Gender Equity. The Board and Union agree to maintain a gender neutral job evaluation plan and to apply general wage increases in such a way that the pay difference for an equally rated female job is not increased but eliminated over time. The Board and Union agree to apply for pay equity funds made available by the Provincial Government pursuant to a Pay Equity Program. This agreement in no way commits the parties to assign future pay increases to pay equity adjustments, but is meant to ensure identified inequities in pay between male and female dominated jobs will not be increased.
Gender Equity. 22.3.1 In keeping with the principle expressed in 22.2.3, and to address “under-representation” by gender in academic units and sub-units, the Parties agree to the following measures:
(a) where an academic unit or sub-unit is under-represented by gender under 22.2.3 (b) and
Gender Equity. NOVA Web Development is commited to gender equity and the struggle against patriarchy.Toward this end, the cooperative will strive to maintain at least 30% membership of women.
Gender Equity. Provide a policy and plan demonstrating an appropriate gender balanced for all areas related to the event.
Gender Equity. The University and the Union value the diversity of the University community and strive to create an environment where all students, faculty, and staff can fully and genuinely participate in the academic and work experience. The University strongly supports employees being spoken or referred to by the names and pronouns they choose. Employees are provided with the option to identify themselves using a Chosen first, middle, and last name within select University systems. The University supports the use of a Chosen Name wherever feasible in its systems. When employees select Chosen Names, former names and pronouns will not be provided by the University to anyone without the consent of the employee except where required by law. The University's records will reflect the names an employee chooses and the pronouns they identify with, if known, unless the employee requests that the University refrain from changing its records, except where the University is legally required to use legal names (e.g., payroll records). The University will also update any photographs maintained by the University upon employee request within a reasonable period of time. Employees may obtain updated identification cards to reflect their Chosen Name and/or photograph up to five (5) times at no charge. Subsequent changes to an employee's identification card that are not based on a legal name change may result in an administrative charge consistent with University policy.
Gender Equity. 22.3.1 In keeping with the principle expressed in 22.2.3, and to address "under-representation" by gender in academic units and sub-units, the Parties agree to the following measures:
(a) Where an academic unit or sub-unit is under-represented by gender under 22.2.3 (b), and the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a female candidate, 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;
(b) pursuant to 13.10.1 (d), every Department (or equivalent) Appointment and Promotion Committee shall include at leastone female tenured FacultyMember. In those instances where an academic unit or sub-unit must appoint such a member from outside the department (or equivalent), it shall consult with the Association before making the appointment. Members appointed to serve in this capacity shall be invited to participate in the Employment Equity workshop under 22.6.1.
(c) pursuant to 13.10.1 (e) (iii) the chair or designate of the Department (or equivalent) Appointment and Promotion Committee shall participate in the Employment Equity Workshop under 22.6.1.
22.3.2 To assist with appointment procedures, the Vice-President: Academic by September 30th of each academic year shall providethe Deans, the University Librarian, and the Chairs or equivalents with the following information for each academic unit or sub-unit:
(a) the number of searches for Member positions in the previous Contract Year; for each search, where known, the numbers of female and male applicants, the numbers of female and male applicants with doctorates or appropriate professional qualifications, and, where known, the gender of the appointee;
(b) the composition by gender of the Members in each academic unit and sub- unit by rank and status of appointment;
(c) the percentages of women and men, by discipline, in doctoral programs in Canada and in graduate degree programs in librarianship in Canada, as reported by Statistics Canada;
(d) the percentage of doctoral degrees, by discipline, and graduate degrees in library science awarded in Canada to men and women, as reported by Statistics Canada;
(e) in so far as suc...
Gender Equity. All Employees shall be referred to by their chosen names and pronouns in the workplace. Upon request by an Employee through Dartmouth’s self-service program, Dartmouth will change the records within its control to reflect the preferred names and pronouns chosen by the Employee. A legal name change may occur by submitting the appropriate documentation to Dartmouth’s Payroll Office. Dartmouth will not be deemed to have violated this provision where it is required by law to maintain and report an Employee’s birth name and sex assigned at birth. These changes shall come at no cost to the Employee and shall be completed in a timely manner.
Gender Equity. 1.14.1 The parties are aware of, and committed to their obligations in terms of gender equity as provided for in legislation, regulations and directives.
1.14.2 This Agreement provides for remuneration based on classification levels related to qualifications so that a female employee with the same qualifications as a male employee will receive equal remuneration.
1.14.3 The parties agree to investigate ways in which Employees who are secondary caregivers/spouses can be encouraged and supported in taking a greater role in caring responsibilities, such as parental leave, part-time work, and flexible work.
1.14.4 The parties agree to investigate ways in which further efforts can be made to increase gender diversity across all levels of the organisation.
Gender Equity. The Employer and Union agree to maintain a gender neutral job evaluation plan and to apply general wage increases in such a way that the pay difference for an equally rated female job is not increased, but eliminated over time. This agreement in no way commits the parties to assign future pay increases to pay equity adjustments, but is meant to ensure identified inequities in pay between male and female dominated jobs will not be increased.
Gender Equity. 21.1 The provisions of this Agreement are to be interpreted consistently the Workplace Gender Equality Act 2012.
