OBJECTIVE 4 - REDUCE VIOLENCE IN SOCIETY, PARTICULARLY VIOLENCE AGAINST WOMEN
AND CHILDREN

INTRODUCTION

178    Violence against women has been defined in the United Nations
Declaration on the Elimination of Violence Against Women as: "...  any act of
gender-based violence that results in, or is likely to result in, physical,
sexual, or psychological harm or suffering to women, including threats of such
acts, coercion or arbitrary deprivations of liberty, whether occurring in
public or private life." It is rooted in attitudinal, structural and systemic
gender-based inequalities.  Violence against women occurs in many kinds of
social relationships and contexts and cuts across all racial, social,
cultural, economic, political and religious boundaries.  Women who face
additional inequality because of disability, age, cultural identity, class and
sexual orientation also experience violence unequally.  

179    Globally, much attention has been focused on the issue of violence
against women in recent years.  Canada has been a leader in this regard, with
its initiatives leading to the adoption by the United Nations' General
Assembly of the Declaration on the Elimination of Violence Against Women in
December 1993, and to the appointment by the United Nations' Commission on
Human Rights, in 1994, of a Special Rapporteur on Violence Against Women. 
Domestically, attention has also been focused on this issue, including
parliamentary reports on violence, the Canadian Panel on Violence Against
Women, as well as the activities of women's organizations and front-line
workers, women survivors of violence and academic researchers.  

180    Women's unequal situation renders them more vulnerable to male violence. 
It is well established that Canadian women are most likely to be victimized by
men they trust, respect and love.29/  For many, the fear of violence restricts
their choices and ability to participate fully and freely in society.  

181    Over the last two decades, federal, provincial, territorial and
municipal governments have undertaken extensive and wide-ranging initiatives
to address violence, particularly violence against women.  Working alongside
its partners, the federal government is committed to an ongoing effort.  In
1993, Statistics Canada's Violence Against Women Survey found that 51 percent
of women in Canada reported having experienced male violence, defined as
physical or sexual assault considered an offence under the Criminal Code.30/ 
Three in 10 currently or previously married women have experienced at least
one incident of physical or sexual violence at the hands of a marital partner. 
According to a homicide survey conducted by Statistics Canada, married women
are nine times as likely to be killed by a spouse as by a stranger.31/  The
pervasiveness of violence is demonstrated in Statistics Canada's findings that
42 percent of women aged 15 and over felt unsafe walking in their own
neighbourhood after dark and that 23 percent of women had been sexually
harassed in the workplace.  The survey supported the theory of
intergenerational abuse, having found that women whose fathers-in-law were
violent were three times more likely to experience violence than those whose
fathers-in-law were not violent.32/

182    Violence against women and children takes place against a broader
societal backdrop of violence.  In 1993, 10 percent of reported crimes in
Canada were violent.33/  This represents a doubling of the rate of reported
violent crime since 1978.  It likely reflects both an improved reporting and
an actual increase in the incidence of violence, especially violence against
women and children.  Through submissions to parliamentary committees, opinion
polls and the media, many Canadians have stated that the current level of
violence in our society is unacceptable.  The culture of violence, fed by the
glamorization of violence in the media, is also unacceptable to many.  

183    The scope and extent of violence generally, and violence against women
and children in particular, underline the importance of multilayered,
multidisciplinary and multifaceted approaches to its reduction.  Efforts to
create safer homes and safer communities and to educate the public on issues
related to violence against women are intertwined.

REDUCING VIOLENCE AGAINST WOMEN AND CHILDREN: PRIORITIES FOR ACTION

184    The federal government is addressing violence against women within its
overall framework of reducing violence in society.  It recognizes that
violence needs to be confronted at its roots.  Reducing violence against women
and children means righting the economic, cultural, social, legal, political
and other bases of inequality.  Social institutions, attitudes and practices
that perpetuate inequality and reinforce violence against women must change. 
Relationships built on an equitable balance of power and mutual respect
between genders must be fostered.  

185    The federal government's strategy to reduce violence and assure the
safety of women and children in all living situations and workplaces in Canada
is based on a model of partnership among a number of federal departments and
agencies.  It is also predicated on a relationship of co-operation and
co-ordination with other levels of government that are working to reduce
violence and provide services on the front lines.

186    The federal government believes that women's vulnerability to male
violence can be diminished through the actions laid out in The Federal Plan
for Gender Equality as it extends to sectors such as health, economic
structures, cultural life, the workplace, the media and governance (see
Objectives 2, 3, 5, 6 and 8).  When women's mental and physical health is
strong, when women increase their financial autonomy, when institutions such
as the media, the courts and the workplace agree to send signals that violence
is not acceptable, we can expect that the prevalence of this problem will
decrease.  

187    The federal government will continue to consult and collaborate with its
public- and private- sector partners and NGOs to reduce all forms of violence. 
The dissemination of the Community Kit and the Community Stories on violence
against women are examples of this collaboration.  The federal government will
continue its practice of consulting with women's organizations working
actively on issues concerning violence against women.  For example:

       - 188        in June of 1995, the Minister of Justice, in collaboration
with the Secretary of State (Status of Women) and other Ministers, held a
second consultation with 67 women's organizations from across the country, to
discuss priority issues concerning violence against women in Canada.  During
the final day of the consultation with Ministers and ministerial
representatives, various activities to be undertaken by the federal government
were identified.  Recommended courses of action will guide departments and
agencies in promoting the safety and equality of Canadian women and in
developing policies and programs to address violence against women.

189    The federal government has already begun to reassess its activities
addressing family violence and violence against women in the context of its
broader strategy on violence in Canadian society, to increase efficiency and
co-ordination and strengthen its commitment to reduce violence against women. 


Contributing to Community-Based Action

190    Community-based action is an important strategy to reduce violence.  The
federal government is committed to: 

       - 191        supporting work undertaken by women's organizations to
address the root causes of violence and developing strategies that result in
long-term systemic change;

       - 192        pursuing the National Strategy for Community Safety and
Crime Prevention;

       - 193        assisting Aboriginal women's organizations to develop
community resources, and to examine and institute culturally appropriate and
holistic approaches to the healing of their communities (see also Objective
3);

       - 194        working with ethnocultural, immigrant women's,
immigrant-serving and other non- profit organizations to develop funding
proposals to address violence against women in the family;

       - 195        supporting work that addresses the mental health of women
affected by violence and emotional/psychological abuse (see also Objective 3);

       - 196        supporting work, including the development and dissemination
of information on models and guidelines, that addresses the needs of abused
women living in poverty and in rural, northern or isolated communities, and
the needs of  abused women with disabilities (see also Objective 2);

       - 197        harnessing the use of modern technology to improve access to
and dialogue with northern Aboriginal communities for the resolution of
violence in these communities, including violence against women in the family
and in other spheres of community life (see also Objective 5);

       - 198        increasing co-ordination among government departments and
agencies and other jurisdictions and sectors with a stake in women's
violence/safety issues;

       - 199        facilitating federal interaction with ethnocultural
communities, immigrant women's organizations and immigrant-serving
organizations, scholarly researchers, minority writers, video producers and
others to address violence issues (see also Objective 5);

       - 200        researching how personal safety issues can be best addressed
in housing design (see also Objective 3); and

       - 201 assessing future social programs, services and initiatives to
ensure that the issue of violence against women is addressed where appropriate 
(see also Objective 2).

Supporting Information Exchange and Education

202    Information exchanges and education are necessary to promote the sharing
of innovative ideas, tools and experiences that help prevent violence against
women and that improve intervention should violence occur.  To this end, the
federal government is committed to:

       - 203 supporting the National Clearinghouse on Family Violence (NCFV)
and its governmental and community partners to continue development and
dissemination of resource materials for public education, information
exchanges and co-ordination, and to increase the accessibility of its
information through the electronic information highway;

       - 204 working in partnership with the provinces and territories and the
private and NGO sectors to develop innovative solutions, intervention models
and training materials;

       - 205 enhancing the capacities of the health service sector to recognize
and respond to the needs of vulnerable/high-risk groups including women (see
also Objective 3);

       - 206 maintaining an urban Aboriginal framework for services and
programs through the Native Friendship Centre network to help Aboriginal women
address their needs and concerns about violence (see also Objective 5);

       - 207 broadening the reach of the Canadian Association of Broadcasters'
public service announcement campaign (see below) by working with provincial
and territorial counterparts and private sponsors to promote and share
public-awareness and training resources (see also Objective 5).

