Research Project

Research Report

Prepared by:

Crystal Gillingham, Keyera McLeod, Rajdeep Kaur & Varunjeet Baria

J.R. Shaw School of Business

Northern Alberta Institute of Technology

Edmonton, AB

Prepared for

Laurie Pisesky

J.R. Shaw School of Business, MGMT3313: Public Administration

Northern Alberta Institute of Technology

Edmonton, AB

March 3, 2025

I
Research Project

Table of Contents
List of figures..................................................................................................III
Executive Summary........................................................................................III
Introduction.....................................................................................................1
Background Information..................................................................................3
Research Methodologies..................................................................................3
Issue................................................................................................................4
Stakeholders........................................................................................................6
Other Jurisdictions...............................................................................................8
New Zealand.................................................................................................9
Denmark.....................................................................................................10
Netherlands................................................................................................10
Alternative Solutions......................................................................................12
Alternative One...........................................................................................13
Diversity & Inclusion Training..................................................................13
Alternative Two...........................................................................................14
Education & Workforce Development......................................................14
Alternative Three........................................................................................15
Diversity vs. Multiculturalism..................................................................15
Alternative Four..........................................................................................16
Community Engagement.........................................................................16
Recommendation...........................................................................................17
Summary.......................................................................................................20
References.....................................................................................................23

II
Research Project

List of figures
Figure 1: Racial equality and rankings………………………………………………………….2
Figure 2: Facts and Figures……………………………………………………………………...5
Figure 3: Other jurisdictions notable actions in fighting for racial equality..............................12
Figure 4: Diversity versus multiculturalism………………………………………………......16
Figure 4: A picture of diversity………………………………………………………………….19

Executive Summary
The purpose of this report is to discuss how public administration in Canada can improve

racial discrimination initiatives while considering other jurisdictions and what has worked well

for them. Being ranked highly in this category is a positive thing, but as with most things, there

is always room for improvement. As the world around us continues to change, public

administration must be aware of and ready to rise to new challenges to meet the needs of its

constituents, especially anything that can be related back to human rights and legislation.

It is important first to fully understand the concept of racial discrimination and how

legislation has been an important part of mitigating racial discrimination in Canada. The first

piece of legislation dates to 1944 and has seen several improvements over of the years as the

world and cultures have developed. Over the decades further legislative advancements such as

the Canadian Human Rights Act, passed in 1977, have contributed efforts in reducing racial

disparities, as their goal was to protect people from discrimination (The Canadian Encloyepdia,

n.d). However, despite these improvements racial discrimination still occurs in areas such as

employment, education and public services.

III
Research Project

Due to the nature of the topic, research efforts were kept to online resources, noting that

all the research was secondary research. As the report continues, the issue is further explained for

a better understanding as well as the direction the research will take it.

There have been five stakeholder groups identified and explored as to their involvement

in racial discrimination and the impact each group faces.

We then move on to examine three other jurisdictions and the action they have taken to

decrease racial discrimination within their respective countries – New Zealand, Denmark, and

the Netherlands. Those countries were selected to investigate as they are ranked in the top five

along with Canada.

After much consideration, the recommendation being brought forward to improve racial

discrimination in Canada is to increase education and workforce development. By integrating

racial equity education into school curriculums, expanding diversity initiatives in hiring, and

even using unbiases recruitment, Canada can make long-term progress toward reducing

systematic discrimination. One thing remains the same, we all should be aware of and stand up

for others facing racial discrimination.

As a nation, coming together for the common good of our communities, is what Canada

is all about. Public Administration must take the lead implementing these measures by allocating

funding, ensuring policy enforcement, and collaboration within all. By committing to change for

all minority groups Canada can enhance racial equity, strengthen public trust and create a fairer

society for all citizens.

Additionally, strengthen the Public Administration role in enforcing fairer policies and

increasing awareness will further contribute to a more inclusive society.

IV
Research Project

Introduction
Racial discrimination is defined by the Government of British Columbia as an occurrence

of being mistreated, denied a benefit, or harassed/insulted based on your ancestry, colour, race or

place of origin (Government of British Columbia, n.d.). Similarly, the European Union has

defined it as “Any distinction, exclusion, restriction or preference based on race, colour, descent,

or national or ethnic origin which has the purpose or effect of nullifying or impairing the

recognition, enjoyment or exercise, on an equal footing, of human rights and fundamental

freedoms in the political, economic, social, cultural or any other field of public life” (European

Commission, n.d.).

