Apart from technological resources that were
applied in the management of offenders, the
Branch felt the impact of technology in other
ways. In 1993, Burnaby Probation implemented
a paperless office pilot project to reduce paper
flow, enhance efficiencies and give staff more
flexibility in organizing their work. Many
current technologies throughout the
Corrections Branch were piloted through this
project. Technologies tested at this site included
document imaging, voice messaging, expanded
electronic mail, electronic fax and intelligent
workstations.

Employment equity program

In 1985, a federal government royal
commission identified four groups in Canadian
society that were under-employed in the
workforce, or concentrated in lower paying
jobs. The four groups were women, aboriginal
people, individuals with disabilities and visible
minorities.

In 1987, the Corrections Branch—ahead of the
rest of the provincial government in
B.C.—implemented an employment equity
program for women. The Branch recognized
that the percentage of women in Branch
managerial/supervisoty positions did not
represent women in line level positions, or the
percentage of women in the population.

One of the first Branch initiatives to promote
employment equity was the development of
bridging positions, which enabled women to
gain management experience. Bridging
positions were management/supervisory level
positions that were temporarily filled by female

employees. A bridging position lasted one to
two years.

A review of employment equity in 1991 found
that progressive initiatives resulted in positive
changes in the number of women employed by
the Branch. A decision was made by senior
management to enhance and expand this
program to include aboriginal people, visible
minorities and persons with disabilities.

Although improvements and successes

occuttred, the Corrections Branch continued its

commitment to strategies that would help it

meet employment equity targets. Other

initiatives were developed within the Branch

including:

» Annual employment equity plans and
progress reports;

» Family-friendly work options such as job
sharing;

» Staff publications;

» Mentoring programs;

» Recruitment campaigns that encouraged
target groups to apply;

a Staff conferences; and

» Cross-cultural training.

Most of these activities were initiated by the
Branch Equity and Diversity Committee
(formerly the Women’s Programs and
Employment Equity Committee), which made
recommendations to senior management on
equity and diversity issues.

Given the reorganization of the Branch in 1997,
the responsibility for equity and diversity
objectives and initiatives was subsumed in each
division. The committee was disbanded in

1999,

65 Shiftworker’s Guide for Correctional Officers, Pregnancy in the Workplace: A Handbook for B.C. Corrections Staff. Both
published by Ministry of Attorney General, Corrections Branch, October 1997.

The Era of Risk Management (1990-1997)

227