QEC should look into employment rights allegations

I am writing in response to Qulliq Energy Corp.’s dismissal of several employees and the subsequent response from the minister responsible for QEC.

The creation of the territory was about regaining political and administrative control by Inuit after decades of exclusion from decision-making on important issues that impacted on their lives.

In any political restructuring to shift power, resistance by those who hold power is to be anticipated. The dismissal of whistleblowers, who have indicated that there are significant discriminatory practices, is a worrying sign that this resistance has gone too far. The test to our leaders is how they deal with the tension and this resistance because it sends a tone to all its people.

There seem to be clear signs that there are problems in the QEC workplace. Former employees of Qulliq Energy Corporation have publicly spoken out about issues such as the need to respect employment equity policies. QEC currently faces four lawsuits on dismissal of employees and the court cases are yet to be concluded.

After the second civil claim one would assume that the political leaders would question if there is any merit to the claims of discrimination. Unfortunately, what is going on with QEC is extremely far-reaching to other government offices, and all of Nunavut for that matter.

With these clear signs of discrimination, the response from our elected leaders has been disappointing. When asked about this issue, the minister responsible for Qulliq energy basically defended the actions by the management of the corporation, against the whistleblowers. Kusugak has not given any reassurance to Nunavummiut that he will at least look into the matter. This seeming indifference then substantiates discriminatory practices and allows it to fester in workplaces.

In Nunavut, the government organizations are bound by preferential hiring policies as agreed to in the Nunavut Land Claims Agreement. Article 23 of the land claim is basically an employment equity provision. Employment equity policies are put in place to recognize there are underrepresented groups of people, and that these groups are underrepresented because of discriminatory practices and tries to remedy this by removing artificial barriers to employment.

It was reported in the news that two Inuit employees were dismissed from the Qulliq Energy Corp. after speaking out on Inuit employment practice issues. There were also reports that employees, who had spoken out, had their job descriptions substantially altered.

If the claims are true, what the corporation management seemed to have done is dismiss the employees that spoke about discrimination practices. This then sends the message to its employees, and all of Nunavut that discriminatory practices will continue. We do not welcome opposition to these practices.

One can only imagine the hostile environment QEC offices must be, especially fear on the part of its Inuit employees. So what should be done about it now? Aside from waiting for the lawsuits to follow their course, that is.

If QEC and GN as a whole are to have any credibility in being a viable workplace, its leaders must now commit to critically analyze its employment systems, even if it is for nothing else but to reassure Nunavummiut that as leaders they take claims of discrimination seriously.

In employment equity cases, courts have stated that an important element of implementing employment equity is for the employer to scrutinize itself on employment policies and practices (formal as well as informal), barriers in hiring, job assignment, promotion and terms and conditions of employment. This analysis should include three main components: The numerical representation, employment systems, and organizational culture.

It is not enough then to merely focus on the hiring and the number of Inuit in a workplace, which GN has been in the practice of doing.

A critical component at ensuring the workplace is free of discriminatory practices is a look at its overall organizational culture. As Carol Agocs, professor at University of Western Ontario who teaches about employment equity states:

“The culture of an organization or department may render minority group members invisible, create a glass ceiling, or perpetuate a poisoned environment that is intimidating, abusive, hostile, humiliating or offensive.”

This analysis must include consultation with its employees. The employees are the ones who know the actual employment practices. This must be done periodically, be transparent and be open to public scrutiny.

It is well-documented that organizations that do not address discriminatory practices face considerable loss, whether it is financial loss or loss of credibility. They suffer high staff turnover, absenteeism, poor morale, low productivity, poor reputation, and also the possibility of civil claims. These signs seem endemic to many GN workplaces.

Explicit racist remarks are few and far between nowadays. It is generally not accepted anymore. That does not mean discriminatory practices do not exist anymore. The problem with discrimination is that the practices seem benign and justifiable: they are systemic. Pretending they do not exist will not make them go away.

If these steps are not taken immediately, we are being complacent to discriminatory practices, tension between Inuit and non-Inuit will not stop. The result is that we are not allowing Nunavut to flourish as a territory, we are stunting it’s growth by permitting essentially bigoted views to prevail. International Labour Organization in a report on workplace discrimination states that “Fairness and justice at the workplace boosts the self-esteem and morale of workers”. When a workplace is fair on everyone it then becomes a motivated and productive workforce. We cannot afford not to be otherwise.

Sandra Inutiq
Iqaluit

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