Common use of Equity in Employment Clause in Contracts

Equity in Employment. 22 2 1 Consistent with the principles of employment equity, the Parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the appointment, retention, remuneration, and promotion of members of the designated groups . 22 2 2 The University agrees to maintain search procedures in academic units and sub-units which require an (a) advertisements which include the statement that the University is committed to employment equity and welcomes applications from qualified women and men, including persons of all genders and sexual orientations, persons with disabilities, Aboriginal persons, and persons of a visible minority; (b) providing to each chair of a Department (or equivalent) Appointment and Promotion Committee, under 13 .10 and to the chair of the Librarians’ Appointment and Promotion Committee under 14 .8, a copy of the letter of understanding of May 28, 2009 which provides guidelines for fairness and equity in appointments; (c) other such measures as authorized by the Xxxx or University Librarian in consultation with the Chair or equivalent representative of Members of the academic unit or sub-unit, and the Employment Equity Coordinator . 22 2 3 The Parties agree that it is desirable for the University’s employee complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups . (a) Based on a process of self-identification, the University shall maintain an ongoing employee data base to identify membership in the designated groups . (b) “Under-representation” by gender shall be determined as defined in 22.3.3. (c) “Under-representation” of the other designated groups as defined under 22.1 shall be deemed to exist when: (i) Faculty Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada . (ii) Librarian Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada . (d) Where there are no applicants from any of the designated groups for a position, or where the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a candidate from one of the designated groups, the Xxxx or University Librarian shall review the process and the recommendation of the Department Appointment and Promotion Committee and may, in light of the Employment Equity Plan, decide to continue with the existing short-list, to extend the competition deadline, to undertake additional advertising, or to take other measures needed to widen the applicant pool . (e) Subject to Article 8.2, 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 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. If the candidates from the under-represented groups are equally qualified, the Department (or equivalent) Appointment and Promotion Committee shall forward the names of the equally qualified candidates to the Xxxx, and the Xxxx shall select the candidate for appointment in accordance with University Employment Equity Plan . In order to ensure that the final stages of any appointment competition adequately reflect the diversity of Canadian society, appointment committees shall take special care not to eliminate at early stages potentially strong candidates who are women, visible minorities, aboriginal people, persons with disabilities, or persons in a sexual and/or gender minority . In selecting applicants for the final stage of competition, committees shall include the names of candidates from these groups who are potentially equal to other candidates at the final stage. (f) At the time of making a recommendation to the Xxxx/University Librarian, the Department Appointment and Promotion Committee or equivalent shall make a report on the search process which includes: (i) the total number of applicants and the number with doctorates or appropriate professional qualifications, the numbers of male and female applicants where gender is known, and the numbers with doctorates or appropriate professional qualifications, and, where known, the same information for applicants from the other designated groups; (ii) a rank-ordered short-list which formally presents the qualifications of each candidate and the reasons for the ranking .

Equity in Employment. 22 2 1 22.2.1 Consistent with the principles of employment equity, the Parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the appointment, retention, remuneration, and promotion of members of the designated groups groups. 22 2 2 22.2.2 The University agrees to maintain search procedures in academic units and sub-units which require anan active search for qualified persons from the designated groups, including: (a) advertisements which include the statement that the University is committed to employment equity and welcomes applications from qualified women and men, including persons of all genders and sexual orientations, persons with disabilities, Aboriginal persons, and persons of a visible minority; (b) providing to each chair of a Department (or equivalent) Appointment and Promotion Committee, under 13 .10 13.12 and to the chair of the Librarians’ Appointment and Promotion Committee under 14 .814.8, a copy of the letter of understanding of May 28, 2009 which provides guidelines for fairness and equity in appointments; (c) other such measures as authorized by the Xxxx or University Librarian in consultation with the Chair or equivalent representative of Members of the academic unit or sub-unit, and the Employment Equity Coordinator Coordinator. 22 2 3 22.2.3 The Parties agree that it is desirable for the University’s employee complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups groups. (a) Based on a process of self-identification, the University shall maintain an ongoing employee data base to identify membership in the designated groups groups. (b) “Under-representation” by gender shall be determined as defined in 22.3.3. (c) “Under-representation” of the other designated groups as defined under 22.1 shall be deemed to exist when: (i) Faculty Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada Canada. (ii) Librarian Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada Canada. (d) Where there are no applicants from any of the designated groups for a position, or where the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a candidate from one of the designated groups, the Xxxx or University Librarian shall review the process and the recommendation of the Department Appointment and Promotion Committee and may, in light of the Employment Equity Plan, decide to continue with the existing short-list, to extend the competition deadline, to undertake additional advertising, or to take other measures needed to widen the applicant pool pool. (e) Subject to Article 8.2, 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 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. If the candidates from the under-represented groups are equally qualified, the Department (or equivalent) Appointment and Promotion Committee shall forward the names of the equally qualified candidates to the Xxxx, and the Xxxx shall select the candidate for appointment in accordance with University Employment Equity Plan Plan. In order to ensure that the final stages of any appointment competition adequately reflect the diversity of Canadian society, appointment committees shall take special care not to eliminate at early stages potentially strong candidates who are women, visible minorities, aboriginal people, persons with disabilities, or persons in a sexual and/or gender minority minority. In selecting applicants for the final stage of competition, committees shall include the names of candidates from these groups who are potentially equal to other candidates at the final stage. (f) At the time of making a recommendation to the Xxxx/University Librarian, the Department Appointment and Promotion Committee or equivalent shall make a report on the search process which includes: (i) the total number of applicants and the number with doctorates or appropriate professional qualifications, the numbers of male and female applicants where gender is known, and the numbers with doctorates or appropriate professional qualifications, and, where known, the same information for applicants from the other designated groups; (ii) a rank-ordered short-list which formally presents the qualifications of each candidate and the reasons for the ranking ranking. The Xxxx or University Librarian shall review this report prior to recommending any formal offer of appointment.

