Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire and promote a representative number of designated group members (especially non-minority women and members of visible minorities). Implications for practitioners and policy makers are discussed.

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This thesis explores the National Film Board's Cultural Diversity in Action Initiatives (1997-- ) whose aim is to redress the under-representation of filmmakers of colour in the English Program's documentary film production streams. Focusing on how these strategies and objectives have broadly tried to promote racial diversity (for instance, one way is through the goal of having one of four filmmakers be a person of colour), this thesis proposes that these initiatives represent the NFB's most prominent and socially progressive raison d'etre for the late 1990s and the new millennium.

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