Common use of Equity in Tenure and Promotion Clause in Contracts

Equity in Tenure and Promotion. The Parties recognize that there may be differences between the careers of men and women . These differences include but are not limited to the effects of primary responsibility for family care and related career interruptions, part-time education, and work history . The following measures shall be implemented to protect against forms of systemic discrimination which are a product of these career differences: (a) the University is committed to creating an environment where these differences in career histories and family responsibilities do not bias appointment decisions, the evaluation of candidates in peer review processes, University grants, merit awards, and salary adjustments . Where such barriers are proven to exist, the University, in consultation with the Association, shall eliminate such barriers to equal opportunity and career advancement; (b) an employment equity representative shall sit as a non-voting member of the Senate Promotion and Tenure Committee . This person shall be selected by agreement between the President and the President of the Association from a list of Members approved annually by the Joint Liaison Committee . This person shall act as a resource to the Committee on equity processes, procedures and issues, and shall submit an annual report to the President and the President of the Association with a copy to the chair of the Senate Promotion and Tenure Committee .

Equity in Tenure and Promotion. The Parties recognize that there may be differences between the careers of men and women women. These differences include include, but are not limited to to, the effects of primary responsibility for family care and related career interruptions, part-time education, and work history history. The following measures shall be implemented to protect against forms of systemic discrimination which are a product of these career differences: (a) the University is committed to creating an environment where these differences in career histories and family responsibilities do not bias appointment decisions, the evaluation of candidates in peer review processes, University grants, merit awards, and salary adjustments adjustments. Where such barriers are proven to exist, the University, in consultation with the Association, shall eliminate such barriers to equal opportunity and career advancement; (b) an employment equity representative shall sit as a non-voting member of the Senate Promotion and Tenure Committee Committee. This person shall be selected by agreement between the President and the President of the Association from a list of Members approved annually by the Joint Liaison Committee Committee. This person shall act as a resource to the Committee on equity processes, procedures and issues, and shall submit an annual report to the President and the President of the Association with a copy to the chair of the Senate Promotion and Tenure Committee Committee.

Equity in Tenure and Promotion. The Parties recognize that there may be differences between the careers of men and women women. These differences include include, but are not limited to to, the effects of primary responsibility for family care and related career interruptions, part-time education, and work history history. The following measures shall be implemented to protect against forms of systemic discrimination which are a product of these career differences: (a) the University is committed to creating an environment where these differences in career histories and family responsibilities do not bias appointment decisions, the evaluation of candidates in peer review processes, University grants, merit awards, and salary adjustments adjustments. Where such barriers are proven to exist, the University, in consultation with the Association, shall eliminate such barriers to equal opportunity and career advancement;advancement;‌‌ (b) an employment equity representative shall sit as a non-voting member of the Senate Promotion and Tenure Committee Committee. This person shall be selected by agreement between the President and the President of the Association from a list of Members approved annually by the Joint Liaison Committee Committee. This person shall act as a resource to the Committee on equity processes, procedures and issues, and shall submit an annual report to the President and the President of the Association with a copy to the chair of the Senate Promotion and Tenure Committee Committee.

Equity in Tenure and Promotion. The Parties recognize that there may be differences between the careers of men and women women. These differences include but are not limited to the effects of primary responsibility for family care and related career interruptions, part-part- time education, and work history history. The following measures shall be implemented to protect against forms of systemic discrimination which are a product of these career differences: (a) : the University is committed to creating an environment where environmentwhere these differences in career histories and family responsibilities do responsibilitiesdo not bias appointment decisions, the evaluation of candidates in peer review processes, University grants, merit awards, and salary adjustments adjustments. Where such barriers are proven to exist, the University, in consultation with consultationwith the Association, shall eliminate such barriers to equal opportunity and career advancement; (b) . an employment equity representative shall sit as a non-voting member of the Senate Promotion and Tenure Committee Committee. This person shall be selected by agreement between the President and the President of the Association from a list of Members approved annually by the Joint Liaison Committee Committee. This person shall act as a resource to the Committee on equity processes, procedures and issues, and shall submit an annual report to the President and the President of the Association with a copy to the chair of the Senate Promotion and Promotionand Tenure Committee Committee.

Equity in Tenure and Promotion. The Parties recognize that there the re may be differences between the careers of men and women women. These differences include but are not limited to the effects of primary responsibility for family care and related career interruptions, part-part- time education, and work history history. The following measures shall be implemented to protect against forms of systemic discrimination which are a product of these career differences: (a) the University is committed to creating an environment where these differences in career histories and family responsibilities do not bias appointment decisions, the evaluation of candidates in peer review processes, University grants, merit awardsawards , and salary adjustments adjustments. Where such barriers are proven to exist, the University, in consultation with the Association, shall eliminate such barriers to equal opportunity and career advancement;. (b) an employment equity representative shall sit as a non-voting member of the Senate Promotion and Tenure Committee Committee. This person shall be selected by agreement between the President and the President of the Association from a list of Members approved annually by the Joint Liaison Committee Comm ittee. This person shall act as a resource to the Committee on equity processes, procedures and issues, and shall submit an annual report to the President and the President Pres ident of the Association with a copy to the chair of the Senate Promotion and Tenure Committee Committee.