Increasing Media Awareness and Involving the Media in Counteracting Violence

208    The federal government recognizes the significant impact of violence
against women portrayed in the media and will continue to dedicate efforts to
work in partnership with the broadcasting industry to address this issue. 
Since 1993-94, several government departments have been working with the
Canadian Association of Broadcasters on a public service
announcement/social-marketing strategy on violence in society, known as the
National Media Violence Strategy.  Its three major goals are to reduce media
violence through voluntary industry action, to use the media as a positive
force to change people's attitudes toward violence and to promote media
education for children, parents and all viewers.  Its six components for
action are regulatory measures, television programming classification and
other viewer aids, public awareness and media literacy, quality children's
programming, ongoing research and evaluation, and international collaboration. 
Key to the strategy is the broadcast of television and radio public service
announcements (PSAs).  Each year, private broadcasters contribute over $10
million in free air time; the federal government provides funding for the
production of the PSAs and provides expertise on the issues.  The federal
government is committed to: 

       - 209 continuing to promote awareness of violence issues through Phase
II of the Speak Out Against Violence campaign.  In 1995-96, the themes are
violence against women, violence against children and media literacy.  To
reach beyond its federal partners, Phase II of the campaign will include
educational material and an information kit adapted for different audiences
and uses.  These include private TV and radio broadcasters and grassroots
organizations including the Canadian Association of Chiefs of Police, the
Canadian Medical Association, Canadian Parent-Teachers Association, SchoolNet,
etc.;

       - 210 in partnership with Television Northern Canada, developing in
several Aboriginal languages, public service announcements on media violence
directed to northern Aboriginal viewers (see also Objective 5); and

       - 211 consulting with media representatives and organizing information
sessions to foster a better understanding of status of women issues among the
media so that coverage is informed by a gender-based analysis.

212    To further progress on the issue of media violence, the Canadian
Radio-television and Telecommunications Commission will:

       - 213 continue to work with the cable association, specialty services
and foreign programming services, the last sectors of the broadcasting
industry to have their plans and/or codes on violence approved by the
Commission; and

       - 214 hold public hearings on the issue of violence in television
programming starting in October 1995.


215    In addition, the federal government through the National Film Board
(NFB) is committed to:

       - 216 producing more films on the issue of violence and the media; it
will soon release the first two in a series of productions dealing with
violence issues aimed at teenage girls aged 15 to 19;

       - 217 subject to successful funding partnerships, continuing to support
the NFB Media Awareness Network, an electronic data base and platform for
interactive conferences - recently placed on Internet - that serves as a
national and international forum for dialogue, information sharing and action
on the subject of media literacy.  It aims to develop awareness and lessen the
impact, particularly on children, of aggressive and antisocial images and
messages (including violent messages); and

       - 218 releasing for broadcast (and to school/home video markets) a
live-action half-hour drama that encourages children to think and talk about
the violence portrayed in the television programs and movies they watch.

Supporting Shelters for Battered Women and Children

219    The federal government, through the Canada Mortgage and Housing
Corporation, is committed to providing social housing support to victims of
violence.  To this end, the federal government is committed to:

       - 220 continuing to provide a subsidy under the non-profit housing
program to support shelters for victims of violence in Canada in 1995-96;

       - 221 improving existing shelters to accommodate the special needs of
children, persons with disabilities and older clients;

       - 222 developing emergency and second-stage shelters where there is a
demonstrated need and where support for operational funding is available
(there is a need to address the lack of shelters in rural areas);

       - 223 reviewing the availability of operational-funding support for
on-reserve shelters; and

       - 224 maintaining its traditional role of shelter support and seeking
new, innovative and effective approaches and roles to support the development
of safe streets and safe homes.

Achieving Criminal Justice-related Reform

225    The federal government has sought to improve the protection of women and
children from violence and sexual abuse through criminal justice reform
measures, and will continue to do so in consultation with women's
organizations.  The federal government has introduced a number of reforms to
the Criminal Code, including:

       - 226 making it possible for police and others to apply for peace bonds
on behalf of women at risk, as well as making the breach of a peace bond a
more serious offence (the penalty has been increased to a new maximum of two
years' imprisonment);

       - 227 amending the sentencing provisions of the Criminal Code to ensure
that an offence committed by a person in a position of trust or authority to
the victim must be considered an aggravating factor in sentencing;

       - 228 amending legislation to remove the defence of extreme intoxication
for crimes of violence, such as sexual assault and assault; and

       - 229 working with its provincial and territorial counterparts to
address the legal and justice-related problems of visible minority women (see
also Objective 3).

230    The federal government also provides financial assistance to provincial,
territorial and municipal governments, private-sector organizations, community
groups and individuals to develop short-term, discrete programs, services,
training, conferences and public legal-education projects designed to promote
and implement reforms in the justice system.  The issue of violence against
women and children will continue to be a high priority for these programs.

231    Within its sphere of jurisdiction on matters related to the
administration of justice, the federal government will continue to provide
direct services relative to the issue of violence against women.  Specifically
the federal government is committed to: 

       - 232 conducting socio-legal research in support of Criminal Code
reforms and into other aspects of violence against women (these include
research and evaluation of legislation, and procedural practices and programs
that aim to assist women experiencing violence or the threat of violence);

       - 233 maintaining ongoing consultations with women's organizations on
the federal role and its specific priorities for action in the area of
violence against women (see also Objective 6);

       - 234 providing family violence awareness training to the Royal Canadian
Mounted Police (RCMP) to improve officers' capacity to respond to this form of
violence, and completing the development of an intensive course on
sexual-assault investigation;

       - 235 evaluating pilot training courses to provide First Nations' police
officers with training on how to deal with violence against women in the
family, and child sexual abuse;

       - 236 continuing to research, provide and evaluate a range of
interventions dealing with violence against women for federally sentenced male
offenders; the federal government will also continue to develop and offer
violence-related programs and services to federally sentenced women, the
majority of whom are survivors of abuse and trauma (programs such as Survivors
of Abuse and Trauma will assist the women's healing processes; mother/child
and parenting programs are intended to assist women to maintain their
relationships with their children if it is in the best interest of the child,
and to develop better parenting skills.  These programs should help to break
the cycle of violence in the lives of these families); and

       - 237 ensuring that a history of violence against women is seriously
considered in decisions to grant parole to offenders.  The National Parole
Board's current review of its decision-making policies and processes, and
Board member training, will also be sensitive to this issue.

Addressing Violence in First Nations' On-reserve and Inuit Communities

238    The federal government continues to support initiatives in First
Nations' on-reserve and Inuit communities that address violence against women
in the family, specifically:

       - 239 community-based services to help in the prevention, intervention
and treatment of violence against women (see also Objective 3); and

       - 240 research, evaluation and professional training activities that
address violence against women in the family, that increase recognition of
abuse and that explore healing models (see Objective 3).

Supporting the Protection of Women Refugees Whose Safety is at Risk

241    Through Citizenship and Immigration Canada's Women at Risk Program, the
federal government helps women refugees in precarious situations in countries
of first asylum where local authorities cannot ensure their safety.  This
includes women in physical danger or living in perilous, unstable and/or
dangerous situations.  The federal government is committed to helping women
refugees selected by the Women at Risk Program to resettle in Canadian
society.

242    In March 1993, the Immigration and Refugee Board issued guidelines to
assist members of the Board in making decisions on refugee claims based on
gender-related persecution.  The guidelines are used by board members in
applying the definition of Convention refugee to women claiming gender-related
persecution in their countries of origin and in addressing women refugee
claimants' needs during the refugee hearing process.  The guidelines, an
international first, reaffirmed Canada's leadership role in protecting and
promoting the human rights of women and set the stage for a landmark
immigration ruling (May 1994) that enabled a young woman to claim refugee
status on the basis of risk of female genital mutilation (see also Objective
3).  Citizenship and Immigration Canada has provided the guidelines to visa
offices, with instructions on how to interpret the guidelines in the context
of selection of refugees and resettlement from abroad.

243    On June 1, 1994, Citizenship and Immigration Canada adopted a
Declaration on Refugee Protection which recognizes women's rights as human
rights.  The Declaration guarantees that women fleeing persecution have access
to the physical, psychological and moral security they need.

Promoting Women's Safety in the Workplace

244    The federal government recognizes that attitudes leading to violence
against women in society are often transferred to the workplace.  The federal
government is committed to addressing the causes of workplace violence against
women, including sexual and other forms of gender-related harassment, by: 

       - 245 conducting consultations with employer and labour representatives
to treat violence as an occupational safety and health issue pursuant to the
Canada Labour Code; and

       - 246 exploring the potential for an integrative process whereby
activities to eradicate violence are inherent in workplace programs.  This
includes producing for both unions and employers a "best practices" model on
workplace responses to violence against women (see also Objective 8).

Undertaking Research and Analysis on Issues Related to Violence Against Women

247    Statistical information on violence against women and other crimes will
continue to be collected and widely published by the federal government.  It
is committed to:  

       - 248 working in partnership with the national network of five Research
Centres on Violence Against Women;

       - 249 supporting social policy research that focuses on approaches to
reducing violence against women immigrants, and women who are members of
ethnocultural and visible minorities;

       - 250 continuing the analysis of data from the comprehensive Violence
Against Women Survey conducted in 1993; and

       - 251 broadening the base of available data and research findings on
violence against women by continuing to collect, analyze and disseminate crime
data (including crimes against women) from the Homicide Survey and Uniform
Crime Report and the General Social Survey - Criminal Victimization and
Accident Cycle; and conducting a third Transition House Survey - a survey of
residential services for abused women - to broaden the base of available data
and research findings on services for women victims of violence.

REDUCING VIOLENCE IN SOCIETY: PRIORITIES FOR ACTION 

252    The federal government recognizes that the context of violence in
society is much broader than the issue of violence against women alone.  A
number of activities intended to ensure greater community safety will have an
impact on women's safety.  These are highlighted below.  

