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Employment Equity Plan

Submitted by cschasny on Thu, 09/25/2014 - 11:25am

Submitted by cschasny on Thu, 09/25/2014 - 11:29am

December 2010 - December 2013

Under the Federal Contractors Program requirements, the university’s employment equity plan must include:

  • measures for removing all barriers identified in your employment systems review;
  • positive policies and practices to ensure that all employees, including designated group members, can work in a positive and equitable workplace;
  • special measures targeted to increase the representation of under-represented designated groups;
  • short-term hiring and promotion goals to eliminate under-representation;
  • long-term representation goals that commit the University to achieving full representation;
  • clear time frames and accountability measures; and • a system for monitoring and revising the plan.

The university’s employment equity plan is based on both the Workforce Analysis Summary and the Employment Systems Review Summary Report. The Plan includes recommendations and action items on the basis of identified barriers. The Human Resources Office takes the leadership role, under the guidance of the Associate Vice President, Human Resources for the consultation process and implementation of the University of Calgary’s Employment Equity Plan.

RECRUITMENT AND SELECTION - Hiring Practices for all staff groups

Barrier 1: Passive Recruitment Policies

Recommendation 1
Careers website should be revised to reflect the university’s commitment to employment equity.

Action Items:

  • Revise the Careers welcome webpage and all other promotional materials to reflect the university’s commitment to employment equity
  • Include on the Careers webpage information for applicants that may require an accommodation during the recruitment, interview and selection process

Recommendation 2
Continue to require “Reporting Requirements for Employment Equity Purposes Form” for academic staff appointments

Action Item:

  • Revise to include an information package on employment equity and the numerical targets for hiring women, aboriginal people, people with disabilities and visible minorities into the academic staff

Recommendation 3
Begin a ‘pilot’ voluntary employment equity survey of applicants for academic positions to determine whether the applicant pools are sufficiently diverse.

Action Item:

  • Implement a ‘pilot’ voluntary employment equity survey of applicants for academic positions

Recommendation 4
Adopt the Employment Equity Reporting Requirements Form for AUPE and Management and Professional Staff positions

Action Item:

  • Implement the “Employment Equity Reporting Requirements Form” and information sheets for AUPE Staff and Management and Professional Staff appointments and revise to include an information package on employment equity and the numerical targets for AUPE and Management and Professional Staff for all four of the designated groups

Barrier 2: Passive Recruitment Strategies

Recommendation
Outreach to Employment Agencies

Action Items:

  • Develop relationships with employment agencies that specialize in employment services for equity group members, specifically to:
    • aboriginal people
    • new immigrants
    • people with disabilities
  • Monitor the success of the job referrals that originate from the agencies above

Barrier 4: No recruitment and selection policy or procedure for management and professional staff

Recommendation
Creation and approval of a policy and procedures manual for Management and Professional Staff.

Action Items:

  • Research, develop, and implement a recruitment policy and procedures for Management and Professional Staff
  • Develop training to educate search committee on effective recruitment and selection processes for staff who hire Management and Professional Staff
  • Develop a recruitment strategy for attracting visible minorities for Management and Professional Staff positions

Barrier 5: Campus Accessibility

Recommendation
The University of Calgary becomes fully accessible over time.

Action Items:

  • The VP Facilities Management and Development and AVP HR initiate a review of accessibility on campus
  • The VP Facilities Management and Development VP HR create a plan to move to a barrier-free campus over time. Time-frame long term

Submitted by cschasny on Thu, 09/25/2014 - 11:33am

TRAINING AND DEVELOPMENT

Barrier 6: Misconceptions about employment equity and a lack of understanding of how all staff are to participate in a diverse workforce

Recommendation 1
Regular communication from the AVP HR and other leaders on employment equity.

Action Items:

  • Development of an ongoing communication strategy and plan which will ensure all staff receive monthly communication from leaders on employment equity

Recommendation 2
The development of an on-line training module for all staff.

Action Items:

  • Human Resources engage the services of a consultant to develop an online training module which is available and engages all staff in discussions about employment equity at the University of Calgary

Barrier 7: Lack of participation in the employment equity survey

Recommendation
Staff would be more willing to participate in the employment equity survey if it was easily accessible for initial completion and future changes.

Action Items:

  • Continue to distribute the Employment Equity survey to employees who are newly hired
  • Encourage participation of current employees who have not yet participated in the survey
  • The employment equity survey becomes part of the self-service available through PeopleSoft

Barrier 8: Lack of a training strategy specific to employment equity and understanding of the role of employment equity in all human resources practices

Recommendation
Offer both general and specific employment equity training to ensure that all university staff have the skills required to manage a diverse workforce.

Action Items:

  • Develop a series of employment equity related training sessions suitable for all staff and managers who supervise and hire staff.
  • Consider making sessions on employment equity hiring mandatory for managers who hire staff

Submitted by cschasny on Thu, 09/25/2014 - 11:35am

REASONABLE ACCOMMODATION

Barrier 9: Lack of a policy on reasonable accommodation for all staff groups

Recommendation 1
Creation of an Accommodation Policy.

Action Items:

  • Create a policy on reasonable accommodation Communicate policy to campus

Recommendation 2
Employment equity fund providing faculties and department with funds needed for physical and technical aids for accommodating future and current employees with disabilities.

Action Items:

Create and seek budget approval of an employment equity fund to provide faculties and department with funds needed for physical and technical aids for accommodating future and current employees with disabilities

Submitted by cschasny on Thu, 09/25/2014 - 11:38am

RETENTION AND TERMINATION

Barrier 10: Lack of communication about employment equity on campus

Recommendation
Disseminate information on a regular basis regarding employment equity.

Action items:

  • Revise the current website to make it more effective as a communication tool
  • Research effective employment equity web-sites

Barrier 11: Lack of a harassment policy

Recommendation
Create policy and procedures on harassment.

Action Items:

  • Research best-practices harassment polices
  • Create and seek approval of a new harassment policy for the university

Submitted by cschasny on Thu, 09/25/2014 - 11:42am

POLICIES AND PRACTICES

Barrier 12: Lack of Process for Reviewing New Policies and Practices

Recommendation
New employment policies and practices will require the written approval of the Associate Vice-President Human Resources following the approval of the Workplace Diversity and Employment Equity Committee.

Action Items:

  • Communication to appropriate stakeholders regarding new policies and practices review process