Racial discrimination can be viewed in many forms and can even happen unintentionally.

Some of the more common forms can be calling someone racist names, utterly threats to those of

a different race, denying services based on one’s race, or employment issues such as hiring and

promoting based on race (Government of British Columbia, n.d.).

To quote the United Nations, “The fight against racism is everyone’s fight and everyone

wins when we eradicate racial discrimination from our societies. We all have a part to play in

building a world beyond racism” (United Nations, n.d.). Canada and Canadians are no exception

to this statement.

According to World Justice Project, as many as 70% of countries have seen an increase in

discrimination in recent years, specifically between 2021 and 2022 (World Justice Project, 2023).

While Canada is ranked number five of the 89 countries assessed for the 2024 Best Countries

rankings, there is still much to learn about how public administration can adapt other countries

methodologies to improve racial equity in Canada (US News, n.d.).

1
Research Project

The map below shows how countries are ranked according to Racial Equality as

published by the World Population Review (n.d.). It’s easy to note that Canada is rank one of the

highest.

Figure 1. Racial Equality Rankings

Source: World Population Review. (n.d.)

This report will take into

consideration The Government of Canada’s latest strategy – Changing Systems, Transforming

Lives: Canada’s Anti-Racism Strategy 2024-2028 (Government of Canada, n.d.) amongst those

of other countries, including Denmark, New Zealand and Netherlands. The countries that Canada

will be compared to in this report rank higher in racial equity and will serve as a basis for

learning and growth in the subject area, in addition to being used to formulate alternative

2
Research Project

methods, and essentially a recommendation to be brought forward to public administration to do

better.

Background Information
It wasn’t until near the end of the second world war, in 1944, that the first piece of

legislation was passed that was solely focused on anti-discrimination. While this was in Ontario,

the 1944 Discrimination Act set precedent for others to follow. This act “prohibited any signs,

symbols, publications, or any other representation of discrimination based on race or religion”

(STFX University, n.d.).

While other provinces began to follow in Ontario’s shoes, Parliament had been working

on its own legislation. In 1977, The Canadia Human Rights Act was first introduced. At that

time, “the legislation not only prohibited discrimination on the basis of well-established grounds

such as race, religion and national origin; it also included relatively newer grounds such as sex,

ethnic origin, age, marital status, physical disability and pardoned conviction” (Kirkup, 2018).

Since then, the act has been amended to include sexual orientation, and gender identity or

expression in 1996 and 2017 respectively (Kirkup, 2018).

While there have been great strides made in the issue of racial discrimination, there is still

room for continued growth and understanding.

Research Methodologies
The research methodology used in this report was secondary research was chosen it

provides a comprehensive, data – driven and analysis. There were many credible websites used

to gather information about all countries evaluated, including official government websites.

3
Research Project

Through the search engine, Google, we were able to narrow down respected sources of

information using the Scholar function. There was an examination of racial discrimination in

Canada's public administration by analyzing credible news sources, government reports, policy

documents, and scholarly journals. These sources provided unbiased and authoritative insights

into the topic. While a comparative analysis looked at racial equity efforts in New Zealand,

Denmark, and the Netherlands to find best practices relevant to Canada, a literature review was

done to look at anti-discrimination laws from the past and present. The research also evaluated

how important stakeholders - such as corporations, advocacy groups, government agencies, and

individuals -address racial inequities. To assess how well Canada's Human Rights Act (1977) and

Anti-Racism Strategy (2024–2028) mitigate systemic discrimination, a policy review was also

conducted. The report's conclusions and suggestions are supported by a thorough, evidence-

based research methodology that guarantees their applicability to public administration initiatives

to advance racial discrimination.

Issue
The pursuit of racial equity remains an urgent, yet very challenging within public administration,

as systematic discrimination continues to shape economic opportunities as well as access to

essential services and trust in government. Racial discrimination remains a pressing issue in

public administration due to its impact on policy making, resource allocation, and institutional

accountability. Historically, system discrimination has influenced economic opportunities,

education, and access to essential services, reinforcing disparities among racial groups (U.S.

News, 2024).