Firearms and Weapons

253    The federal government has introduced a package of legislative reforms,
including amendments to the Criminal Code and a new Firearms Act (Bill C-68)
which are presently going through the parliamentary process.  The Bill
provides a system to license possession and use of firearms, a national
registration system for all firearms, and a mandatory minimum sentence of four
years in prison and a lifetime prohibition against the possession of a
restricted or prohibited firearm upon conviction of specific violent offences,
including sexual assault with a weapon and aggravated sexual assault. 
Universal registration of firearms will enhance women's safety by assisting
police to enforce court-ordered prohibitions and will contribute to safer
police interventions when responding to domestic calls.

254    The federal government will continue to intercept at Canada's borders
illegally imported weapons, drugs or any potentially injurious material that
could jeopardize community and individual safety.

High-Risk Violent Offenders and Sex Offenders

255    The federal government has established a national information system,
based on changes to the Canadian Police Information Centre (CPIC) system
operated by the RCMP, to make more and better information available to
organizations and employers to help them screen out child sexual abusers
applying for positions involving children.

256    To improve measures for dealing with high-risk offenders, the federal
government, with the co-operation of the provinces and territories, is
researching the factors for successful dangerous-offender applications.  It is
setting up a computerized flagging system to alert Crown Attorneys to review a
case for possible application, is considering introducing a long-term offender
category in the Criminal Code, and is examining the issues related to
post-sentence detention.

257    The federal government is also developing a treatment program for
impulsive and persistently violent offenders and national standards for the
assessment, treatment and risk management of sex offenders.

Hate Crimes

258    Legislation pertaining to sentencing reform will come into effect in
January 1996.  Among its provisions, offences considered by a judge to be
motivated by hate based on the victim's sex, race, national or ethnic origin,
language, colour, religion, age, mental or physical disability or sexual
orientation will be subject to longer sentences.

259    The federal government is also monitoring hate crime and its victims who
may include lesbians and women of colour, and is working with provincial and
territorial governments to develop a training program for police officers on
how to deal with hate crimes.

Community Policing

260    The federal government is committed to promoting community policing as
the most appropriate means of responding to the concerns and safety needs of
all Canadians and all types of communities.

Other Justice System Reforms

261    The federal government seeks to improve the criminal justice system by
making it more accessible to vulnerable groups, including women.  Activities
that relate to women's safety include:

       - 262 ensuring that women with disabilities have better access to the
criminal justice system and that their particular vulnerability is considered
in ongoing reviews of federal legislation;

       - 263 continuing collaboration with federal-provincial/territorial
colleagues to identify the legal and justice-related problems of visible
minority women, and to develop appropriate responses in the area of violence
against women;

       - 264 holding special consultations with Aboriginal women's
organizations to enhance the responsiveness, fairness, inclusiveness and
effectiveness of the justice system to Aboriginal people (see also Objective
6);

       - 265 working with its provincial partners to create unified family
courts, including support services such as mediation and counseling, for the
resolution of family-law disputes in a more informal and less confrontational
setting;

       - 266 continuing collaboration with women's organizations on issues of
particular concern to women, such as the proposed amendments to the Criminal
Code on the disclosure of confidential therapeutic records; and

       - 267 ongoing work to determine appropriate legislation and policy
concerning prostitution-related activities.

OBJECTIVE 5 - PROMOTE GENDER EQUALITY IN ALL ASPECTS OF CANADA'S CULTURAL LIFE


WOMEN'S HISTORICAL AND CONTEMPORARY ROLE IN CULTURAL LIFE

268    Women have played a vital role within the family, community, government
and industry in shaping the cultural life of Canadian society, both
historically and in contemporary society.  Cultural life encompasses a vast
array of activities such as the preservation of natural and heritage cultures,
cultural development of communities, the arts, cultural industries,
broadcasting and sport.  Women's contributions to cultural life have been
crucial to progress toward the removal of barriers to the full participation
of all persons in Canadian life.  Their contributions draw on the fundamental
values of fairness, equality and appreciation of diversity which unite
Canadians from all backgrounds.  Despite their important legacy and
participation in Canada's cultural life, and notwithstanding the advances that
have taken place, particularly during the last two decades, women's
representation in history, their access to the means of cultural expression
and their participation in cultural decision making lag behind those of their
male counterparts.  For example, most of Canada's historic sites do not
adequately commemorate the contribution of women to Canada's development. 
While the proportions of men (54 percent) and women (46 percent) employed in
the cultural sector in Canada are similar to the proportions of men and women
in the labour force as a whole, women are still under-represented in
non-traditional and technological fields and in higher-paid and
middle-to-senior management positions throughout the cultural sector.  Women's
lack of equitable access to entrepreneurial program opportunities for skill
development and support, to government procurement and to venture and
development capital pools for cultural enterprises remain areas of concern. 
Finally, women continue to be under-represented in senior management levels
within cultural and sport organizations and boards of cultural
institutions.34/

Women's Participation in the Cultural Development of Communities

269    One of the hallmarks of Canadian society and identity is the tremendous
diversity of our people.  As mothers, teachers and participants, women have
played an important role in defining and transmitting cultural heritage in
families and communities.  Attitudinal and structural barriers prevent many
women from fully participating as equal partners with men in the home and the
community.  They are often left out of the decision-making process, and their
contributions and ideas are regarded with lesser importance.  This is
particularly so given the likelihood of their "double days" and the customs
and cultural particularities that tend to limit their participation.

CHANGING TECHNOLOGY AND THE GLOBALIZATION OF CULTURAL EXPRESSION

270    Women's access to the rapidly changing media and technological means for
cultural expression is currently unknown.  It is reported that cyberspace is a
male-dominated arena: the absence of equity and access-related research in
this area is of ongoing concern.  For example, it appears that women do not
use the Internet or Freenet to the same extent as do men.  This is of concern,
given that much of the information needed to make informed decisions in
today's world, and even the decision-making process itself, is being conducted
along the cables of cyberspace.  Those without access to this new technology
that is rapidly transforming the way business is done, will be left out of the
mainstream.  Indeed, some have referred to this as a revolution that will
result in a transformation of social relationships akin to those that followed
the Industrial Revolution.  Rapid global expansion of telecommunications and
the deregulation of markets may reverse gains women have made in achieving
equality of access to participation in all forms of cultural expression.


NEGATIVE OR INACCURATE PORTRAYALS OF WOMEN IN CONTEMPORARY CANADIAN SOCIETY

271    Negative or inaccurate portrayals of women's lives in commercials,
television programs and music videos continue.  In some cultural sectors,
portrayal standards have successfully addressed the problem.  Nevertheless,
the pace of change is slow.  Stereotypical images and negative messages about
women, particularly women who are perceived to be outside the dominant
culture's ideal type of woman, and about women's sexuality persist in a range
of media formats.  The problem is compounded by Canadian consumption of
foreign media products that reinforce these images and messages.  

272    A 1992 survey conducted by the Canadian Association for the Advancement
of Women and Sport and Physical Activity (CAAWS) revealed that men's sport
dominates 92 percent of the sport pages in national newspapers; women received
three percent and mixed gender coverage received five percent.35/

Sport

273    Although the participation of women athletes, coaches and administrators
in sport has been growing, there is still a perception in some cultures that
sport is not an acceptable activity for girls.  There has not been an
increased representation of women in leadership roles within sport, nor an
increase in women's sport coverage in the media.  Neither is there sufficient
movement toward equitable levels of funding and sponsorship for women's sport
programs.  Women athletes and women's sporting events do not enjoy the same
level of private sponsorship as do men athletes and men's sporting events.36/

Priorities for Action


274    The federal government will continue to help organizations and other
institutions to be more reflective and inclusive of the diversity of women in
Canadian society.  


275    The federal government will continue to support activities that reflect
an accurate portrayal of women.  This would include, but not be limited to,
the work of organizations that seek to improve the portrayal and status of
women in the media and to eliminate media sexism and stereotyping (see also
Objective 6).

276    The government will facilitate institutional change in order to promote
equity of, and active participation by, Canadian women of all origins in
Canada's political, economic, social and cultural institutions.

Enhancing Women's Participation in Canada's Cultural Development and Heritage

277    The federal government is committed to enhancing women's participation
in the cultural development and heritage sectors.  Overall, the federal
government is committed to continuing to:

       - 278 adopt strategies to assist women cultural workers to participate
fully and to advance within the cultural sector (see also Objective 2);

       - 279 encourage women to enter the more technical fields of cultural
industries, such as sound recording and film making (see also Objective 2);

       - 280 assist with training and development in the cultural sector by
working closely with the Cultural Human Resources Council and ensuring that
the Council's training and development programs address the special training
needs of women (see also Objective 2);

       - 281 build partnerships at the federal level and within other levels of
government and the private sector;

       - 282 encourage cultural and sport organizations funded by the federal
government to employ women in all capacities, especially in non-traditional,
technical and management roles (see also Objective 2); and

       - 283 encourage an increase in the appointment of women to the
management boards of federal sport and cultural institutions (see also
Objective 6).

Commemorating Women in Canadian History 

284    Canada's system of federal parks and historic sites is an important
venue for celebrating the role of women in Canadian society.  To promote fully
the historical role of women in Canadian society, the federal government is
committed to: 

       - 285 expanding the commemoration of women's history through the
identification of new National Historic Sites;

       - 286 enhancing the interpretation of relevant aspects of women's
history at existing National Historic Sites; and

       - 287 designating women and culture as the focus of Women's History
Month, October 1996.

