Common use of Appointment Processes Clause in Contracts

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal people, persons with disabilities, and persons of any sexual orientation or gender identity”; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity Office; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal people, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-represented Designated Group, the leading candidate who is also from one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For the purpose of determining whether Designated Groups are under-represented in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home Unit.

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity”LGBTQ persons; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-under- represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a). 24.3.4 For the purpose of determining whether Designated Groups are under-represented in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home Unit.

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s 's is strongly committed to employment equity equity, diversity, and diversity inclusion in the workplace and welcomes encourages applications from womenBlack, racialized/visible minorities, minority and Indigenous/Aboriginal people, women, persons with disabilities, and persons of any sexual orientation or gender identity2SLGBTQ+ persons”; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her their counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-under- represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the purpose of determining whether Designated Groups are under-represented Appointments Committee may select a leading candidate to recommend for the position in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity accordance with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home UnitArticle 24.1.4(a).

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s 's is strongly committed to employment equity equity, diversity, and diversity inclusion in the workplace and welcomes encourages applications from womenBlack, racialized/visible minorities, minority and Indigenous/Aboriginal people, women, persons with disabilities, and persons of any sexual orientation or gender identity2SLGBTQ+ persons”; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her their counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-under- represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the purpose of determining whether Designated Groups are under-represented Appointments Committee may select a leading candidate to recommend for the position in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity accordance with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home UnitArticle 24.1.4(a).

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity”LGBTQ persons; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the purpose of determining whether Designated Groups are under-represented Appointments Committee may select a leading candidate to recommend for the position in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity accordance with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home UnitArticle 24.1.4(a).

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equityunder-seeking represented groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal aboriginal people, persons with disabilities, and persons of any sexual orientation or gender identity.”; (b) Advertisements shall be placed on in University Affairs and/or Canadian Association of University Teachers (CAUT) Bulletin, the University and Unit websites, and in appropriate relevant professional journals, and (where relevant) national newspapers, and other venues intended to reach prospective candidates from equity-equity seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity Office;Office of the University Advisor on Equity, (d) The Letters shall be sent from the appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts their equivalents in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal aboriginal people, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other Such other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the PartiesUniversity Advisor on Equity. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, the Parties agree that (a) when candidates’ qualifications are substantially equal and meet the criteria established for the appointment in question, the candidate who is Canadian or a permanent resident of Canada shall be recommended for appointment; and (b) in order to address ensure that the employment equity goals final stages of the University to any appointment competition adequately reflect the diversity of Canadian society, Appointments Committees shall (a) shall take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite who are women, visible minorities, aboriginal people or persons with a disability. In selecting applicants who will be invited for an interview interview, search committees shall include the names of any candidate in these groups, who, if the candidate were to perform performed very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent In Units where women, visible minorities, aboriginal persons or persons with disabilities are under-represented (using the principle that diversity of the primary criterion for populations of Canada as the benchmark) a candidate from the most under-represented of these groups who has been interviewed and fulfills the position requirements shall be offered the appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between candidate.‌ 24.3.4 W hen there are two or more equallycandidates from the most under-ranked leading represented groups noted in Article 24.3.3, and one of these candidates who have has been interviewed and who fulfill fulfills the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who requirements is also from one of the next other under-represented groups, that candidate shall be offered an appointment unless there is a demonstrably superior candidate.‌‌ 24.3.5 If no candidate from the most under-represented Designated Groups group noted in the Unit shall Article 24.3.3 is to be recommended for the appointment; (c) If offered an appointment under Article 24.3.3(a) does not distinguish 24.3.3 or Article 24.3.4, then a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-represented Designated Group, the leading candidate who is also from one of the next most other under-represented Designated Groups in groups who has been interviewed and fulfills the Unit position requirements shall be recommended for the appointment. .offered an appointment unless there is a demonstrably superior candidate.‌ 24.3.4 24.3.6 For the purpose of determining whether Designated Groups women, visible minorities, aboriginal persons or persons with disabilities are under-represented in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity with the fraction of their appointment in each Unit. Seconded or cross-cross- appointed faculty are counted only in their home Unit.

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity”LGBTQ persons; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her hertheir counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-under- represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the purpose of determining whether Designated Groups are under-represented Appointments Committee may select a leading candidate to recommend for the position in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity accordance with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home UnitArticle 24.1.4(a).

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity”LGBTQ persons; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the purpose of determining whether Designated Groups are under-represented Appointments Committee may select a leading candidate to recommend for the position in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity accordance with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home UnitArticle 24.1.4(a).