4
Research Project

According to the recent rankings of the best countries for racial equity, nations vary significantly

in addressing racial disparities, with some implementing stronger anti-discrimination policies

and inclusive governance structures than others (U.S. News, 2024). This disparity requires public

administrators to develop policies that promote equitable treatment in government services and

workforce diversity. Public administrators play a crucial role in addressing racial inequities by

ensuring that policies are not only legally compliant but also actively working to dismantle

systematic barriers. If specific measures are not taken to address racial inequalities, these issues

will continue to exist. This can lead to a loss of trust in government institutions, thus affecting

the overall effectiveness of administrative functions, operations, and efficiencies. These issues

can also lead to long-term socioeconomic inequities, reduced civic engagement, and a decline in

public confidence in government institutions, outcomes that neither desirable for citizens nor

beneficial to the economy. When certain groups see that policies favor certain racial groups or

continue to fail to address the injustice, trust in the administration weakens, making it more

challenging for public officials to be more effective towards the public.

Below are statistics from the Government of Canada (2024) which prove and emphasize the

importance of this issue and the current situation that Canada is in.

Figure 2: Facts and Figures

5
Research Project

Source: Government of Canada.

6
Research Project

Stakeholders
The public administration stakeholders include the citizens, beneficiaries, non-racial

groups, social media, and city council. Immigration has risen the racial variety of the Canadian

population (Reitz, J. G., & Banerjee, R., 2007, p.1). Stakeholders within public administration

are the most affected by issues of racism and discrimination because they are the ones who

suggest solutions for anti-racism and discrimination. Canadian citizens working on racial

discrimination belong to various backgrounds and professions such as law, teaching, politics, and

research. There are several organizations built to combat racism and promote diversity (Reitz, J.

G., & Banerjee, R., 2007, p.2). These organizations comprise of Black Lives Matter-Canada, the

Canadian Human Rights Commission, programs led by Indigenous leaders, activists, and several

education programs in universities across Canada (Gintova, M., 2023, p.577).

Beneficiaries often belong to the dominant racial group, such as white people in many

Western countries. These dominant groups take active steps to challenge and dismantle racial

inequality. Race is communally formed with no biological or logical basis. Some people

consistently fight against racism and discrimination by participating in anti-racist actions and

using their power to create an equitable society (Banting, K., & Thompson, D., 2021, p.871).

Even though the Canadian government has created programs with the help of the beneficiaries to

enhance equality, there is still a significant existence of racial inequality. They have created the

race-neutral system in the immigrant selection, and the multi-culturalism policy with anti-

discrimination provisions (Gintova, 2023, p.577).

There are racial disparities that are persistent across multiple generations in Canada.

During past decades, there was a rapid shift in immigration patterns that promoted ethnic

diversity. The non-racial groups focus is on the experience of racial minorities presence in

7
Research Project

Canada (Banting, K., & Thompson, D., 2021, p. 873). They work to raise awareness and support

the sidelined communities. There are several non-racial groups in Canada such as the Canadian

Human Rights Commission, the Canadian Civil Liberties Association, and The Canadian

Multiculturalism and Anti-Racism Network. The association between discrimination and

depression is based on the individual’s coping response to it (Noh et al., 1999, p.194). These

non-racial groups do address the different consequences faced by the different ethnic groups and

suggest programs to respond to these discriminations such as spreading the support through

rallies and holding awareness seminars.

Racist speeches thrive on social media through memes and by using fake identities to

boost racism hate (Matamoros-Fernández, A., & Farkas, J., 2021, p.205). Social platforms like

Facebook, WhatsApp, and YouTube have seen growth in racism and hate speech in the last few

years. Social media serves as a platform for racist disclosure through activism and promoting

racial equality. Hashtag campaigns have been used globally to raise awareness for racial

injustices. Digital methods have a wider audience, thus anti-racist activities can be spread

globally, and the hate speech and the racism effects can be minimized (Matamoros-Fernández,

A., & Farkas, J., 2021, p.223).

Every city has its council which plays a crucial role in implementing policies, creating

advisory bodies, and fostering community engagement in combating racism. The laws and

policies have been created to contribute to the operation of multicultural people in Canada (Lee,

a., 2023, p.1). Racism not only exist in Canada but has been a fundamental part of the country's

history creating harmful effects. Canadian history shows that there has been severe racism

against Indigenous and black people (Lee, a., 2023, p.3). Thus, the City Councils work in favor

8
Research Project

of the equality rights given in section 15 of the Canadian Charter of Rights and Freedoms

opposing the existence of white-spread racism (Government of Canada, n.d.).