Promoting Women in Heritage Program Development

288    To strengthen the shared sense of Canadian identity that respects the
diversity of this land and its people, the federal government will ensure that
Canada's natural and cultural heritage is preserved and enjoyed.  The federal
government assists and supports museums across the country to foster the sound
management of Canada's heritage collections.  Federal support is based on
criteria specific to the goal of preserving Canadian heritage.

289    The federal government is committed to raising the representation of
women in middle-to- senior management levels in the museum community by: 

       - 290 analyzing the cultural labour-force information available from
Statistics Canada to assess women's participation as workers and volunteers in
the cultural labour force, to identify the barriers and to redress the
under-representation of women (see also Objectives 2 and 8).

Fostering Women's Participation in the Arts 

291    The federal government strives to foster an environment for the arts to
flourish in Canada, and to nurture a shared sense of Canadian identity. 
Development of the performing, visual, literary and media arts is supported by
the federal government through tax measures, grants and contributions,
legislation, consultation and research.

292    The federal government is committed to supporting women's participation
in, and contribution to, the arts in Canada.  The Cultural Initiatives Program
provides funding of more than $10 million annually to support over 250
programs, many of which are women's contributions to Canadian culture.  To
allow public access to information collected under the Cultural Initiatives
Program, an electronic data base is being developed.

293    To support women's participation in the arts in Canada, the federal
government is committed to: 

       - 294 continuing to provide funding on a priority basis to promote
women's cultural initiatives and interests.

Enhancing Women's Participation in Cultural Industries and Broadcasting

295    The federal government seeks to strengthen Canada's cultural industries
through policies, programs and legislation in the fields of film and video,
sound recording, publishing and copyright law.  Grants are provided through
agencies such as Telefilm and the National Film Board (NFB).

296    The NFB is home to the internationally acclaimed forum for women film
makers - Studio D, one of NFB's activities to encourage the involvement and
accurate portrayal of women.  The goal of Studio D is to make films that
encourage discussion and dialogue among women, and that promote action to
improve the status of women in society.  Each year, three or four films are
launched, and many more are in various stages of production.  The National
Film Board also provides specific support to Aboriginal women and women of
colour through apprenticeships, workshops and a resource bank directory.  The
Regards de femmes program encourages women creators, film makers and
technicians to undertake French-language projects that reflect the social,
cultural, economic and political concerns of women.  The Federal Women's Film
Program (FWFP) heightens viewers' awareness of, and sensitivity to, the
position of women in Canadian society.  Under the auspices of the FWFP,
English and French films for, by and about women are available for rental or
purchase, for public screenings or television broadcasts.

297    The federal government is committed to: 

       - 298 ensuring that women continue to have opportunities and resources
for film production; and

       - 299 continuing, through the NFB, to produce films that stimulate
discussion and promote action on women's issues (see also Objective 4).

300    The federal government establishes the framework and monitors the
performance of private-sector initiatives and provides regulatory direction to
the Canadian Radio-television and Telecommunications Commission (CRTC).  By
recommending appointments to working groups, advisory panels and other bodies
examining issues in Canadian broadcasting, the federal government seeks to
include the concerns, views and needs of women.  The CRTC has the ongoing
responsibility to ensure that policies embodied in the Broadcasting Act are
implemented, including employment equity and policies addressing the accurate
and positive portrayal of women in Canadian broadcasting.

Sport

301    To continue to improve the status of women in sport in Canada,37/ the
federal government is committed to:

       - 302 promoting equitable coverage of women's sport in the media;

       - 303 providing equitable funding for women to participate in sport;

       - 304 ensuring that sport organizations demonstrate gender equity
practices as a condition for receiving federal funding (see also Objective 6);

       - 305 supporting the development of women role models, including
leaders, decision makers, athletes, coaches and officials (see also Objective
6);

       - 306 supporting programs to increase the number of women who
participate in and advance to the highest levels of the National Coaching
Certification Program, to increase access for women to part-time and full-time
coaching positions and to increase the number of women coaches appointed to
national teams; and 

       - 307 assisting in monitoring the number and ratio of women in sport
leadership (including coaching) positions.

Multiculturalism

308    The federal government will continue to promote cross-cultural and
intercultural understanding by the public and acceptance of diversity in
Canadian society so the roles and contributions of all Canadian women,
regardless of their ethnicity, are recognized and valued.

309    The federal government will continue to work in partnership with
institutions, communities and all levels of government to identify and remove
barriers that impede full access and equitable participation by all Canadian
women, including women who are members of ethnocultural and visible
minorities.

310    The federal government will also support the development of professional
expertise and institutional capabilities so policies, programs and services
are designed, developed and delivered in recognition of the multicultural
reality in Canadian society, including issues affecting women.

311    With specific regard to culture, the federal government is committed to
helping to reduce the employment barriers and other obstacles facing
first-generation Canadians and members of ethnocultural and visible
minorities, particularly women, within the artistic and performing arts world. 
Federal multiculturalism programs will continue to promote institutional
change and support the professional development of artists and groups who help
Canadians understand the challenges of a pluralistic society.  

312    To enhance the participation of first-generation Canadians and women who
are members of ethnocultural and visible minorities, the federal government is
committed to: 

       - 313 working with provincial, territorial and municipal governments to
promote more inclusive cultural programs and policies; and

       - 314 providing women who are members of ethnocultural and visible
minorities with gender-sensitive technical and financial support to further
their participation in the artistic and performing arts.

Aboriginal Citizens

315    The federal government will continue to help Aboriginal women to
maintain their cultural distinctiveness and to address their cultural identity
and other issues by:

       - 316 funding Aboriginal women's organizations for projects and research
in cultural areas;

       - 317 supporting Aboriginal broadcasters to explore the role that
Aboriginal women play in the cultural lives of their communities and to
explore Aboriginal women's, children's and family issues; and

       - 318 entering into agreements with the territories to support the
renewal and maintenance of northern Aboriginal languages.

Advancing Women's Contributions to Canadian Identity

319    The federal government actively supports efforts to advance women's
contributions to Canadian identity.  It is committed to:

       - 320 encouraging the Association for Canadian Studies (ACS) to increase
the participation of women in the organization, to promote women researchers
who reflect Canadian women's perspectives, to address issues relevant to women
via conferences and its awards program, and to provide scholarships to women
enrolled in Canadian studies programs in Canadian universities;

       - 321 making the federal Canadian Studies Program assessor network more
gender- inclusive, by encouraging the participation of women's studies
organizations, and building a network of women specializing in multimedia and
civics education;

       - 322 encouraging publications that address gender equity and that raise
awareness of the status of women and their contribution to various aspects of
Canadian society;

       - 323 celebrating women's education in Women's History Month in October
1995; and

       - 324 ensuring that young women participate equitably in the Open House
Canada Program, a program that provides opportunities for school-aged youth to
increase their knowledge, appreciation and respect for the diversity of
Canadian society and its institutions.

Women and Official Languages 

325    The federal government supports the use of both official languages and
women's participation in programs that support the official languages.  This
includes taking the needs of women in official-language minority communities
into account in federal legislation, policies and programs.  

326    The federal government is committed to: 

       - 327 seeking the co-operation of the provinces to gather information
(including by gender) about recipients of bursaries awarded to Canadians
studying in the official language other than their mother tongue and, if
required, to take measures to increase women's awareness of the Summer
Language Bursary Program;

       - 328 ensuring that negotiated intergovernmental agreements on official
languages include a clause to enhance gender equality;

       - 329 ensuring that research projects on official language communities
gather information on the situation or status of women; and

       - 330 ensuring that the special situations and needs of women in
official-language minority communities are taken into account in the
development of federal policies and programs and in the action plans produced
by departments under the Official Languages Act.

OBJECTIVE 6 - INCORPORATE WOMEN'S PERSPECTIVES IN GOVERNANCE

331    Over the years, women have participated more and more in political,
social and economic decision making.  Women have increasingly occupied federal
leadership positions within political parties and governments since the first
Minister Responsible for the Status of Women was appointed within the federal
Cabinet in 1971.  The first woman Governor General of Canada was appointed in
1984.  The first woman leader of a federal party was elected in 1989.  In
1992, Canada had its first woman Prime Minister.  In 1993, the Prime Minister
appointed the first woman Deputy Prime Minister of Canada, the first woman
Government Leader in the Senate, and the first woman Clerk of the Privy
Council Office.  Women's extensive involvement within the NGO sector and
women's organizations have aptly demonstrated women's strong leadership
capabilities.  There has also been progress toward increasing women's
representation in decision-making positions in the legal system.  By December
31, 1994, there were 132 women judges in Canada, up from 21 in 1980.38/

332    Notwithstanding this progress, women continue to be under-represented in
Parliament, the upper levels of federal, provincial, territorial and municipal
public services, international affairs, social, educational, religious and
cultural institutions, local organizations and the world of business. 
Although women comprise slightly more than 50 percent of the population, just
18 percent of the 295 members of the House of Commons are women, and 15
percent of current members of the Senate of Canada are women.

333    Fifteen percent of the federal judicial appointments made in 1993 were
women.  As of June 1995, 34 percent of the federal judicial appointments were
women.  

