NEWSLETTERS

Welcome to the CHRC Newsletter January 2019

Happy New Year! Bonne Année!

In this issue!

• YOUNG CANADA WORKS at Building Careers in Heritage (BCH)
• Respectful Workplaces in the Arts Update
• Talent to Lead Year 3
• Labour Market Information Study of the Cultural Labour Force 2019
• CHRC Membership Renewals for 2019!
• Measuring the social and economic impact of the arts
• Job Postings on CultureWorks.ca
• Keep in touch…

CHRC is now receiving applications for BCH internships for 2019-2020 from employers in not-for-profit arts and culture organizations.

The application deadline is February 1st, 2019.

Building Careers in Heritage is a first-work experience in arts practice, cultural management or arts administration for young college and university graduates who want to pursue a career in the cultural sector. It is a paid internship program administered by CHRC and funded by the Department of Canadian Heritage as part of Canada’s Youth Employment Strategy

YOUNG CANADA WORKS aims to promote skills development, knowledge of Canadian achievements in the cultural sector and cultural heritage, and to enhance the employability of internship participants. The duration of the internship is from 16 to 52 weeks.

If you have any questions, please do not hesitate to send an email to ldaoust@culturalhrc.ca, Lucie D’Aoust, CHRC Youth Internship Program Coordinator.

It’s been one year since the Live Performing Arts rallied their forces to address harassment in their midst, at a Roundtable in Toronto in January 2018.

Under the banner “RESPECT you’ve got our word” (respectfulartsworkplaces.ca), and with CHRC’s leadership and the guidance of a Coordinating Committee (CC) of leaders in theatre, dance and music, the literary arts and the visual arts (including from Indigenous, culturally diverse and official language minority communities), messaging and practical tools are being created to help arts organizations and artists to recognize, and prevent harassment in arts workplaces.

• An HR tool on ‘Workplace Harassment and Violence’ has been created to help arts organizations develop policies and procedures to deal with harassment.
• Consultations with equity-seeking groups across the country have been held to gather comments from these communities on a code of conduct, on training resources, and on reporting and investigating mechanisms in cases of harassment.
• A draft national Code of Conduct for the Live Performing Arts is undergoing a final review, incorporating comments from these consultations. It will be reviewed by the CC at their January meeting and released soon after.
• A letter to Board members has been prepared to encourage arts organizations to consider diversity and gender balance in Board composition.
• Links to training resources are being collected on an ongoing bases for the Training and Other Resources section of the Respectful Workplaces in the Arts website.
• Webcasts for compliance with provincial and territorial workplace legislation relating to harassment, including a compliance kit, will be released this month. They will be 30-minute pre-recorded webcasts detailing harassment legislation compliance by province and territory to assist organizations in the cultural sector with implementing and sustaining compliance. Content will focus on what organizations need to consider to ensure employer, supervisor and employee responsibilities are met.
• Training videos for employees/staff/artists, and for employers will soon be released as important tools for sensitizing management and staff about harassment in the workplace and how it should be addressed.
• A report with recommendations on “Reporting and Investigating Mechanisms in cases of Harassment” will soon be released. The research of consultant Jeanne Lesage of Lesage Arts Management has included interviews with dozens of artists, employers, cultural workers and administrators. It will also include a strong piece of secondary research giving the context of current initiatives to deal with and prevent harassment.
• A pilot training project is being organized for arts organizations that have an urgent need for training for staff who find themselves on the front lines fielding calls from victims of harassment who may be in states of trauma. If it is successful, we will look at ways to introduce it in other locations across the country.

Train-the-trainer workshops will be held to train representatives from the performing, literary and visual arts to develop and deliver workshops on harassment for their own colleagues and communities. More on these in the coming weeks.

D’une participante : ‘Je suis super honorée et je me considère chanceuse de pouvoir participer à ce programme de formation et de mentorat. Un grand merci au CRHSC!’

From a mentee: ‘This is a mentorship that has truly come at the right time for me and my company. I will keep you updated on our progress.

I once again thank you, CHRC/ the selection committee for nurturing me in the 6 month mentorship process. As a new/ establishing POC immigrant with no family support, this means so much to me.