Other Jurisdictions
Racism in any country is an ongoing effort that needs to be dealt with even today.

Government and society need to work together so equality is in place and everyone feels the

same, which makes any country or environment great (Vasta, e., 2007, p.715). New Zealand,

Denmark, the Netherlands, and Canada have their unique way of dealing with racism based on

their history and common strategies. Education plays a vital role as you learn how not to

discriminate against the minority groups. The key is to keep taking steps forward day-by-day to

ensure equality for all citizens (Vasta, e., 2007, p.720). Nothing can change if people or locals of

the country don’t take certain steps or take responsibility to keep living in denial that racism does

not exist. Festivals should be in place for anti-racism, which will help to fight against racism and

make our people aware (Keung, N., 2005, p. 1). Any country or community can make a

difference and put a dent in racism by using mass media like movies, radio, art, and social media

to let their people know how to deal with this issue (Keung, N., 2005, p. 1).

New Zealand
New Zealand is known to have the least racism in their country as they educate their

people and have a history of working with their Indigenous Māori people (Liu, J. H., &

Robinson, A. R., 2016, p.137). The government ensures they promote understanding of the

culture of the Māori people, language, and history so there is no gap left between them and other

9
Research Project

groups participating in the advanced British civilization ((Liu, J. H., & Robinson, A. R., 2016,

p.138).

New Zealand has anti-discrimination laws in place which prevents discrimination based

on any race, culture, or color. New Zealand wars and their aftermath Māori tribes are respected

today (Liu, J. H., & Robinson, A. R., 2016, p.139). From social media to community engagement

Māori people get involved in it all. Media and political platforms make sure the Māori voice is

represented as a national identity. When it comes to history Māori people are the foundation of

New Zealand (Liu, J. H., & Robinson, A. R., 2016, p.143). In Canada, it's ideal that all must be

treated equally and the same by law. Equality is promoted so that one race cannot be given more

benefits and rights than another race. Everyone is equal here that is the reason why Canada is a

multicultural land (Liu, J. H., & Robinson, A. R., 2016, p.137).

Denmark
Denmark’s history of immigration is moderately recent, especially compared to Canada.

Denmark has anti-discrimination laws in effect as well but less comprehensive compared to

Canada. Discrimination is considered illegitimate in Denmark but also inadmissible (Gudrun

Jensen, T., Weibel, K., & Vitus, K., 2017, p.51). When racism or discrimination takes place, it is

believed as an individual act. In Canada, everyone is equal with no restrictions whereas Denmark

is a Danish welfare state. Public debates tend to represent immigrants and refugees as economic

burdens for Danish society and Danish identity in which foreigners tend to be defined as people

who are not real Danes and who do not belong in Denmark (Gudrun Jensen, T., Weibel, K., &

Vitus, K., 2017, p.52). Both Denmark and Canada deal with racism, but their challenges and

ways to address are different. Denmark is more focused on integration whereas Canada embraces

multiculturalism. Canada supports diversity, while Denmark still faces ongoing problems about

10
Research Project

its national identity and immigrant role in their country (Gudrun Jensen, T., Weibel, K., & Vitus,

K., 2017, p.51).

Netherlands
Racism in the Netherlands, like many countries, is an issue that still exists. Society in the

Netherlands is progressive but still, it faces encounters related to racism and discrimination.

Even politicians and some media persons have depicted immigrants as a threat to citizens and the

welfare system (Vasta, e., 2007, p.713). They refuse to mix up, hence the government has lost

control over them to associate with other races. Even some mainstream political parties and

government officials have not been following. You can move away from multicultural policies

introduced a long time back and move to new policies designed to ensure immigrant integration

(Vasta, e., 2007, p.715).

When it comes to Canada it is recognized for its multicultural policies while the

Netherlands' integration has been challenging for them and immigrants should assimilate more

into Dutch society. That is the reason why Canada believes in multicultural policies and mostly

based on public interest policies. Canada is a pioneering country in the history of official

multiculturalism, as its population is increasing day by day it is getting ethnically and religiously

diverse which makes Canada one of the highest immigration rates in the world (May, P., 2022,

p.1940).