334    Within the federal public service, progress has been made through
employment equity measures to increase the representation of women in senior
governmental decision-making positions.  In 1994, 17 percent of deputy
ministers were women, up from nine percent in 1985.  The proportion of women
in executive managerial positions also increased to 18 percent in 1993 from
just eight percent in 1985.  Women now represent 31 percent of appointments to
federal agencies, boards and commissions,39/ and head 14 percent of Canada's
missions abroad.  The federal government is committed to a concerted effort to
sustain and advance progress in these areas, particularly as the scope of
federal activity and the scale of the bureaucracy are re-engineered.

335    Even though the educational attainment of women has increased
substantially over the last decade, women occupy only 20 percent of the
highest-paid occupations in the corporate sector in Canada, and are
under-represented at senior management levels.  While contemporary management
philosophies are beginning to acknowledge the special skills that women bring
to management positions, women are still undervalued and under-utilized in the
corporate sector.  For example, in 1994, the Canadian Bankers Association
reported that women account for only 12 percent of upper management in
Canada's six major banks.40/  The majority of women work in lower-paid,
undervalued professions, such as child care, and their earnings continue to
lag behind those of men, averaging only 72 percent of male earnings in 1993.

336    As previously discussed in paragraph 82, although women in 1993
comprised 42 percent of those employed in the managerial and administrative
professions, these tended to be concentrated in fields traditionally dominated
by women - social sciences and religion.  Women represented only 18 percent of
professionals in natural science, engineering and mathematics professions and
26 percent of all dentists and doctors.41/  Women have not made significant
inroads in occupations traditionally dominated by men.  In 1993, just two
percent of construction workers, five percent of amateur coaches, nine percent
of transportation workers and 18 percent of workers in manufacturing were
women.  Women represented 26 percent of Canada's farm operators in 1991;
however, just 10 percent of these women managed farms without a partner.

337    In 1989, women comprised 40 percent of union members, but only 25
percent of union executive positions.  This situation has likely remained
unchanged.  For example, in 1992, women's representation among union members
had increased to just 41 percent.42/  Unfortunately, data on women in union
executive positions are no longer collected.Priorities for Action

338    The federal government believes that the active participation of women
from diverse experiences and fields, at all levels of decision making, is
central to equality, human advancement and progress.  It is, therefore,
necessary to sustain and advance efforts to accord women an equitable share of
power and leadership in decision-making processes affecting Canada's social
and economic development.

339    Strategies to eliminate both structural and attitudinal barriers are
needed to achieve equality in all aspects of women's lives.  The federal
government will continue to ensure that all federal appointments are based on
the principle of merit, in accordance with the Public Service Employment Act. 
The federal government is committed to: 

       - 340 ensuring that all departments and agencies seek to improve
employment and career opportunities for women;

       - 341 encouraging women to apply for federal judicial appointments to
increase their participation and representation in these positions (see also
Objectives 2, 3, 4 and 5);

       - 342 increasing the participation and representation of women on
management boards of federal institutions in all sectors (see also Objectives
2, 3, 4, 5 and 8);

       - 343 promoting gender-sensitivity training for individuals currently in
public decision- making positions (see also Objective 1);

       - 344 reinforcing, where appropriate, through media and other forms of
popular culture, realistic and positive portrayals of women as decision makers
and leaders within the public and private sectors (see also Objective 5); and

       - 345 ensuring, where appropriate, that there is no gender
discrimination inherent in the structures, policies and processes of public
institutions.  It will also ensure that this principle is built into the
tendering process for private-sector initiatives receiving federal funding,
and will encourage all funding recipients to include women in project planning
and implementation, thus promoting gender equalization (see also Objective 5).

Women's Equality and Role in Governance in the Public Service

346    Achieving a fair and representative work force in the federal public
service is a priority, as is the need to remedy any demonstrated inequality in
the workplace resulting from systemic discrimination.  In accordance with this
priority, the federal government is committed to ensuring that women have
their fair share of recruitment, development and promotional opportunities,
and that their representation in non-traditional occupations and throughout
all hierarchical levels in the public service is improved (see also Objective
8).  The federal government has adopted various measures to provide women
public servants, among other designated groups, with development opportunities
for senior-level positions.  These include, for example: 

       - 347 the Special Measures Initiative Program (SMIP) to assist the
federal government to reach employment equity objectives through financial,
technical and other forms of support;43/   

       - 348 the Career Assignment Program (CAP) that enables increasingly more
women to acquire senior public service positions.  Currently, 128 (63 percent)
of the total 204 CAP participants are women; 2,018 employment equity
designated group members, of which 1,698 (84 percent) are women, have received
positive support and career advice through the Executive Programs Employment
Equity Directorate;

       - 349 an international program to present Canadians as candidates for
positions in international organizations.  Over the last five years, one-third
of Canadians winning positions in international organizations have been women;

       - 350 training programs on leadership and managerial values, including
the management of diversity, targeted to middle-management and executive
levels, where respect and understanding of cross-cultural and cross-gender
issues are both implicitly and explicitly encouraged;

       - 351 promoting gender equality in all situations where training is
undertaken; and

       - 352 mentoring and shadowing programs that improve the ability of
participants to be marketable and be promoted into senior management.  This
program is important for increasing the number of women in senior management
positions, where role models are scarce.

353    The Canadian Centre for Management Development (CCMD) is currently
undertaking a review of public-service-wide training programs.  Other reviews
of development programs are also being undertaken throughout the public
service by the Public Service Commission.  The equitable representation of
women and other designated groups within the public service will remain a
special focus.  Individual departments and agencies are assuming
responsibility and implementing action plans to increase the representation of
women and designated groups (see Objective 8).

OBJECTIVE 7 - PROMOTE AND SUPPORT GLOBAL GENDER EQUALITY

354    The increasing globalization of our world's political and economic
environments has led to a recognition of both our interdependence and the need
for international co-operation to ensure global security and prosperity. 
There is now a global focus on gender issues as it becomes clear that finding
lasting solutions to many of the world's problems is dependent upon addressing
gender inequality.  

355    Women are central figures in the world economy.  They make up 40 percent
of the world's work force in agriculture, 25 percent in industry and 33
percent in services.  In developing countries, they produce, process and
market up to 80 percent of the food; run 70 percent of all micro-enterprises;
and produce at least 50 percent of the world's food.  It is estimated that if
women's unpaid domestic labour was given economic value, the gross domestic
product (GDP) of countries would increase by as much as 25 percent.

356    Despite their central role in the economic, social and cultural life of
their countries, women in both developed and developing countries continue to
face discrimination.  Discrimination in employment opportunity and pay, plus
heavy burdens of family responsibility, still disempower women economically in
the developed and developing worlds alike.  The 1994 United Nations'
Development Report highlighted that men generally fare better than women on
almost every socio-economic indicator from education to wage rates and labour
force participation.

357    In recent years, the situation of women has been affected by global
economic recession and stagnation and by economic restructuring policies which
have not fully taken women's circumstances into account.  Population
displacements as a result of deforestation, drought, labour migration and war
have had particularly negative impacts on women, resulting in 15 million
refugees, 80 percent of whom are women and children.  In addition, countries
with economies in transition are undergoing fundamental political, economic
and social transformation with women sometimes losing what social and economic
advancements they may have gained.  The feminization of poverty has
increasingly become a global phenomenon.

358    The promotion of gender equality - as a human rights, social justice and
development issue - is an important part of Canada's foreign and aid policies. 
It is based on a belief that equal rights for women are an essential and
inherent component of progress on overall human rights and democratic
development; and that sustainable and equitable development will only be
achieved if women are able to participate as equal partners and decision
makers in the sustainable development of their societies.

359    Consequently, Canada has continually promoted the integration and
mainstreaming of gender analysis in the work of all international fora
including such multilateral organizations as the United Nations, the OECD, the
Commonwealth, La Francophonie and the OAS.  Canada has played a key role in
bringing issues, such as violence against women, women's rights as human
rights, national machinery for the advancement of women, and women and
decision making, to the forefront of international discussions.

360    Canada in the World (1995), Canada's foreign policy statement, reaffirms
the commitment to Women in Development (WID) as a priority theme for Canada's
Official Development Assistance program (ODA).  Canada has had WID guidelines
since 1976 and a WID policy since 1984.

PRIORITIES FOR ACTION

361    Consistent with priorities identified in The Federal Plan, the federal
government will continue to integrate gender-based analysis and issues related
to the promotion of gender equality, where appropriate, within all of its
international activities.

