Committee and the Treasury Board Secretariat, it is imperative that those who committed discrimination be held accountable. This includes a thorough leadership review and necessary changes to prevent future occurrences.


Nicholas Marcus Thompson, Executive Director of the BCAS, stated, “Today, we stand united in our demand for accountability and change. The evidence of systemic discrimination within the CHRC is undeniable and unacceptable. Our action today is about restoring faith in our institutions and ensuring that the CHRC becomes a true champion of equality and human rights for all Canadians.”

Chris Aylward, National President of the PSAC, emphasized the importance of this moment, “The Canadian Human Rights Commission’s failure to combat systemic racism within its own ranks strikes at the heart of justice for workers. As representatives of Black federal public service workers, PSAC demands immediate reform to restore the CHRC’s integrity and efficacy. It’s time for action, not words.”

Hodan Ahmed, Senior UN Fellow and Lead for the BCCSC, revised her focus, stating, ” As we navigate through the UN International Decade for People of African Descent, it is imperative that our actions reflect a strong commitment to eradicating all forms of discrimination. The systemic issues within the CHRC not only undermine the values we champion during this decade but also significantly impact the lives of Black Canadians and other marginalized communities. Our call for a review of the CHRC’s accreditation is a step towards ensuring that Canada upholds its obligation and is aligned with its commitments to promote equality.”

Media Contacts:

Black Class Action Secretariat                                                                        

Canadian Black Nurses Alliance

Public Service Alliance of Canada                         

Red Coalition 

National Union of Public and General Employees

Federation of Black Canadians

Black Canadians Civil Society Coalition

UNE Statement on the Recent Alberta Government Decision to Ban Gender-Affirming Treatments

UNE stands with the 2SLGBTQ+ Community. We support their safety and access to care. We condemn the gender identity policy changes recently unveiled by the Alberta Government.

There is an alarming rise of anti-trans and anti-queer actions, policies, and hate across the country. Two-Spirit, trans, and gender diverse people are already vulnerable without these additional attacks on their rights.

This new policy is very invasive and places unnecessary restrictions on transgender youth. Students 15 and under will require parental consent to change their names or pronouns at school. Furthermore, this new policy would refuse any youth under the age of 15 the use of puberty blockers. They are a safe, reversible and medically proven method of temporarily delaying physical changes caused by puberty.  Such a prohibition will seriously harm the mental health of transgender youth.

UNE has always supported Human Rights. We will continue to fight to preserve the rights of the Two-Spirit, trans, and gender diverse members within our communities.

For more information or if you have questions, please contact the UNE Human Rights Committee.

What Does Black History Mean to Me?

O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour!

Happy Black History Month Union Siblings,

I’m often asked, what does Black History mean to me?

I’m happy to see Black Canadian historic figures celebrated, in whom I see myself, and our contributions to Canada brought to the forefront. Yet I worry that this is the only time the next generation sees themselves highlighted and that one month isn’t enough for Canadians to learn of our roles within our country.

I’ve always made it a point to uplift our impacts on Canada year-round.

This year’s theme for Black History in Canada is Black Excellence. There is much of that in our Ancestors to celebrate as Canadians. However, too many are individuals that are not much older than I am. There are stories of the over two hundred years of Slavery in Canada and nearly one hundred and seventy years of segregation told by those such as Viola Desmond. There is also the closing of last segregated school for Black children in 1983. The enslavement and segregation of Black Canadians back-to-back means Canada has been robbed of too much Black ingenuity, art, originality, creativity and so much more. This has exacted a heavy price on Black Canadians but they have still found ways to contribute to Canada.  We can do better and we can  be better. My members have shown us all how.

I join an elite group of Black Women such as:

1825 – Rose Fortune Considered by many Canada’s 1st Female Police officer

1853- Mary Ann Shadd Cary First Female Publisher in Canada and a Black Women

1983 – Shelly Peters Carey 1st Black Woman RCMP Officer

1987 – Andrea Lawrence 1st Black Woman Regular Member of the RCMP

1996 – Jean Augustine Canada’s 1st Black woman Elected to the House of Commons

2005- Michaelle Jean Canada’s 1st Black Head of State as General

2007 – Lori Seale-Irving 1st Black Woman Commissioned Officer of the RCMP

2022 – Caroline Xavier First Black Woman Deputy Minister

I also sit among the ranks of union Black excellence firsts such as the likes of the Sleeping Car Porters, Cal Best, Muriel Jean Collins, Livingstone Holder, Mervis White, Craig Reynolds and Larry Rousseau. I will do my utmost to live up to the trust members have put in me and to make my communities proud. 

