Initiatives

The Nova Scotia Human Rights Commission aims to strengthen existing partnerships while collaborating with organizations who share similar values to reduce systemic discrimination, and strengthen the ability of individuals and communities to address issues of discrimination. The commission has embarked on a number of initiatives that aim to advance human rights in the province.

Plan for the Investigation and Resolution of Aboriginal Complaints

The commission has started to implement a two-year strategic plan to increase reporting and resolution of complaints of discrimination by Aboriginal people in Nova Scotia.

An Advisory Committee has been created to advise the Director and CEO of the Nova Scotia Human Rights Commission on directions and priorities to implement the plan.

Key priorities underway include: educating staff and commissioners; developing public education materials and a community education campaign; collaborating with the Canadian Human Rights Commission to clarify jurisdictional issues when assessing complaints of discrimination; and developing a talking circle approach for resolving disputes.

The plan was launched at an Aboriginal Forum sponsored by the commission at the Membertou Trade & Convention Centre in Cape Breton on Oct. 10 and 11, 2007. This public forum was an opportunity for Nova Scotians to come together and learn about the progress and concerns of First Nations people in the province.

The commission has seen an increase in the number of complaints by Aboriginal people as a result of the launch of the framework plan.

Collaboration on Inclusion for Persons with Disabilities

The Nova Scotia Human Rights Commission and the Disabled Persons Commission have established a partnership to move forward in the protection and promotion of human rights with disabled persons in Nova Scotia. An analysis of statistical trends shows that a large percentage of complaints coming to the Nova Scotia Human Rights Commission involve physical and metal disability, about a third of inquiries and half of investigations and mediation. The majority of these cases relate to the area of employment and there are some related to access to services. In some cases there are other characteristics reported along with physical disability such as gender, race, and sexual harassment. The Disabled Persons Commission receives many calls from disabled persons who are not aware of their rights or the role and services of the Nova Scotia Human Rights Commission.

On Dec. 3, 2008, the Nova Scotia Human Rights Commission, the Disabled Persons Commission and the Collaborative Partnership Network jointly hosted a forum to bring awareness to the issues facing the disabled persons community in Nova Scotia. The symposium focused on inclusive education and employment. Future action includes establishing a human rights framework for social and economic inclusion of disabled persons in Nova Scotia.

The inaugural event consisted of two series of panel presentations, a café dialogue, and a luncheon that included the unveiling of the Persons with Disabilities Employer of the Year Award by the Lieutenant Governor.

A report on the Symposium will be posted on all the agency websites.

Employment Equity Partnership

The Nova Scotia Human Rights Commission is embarking on a new initiative to replace the Affirmative Action Agreement. The new Employment Equity Partnership Agreement will promote inclusion and diversity in the workplace. Employers are encouraged to foster continued learning through sharing knowledge with partners.

The Employment Equity Partnership encourages open dialogue and collaboration with employers, employees, academics, businesses and communities across Nova Scotia. The goal is to eliminate discrimination and the barriers to equity and employment for disadvantaged groups within our communities.

An Advisory Committee has been established and a promotional breakfast was held on May 1, 2009 to introduce people to the new initiative. The program will be piloted this year and launched in 2010.

Mental Health Advocates Training Project

In January 2002, a settlement was reached in a complaint by H. Archibald Kaiser against the Executive Council of Nova Scotia. Part of the agreement involved the government making funds available to assist people with mental disabilities gain access to legal education and other advocacy and justice services. The government agreed to provide $90,000 over three years to the Nova Scotia Human Rights Commission, to be allocated as determined by the commission, in consultation with the Nova Scotia Disabled Persons Commission, through a call for proposals from appropriate mental health associations and/or consumer advocacy groups for discrete projects to accomplish some or all of the following objectives:

  • Determine what services are presently available and how they could be better delivered to those most in need, and to ensure that there is no duplication of any existing programs or services
  • Assist in providing public legal information on disability and equality issues
  • Develop a protocol with relevant stakeholders to ensure information is available in hospitals and other applicable locations confirming rights and services available to mental health consumers in contact with the medical/justice systems
  • Assist the provincial government in understanding the needs of people with disabilities in law reform efforts
  • Engage in such other activities as determined by the Nova Scotia Human Rights Commission which promote the equality of people with disabilities

During the first phase of the project, Reach Nova Scotia, a charitable organization providing access to justice and human rights, received the first grant of $30,000 from the Nova Scotia Human Rights Commission. They developed a framework for legal education and advocacy for mental-health consumers.

The second funding allocation was granted to the Legal Information Society of Nova Scotia. Their project, "Legal Support Service Training Program", was conducted in partnership with the Canadian Mental Health Association. Building on the first phase, the result of the project was the development of an extensive resource manual for training mental health advocates. This manual includes seven comprehensive modules aimed at training people to be effective advocates for people with mental illness who may not be aware of their rights, and need help accessing services or addressing issues that infringe on their dignity and self-worth.

The third and final phase of the project was launched in May, 2009. The Canadian Mental Health Association has partnered with the Legal Information Society and the Dalhousie School of Nursing to develop a model to deliver the training modules that contribute to a provincial advocacy network, and to pilot test the training content. The expected date of completion of the work is May 2010.

Charting a Course Toward Equity and Inclusion: Advancing Social Work's Agenda

The work of the Nova Scotia Human Rights Commission was highlighted at a workshop presentation during a national social work conference in Toronto May 22 - 25, 2008.

Highlights included approaches the commission developed to help organizations chart a course toward equity and inclusion. This knowledge can be used to assess workplace policies and practices and better serve clients. It can promote better relations between diverse groups of people and prevent conflict.

The workshop also focused on employment practices. The commission recognizes there are many challenges facing employers in today's rapidly changing global world. The public expect a greater expression of socially responsible employment practice and increased transparency and accountability. Employers are expected to be in compliance with human rights legislation and demonstrate a commitment to a diverse, inclusive and healthy work environment.

Founded on principles of human rights and social justice, the social work profession can play a leadership role in promoting fairness and working to reduce barriers toward equity. Social workers can also act as advocates to influence the practices of other agencies and organizations. As active and respected community members, they can help people from other cultures to be accommodated and receive equitable access to services such as social assistance, employment and education programs.

The workshop addressed the following objectives:

  • Building understanding of participants' assumptions about diversity and other cultures and impact on services we deliver
  • Providing a framework to help assess risks of discriminatory workplace practices
  • Examining strategies that promote more diverse, inclusive and healthy work environments