Promote Gender Equality in International Fora

362    Through participation in many international and multilateral activities,
the federal government will continue to focus attention on women's issues. 
Federal government policies and programming will take into account the
diversity of women and their situations, recognizing that, in addition to
gender-based discrimination, women face particular barriers worldwide because
of such factors as race, language, ethnicity, culture, age, disabilities,
socio-economic status or because they are indigenous people or migrants,
displaced people or refugees.  The federal government is committed to: 

       - 363 pursuing gender equality objectives in various multilateral fora
such as the United Nations, especially the Commission on the Status of Women
(CSW), the Commission on Human Rights (CHR) and the Commission on Crime
Prevention and Criminal Justice (UNCCPCJ), as well as the Inter-American
Commission on Women (CIM), the OECD, the Commonwealth, La Francophonie, the
Organization for Security and Co-operation (OSCE), and the International
Labour Organization (ILO);

       - 364 promoting the reform of international and multilateral
institutions and mechanisms in order that their policies and programs better
reflect and meet the needs of women.  Emphasis will be on strengthening the
U.N.  machinery for the advancement of women, the promotion, protection and
mainstreaming of women's human rights and improving the effective
co-ordination and functioning of system-wide U.N.  activities and programming;

       - 365 promoting the integration of gender equality issues in activities
of international organizations.  This will include:

             a) 366 at the United Nations, continuing to take a lead role in:

       - 367 CSW resolutions on bringing the human rights of women into the
mainstream, eliminating violence against women and ensuring effective
implementation of the Convention on the Elimination of All Forms of
Discrimination Against Women (CEDAW), including the development of an optional
protocol to CEDAW (complaints mechanism);

       - 368 CHR resolutions on the integration of the human rights of women
throughout the U.N. system and on the elimination of all forms of violence
against women, as well as in the activities within the Commission on Crime
Prevention and Criminal Justice, such as the development of a plan of action
on the elimination of violence against women; and

       - 369 follow-up to the Fourth World Conference on Women, by promoting
and monitoring a U.N.  system-wide implementation of the Platform for Action.

             b) 370  in other international fora:

       - 371 integrating gender analyses in all work with the OECD, and
participating fully as a member of the Working Party on the Role of Women in
the Economy and as a member of the Development Assistance Committee (DAC)
Expert Groups;

       - 372 supporting the adoption and implementation of the 1995
Commonwealth Plan of Action on Gender and Development;

       - 373 continuing to support, through La Francophonie, Le Réseau de
centres d'aide et de consultation juridiques pour les femmes en Francophonie
to assist women in Francophone Africa;

       - 374 participating in the Women in Development and Peoples'
Participation program of the U.N.  Food and Agriculture Organization;

       - 375 addressing workplace equality issues in the context of the
trilateral co-operative work program under the North American Agreement on
Labour Co-operation;

       - 376 participating in the Pan-American Health Organization Executive
Sub-committee on Women's Health and Development;

       - 377 working with other governments to reduce violence against women
and children by assisting in returning abducted children to their custodial
parents through International Project Return;

       - 378 continuing to advocate equity for women in sport as a founding
member of the International Working Group on Women and Sport, and continuing
to support women in sport through the Commonwealth Heads of Governments
Meetings that strengthen the Commonwealth through sport initiatives; and

       - 379 actively participating in the planning of Habitat II, the second
U.N.  Conference on Human Settlements to be held in Istanbul, Turkey, in June
1996, to ensure the identification and promotion of "gendered-best practices."

Strengthening the Full Participation of Women as Equal Partners in Sustainable
Development

380    Women in Development (WID) is one of the six priorities of Canada's
Official Development Assistance (ODA) program administered by CIDA.  

381    The goal of CIDA's WID and gender equity policy is to strengthen the
full participation of women as equal partners in the sustainable development
of their societies.  Its objectives over the next five years are:

       - 382 to encourage, respond to and support initiatives within and among
developing countries to:

             a) 383 increase women's participation in economic, political,
social and environmental decision-making processes,

             b) 384  improve women's income levels and economic conditions,

             c) 385  improve women's access to basic health and family planning
services,

             d) 386  improve women's levels of educational achievement and
skill, and

             e) 387  protect and promote the human rights of women;

       - 388 to promote the elimination of discriminatory barriers against
women;

       - 389 to promote and support policies and activities among CIDA's
partners, in Canada and overseas, that enable them to integrate gender
considerations effectively into their development work;

       - 390 to build the institutional capacities of CIDA so gender
considerations are fully integrated into policies, programs, projects and
activities; and

       - 391 to support partners of the South in voicing their concerns on
gender issues in development, and to enhance understanding of these issues in
CIDA, the Canadian government and among the Canadian public.

392    CIDA also advocates policies on gender equity issues in mainstream
institutions such as the World Bank.

393    The above activities will be guided by CIDA's Corporate Implementation
Strategy.  The three main thrusts of this strategy are to: 

       - 394 build commitment among CIDA staff and partners;

       - 395 improve capacity of CIDA staff and partners; and

       - 396 foster compliance regarding the policy on Women in Development and
gender equity.

397    Monitoring and accountability of the strategy will be enhanced by the
development of a set of performance indicators.

Consultations with Non-Governmental Organizations

398    The federal government is committed to continuing to support and consult
NGOs on issues of global concern to women.

399    The federal government is also committed to informing women's
organizations of various international activities of interest and importance
to women.

Strengthening of National Mechanisms to Promote Gender Equality 

400    The federal government is committed to:

       - 401 collaborating with other countries to strengthen their capacity to
integrate gender analyses in the development of government policies and
programs;

       - 402 assisting with the establishment of national machinery for the
advancement of women through the provision of advice, training and other
support, and participating in expert groups;

       - 403 assisting with the strengthening of countries' capacity to collect
gender-disaggregated data and to conduct needed research through the provision
of technical assistance; and

       - 404 negotiating multilateral and bilateral agreements to promote the
equity of women in sport.

Implementation of International Commitments  

405    The federal government is committed to implementing its promises to
women through collaborative co-ordination with all relevant departments.  Of
particular importance are commitments made in conferences on children (1990),
the environment (UNCED, Rio de Janeiro, 1992), human rights (Vienna, 1993),
population and development (ICPD, Cairo, 1994), sport (the Brighton
Declaration, December 1994) and social development (WSSD, Copenhagen, 1995).  

406    The federal government is also committed to ensuring compliance within
Canada with its international obligations under the Convention on the
Elimination of All Forms of Discrimination Against Women (CEDAW), Nairobi
Forward-looking Strategies for the Advancement of Women (FLS) and the
Declaration on the Elimination of Violence Against Women.

The Fourth United Nations World Conference on Women

407    Canada's key objective for the Conference is to seek agreement for a
global platform for action that sets out practical measures to accelerate
progress toward gender equality.  Canada will work to consolidate the
important gains for women made at recent U.N.  world conferences and summits
and to offer and support constructive amendments aimed at furthering equality.

408    The federal government, through support to the non-governmental Canadian
Beijing Facilitating Committee (CBFC), is assisting Canadian women to
contribute to the Beijing process.  The federal government is also funding 40
Canadian women to attend the non-governmental forum.  To ensure that the World
Conference reflects a global reality, Canada is providing support to women in
developing countries and, in particular, for national and regional activities
around the World Conference and for participation in the Conference in China.

409    The federal government is committed to implementing the Platform for
Action to be adopted at the Fourth United Nations World Conference on Women in
Beijing to further advance gender equality in Canada and around the world.

OBJECTIVE 8 - ADVANCE GENDER EQUALITY FOR EMPLOYEES OF FEDERAL DEPARTMENTS AND
AGENCIES

410    As one of the largest employers in the country, the federal government
has a responsibility to respect and promote the principle of gender equity
among its ranks.  Within the framework of The Federal Plan, this means
ensuring that women employees benefit from conditions that will ensure their
health and economic well-being, their safety and their equal role in
governance.

411    Women account for 47 percent of federal government employees, a
proportion that compares with that of the work force of the country.  However,
women remain concentrated in lower-paid occupations, in jobs traditionally
viewed as "women's work." In 1993, for example, women accounted for just 18
percent of public servants in executive positions and 84 percent in
administrative support positions.  Approximately two-thirds of the 30,000 term
public service employees were women.44/

SPECIAL MEASURES TO ACCELERATE AND SUSTAIN WOMEN'S EMPLOYMENT
EQUITY OBJECTIVES WITHIN THE FEDERAL PUBLIC SERVICE

The Public Service Commission has established measures to encourage more rapid
and sustained progress toward employment equity for all designated employment
equity groups, including women.  The Special Measures Initiative Program
(SMIP), for example, aims to increase the participation, development and
retention of designated groups, and to provide tools to manage diversity of
culture and gender within the federal work force.  The SMIP includes training
and development programs, career consultation and referral assistance, special
developmental programs for individuals with executive potential, including
women in non-traditional occupational fields, a fund to develop innovative
human resource strategies for designated groups, a technology centre for
persons with disabilities and ongoing analysis of deferral recruitment and
labour-market patterns to ensure that the federal recruitment pool is
qualified and representative of the population.The Federal Framework for
Achieving Gender Equality through Employment Equity

412    Several mechanisms have been put in place to achieve and maintain a
fair, competent and representative work force and to remedy inequality in the
workplace stemming from systemic discrimination.  Employment equity, one such
measure, aims to achieve equal access to opportunity.  

413    The federal government has demonstrated leadership in this area over the
past years.  The Financial Administration Act (FAA) and the Public Service
Employment Act (PSEA) - amended by the House of Commons in December 1992 and
proclaimed in 1993 - now provide the legislative basis for employment equity
in federal workplaces.  Parliament is currently reviewing legislation to bring
all public service employees under the Employment Equity Act that until now
covered only federally regulated employees, including those in the banking,
transportation and communication sectors of the economy.  This strengthened
commitment to employment equity places a high premium on the value of Canada's
diversity within the public service.

414    Federal departments and agencies are required to provide employment
equity action plans and annual progress reports.  The President of the
Treasury Board tables the annual reports, and deputy ministers are held
accountable for their department's performance.  Many departments and agencies
have advisory groups or action committees that shape and monitor employment
equity strategies and act as catalysts for change on gender-related issues.