Canada is a country with diversity, one with indigenous aboriginal populations and a history of

immigration. Everyone celebrates diversity; indeed, it is a key feature of the Canadian identity

(Andrew et al., 2014, p. 3). Canada is committed to peace, order, and good government and

always welcomes newcomers and minorities (Andrew et al., 2014, p. 5). Canada has become

more diverse, which makes minority groups more visible, with a larger population in several

11
Research Project

cities. Immigrants are welcomed with open arms; someone who is born outside of Canada is

granted the right to live permanently in the country (Andrew et al., 2014, p. 9). Immigrants

come here for a better life or may come to join their family members who are already in this

country. As of today, more than one hundred languages are being spoken by Canadians (Andrew

et al., 2014, p. 10). Immigrants are automatically different cultures and religions come along as

well which makes Canada different from all the other countries.

The table below captures the key points from the countries previously discussed.

Figure 3 Other jurisdictions notable actions in fighting for racial equality.

Country Actions to mitigate racial discrimination

New Zealand New Zealand has been educating their people to promote

diversity.

Denmark Denmark is focussed on the integration with other races.

Netherlands Netherlands are designing new policies to integrate

different ethnic backgrounds.

Alternative Solutions
Racial discrimination remains a significant issue that affects people's daily lives, and

public administration plays a critical role in addressing this challenge.

Public administration has an extremely critical role in policymaking, resource allocation,

managing public services, and effectively delivering programs to meet the needs of citizens by

coordinating government activities. As public administration evolves, changes occur in the

formulation and implementation of government programs. The changes include more actors in

12
Research Project

the decision-making process, the greater the transparency or openness in government, and the

way citizen and public servants administers manage and respond to the government policies and

programs (Paul Barker & Tim. A. Mau, 2017).

Public administration is responsible for ensuring fair governance, equal access to

opportunities, and the efficient functioning of public services. However systematic racial

discrimination continues to impact economic opportunities, and trust in government institutions

(Government of Canada, 2019). By implementing workforce diversity and representation,

education and workforce development, multiculturalism versus diversity, and community

engagement, public administrators can address these inequalities and promote long term social

and economic stability while having trust amongst the people within their own government.

A diverse workforce ensures that government agencies reflect the communities they

serve, leading to more inclusive policies and equitable decision-making. When people from

different backgrounds come together, it creates more inclusive policies and fairer decision

making. If the public administration reflects the population, it not only enhances public trust but

also ensures that everyone feels represented and heard.

Alternative One
Diversity & Inclusion Training
One of the alternatives is to improve workforce diversity and representation. While there

are both pros and cons to this, certain strategies can be implemented to have a mentorship and

leadership development program. Leadership mentoring provides leaders with valuable

guidance, advice, and insight from experienced leaders. This helps individuals develop critical

skills. Public administration can create mentorship programs to support racial minorities in

advancing their careers and ensuring equitable access (Menter loop, n.d.).

13
Research Project

Another strategy that could be implemented is diversity and inclusion training, followed

up by diversity audits. Diversity audits help one understand the demographics and culture of

one's workforce to identify specific factors that will help you create a diverse and inclusive

organisation (The EW Group, n.d.). Having diversity audits would help organizations assess,

measure, and improve diversity and inclusion efforts. The audits analyze workforce

demographics, hiring practices, pay equity, and workplace culture to identify biases and gaps in

representation of diverse groups.

One of the major benefits of workforce diversity and representation is that it fosters innovation

and creativity by incorporating different viewpoints. A diverse government workforce can better

serve the needs of all groups, resulting in fairer policies and greater trust from the public.

Additionally, mentorship and leadership programs ensure that racial minorities have fair career

opportunities, reducing systemic barriers in the hiring process and promotions. Diversity audits

also provide insight that help organizations address biases and improve inclusivity.

However, implementing diversity initiatives can be challenging due to certain issues.

These strategies require time, funding, and continuous oversight for it to not only be effective but

successful in the long term. Resistance may also arise amongst employees, as some may think

that these strategies are unfair.

Alternative Two
Education & Workforce Development
Secondly, education & workforce development are essential for creating equal

opportunities. When racial minorities lack access to education, job training, and career growth,

they face barriers that reinforce poverty and inequality. Implementing programs that provide

14
Research Project

skills training, financial support, and career advancement opportunities can help address these

challenges and promote a more inclusive workforce. Examples to enforce this idea would be to

have specific financial aid programs for minorities to access higher education. Financial aid

programs help fund their education and this can come from the government or other entities

(Mos, n.d.). This can allow those who lack the opportunities to be able to gain education and

experience to move forward in their lives. In fact, this kind of program can help break down

economic barriers.

