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Employment Equity and Diversity

Category: Employment
Number: EMP-010-010
Audience: All University employees
Issued: March 16, 2018
Revised: March 16, 2018
Owner(s): VP (Administration)
Approved by: Board of Governors
Contact: Associate Vice-President (Human Resources) 306-585-5155

Introduction

The University of Regina has been dedicated to diversity and inclusion since its inception. The University’s motto, As One Who Serves, speaks to the deep sense of connection and responsibility the institution has towards the local and global communities it both educates and employs. As an employer, the University is committed to fostering a workplace that is strengthened by being diverse and inclusive, seeking to both recruit and retain a workforce that is representative of the community in which it is situated. The University relies upon provincial and federal employment equity guidelines as a foundation, and current and evolving social understanding of barriers to employment as a path forward. The University, in its employment practices and programs, strives to develop a diverse workforce in all jobs and at all levels of employment. This is achieved through emphasis on fairness, equity, and transparency in hiring and workforce retention as outlined in this policy.

Policy

The overarching goal of this policy is to recruit competent, highly engaged individuals while moving the University of Regina towards the achievement of a representative workforce that reflects the demographics of our community.  It is important to note that Diversity Hiring is ultimately the responsibility of the faculty/department with support from Human Resources. The University of Regina recognizes that we must identify and remove any discriminatory policies and practices found in the recruitment and selection of employees at all levels and categories of employment.

Principles

Essential to the recruitment process is a high standard of human resource practices that are consistent with the following principles:

Fairness

Recruitment processes are unbiased and ensure that all candidates are treated in an equitable manner throughout the process; they are rated against the same criteria; and they are given equal opportunity to be evaluated for suitability for the position.

Legality

Searches and renewals must be conducted in such a way that all actions, recommendations and decisions are in accordance with Canadian immigration legislation, human rights legislation, the Saskatchewan Employment Act and ethical best practice.

Transparency

The principle of transparency must find a balance between respecting the need for confidentiality expressed by candidates, and appropriate communication with the constituencies most directly affected by the appointment.  At a minimum, the search process, the search procedures, and the composition of the Search Advisory Committee shall be readily available and accessible to all interested parties.  The Chair is responsible for ensuring communication to the community and the candidates about the process as it unfolds.

Confidentiality

The deliberations and documentation of the Search Advisory Committee will not be shared beyond the committee.  Members of such committees will be bound by confidentiality.  Information or documentation relating to candidates will not be shared beyond the Search Advisory Committee without the express permission of the candidates.

Equity

The University of Regina is committed to the development of a representative workforce that mirrors the community in which we reside, recognizing that individuals may experience disadvantages due to one or more of the grounds of discrimination that are prohibited by the Saskatchewan Human Rights Commission. The search process must be respectful of all groups and individuals, with all involved guarding against unconscious bias in the search and hiring process with the ultimate goal of achieving equity in the workforce.

Consequences for Noncompliance

In cases of non-compliance with this policy, the Appointing Authority may choose not to consider any of the candidates and order a new search be conducted.

Processes

The University will:

  • Communicate this policy, and related procedures, to the University community including all faculty and staff who have responsibility for the hiring process.
  • Expect appointment or search advisory committees to hold a familiarization session with Human Resources to review recruitment guidelines, best practices, and expectations with respect to employment equity and diversity hiring.
  • Continue to develop/enhance and implement a process where candidates for employment have the opportunity to self-identify as a member of a designated employment equity group.

The Faculty/Department will:

  • Ensure that appropriate search procedures are established and provide these search procedures to the search committee.
  • Establish and empower the search advisory committee to recommend/hire appropriate candidates.  Wherever possible, search committees will include diversity representation on the committee.

The Search Advisory Committee will:

  • Develop a comprehensive list of duties/criteria for the position and use this information for the development of a position advertisement. For staff positions, these duties/criteria must be based on the approved job description. For academic positions, the duties/criteria identified must not systematically discriminate against members of any designated groups. The criteria should also value nontraditional components
    (e.g. community-focused research), as well as traditional components and consider career breaks for family and medical leaves.
  • Use search procedures that actively solicit applications from all qualified individuals, with special emphasis on individuals within the categories of women, persons with disabilities, members of Visible Minorities/racialized groups, Aboriginal People, individuals of diverse gender and sexual orientation and all groups protected by the Human Rights Code.
  • When two or more candidates are demonstrably equal as defined by the criteria identified by the search advisory committee, recommend/offer the position to a candidate who self identifies as a member of one or more of the groups designated by the Saskatchewan Human Rights Commission (at this point in time: Aboriginal people, people with disabilities, visible minorities/racialized groups, and women), while adhering to the terms of our collective bargaining agreements.

Issues and Reports:

If issues arise regarding the application of this policy, candidates are asked to first contact the Chair of the Search Committee.  If the issue is not resolved, candidates and/or Search Advisory Committee Chairs should contact the Director, Organizational Development and People Programs, Human Resources.

Chairs of the Search Advisory Committees will provide a summary of any issues that arise to the Director, Organizational Development and People Programs prior to an offer being made.

The Director, Organizational Development and People Programs will provide a summary report of issues to the University Executive Team on a quarterly basis.

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