Cultural Human Resources Council
In this issue!
Gatherings of T2L mentees and mentors from Cohorts 1, 2 and 3 were recently held in Montreal, Edmonton, Vancouver and Toronto. They provided unique opportunities for mid-career and senior leaders in the cultural sector to explore together the challenges and opportunities they are facing as they lead the sector into the 21st century. Here are comments from Cohort 3 participants which point to the value of these gatherings and of the broader T2L programme.
The latest results from the Provincial/Territorial Cultural Indicators (PTCIs) reaffirm the importance of culture in Canada: it generated $53.1 billion in GDP in 2017, having grown 16.0% since 2010, and supports approximately 666,474 jobs.
For more detail including provincial and territorial breakdowns, go to: www150.statcan.gc.ca/n1/daily-quotidien/190425/dq190425b-eng.htm
A reminder about the Canadian Satellite Account (CSA): The CSA is an accounting framework developed to measure the economic importance of culture, the arts, heritage and sport to the Canadian economy. It allows governments, stakeholders, professional organizations, and industries who use statistics to understand and express the value of these sectors relative to the rest of the economy.
CHRC is a member of the Cultural Statistics Strategy Consortium (CSSC) which includes the Department of Canadian Heritage, provincial and territorial governments and agencies, and some non-government organizations.
The consortium partners are:
With Phase 1 of Respectful Workplaces in the Arts under our belts, the work on Phase 2 has begun. In the first year of RWA we developed several tools and resources to help employers and cultural workers navigate the often uncharted waters of harassment complaints and investigations. In the coming months 18 selected individuals from the sector (12 in English and 6 in French) will go through a training session with HR professionals, learning to develop and deliver workshops on harassment.
They will draw on the tools and resources available on the RWA website. With guidance on design and delivery of the workshops on harassment that they develop, the trainers will become a kind of “SWAT team” of experts on dealing with harassment in arts workplaces. Over the next year, they will deliver pilot workshops, fanning out across the country, seeding the sector with this vital information, and empowering cultural workers and employers to tackle harassment and build respectful workplaces.
The training with the HR experts will be over May and June. More on how you can line up one of these workshops will be available in the coming weeks.
After extensive data collection and analyses, a cross sector survey that was in the field for 3 months, focus groups in almost every province and territory, and many interviews with key stakeholders, we are on the home stretch of the 2019 Labour Market Information Study of the cultural labour force. We will have interesting hard data to share, and we will have insights into the realities of life in the cultural sector with its challenges and opportunities. One of the very important aspects of this Study is that raw data taken from existing Statistics Canada surveys and the Cultural Satellite Account will be balanced with insights from employers and cultural workers to make sure the messages of this LMI Study ring true on the ground. Data so often don’t tell the whole story.
On June 18, members of the Steering and Advisory Committees who have helped guide the Study over these past months, will meet in Toronto with the Conference Board (the consultants) to review their findings and recommendations and offer final comments and suggestions. The full study will be released in September with communication rollouts in cities across the country.
At our quarterly conference calls with PATAC partners (Provincial and Territorial Advisory Committee) we share “the good the bad and the ugly” about what is going on in the cultural sector across the country. These exchanges give us a snapshot of the state of culture from coast to coast to coast. They also give rise to collaborations as different parts of the country face similar challenges and can share their learnings. From time to time we’re glad to pass on bright initiatives that will be of interest to all our members. Creative Manitoba’s “Artist Registry” is one of those.
Creative Manitoba is “calling all artists” to establish a registry of who is doing what kind of creative activity and where. This will give an understanding of the arts economy and ecology in Manitoba - what kind of income artists are making from their art, what additional jobs they hold outside of their creative work, and what issues they face. Creative Manitoba will use the results to gain a deeper insight into the creative community; to map the data and identify creative hubs, define strengths and weaknesses, and use that intelligence “to make Manitoba a place for where artists can thrive and prosper”.
Current Job Postings
CHRC members receive a 25% discount on job postings!
Executive Director: Susan Annis
Lucie D'Aoust (Respectful Workplaces in the Arts and YCW)
Communications Officer: Ieashia Minotte
Finance Officer: Erma Barnett
Webmaster: Michael Lechasseur
A list of Board members can be found on CHRC's web site.
Cultural Human Resources Council (CHRC)