Caroline Wawzonek

Many, many years ago, there were some reviews of the Affirmative Action Policy but it has certainly not been any time within recent memory. I can confirm, Mr. Speaker, I have already requested and received a briefing on specifically the issue of the Affirmative Action Policy from the department. It, certainly, is on the radar, if I might say so in that way, that it is something the department is alive to, and that there may be a need to modernize that policy. For the moment, the next step would simply be to do that work within the department, and to bring it to Cabinet to see that it does see...

Thank you, Mr. Speaker. Mr. Speaker, the Affirmative Action Policy is one tool that the Government of the Northwest Territories uses to ensure that we have a representative workforce, and in so doing, in addition to having that policy and having that in place for all hiring across the Northwest Territories, there are efforts made in the course of the careers recruitment process to provide assistance. There is a help section within the website and within the department that could assist individuals in terms of resume writing and can assist them with interview preparation. In addition to that...

I think the next step is that a matter will come to Cabinet, and after, it will, I am sure, receive a thorough review at this stage. Depending on what comes to Cabinet, then it goes forward into the process. As far as a timeline, I would think, at this point, we are expecting a next step over in Cabinet within the next month or two, keeping in mind that the Department of Finance also involves preparing the budget and that people are fairly flat-out in that regard. I am tempted to say the spring. We will know one way or the other where the winds will blow. That is probably the best I can give...

I appreciate that this shows people are listening to a Minister's statement. I acknowledge certainly, and I believe the department acknowledges, that we can and should, must, do a better job of getting word out on the programs that we have. There are good programs in the GNWT to support the development of our staffing and the development of a representative workforce. This is a good program, and it is one that the Member has pointed out rightfully is perhaps being underutilized. There is more space to utilize it. So, as I have said earlier today, we are committing to improving our...

In 2018-2019, there were seven in Yellowknife, one in Fort Smith, one in Behchoko, and three in Inuvik. For 2019-2020, there were an additional two to Yellowknife, three to Inuvik, one to Behchoko, and one to Hay River.

There is not a set program in place to review every single set of regulatory enforcement penalties that are available under every single piece of legislation. That certainly is something that is done when individual items of legislation or regulations are up for review, which is indeed when the Residential Tenancies Act itself sought itself to receive an update in terms of the fine provisions that are included therein. Thank you, Mr. Speaker.

The maximum fine of $25,000 is actually among the highest in all of the country. To my knowledge, there are only two provinces or territories that have significantly higher fines, and a third, namely Quebec, that has a fine set at $29,000. We are in line with what is happening in other jurisdictions.

Mr. Speaker, there are a number of programs existing already within the Department of Finance and specifically within the human resources department that are meant to address exactly the challenge that I am hearing. For example, the Indigenous Career Gateway Program is an opportunity for Indigenous candidates to be given training in order to assume positions within the GNWT. Regional Recruitment Program is another opportunity that is meant to link opportunities that come available within regions and to identify when there is an opportunity that requires some training in order to help a person...

Candidates who apply and who are eligible for an appeal, which is individuals who identify themselves as being candidates, would be potentially able to appeal. Those processes are reviewed by independent staffing officers. Independent staffing officers, there is a regulation that applies in terms of identifying who those individuals are. They have to meet a certain set of criteria including the fact that they are outside of the service of the GNWT, and those are the individuals who would review those appeals.

Mr. Speaker, the Government of the Northwest Territories is committed to supporting and providing employment opportunities to northern students and graduates. As part of this commitment, the Department of Finance manages programs and initiatives aimed at creating employment opportunities for northern students and at helping to provide diverse work experiences for young people.

Part of the success of these programs depends on people knowing about them in order to access them. The Department of Finance wants to improve our communication about all available programs, and to set an example, I will...