PRIORITIES FOR ACTION

415    The federal government is currently reviewing its management
development, counseling and assignment strategies, and the needs of women and
other designated group members.  The SMIP, for example, will be evaluated in
1997-1998 for its effect on the recruitment, promotion and retention of women
in the public service.  It is expected that deputy heads of departments and
agencies will assume the services provided under SMIP when the program ends on
March 31, 1998 (see also Objective 6).

416    The participation of women and other designated group members in the
public service will continue to be a priority from 1997 to 2000.  In
particular, federal departments and agencies will monitor the impact of fiscal
restraint and budget cuts over the next three years to ensure that they do not
disproportionately or adversely affect women and members of other designated
groups.

Improving the Representation of Women in Non-traditional Public Service
Occupations45/ 

417    The federal government will improve the representation of women in
non-traditional public service occupations.  Specifically it is committed to:
       - 418 pursuing "fast-track" training to increase administrative support
staff's marketability in high-growth/high-demand career streams such as
computer science and science support;

       - 419 modifying recruitment campaigns to attract women to
non-traditional occupations; and
       - 420 improving work environments and accommodations for women in
non-traditional occupations.

Advancing Women's Progress throughout the Public Service

421    The federal government has also initiated measures to enable women to
break through the "glass ceiling." For example:

       - 422 since 1990, the Public Service Commission has operated its
Management Trainee Program designed to attract, from both inside and outside
the public service, university graduates with demonstrated management
potential, and to develop them to middle-management levels.  Since the
inception of the Program, women have accounted for well over half of all
participants, (68 percent of internal and 55 percent of external
participants);

       - 423 the Public Service Commission also offers developmental programs
for high-potential individuals at middle-management or higher levels who want
to move into the executive ranks of the federal public service.  This includes
the Diversity in Leadership Program designed to assess the experience of
senior level employment equity group managers who aspire to become executives. 
It includes a component to develop women in non-traditional occupations; the
Career Assignment Program, created in 1968 to develop the executive potential
of promising individuals from middle management and professional and
scientific fields; and the International Program that identifies the candidacy
of qualified women for positions in international organizations and ensures
that qualified women are nominated, wherever possible (see also Objective 6);

       - 424 the Department of Human Resources Development, New Brunswick
Region, will be implementing a program to provide female employees with
training and accreditation in staffing, career management and work force
adjustment.  This will enhance the region's ability to provide support to
designated group members on career management and work force adjustment; and

       - 425 the Department of National Defence is currently reviewing its
recruitment and advancement policies so women - who in the past have been
precluded from assuming certain leadership positions and career advancements
because of systemic barriers - will have more career and advancement
opportunities.  The review will address matters that concern possible systemic
discrimination, the need for mainstream social considerations in policy and
procedure, the need for critical assessment of institutional assumptions and
the way things have always been done.  It will also consider the need to
standardize the principles of internal monitoring and ensure a deeper, more
sophisticated level of self-knowledge and internal review.

The Federal Framework for Creating Supportive and Flexible Workplace
Environments

426    The federal government is creating a workplace culture built on
egalitarian gender relations.  Specifically, it is committed to building a
more supportive and flexible workplace environment, offering professional
training and development and career opportunities and recognition to all
employees, and providing options for balancing work and family life by: 

       - 427 promoting the values and strengths of work force diversity in
culture and gender and inclusive of persons with disabilities;

       - 428 ensuring that women are included and depicted in non-traditional
work situations in all public service training; that appropriate language is
used to promote gender equality; that training development activity addresses
the attitudes, assumptions and values that prevent gender equality in the
workplace and that targeted sensitivity/awareness training of gender
differences is provided where appropriate;

       - 429 ensuring that all federal workplaces are free of harassment and
conducive to self- esteem and dignity, that federal departments and agencies
develop and implement harassment prevention policies and that all complaints
of harassment and abuse of authority are dealt with appropriately (see also
Objective 4);

       - 430 ensuring that fairness, equity and transparency apply to all
staffing practices, and that any demonstrated inequalities are remedied; and

       - 431 assisting federal employees to balance work and family life
through flexible work- time arrangements including telework, on-site day care
where feasible, and assistance with personal problems through the employee
assistance and other family support programs (see also Objectives 2 and 3). 
The Department of National Defence, for example, has recently established a
series of family resource centres on its bases.

Enhancing the Personal Safety of the Workplace for Federal Women Employees

432    As an employer, the federal government is sensitive to the violence that
women employees may experience, and has taken steps to prevent it and to
support victims of violence in their workplace, in their homes and outside. 
For example, policies and departmental committees dealing with sexual
harassment have been established.  Personal counseling for victims is
available through employee assistance programs.

433    Because the work life and family life of military personnel living on
bases are closely intertwined, the federal government's role and
responsibilities as an employer are unique.  The family resource centres
previously described are an example of the commitments made to support
employees and their families in dealing with issues such as violence (see also
Objective 4).

434    Federal departments and agencies are modifying the physical design of
federal work environments and adjacent areas (parking lots, etc.) to improve
the personal safety of women employees:

       - 435 Environment Canada has trimmed shrubbery near walkways to
eliminate hiding areas; extended the hours of lighting in parking garages to
accommodate employees who work late; during night shift changes, have
co-workers watch departing employees until they have started up their
vehicles; and have added a suggestion box to the safety and health bulletin
board so issues can be raised anonymously.

       - 436 The Department of Fisheries and Oceans (DFO) has developed a
safety plan for women in DFO vessels.  It includes training of ship's captains
on how to handle complaints and the incorporation of a code of conduct into a
handbook and video for sea-going personnel.

       - 437 Revenue Canada is developing a policy for pregnant employees to
adjust their working arrangements temporarily.  Employees who are concerned
about performing certain duties during their pregnancy may request a temporary
change of work site and/or duties.  This can be accomplished through various
means including temporary deployments, transfers or temporary assignments.

438    The federal government will continue to provide workshops, where
appropriate, to increase employee awareness of issues surrounding violence
against women in an effort to prevent violence and to assist victims to seek
help when needed.


439    In co-operation with employee representatives, violence prevention
committees will be established where appropriate to implement initiatives to
reduce violence.  Committee members will be sensitized to gender issues and to
differences in culture, ability and sexual orientation.  Public awareness
programs and codes of conduct for non-violent and respectful behaviour toward
employees will be developed, and a mechanism will be set up to provide
employees with the opportunity to report anonymously problems of workplace
violence.  As appropriate, a model for safety auditing, including sexual
harassment, will be developed for adoption by all departments and agencies.

CONCLUSION

Women share common concerns that can be addressed only by working together and
in partnership with men toward the common goal of gender equality.  Gender
equality - the notion that women and men should enjoy similar benefits and
outcomes accruing from their participation in society - and gender equity -
the notion of fairness between sexes - are integral to the kind of society the
Government of Canada wishes to support and build.  The Federal Plan for Gender
Equality is one of its blueprints for that society.

Major trends of the closing decade of this century are not likely to be
reversed.  Women leaving the home to participate in the paid labour force, an
aging society with more women - particularly older women - than men, and the
fundamental redefinition of gender roles are trends that are likely to be with
us for years to come, in Canada and around the world.  Canadians are adapting
to these trends.  In the midst of sweeping change, the federal government has
anchored the vision of Canadians and is contributing extensively to building
an equal and more just society.  

To protect the gains acquired for and by women, the Government of Canada will
continue to support the programs and policies that have been its landmarks
during the recent decades - a period of great advancement in human rights.  By
institutionalizing a process of gender-based analysis across government over
the coming years, The Federal Plan will protect not only past achievements,
but will also strive to equip women for the future.  It will continue to
promote women's full participation in society so that women and men can work
as equal partners to create a more humane and productive world.  In so doing,
The Federal Plan identifies many sectors of activity.  A priority is achieving
women's economic equality, through which all of Canada will benefit.  Part of
the solution lies in the enhancement of women's economic autonomy and
well-being.  The twin goals of equality and a strengthened economy are not
incongruous objectives.

The federal government recognizes that achieving gender equality depends on
the advancement of women in all spheres and that this, in turn, is key to
maximizing Canada's ability to respond to emerging global challenges.  For
women to participate fully in society as equal partners with men, changes must
occur in all sectors.  Women need to be free from violence, be healthy and be
active in the political and decision-making circles of society.  They must
derive from their country a sense of belonging and taking part as citizens à
part entière.  The Federal Plan reflects this connectedness, an approach that
is in keeping with the government's overall commitment to managing through
horizontal co-ordination among its many parts.

A holistic approach to social change dominates the horizons of the future. 
The interests of each individual - women, men and children - and of society as
a whole are inextricably linked.

