A/HRC/13/23/Add.2 visible minorities in the federal public service from 9.8 per cent in 2005–2006 to 8.7 per cent in 2006–2007,18 below the workforce availability estimate of 10.4 per cent. 47. The Public Service Commission and the National Council of Visible Minorities in the Federal Public Service challenge as false the arguments that few visible minority candidates apply for posts and that managers cannot find suitably qualified minorities. While statistics are not available, consultations with provincial and territorial government representatives also revealed underrepresentation in government employment. Of some 26,000 members of the Royal Canadian Mounted Police, in 2006 only 316 (1.2 per cent) were visible minorities. The Government acknowledges that the public service still has work to do to address critical issues affecting the recruitment, advancement and retention of visible minorities. 48. The issue of non-recognition of foreign credentials was raised as a long-standing and persistent problem. Many described a disconnect between the federal policy of promoting immigration to Canada of highly skilled people in fields including medicine and engineering, and employment restrictions imposed at the provincial or territorial level by professional regulatory bodies. They highlighted a lack of clarity, information and full disclosure at the pre-immigration stage, followed by inadequate support after immigration. 49. Affected individuals described having to take unskilled, low-wage employment, often for years, and the need to retrain in professions in which they were previously practitioners in order to meet provincial requirements. Some find themselves in a cycle of poverty and one community member stated: “The Government promotes qualified immigration and then lets those skills rot. It’s like a dream gone bad.” It is estimated that 6 in 10 immigrants cannot find work in their chosen profession. Minority representatives point out that, even when credentials are recognized, discrimination results in continuing barriers to employment often on the grounds of “lack of Canadian experience”. 50. A Pan-Canadian Framework for the Assessment and Recognition of Foreign Qualifications was established through cooperation between government representatives and professional regulatory bodies. The framework provides a Canada-wide vision for immigrant labour market integration based on timeliness, transparency, consistency and fairness. In December 2009 the federal Government announced a fast-track process of recognition of foreign credentials and that credentials of individuals in eight fields would be assessed within a year regarding their compliance with Canadian standards. The Working in Canada website and the Foreign Credentials Referral Office aim to improve preimmigration information. In 2006, the Ontario government enacted the Fair Access to Regulated Professions Act to help ensure fair registration practices. 51. The federal Government notes that under Canada’s Action Plan Against Racism, the Racism-Free Workplace Strategy develops the tools, guidelines and educational materials required to facilitate the integration of skilled individuals, including visible minorities, into equitable and inclusive workplaces.19 Partnerships are built with and between different government departments and agencies, community and labour organizations, and the private sector. Through partnerships, the Government aims to raise awareness of the Racism-Free Workplace Strategy, while removing barriers to opportunity. 18 19 GE.10-11860 Canada, Public Service 2006–2007 Annual Report (Public Service Commission of Canada, Ottawa, 2007), p. 59. See Annual Report on the Operation of the Canadian Multiculturalism Act 2007–2008, part 2, available from www.cic.gc.ca/ENGLISH/RESOURCES/PUBLICATIONS/multireport2008/part2.asp. 13