Many individuals face many hardships financially, limiting their ability to pursue their

education. It allows individuals to not only feel more empowered, but to develop skills, secure

higher paying jobs and break cycles of poverty. However, challenges remain, including limited

funding, potential student debt, and unequal resource distribution.

Alternative Three
Diversity vs. Multiculturalism
Diversity and multiculturalism are two interconnected concepts that advance inclusivity

and acknowledgment of distinctive societies, foundations, and points of view. Diversity refers to

the inclusion of a variety of individuals and experiences within a group or society, whereas

multiculturalism takes this further by actively recognizing, respecting, and valuing the disI tinct

cultures present (This vs. That, n.d.)

Diversity recognizes the contrasts among people, such as race, ethnicity, and sexual introduction,

whereas multiculturalism emphasizes the significance of cultivating an environment where these

contrasts are celebrated and coordinated into the texture of society. (This vs. That, n.d.) Both

concepts are basic for making a concordant and impartial society that increases in value and

15
Research Project

learns from the abundance of different societies. For example, an alternative to multiculturalism

is assimilation, which suggests that minority groups should adopt the values, practices, and

cultural norms of the dominant group in society. Unlike multiculturalism, which promotes the

preservation and celebration of diverse cultures, assimilation encourages cultural conformity.

While assimilation can foster social unity, argue that it may repress individuality and the richness

that diverse perspectives offer. (This vs. That, n.d.)

The chart in figure three explains the difference between diversity and multiculturalism in

a glance.

Figure 3. Diversity versus multiculturalism

Source: This vs. That. (n.d.).

16
Research Project

Alternative Four
Community Engagement

We often emphasize the importance of value in community engagement work. While

many engagement professionals are comfortable discussing value within guidelines, they often

stop short of directly addressing race and the persistent disparities affecting people of color. The

right to have a voice in government should never be determined by race, but throughout our

nation's history, race has influenced every aspect of governance. Although progress has been

made in providing healthcare, education, and services to Black communities, there are still

significant gaps in access and outcomes for African Americans (Dawkins & Dawkins, 2023).

While the reasons for different outcomes can vary, there is a dominant factor to access.

People with less information and fewer opportunities to speak up will benefit far less from the

outcomes. Real progress requires engagement practices and systems that reduce barriers to

participation and meet people where they are, empowering more residents to take part in the

decision-making process. By making engagement more accessible and connecting with residents

on their terms, communities can hear from a broader range of voices, leading to more inclusive

results and efforts to tackle racial disparities.

Moreover, it is essential to create environments where people feel their voices are valued

and their perspectives are heard, particularly those from marginalized communities. This process

not only helps in addressing immediate needs but also fosters long-term trust between local

governments and communities. When residents can meaningfully contribute, decisions are more

likely to reflect the diverse needs of the population, leading to policies that benefit everyone and

17
Research Project

help bridge the racial divide. True community engagement is about ensuring that every

individual, regardless of background, has an equal opportunity to shape the future.

Recommendation
Based on all the facts and possible alternatives listed, it is recommended that the public

administration in Canada increase racial discrimination awareness through increased education

and workforce development. Once people know what racial discrimination is, they can become

more diligent in decreasing instances of it. New Zealand is exemplifying this concept and having

great success.

From the perspective of education, this can be taught as a young age and introduced

through school systems. As for implementation, public administration would have to get

approval from the Department of Education to include the topic in school curriculum. The

development of such materials would take resources – money, time, subject experts, etc. and

would ideally be voted on by parent and school councils to gain support, attention, and traction.

This can also be in the form of government campaigns and funding through various

avenues to collectively bring awareness to treating everyone with respect, dignity and equitably.

While the legislation is in place, it does no good if people are not aware of it. This would also

entail various examples and situations of racial discrimination as not all cases are obvious or

intentional.

When considering how education affects the workforce, educational programs can be

developed for further emphasize on company policies and procedures, and how they align with

public administration policies and legislation. In the human resources departments of

organizations, this is a common topic and the legalities of not enforcing legislation is likely well-

18
Research Project

known. But what about other areas? For instance, recruitment and selection can be initial

indications of how seriously they approach the issue. Human resource information systems are

being used to remove biases in the recruitment process and removes names, addresses, as well as

other indicators that could identify demographics.

