Equity and Anti-Racism Legislation

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The Office of Equity and Anti-Racism Initiatives is extremely grateful for the insights, time, knowledge, and the community expertise shared with us during the legislation engagement sessions. This legislation was shaped through invaluable conversations with you, the feedback you provided our office helped shape this historic piece of legislation.

The bill has been titled: Bill No 96. Dismantling Racism and Hate Act and was introduced on March 24th in the legislature. This legislation is the first of its kind in Canada—given the scope of the legislation in terms of who it is for (serving equity communities in addition to

The Office of Equity and Anti-Racism Initiatives is extremely grateful for the insights, time, knowledge, and the community expertise shared with us during the legislation engagement sessions. This legislation was shaped through invaluable conversations with you, the feedback you provided our office helped shape this historic piece of legislation.

The bill has been titled: Bill No 96. Dismantling Racism and Hate Act and was introduced on March 24th in the legislature. This legislation is the first of its kind in Canada—given the scope of the legislation in terms of who it is for (serving equity communities in addition to racialized communities). The legislation is much more than anti-racism legislation. It seeks to address the concerns of all equity, marginalized and racialized communities in the province.

We encourage you to watch the Legislature proceedings and the introduction and readings of the Bill:

Introduction of the Bill on March 24th

Video - https://youtu.be/wSbQF2YZl5s

Second Reading of Bill on March 25th

Video - https://youtu.be/R5iIchmi4OY

Third Reading: of Bill No. 96 on April 1st

Video - https://youtu.be/f8rRLyqxA_A

View Bill No. 96 here - Nova Scotia Legislature - Bill 96 - Dismantling Racism and Hate Act (nslegislature.ca)

You can view the ‘What We Heard’ document in the right column of this page under documents. The What We Heard document summarizes the many voices our office heard along the engagement journey with our beautiful community members.

We want to thank you for your voice and contributions to this Bill, we did this together .

Discussions: All (5) Open (5)
  • Join the discussion!

    5 months ago
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    Please feel free to read the background documents. 

    We welcome comments and feedback from all Nova Scotians to help us inform this new legislation! 

    What are your thoughts on the proposed legislation?

    • What are we missing?
    • Who are we missing? 
    • What would you like to see included?
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  • Work together

    by Ge Yang, 4 months ago
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    Asians have been discriminated against a lot since the pandemic. To fight the epidemic together, we need methods rather than discrimination and accusations. In the process, everyone in the Asian community is actively participating in the fight against the epidemic, and also needs to run their lives. They also have to face discrimination from all aspects of society. It is really necessary for the government to make relevant laws to protect everyone who works hard for a living.
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  • Structural or Institutional racism

    by epiong, 4 months ago
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    Government and its institutions are quick to acknowledge the existence of these blights upon society. But they are even better at maintaining the status quo and doing as little as possible to address the issue in any substantive manner.

    The IWK contracts out housekeeping functions. These workers, despite being unionised, make about 13-17 dollars an hour, have no pension plan (!!!) and are not even worthy of consideration as actual IWK employees. At the start of the pandemic, these were the very people being hailed as health care heroes. Now, not so much. The IWK did not even see fit to pressure the employer (Crothall Services) to implement a pandemic bonus payment for these people which even the bread price fixers at Loblaw corporation (Superstores) did here for a short while in Nova Scotia.

    It is no coincidence that this workforce at the IWK is the most diverse. Like most of the IWK it is also majority female. With this contracting out policy, a policy that is very consciously designed to drive down costs to the lowest level possible, we have an absolutely magnificent example of structural racism at work. The executives at the IWK, all making well into the 6 figures in salary, would deny any racist intent, but the point is that the outcomes belie this. The excuse is always that "we are trying to save taxpayer dollars." The interesting fact is that this is always at the expense of low paid, powerless, voiceless workers.

    The results of this policy ensure that these workers are in precarious situations, that their life opportunities are limited because of their crappy wages and benefits and that any attempts to improve their lives are going to be limited by the reality of not even being paid a living wage by an employer that supposedly cares about the health and well being of the women and children of this province.

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  • Living Wages

    by epiong, 4 months ago
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    Any government contracts, including arms-length institutions like hospitals, should be legislated to only award contracts to companies that pay a living wage, that offer decent benefits and a good pension plan. This is one way to ensure that companies that want those fat juicy government dollars, are at least paying their wrokers fairly instead of just sucking up the profit that capitalists like them love to do at the expense of the actual wealth generators (i.e. the workers being robbed blind by their rentier-capitalist owners).

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  • Employment Equity and Respectful Workplace Policies

    by Anne Bishop, 4 months ago
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    I taught the mandatory Diversity and Employment Equity course for Provincial government employees from 2006 to 2011. The course was developed to signal the importance of equity issues within government, open up conversation and teach respectful language for it, and introduce the Employment Equity and Respectful Workplace Policies, which were state of the art. The course was desperately needed, along with much more effort to implement those good policies. When I consolidated my notes later, I discovered that one out of five sessions was taken over by unabashed bigotry and many of my lunch breaks involved civil servants from marginalized groups telling me their harrowing stories. I don't know if the course is still offered today, but please don't forget that you already have, or had, these policies, a plan for implementing them and a sound educational approach to making employees aware of them. Look at what is being done in other jurisdictions – are these policies still state of the art? Revisit them, update them, work out a plan to continue implementing them, restart them if they have stalled and, above all, listen to the civil servants you currently have from underrepresented groups and find and interview the many you have lost through the "revolving door" of internal mistreatment. I'm glad to see this work happening. Thank you.

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Page last updated: 04 Apr 2022, 06:18 AM