INDEX

FEDERAL DEPARTMENTS AND AGENCIES INVOLVED

                                             Paragraphs

Objective 1 - Implement Gender-based Analysis Throughout Federal Departments
and Agencies

Status of Women Canada                       26, 27, 28, 35

All Departments                              29, 30, 31, 32, 33, 34

Objective 2 - Improve Women's Economic Autonomy and Well-being

Agriculture and Agri-Food Canada             101

Canada Mortgage and Housing Corporation     119, 124, 125, 126

Canadian Heritage                            77

Citizenship and Immigration Canada           120, 121

Environment Canada                           77

Finance Canada                               56, 57, 68, 114, 122

Human Resources Development Canada           51, 55, 58, 59, 60, 61, 62, 63,
                                            64, 65, 66, 67, 72, 73, 75, 76,
                                            78, 86, 87, 88, 89, 90, 91, 92,
                                            93, 94, 95, 96, 97, 98, 99,
                                            100, 102, 103, 104, 106, 107,
                                            108, 109, 110, 112, 113, 122

Indian Affairs and Northern Development Canada    80, 100, 113

Industry Canada                              77, 79, 111, 113

Justice Canada and Attorney General          50, 69, 89

Natural Resources Canada                    77

Public Works and Government Services Canada 87

Statistics Canada                            109, 116, 117, 118, 119

Status of Women Canada                       53, 81, 86, 98, 113, 122

All Departments                              48, 49, 52, 54, 74, 115

Objective 3 - Improve Women's Physical and Psychological Well-being

Agriculture and Agri-Food Canada             177

Canada Mortgage and Housing Corporation     171, 172, 173, 174, 175, 176

Canadian Heritage                            157, 159, 168

Citizenship and Immigration Canada           168

Environment Canada                           170

Health Canada                                142, 143, 144, 145, 147, 148,
                                            149, 151, 152, 153, 157, 158,
                                            160, 161, 162, 164, 165, 166,
                                            167, 168, 170

Justice Canada and Attorney General          162, 168

Statistics Canada                            156

Status of Women Canada                       154, 162, 168

Objective 4 - Reduce Violence in Society, Particularly Violence Against Women
and Children

Agriculture and Agri-Food Canada             216

Canada Mortgage and Housing Corporation     188, 189, 200, 219, 220, 221, 222,
                                            223, 224

Canadian Heritage                            188, 194, 197, 199, 206, 209,
                                            210, 213, 214, 216, 217, 218,
                                            249

Citizenship and Immigration Canada           188, 241, 242, 243

Environment Canada                           216

Health Canada                                188, 193, 195, 196, 198, 203,
                                            204, 205, 209, 216, 239, 240,
                                            248

Human Resources Development Canada           188, 201, 216, 245, 246

Indian Affairs and Northern Development Canada    188, 193, 223, 239, 240

Justice Canada and Attorney General          188, 192, 198, 209, 216, 226,
                                            227, 228, 229, 230, 231, 232,
                                            233, 253, 255, 258, 262, 263,
                                            264, 265, 266, 267

National Defence                             216

Revenue Canada                               254

Solicitor General                            188, 209, 234, 235, 236, 237,
                                            255, 256, 257, 259, 260

Statistics Canada                            250, 251

Status of Women Canada                       188, 191, 198,  207, 209, 211,
                                            216

Objective 5 - Promote Gender Equality in All Aspects of Canada's Cultural Life

Canadian Heritage                            274, 275, 276, 278, 279, 280,
                                            281, 282, 283, 285, 286, 288,
                                            290, 291, 292, 294, 295, 296,
                                            298, 299, 300, 302, 303, 304,
                                            305, 306, 307, 308, 309, 310,
                                            311, 313, 314, 316, 317, 318,
                                            320, 321, 322, 324, 327, 328,
                                             329, 330

Indian Affairs and Northern Development Canada    317

Statistics Canada                            290

Status of Women Canada                       211, 275, 287, 317, 323

Objective 6 - Incorporate Women's Perspectives in Governance

Justice Canada and Attorney General          341

Public Service Commission                   353

All Departments                              338, 339, 340, 342, 343, 344,
                                            345, 346, 347, 348, 349, 350,
                                            351, 352

Objective 7 - Promote and Support Global Gender Equality

Agriculture and Agri-Food Canada             374

Canada Mortgage and Housing Corporation     379

Canadian Heritage                            378

Canadian International Development Agency   371, 372, 373, 380, 381, 382, 383,
                                            384, 385, 386, 387, 388, 389,
                                            390, 391, 392, 393, 394, 395,
                                            396, 397, 398, 399, 401, 402,
                                            403, 404, 408

Foreign Affairs and International Trade Canada    367, 368, 369, 372, 401, 402,
                                            403, 404, 408

Health Canada                                376

Human Resources Development Canada           375

Justice Canada and Attorney General          368, 373

National Revenue Canada                      377

Solicitor General                            377

Status of Women Canada                       367, 368, 369, 372, 398, 399,
                                            401, 402, 403, 404, 408

All Departments                              361, 362, 363, 364, 405, 406,
                                            407, 409

Objective 8 - Advance Gender Equality for Employees of Federal Departments and
Agencies

Environment Canada                           418, 435

Finance Canada                               418

Fisheries and Oceans                         420, 436

Human Resources Development Canada           424

Industry Canada                              418, 420

National Defence                             418, 420, 425, 433

National Revenue                             437

Public Service Commission                   416, 422, 423

Statistics Canada                            418

Transport Canada                             420

Treasury Board Secretariat                  416, 418

All Departments                              416, 419, 426, 427, 428, 429,
                                            430, 431, 432, 438, 439


NOTES

1/    Commonwealth Secretariat.  Draft Commonwealth Vision for Women Towards
the Year 2000:  The Commonwealth Plan of Action on Gender and Development,
1995, p. 31.

2/    Creating Opportunity _ The Liberal Plan for Canada, Liberal Party of
Canada, 1993, p. 9.

3/    Ibid., p. 11.

4/    U.N., The World's Women, 1995.

5/    Statistics Canada, Catalogue 13-001, 4th Quarter, 1993.

6/    Statistics Canada, Women in Canada, Catalogue 89-503, 1995.

7/    Status of Women Canada, Papers on Economic Equality.  Prepared for the
Economic Equality workshop, Ottawa, Ontario, November 29-30, 1993, p. 17.

8/    Ted Wannell and Nathalie Caron, The Gender Earnings Gap Among Recent
Postsecondary Graduates, 1984-92, Statistics Canada, September 1994.

9/    The Low Income Cut Off (LICO) is a statistical measure most frequently
used as the poverty line in Canada.

10/   Statistics Canada, Catalogue 11-008, Spring 1994.

11/   Human Resources Development Canada, National Child Care Information
Centre, Status of Day Care in Canada, 1993.

12/   For example, 59 percent of foreign-born women had low reading ability as
compared with 44 percent of men, Statistics Canada, Catalogue 11-008, Autumn
1992.

13/   Human Resources Development Canada and the Council of Ministers of
Education Canada (CMEC) fund the Canadian Information Centre for International
Credentials (CICIC) which provides information on credential assessment
services in Canada.

14/   Statistics Canada, Women In Canada, op. cit.

15/   Statistics Canada, Canadian Social Trends, Catalogue 11-008, Autumn
1990, p. 5.

16/   Ministers of Industry and Finance, Small Business: A Progress Report,
Spring 1995.

17/   Statistics Canada, Catalogue 13-207, 1993.

18/   Statistics Canada, Women in Canada, op. cit.

19/   A New Perspective on the Health of Canadians.

20/   Roger Roberge, Jean-Marie Berthelot and Michael Wolfson, "Health and
socio-economic inequalities," 15-19, Canadian Social Trends, Summer 1995.

21/   May Cohen, Reports, Women's Health Office Newsletter, October 1993, p.3.

22/   National Cancer Institute of Canada:  Canadian Cancer Statistics 1995,
Toronto, 1995, p. 12.

23/   Ibid., p. 9.

24/   Ibid., pp. 13 and 42.

25/   May Cohen, Reports, op. cit., p. 3.

26/   Medical Research Council of Canada, Report of the Advisory Committee on
Women's Health Research Issues, March 1994, pp. 8-9.

27/   May Cohen, "Impact of Poverty on Women's Health," Canadian Family
Physician, 30, 1994, p. 951.

28/   Federal action concerning personal safety of women in the workplace is
presented in Objective 4 _ Reduce Violence in Society, Particularly Violence
Against Women and Children.

29/   Canadian Panel on Violence Against Women, Changing the Landscape: Ending
Violence _ Achieving Equality, 1993.

30/   Statistics Canada, "Violence Against Women Survey," The Daily, p. 2.

31/   Statistics Canada, "Spousal Homicide," Juristat, 14, 8, 1994.

32/   Statistics Canada, "Violence Against Women Survey," op. cit.

33/   Statistics Canada, Canadian Crime Statistics, 1993.

34/   For example, fewer than 28 percent of senior sport administration
positions and five percent of national coaching positions are held by women. 
See CAAWS, Towards Gender Equity for Women in Sport: A Handbook for National
Sport Organizations, Gloucester: CAAWS, 1993, p. 32.

35/   Ibid., p. 32.

36/   Ibid., p. 33.

37/   In 1994, Canada was signatory to the Brighton Declaration on Women and
Sport (May 8, 1994) and these actions are in keeping with Canada's
commitments.

38/   From the Office of the Commissioner for Federal Judicial Affairs.

39/   Canada's National Report to the United Nations for the Fourth World
Conference on Women, August 1994, p. 7.

40/   "Women bump heads on glass ceiling," Canadian Press, June 16, 1994.

41/   Statistics Canada, Women in Canada, Catalogue 89-503, 1995.

42/   Statistics Canada, Corporations and Labour Unions Return Act _ Part II
Labour Unions, 1992.

43/   Program ends March 1998.

44/   Treasury Board, Employment Statistics for the Federal Public Service,
1993-94.

45/   Those for whom the representation of women is 30 percent or less.