While public administration is not directly responsible for a business’s operations, they

are responsible to inquire when complaints are made through various avenues (i.e. Human Rights

complaints, Occupational Health and Safety, Employment Standards). If there was increased

awareness and compliance, ideally incidents and complaints would gradually decrease over time.

As mentioned throughout the report, when public views public administration actions in a

positive light, there is increased trust. If public administration can take the existing legislation

and apply it themselves in public settings, then the amount of positive reinforcement this could

provide to citizens could be immeasurable. One example of this with reference to an elected

government official occurred in September of 2017 with Jagmeet Singh (McLaughlin, 2017).

There was a member of the audience that prominently took to the front of the group making anti-

racist comments, and he responds with welcoming differences. This could have taken a

completely different turn, but the reiteration of welcoming all peoples was an opportunity for

education and not allowing differences to define someone or a situation. It’s this type of action

that can make a huge impact on society, but public administration must be willing to share it in

campaigns, despite what political party the person is representing.

When we all come together, we can achieve great things, as there’s power in numbers.

There’s also power in images like the one below, and we can include everyone, despite of their

race, and still make something beautiful and signatory.

19
Research Project

Figure 4. A picture of diversity.

Source: Microsoft stock images.

Summary
This report analyzes racial discrimination in Canada’s public administration,

concentrating on its effects on policy execution, public confidence, and fair access to services.

Although legislative frameworks like the Canadian Human Rights Act (1977) and the Anti-

Racism Strategy (2024-2028) have been established, systemic racial disparities continue,

especially in employment, education, and public services. These inequalities underline the

necessity for more robust, proactive public administration strategies to guarantee fairness and

inclusivity.

Racial discrimination continues to be a significant issue in public administration, as it

directly impacts recruitment methods, policy application, and government service provision. If

20
Research Project

left unresolved, these inequities can undermine public trust in institutions and obstruct economic

and social advancement. Five critical stakeholder groups are affected by racial discrimination,

each fulfilling distinct roles and responses. Citizens and racialized groups encounter

discrimination directly, while government officials are accountable for formulating and

implementing anti-discrimination policies. Employers and businesses influence workplace

diversity, while NGOs and advocacy organizations advocate for improved policies and greater

awareness. Lastly, media and social platforms shape public attitudes and dialogue about racial

equity.

To investigate effective strategies, the report evaluates approaches adopted by three

jurisdictions. New Zealand incorporates racial equity education and Indigenous cultural

appreciation into public policy, promoting social cohesion. Denmark encourages immigrant

integration but faces hurdles due to societal opposition. The Netherlands has shifted away from

multiculturalism toward assimilation, resulting in heightened tensions and decreased support for

diversity efforts. These analysis and information emphasize the significance of education, policy

synchronization, and public involvement in tackling systemic racial inequities.

Based on these findings, four alternative solutions were examined: Diversity and

Inclusion Training, which seeks to minimize workplace biases but necessitates a long-term

commitment; Education and Workforce Development, which aims at raising racial consciousness

and equitable hiring practices; Diversity versus Multiculturalism, which investigates the effects

of different cultural frameworks on racial equity; and Community Engagement, which promotes

public involvement in anti-racism policy formulation.

After assessing the advantages and drawbacks of each alternative, the report recommends

Education and Workforce Development as the most effective approach. This involves

21
Research Project

incorporating racial equity education into school curricula, broadening diversity initiatives in

recruitment practices, and ensuring unbiased hiring processes via technology-based solutions.

Canada can create a more welcoming culture where its actively celebrated. In addition to

policies, a culture change that promotes equality, respect and understanding for all is necessary

for real success.

Public administration must spearhead these initiatives by offering funding, implementation

assistance, and enforcement mechanisms to secure enduring systemic transformation.

Strengthening education and workforce policies will not just lower racial discrimination but also

support public trust, workplace diversity, and overall social equity in Canada. The way forward is

obvious report concluded build a future in which racial discrimination is a lesson learned from

past rather than a barrier by investing in education and guaranteeing equitable access to

opportunities.

22
Research Project

References

Andrew, C., Biles, J., Siemiatycki, M., Tolley, E., Bird, K., Black, J. H., Bloemraad, I., Caverhill,

M., & Garcea, J. (2014). Electing a Diverse Canada: The Representation of Immigrants,

Minorities, and Women (1st ed.). UBC Press.