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal people, persons with disabilities, and persons of any sexual orientation or gender identity”; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity Office; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal people, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-represented Designated Group, the leading candidate who is also from one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 24.4.1 For the purpose of determining whether Designated Groups are under-represented in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home Unit. Data Collection, Monitoring and Reporting When notified that an Appointment Committee is commencing a search process under this Agreement, the Equity Office will provide an updated report of the number of faculty members who have self-identified as Aboriginal persons, persons with a disability, visible minorities and women in the Unit to the Appointments Committee member designated as the Equity Representative pursuant to Article 24.2.2. The report will also identify which Designated Groups are under-represented (using the diversity of the populations of Canada as the benchmark) so that Committees may comply with Articles 24.3.3 through 24.3.4. 24.4.2 The Committee’s Equity Representative shall have explicit responsibility for the Committee adhering to the rules and expected practices that assure equity, data collection, and submitting requisite information to the Equity Office. 24.4.3 The form of data collection and reporting on process of Appointments Committees for Faculty, Librarian and Archivist positions, or on Personnel Committees (at each stage) shall be agreed upon by the Parties within six (6) months following ratification of this Agreement, but should be detailed enough to allow a monitoring function by the Parties. 24.4.4 The Equity Office shall monitor the progress made in employment equity in the Bargaining Unit and report its findings annually to the Parties. The report of the Equity Office will document the progress made in meeting the goals of Article 24.1

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity”LGBTQ persons; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her their counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-under- represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . 24.3.4 For (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the purpose of determining whether Designated Groups are under-represented Appointments Committee may select a leading candidate to recommend for the position in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity accordance with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home UnitArticle 24.1.4(a).

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s 's is strongly committed to employment equity equity, diversity, and diversity inclusion in the workplace and welcomes encourages applications from womenBlack, racialized/visible minorities, minority and Indigenous/Aboriginal people, women, persons with disabilities, and persons of any sexual orientation or gender identity2SLGBTQ+ persons”; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her their counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The Parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-under- represented Designated Group, the leading candidate who is also from a member of one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. . (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a). 24.3.4 For the purpose of determining whether Designated Groups are under-represented in Tenure-track, Tenure, Continuing-track or Continuing appointment Appointment positions, joint appointments are counted in conformity with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home Unit.

Appointment Processes. 24.3.1 For the term of this Agreement the University agrees to utilize search procedures in Units that require an active search for qualified members of equity-seeking groups, including the following: (a) Advertisements and postings shall include the following statement: “The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and LGBTQ persons of any sexual orientation or gender identity”; (b) Advertisements shall be placed on the University and Unit websites, and in appropriate professional journals, and other venues intended to reach prospective candidates from equity-seeking groups; (c) Copies of all such advertisements shall be transmitted to the Equity OfficeOffice and to QUFA; (d) The appropriate ▇▇▇▇ and/or Unit Head or Director, University Librarian or University Archivist, as applicable, shall communicate to his/her counterparts in other Canadian universities inviting all qualified individuals, including women, visible minorities, Aboriginal peoplepeoples, persons with disabilities, and persons of any sexual orientation or gender identity to apply for advertised positions; (e) Other measures as authorized by the ▇▇▇▇, University Librarian or University Archivist, in consultation with the Unit Head or Director or equivalent representative of Members of the Department or Unit, and/or the Equity Office; and (f) Other measures as recommended by either Party or by the Equity Office, and agreed to by the Parties. The parties further agree that with regard to any grievance arising from an alleged failure to meet Article 24.3.1(c), the overturning of an appointment process cannot be a remedy to the grievance. 24.3.2 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, and in order to address the employment equity goals of the University to adequately reflect the diversity of Canadian society, Appointments Committees shall (a) take special care not to eliminate at early stages potentially strong candidates from equity-seeking groups; and (b) invite for an interview any candidate in these groups, who, if the candidate were to perform very well at the interview, would be viewed as competitive with other interviewed candidates. 24.3.3 Consistent with the principle that the primary criterion for appointment to positions at the University is academic and professional excellence, unless there is a demonstrably superior candidate the following decision-tree shall be used by Appointments Committees in distinguishing between two or more equally-ranked leading candidates who have been interviewed and who fulfill the position requirements: (a) A leading candidate who is a Canadian citizen or permanent resident of Canada shall be recommended for the appointment; (b) If Article 24.3.3(a) does not distinguish a leading candidate because more than one of the leading candidates are Canadian citizens or permanent residents of Canada, (i) a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of (according to the Unit’s equity profile provided by the Equity Office pursuant to Article 24.4.1) shall be recommended for the appointment. (ii) if Article 24.3.3(b)(i) does not distinguish a leading candidate because more than one of the leading candidates who are Canadian citizens or permanent residents are from the same under-represented Designated Group, a leading candidate (who is a Canadian citizen or permanent resident of Canada) who is also a member of from one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment; (iii) if Article 24.3.3(b)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a) and 24.3.3(a). (c) If Article 24.3.3(a) does not distinguish a leading candidate because none of the leading candidates is a Canadian citizen or permanent resident of Canada, (i) a leading candidate from the Designated Group that is most under- represented in the Unit from among the Designated Groups that one or more of the leading candidates are member(s) of shall be recommended for the appointment; (ii) if Article 24.3.3(c)(i) does not distinguish the leading candidate because more than one of the leading candidates are from the same under-represented Designated Group, the leading candidate who is also a member of from one of the next most under-represented Designated Groups in the Unit shall be recommended for the appointment. (iii) if Article 24.3.3(c)(ii) does not distinguish a leading candidate then the Appointments Committee may select a leading candidate to recommend for the position in accordance with Article 24.1.4(a). . 24.3.4 For the purpose of determining whether Designated Groups are under-represented in Tenure-track, Tenure, Continuing-track or Continuing appointment positions, joint appointments are counted in conformity with the fraction of their appointment in each Unit. Seconded or cross-appointed faculty are counted only in their home Unit.