From a mentor: “I’m honoured and happy to consider the offer of mentoring’… I owe CHRC a bit. You supported my first company mentorship through the funding program that no longer exists. That catalyst made my company structure a little more professional. And my mentee has now become the Executive Director of XXX “

Talent to Lead Year 3 has officially begun with the all-important mentorship matches and the learning webinars. We are delighted that this third cohort of future leaders includes participants from Indigenous, culturally diverse and official language minority communities from coast to coast to coast. CHRC is pleased to once again be working with Mentorat cultural and HEC in Montréal, and with Williams HR Consulting in Toronto and with a strong and experienced Steering Committee and Advisory Committee in Montreal. Funding for T2L is generously provided by the Department of Canadian Heritage and the Metcalf Foundation.

The Labour Market Study of the Cultural Labour Force is well underway, with generous funding from Employment and Social Development Canada.

All cultural sector employers and individuals are invited
to answer the survey’s questions at:
www.conferenceboard.ca/CulturalLMIsurvey

The survey will cover Broadcasting; Film and Television; Digital Media; Book and Magazine Publishing; Music Industry; Live Performing Arts; Visual Arts and Crafts; and Heritage (Libraries, Archives, Museums and Built Heritage) – as it did in 2010. It will include not only assembling and analysing the most recent labour market information for the cultural sector, but also insights into trends and forecasts, based on interviews with many sector leaders.

Employers, artists and cultural workers are encouraged to respond to and disseminate the survey through their networks.

For questions about the survey and/or the LMI Study, please contact CHRC’s LMI Project Manager, Grégroire Gagnon, at ggagnon@culturalhrc.ca

Please renew your CHRC membership today!

Your voice and commitment make CHRC strong!

If you renew before January 31, 2019, you will receive CHRC’s recently updated HR Management Toolkit in PDF (value: $199.99), containing the new tool on “Workplace Harassment and Violence”.

The following 2 items are from Nicole Frenette, Director, Policy Research Group at the Department of Canadian Heritage

Arts + Social Impact Explorer

“We know that many of you are interested in economic impacts of arts and culture. The Americans for the Arts nonprofit organization recently launched the Arts + Social Impact Explorer. This new tool is aimed at better understanding the arts’ long-term social impacts by bringing together research and case study examples (mainly from the United States).

The tool, which is available only in English, can be consulted by clicking this link”

Measuring economic impact of the arts – a new Stats Canada economic impact model

‘Have you been asked to measure the economic impact of a particular project, initiative or program? Have you ever wanted to learn how to use economic impact models?

With funding from the Canadian Heritage’s Policy Research Group, Statistics Canada recently updated the Culture, Arts, Heritage and Sport Economic Impact Model (CAHSEIM). This model aims to measure the benefits, also known as economic impacts, of arts, culture, sport and heritage organizations, facilities and events. This new version uses coefficients and multipliers for the reference year 2014. The Policy Research Group developed a User Guide to give users a complete introduction to the CAHSEIM and instructions as to how to use it.

This tool is very easy to use for any individual and organization who wishes to evaluate the economic impact of museums, theatres, galleries, arenas and historic sites. It can also be used for arts, culture, sport and heritage related events such as performances, productions, presentations, and festivals.

CAHSEIM estimates impacts for the following economic statistics: labour income, gross domestic product (GDP), employment (total jobs and number of full-time equivalents) and tax revenues.

Please click here to get the new CAHSEIM in an easy to use Excel spreadsheet, and the user guide.

Please do not hesitate to contact the Policy Research Group should you have any questions or need help using CAHSEIM.

Current Job Postings

CHRC members receive a 25% discount on job postings!

Executive Director: Susan Annis

Project Managers:

Lucie D'Aoust (Respectful Workplaces in the Arts and YCW)
Annalee Adair (Talent to Lead)
Lise Labine (Talent de leader - volet francophone)
Grégoire Gagnon (Labour Market Information Study)

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)
201 - 251 Bank St., Ottawa, ON  K2P 1X3
Tel. 613-562-1535   Fax 613-562-2982