A year and a half after the tabling of two expert reports alleging discrimination against blue-collar workers from the minority in the borough of Montreal North, many union members feel that progress is too slow in coming. Acts of harassment continue, according to local union representatives, despite the committees set up by the union and the employer as well as the training offered to prevent racism and discrimination in the workplace.
In April 2021, a survey carried out by Angelo Soares, professor at the School of Management Sciences at UQAM – at the request of the Syndicat des cols bleus regroupés de Montréal – had revealed the existence of systemic racism in the workplace. blue-collar work in Montreal North. He pointed out in particular that blue-collar workers from minorities had not been treated fairly and that they had been disadvantaged in training-assessment programs for the functions of truck drivers. These blue-collar workers from diversity had failed this training in a proportion of 75%, compared to 25% for white employees. According to the researcher, the biases of the evaluators were not unrelated to these results.
Before, it was much more direct. Now it’s more culture [qui reste]. The borough has created many committees, but they are not putting anything in place to put an end to the situation. Lots of talk, but little action.
This report was in addition to the one commissioned by the City of Montreal from Tania Saba, professor of industrial relations at the University of Montreal, whose conclusions showed similarities with those of Mr. Soares.
Committees
According to local union delegates, several actions have been taken by the City since these reports, but they are still far from enough, and the recommendations of the experts are slow to materialize. The local delegates also feel that the Syndicat des cols bleus regroupés de Montréal is not proactive enough in this matter.
Union representative, Patrick Roy maintains that acts of discrimination and harassment continue. “Before, it was much more direct. Now it’s more culture [qui reste]. The borough has created many committees, but they are not putting anything in place to put an end to the situation. Lots of talk, but little action,” he says. In some cases, it involves disparaging remarks made by a colleague, but Mr. Roy also mentions allegations of favoritism by managers.
Grievances are piling up
Over the months, several grievances have been filed, including three since September, and complaints have also been filed with the Administrative Labor Tribunal. Thirty employees have also filed a complaint for lack of representation to the union, says Mr. Roy.
Gino Clyford Luberisse, also a local union representative, is of the opinion that the employer has never really recognized the wrongs caused to certain employees, which, according to him, would be necessary to initiate a process of reconciliation. “All those who work have the right to dignity. […] We ask the employer that, if he believes in his values, he acts accordingly. »
Employees who are discriminated against are asking for redress, but it is not so much financial compensation that is important to union members as the culture that needs to be changed and the reconciliation process that is desired, maintains Mr. Luberisse. “If there is a feeling of sincere regret for a fault committed, it would allow us to take steps so that there can be an agreement on reconciliation,” he said.
A motion of support
Last Thursday, Mr. Luberisse succeeded in having the union council of the Syndicat des cols bleus adopt a motion in support of the demand for compensation from workers in Montreal North who had been victims of systemic racism. He tried to have it adopted by the union assembly held on Saturday, but for lack of a quorum, this motion could not be ratified. It’s only a postponement, believes Patrick Roy.
According to Fo Niemi, director general of the Center for Research-Action on Race Relations (CRARR), which accompanies union members in their efforts, this motion is important because it will support the main demands of blue-collar workers who are discriminated against. “It will help overcome the impasse in labor-management discussions around redress and creating a healthy, safe and fair workplace,” says Niemi.
For its part, the Syndicat des cols bleus regroupés de Montréal claims to have taken seriously the recommendations addressed to it in the Soares report. In collaboration with the Commission des droits de la personne et des droits de la jeunesse, awareness sessions on the different forms of discrimination in the workplace were offered to union delegates in 2022 and others will take place in early 2023, specifies Ronald Boisrond of CUPE’s communications department in an email. “The union intends to implement all the recommendations that targeted it in the Soares report,” he said. “As for remedies for members who have been wronged, grievances have been filed, and they will be heard by an arbitrator. »
Change a culture
The director of the borough of Montreal-North, Tonia Di Guglielmo, recognizes that the fight against discrimination is a long-term job and that changing a culture takes time. On December 5, the borough council adopted a new policy on equity, diversity and inclusion (EDI) in order to oversee and preserve “a work environment that is healthy, safe and free from all forms of harassment”. “It’s a first piece. From this will come an action plan [au printemps prochain] for concrete action,” she said.
A committee to follow up on expert reports and bringing together union and employer representatives has been set up, as well as a committee bringing together all categories of employees to work on the EDI policy and the future action plan. The work is in addition to that on intercultural relations. “We are going in the right direction,” said M.me Di Guglielmo.