A/HRC/13/23/Add.2 commentators described Safe School policies as a “pipeline into the criminal justice system”. 38. The government of Ontario notes that a comprehensive review of the safe schools provisions of the Education Act was conducted and amendments passed (Bill 212 and associated regulations in 2007) to more effectively combine discipline with opportunities for students to continue their education. Disciplinary measures are to be applied, it states, within a framework that shifts the focus from solely punitive to both corrective and supportive interventions. The government of British Columbia notes that its “Make a Case against Racism” programme is an example of a positive programme which encourages students to take personal responsibility for preventing racism, while celebrating cultural diversity through music and art. 39. The independent expert visited Ryerson Community School, which services a diverse ethno-cultural and linguistic community and is part of the Model Schools for Inner Cities Initiative of Toronto District School Board. This school demonstrates an impressive commitment to anti-racist education and positive practices in education. These include: a school council including numerous community representatives; enhanced opportunities for parent involvement; the Parenting and Literacy Centre as an important link between home and school; and a network of community links and partnerships with community-based social and support organizations. C. Employment 40. Employment discrimination on the basis of race is prohibited by the Canadian Human Rights Act and provincial and territorial human rights codes. The federal Employment Equity Act of 1995 (which amended the 1986 Act) applies to federally regulated employers and industries including banks, broadcasters, telecommunications companies, railroad companies, airlines and transportation companies – approximately 12 per cent of Canada’s labour market, totalling about 1,527 employers and 1.94 million employees. The majority of private employers and their staff fall under provincial and territorial jurisdiction. The Act aims to provide equal opportunities in employment to designated protected groups: women; persons with disabilities; aboriginal peoples; and visible minorities. The Canadian Human Rights Commission monitors compliance and conducts employment equity audits of employers, including their implementation of special measures and the “accommodation of differences”. 41. No province has a law that is analogous with the federal Employment Equity Act. Most Canadian provinces have employment equity policies that apply to provincial and territorial government and private employers within a framework of non-discrimination legislation that prohibits discrimination including in employment. Minority representatives highlight that legislation and policy initiatives suffer from poor implementation and enforcement. 42. Some minorities asserted that they experience discrimination in access to employment based upon their colour, ethnic origin or their religion. Census data from 2006 reveals that, nationally, blacks (not disaggregated by Statistics Canada) experienced unemployment rates of 10.7 per cent, West Asians (including Iranian and Afghan, among others) 10.7 per cent, and Arabs 13 per cent, compared to non-visible minority unemployment rates of 6.2 per cent.13 Barriers to labour markets are experienced not only 13 GE.10-11860 See Statistics Canada, Topic-based tabulations (labour activity), available from http://www12.statcan.gc.ca/ 11