Dawkins, J., & Dawkins, J. (2023, February 9). Black History Month: Recognizing the history of

racial disparities in engagement, and those working to change it. Public Input.

https://publicinput.com/wp/community-engagement-racial-disparities/

European Commission. (n.d.). Racial discrimination. Migration and Home Affairs. https://home-

affairs.ec.europa.eu/networks/european-migration-network-emn/emn-asylum-and-

migration-glossary/glossary/racial-discrimination_en

Government of British Columbia. (n.d.). Racial discrimination.

https://www2.gov.bc.ca/assets/gov/law-crime-and-justice/human-rights/human-rights-

protection/racial-discrimination.pdf

Government of Canada. (6 June 2024). https://www.canada.ca/en/employment-social-

development/programs/federal-anti-racism-secretariat/facts-figures.html

Government of Canada. (2024, October 1). Changing Systems, Transforming Lives: Canada’s

Anti-Racism Strategy 2024-2028.

https://www.canada.ca/en/canadian-heritage/services/combatting-racism-discrimination/

canada-anti-racism-strategy.html

23
Research Project

Gudrun Jensen, T., Weibel, K., & Vitus, K. (2017). “There is no racism here”: public discourses

on racism, immigrants and integration in Denmark. Patterns of Prejudice, 51(1), 51–68.

https://doi.org/10.1080/0031322X.2016.1270844

Liu, J. H., & Robinson, A. R. (2016). One ring to rule them all: Master discourses of

enlightenment-and racism-from colonial to contemporary New Zealand. European

Journal of Social Psychology, 46(2), 137–155. https://doi.org/10.1002/ejsp.2141

Keung, N. (2005). Closing the door on racism; Toronto’s Imagine NATIVE festival’s soft

approach offers aboriginal perspective Race relations group honours innovative heroes in

the fight against discrimination Racism remains “alive and well” 10 steps forward, nine

steps back: ONT Edition. Toronto Star. https://www.proquest.com/docview/438883843?

parentSessionId=1sWafzXCadLEbndEsl4focpwsmDvnLQKsqnoM7TbPgU%3D&pq-

origsite=primo&accountid=12654&sourcetype=Newspapers

Kirkup, K. (3 May 2018). Canadian human rights act. The Canadian Encyclopedia.

https://www.thecanadianencyclopedia.ca/en/article/canadian-human-rights-act

May, P. (2022). Canada: the standard bearer of multiculturalism in the world? An analysis of the

Canadian public debate on multiculturalism (2010-2020). Ethnic and Racial Studies,

45(10), 1939–1960. https://doi.org/10.1080/01419870.2021.1977366

McLaughlin, Amara. (2017, September 11). Jagmeet Singh praised for 'calm and positive'

reaction to anti-Muslim heckler. CBC News.

https://www.cbc.ca/news/canada/toronto/jagmeet-singh-stands-against-hate-1.4284473

Proulx, C. (2018). WHITE BACKLASH AGAINST INDIGENOUS PEOPLES IN CANADA.

Canadian Journal of Native Studies, 38(1), 75–101.

24
Research Project

STFX University. (n.d.). Racial Discrimination Act 1944. Mulroney Institute of Government.

https://www.mulroneyinstitute.ca/node/5251

This Vs. That. Diversity vs. Multiculturalism - What’s the Difference? | This vs. That. (n.d.).

https://thisvsthat.io/diversity-vs-multiculturalism

United Nations. (n.d.). Fight Racism. Background.

https://www.un.org/en/fight-racism/background/the-road-to-fight-racism

U.S. News & World Report. (n.d.). Best countries for racial equity.

https://www.usnews.com/news/best-countries/best-countries-for-racial-equity

Vasta, E. (2007). From ethnic minorities to ethnic majority policy: Multiculturalism and the shift

to assimilationism in the Netherlands. Ethnic and Racial Studies, 30(5), 713–740.

https://doi.org/10.1080/01419870701491770

World Justice Project. (2023, March 21). Discrimination is getting worse globally.

https://worldjusticeproject.org/news/discrimination-getting-worse-globally

World Population Review. (n.d.). Most Racist Countries.

https://worldpopulationreview.com/country-rankings/most-racist-countries

25