I hope you will take some time this month to think about and share a few of the stories of Black Excellence historically within Canada but especially those making a contribution within your place of work, community and beyond.

Thank you, Merci, ᏙᎾᏓᎪᎲᎢ “di-da-yo-li-hv-dv-ga-le-ni-s-gv,” which means “Until we meet again”

Pronouns: She/her

Alisha Campbell
National President
Union of National Employees

A History of Black History Month

By Sam Padayachee

Black History Month traces its origins back to the early 20th century, when honoring African American history was first proposed by the historian Carter G. Woodson and other prominent African American figures.

Woodson, often hailed as the “Father of Black History,” was committed to promoting the study of African American contributions to American History. He believed that history was more than just political and military achievements; it embodied the social, intellectual, and cultural highlights that painted a detailed picture of a people’s history.

In 1926, Woodson and the Association for the Study of Negro Life and History, started the first iteration of Black History Month, then called “Negro History Week.” The second week of February was selected to coincide with the birthdays of Abraham Lincoln and Frederick Douglass, both key figures in the history of African Americans.

Woodson’s aim was to encourage the coordinated teaching of the history of American blacks in the nation’s public schools. The week was met with enthusiastic response, prompting schools and communities nationwide to organize local celebrations, establish history clubs, and host performances and lectures.

Black History Month has since grown from a single week to being observed for a month. It has become a globally recognized celebration, observed not only in the United States but also in Canada, the United Kingdom, and other countries around the world. It serves as a reminder of the struggles for racial justice and equality, and it spotlights the achievements and contributions of African Americans to science, education, literature, art, and the cultural development of society.

Today, Black History Month continues to be a time for reflection, recognition, and education. It’s an opportunity to engage in dialogue about race and equality, and to commit to understanding the rich history of people of African heritage. Through exhibitions, documentaries, readings, workshops, and seminars, Black History Month inspires individuals and communities to learn about and appreciate the history that helped shape the world we live in today.

During this Black History Month, we should all take the time to reflect on the struggles and achievements of Black people, which is essential in supporting social progress. Each of us has the obligation to raise awareness about the ongoing issues of racial injustice and inequality, encouraging society to engage in meaningful dialogue and action. Active participation promotes unity and solidarity, not just within Black communities, as people come together to celebrate and recognize Black history.

Celebrating Black History Month not only honors the past but also shapes our collective future by promoting diversity, equity, and inclusion.

Sam Padayachee is the UNE Regional Representative for Human Rights, Ontario.

Menstrual Products to be Made Available in All Washrooms in Federal Workplaces

As of December 15th, 2023, all federally regulated workplaces are required to ensure free access to menstrual products, as per the Canadian Labour Code (CLC) Occupational Health and Safety Regulations.

Public Services and Procurement Canada (PSPC) will undertake the following in washrooms located within controlled areas accessible to federal employees, including those within tenant space:

  1. Installation of menstrual product dispensers in female, male, all-access and gender-inclusive washrooms;
  2. Installation of and maintenance of covered disposal receptacles in all male washroom stalls;
  3. Procurement and restocking of menstrual products to meet usage levels in each building.

Exceptions: PSPC notes that every workplace is unique and there may be situations where installation of product dispensers may not be feasible in all washrooms. This includes installation concerns, space constraints, washrooms shared with private sector tenants, etc. Alternative solutions may be necessary within tenant space.

The National Accommodations Directorate will be responsible for liaising with PSPC on their implementation of this new requirement in all departmental workplaces in Crown-owned and PSPC-leased buildings across the country.

If your federally regulated workplace has not completed this important upgrade to washrooms, please contact your manager and, if necessary, follow up with a member of your Local Executive.