Common use of Equity in Employment Clause in Contracts

Equity in Employment. 11.2.1 The Parties agree that it is desirable for the University's faculty complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups. 11.2.2 The Parties agree on the following measures: (a) To achieve an equitable balance within Programs, gender under-representation shall be deemed to exist when: (i) Faculty Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (ii) Librarian Members of one gender constitute a smaller proportion of the membership than exists in the pool of recent graduates (as reported by Statistics Canada) in graduate degree programs of librarianship in Canada. (iii) Senior Lab Instructor Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (b) The University shall endeavour to facilitate accessibility to Faculty, Librarian and Senior Laboratory Instructor Member positions by candidates from among members of designated groups; (c) Where there are no female or self-identified applicants for a position by members of designated groups under the employment equity legislation, or where the hiring committee or its equivalent recommends a short-list for interview which does not include a female or self-identified candidate from a designated group, the responsible Xxxx or University Librarian shall review the selection process and the recommendation of the hiring committee and may, in his/her sole discretion, decide to continue with the existing short-list or to extend the competition deadline, or to undertake additional advertising, or to take other measures to widen the applicant pool; (d) Subject to Article 7, the best-qualified person shall always be recommended for appointment. However, where the qualifications of the leading candidates for appointment are substantially equal, and one (1) or more is from a designated group or groups for which under-representation has been found to exist, the most qualified candidate from an under- represented group shall be deemed the best qualified and shall be recommended for appointment; and (e) At the time of making a recommendation to the responsible Xxxx or University Librarian, the hiring committee or its equivalent shall make a report on the search process which includes: (i) the total number of female or self-identified applicants and the number with a doctoral or equivalent qualification, the numbers of male and female applicants, where known, and the numbers of each gender with a doctoral or equivalent qualification, and, where known, the same information for applicants from the other designated groups; and (ii) a rank-ordered short-list which formally presents the qualifications of each candidate and the reasons for the ranking. 11.2.2.1 The responsible Xxxx or University Librarian shall review this report prior to recommending any formal offer of appointment.

Equity in Employment. 11.2.1 The Parties agree that it is desirable for the University's faculty complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups. 11.2.2 The Parties agree on the following measures: (a) To achieve an equitable balance within Programs, gender under-representation shall be deemed to exist when: (i) Faculty Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (ii) Librarian Members of one gender constitute a smaller proportion of the membership than exists in the pool of recent graduates (as reported by Statistics Canada) in graduate degree programs of librarianship in Canada. (iii) Senior Lab Instructor Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (b) The University Employer shall endeavour to facilitate accessibility to Faculty, Librarian and Senior Laboratory Instructor Member positions by candidates from among members of designated groups; (c) Where there are no female or self-identified applicants for a position by members of designated groups under the employment equity legislation, or where the hiring committee or its equivalent recommends a short-list for interview which does not include a female or self-identified candidate from a designated group, the responsible Xxxx or University Librarian shall review the selection process and the recommendation of the hiring committee and may, in his/her sole discretion, decide to continue with the existing short-list or to extend the competition deadline, or to undertake additional advertising, or to take other measures to widen the applicant pool; (d) Subject to Article 7, the best-qualified person shall always be recommended for appointment. However, where the qualifications of the leading candidates for appointment are substantially equal, and one (1) or more is from a designated group or groups for which under-representation has been found to exist, the most qualified candidate from an under- under-represented group shall be deemed the best qualified and shall be recommended for appointment; and (e) At the time of making a recommendation to the responsible Xxxx or University Librarian, the hiring committee or its equivalent shall make a report on the search process which includes: (i) the total number of female or self-identified applicants and the number with a doctoral or equivalent qualification, the numbers of male and female applicants, where known, and the numbers of each gender with a doctoral or equivalent qualification, and, where known, the same information for applicants from the other designated groups; and (ii) a rank-ordered short-list which formally presents the qualifications of each candidate and the reasons for the ranking. 11.2.2.1 The responsible Xxxx or University Librarian shall review this report prior to recommending any formal offer of appointment.

Equity in Employment. 11.2.1 The Parties agree that it is desirable for the University's faculty complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups. 11.2.2 The Parties agree on the following measures: (a) To achieve an equitable balance within Programs, gender under-representation "under- representation" shall be deemed to exist when: (i) Faculty Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (ii) Librarian Members of one gender constitute a smaller proportion of the membership than exists in the pool of recent graduates (as reported by Statistics Canada) in graduate degree programs Programs of librarianship in Canada. (iii) Senior Lab Instructor Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (b) The University shall endeavour to facilitate accessibility to Faculty, Librarian and Senior Laboratory Instructor Member positions by candidates from among members of designated groups;. (c) Where there are no female or self-identified applicants for a position by members of designated groups under the employment equity legislation, or where the hiring committee or its equivalent recommends a short-list for interview which does not include a female or self-identified candidate from a designated group, the responsible Xxxx or University Librarian shall review the selection process and the recommendation of the hiring committee and may, in his/her sole discretion, decide to continue with the existing short-list or to extend the competition deadline, or to undertake additional advertising, or to take other measures to widen the applicant pool;. (d) Subject to Article 7, the best-qualified person shall always be recommended for appointment. However, where the qualifications of the leading candidates for appointment are substantially equal, and one (1) or more is from a designated group or groups for which under-under- representation has been found to exist, the most qualified candidate from an under- under-represented group shall be deemed the best qualified and shall be recommended for appointment; and. (e) At the time of making a recommendation to the responsible Xxxx or University Librarian, the hiring committee or its equivalent shall make a report on the search process which includes: (i) the The total number of female or self-identified applicants and the number with a doctoral or equivalent qualification, the numbers of male and female applicants, where known, and the numbers of each gender with a doctoral or equivalent qualification, and, where known, the same information for applicants from the other designated groups; and; (ii) a A rank-ordered short-list which formally presents the qualifications of each candidate and the reasons for the ranking. 11.2.2.1 . The responsible Xxxx or University Librarian shall review this report prior to recommending any formal offer of appointment.