Equity in Employment. 22 2 1 22.2.1 Consistent with the principles of employment equity, the Parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the appointment, retention, remuneration, and promotion of members of the designated groups groups. 22 2 2 22.2.2 The University agrees to maintain search procedures in academic units and sub-units which require anan active search for qualified persons from the designated groups, including: (a) advertisements which include the statement that the University is committed to employment equity and welcomes applications from qualified women and men, including persons of all genders and sexual orientations, persons with disabilities, Aboriginal persons, and persons of a visible minority; (b) providing to each chair of a Department (or equivalent) Appointment and Promotion Committee, under 13 .10 13.12 and to the chair of the Librarians’ Appointment and Promotion Committee under 14 .814.8, a copy of the letter of understanding of May 28, 2009 which provides guidelines for fairness and equity in appointments; (c) other such measures as authorized by the Xxxx or University Librarian in consultation with the Chair or equivalent representative of Members of the academic unit or sub-unit, and the Employment Equity Coordinator Coordinator. 22 2 3 22.2.3 The Parties agree that it is desirable for the University’s employee complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups groups. (a) Based on a process of self-identification, the University shall maintain an ongoing employee data base to identify membership in the designated groups groups. (b) “Under-representation” by gender shall be determined as defined in 22.3.3. (c) “Under-representation” of the other designated groups as defined under 22.1 shall be deemed to exist when: (i) Faculty Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada Canada. (ii) Librarian Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada Canada. (d) Where there are no applicants from any of the designated groups for a position, or where the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a candidate from one of the designated groups, the Xxxx or University Librarian shall review the process and the recommendation of the Department Appointment and Promotion Committee and may, in light of the Employment Equity Plan, decide to continue with the existing short-list, to extend the competition deadline, to undertake additional advertising, or to take other measures needed to widen the applicant pool pool. (e) Subject to Article 8.2, 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 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. If the candidates from the under-represented groups are equally qualified, the Department (or equivalent) Appointment and Promotion Committee shall forward the names of the equally qualified candidates to the Xxxx, and the Xxxx shall select the candidate for appointment in accordance with University Employment Equity Plan Plan. In order to ensure that the final stages of any appointment competition adequately reflect the diversity of Canadian society, appointment committees shall take special care not to eliminate at early stages potentially strong candidates who are women, visible minorities, aboriginal people, persons with disabilities, or persons in a sexual and/or gender minority minority. In selecting applicants for the final stage of competition, committees shall include the names of candidates from these groups who are potentially equal to other candidates at the final stage. (f) At the time of making a recommendation to the Xxxx/University Librarian, the Department Appointment and Promotion Committee or equivalent shall make a report on the search process which includes: (i) the total number of applicants and the number with doctorates or appropriate professional qualifications, the numbers of male and female applicants where gender is known, and the numbers with doctorates or appropriate professional qualifications, and, where known, the same information for applicants from the other designated groups; (ii) a rank-ordered short-list which formally presents the qualifications of each candidate and the reasons for the ranking ranking. The Xxxx or University Librarian shall review this report prior to recommending any formal offer of appointment.