Common use of Priority Placement and Employment Equity Clause in Contracts

Priority Placement and Employment Equity. ‌ The parties support the recruitment and development of a well-qualified and efficient workforce that is representative of the diversity of the people of British Columbia and the training and development of employees to xxxxxx career development and advancement. The parties will cooperate in the identification and removal of barriers which restrict or inhibit people from being successfully employed and advanced. Some examples of typical barriers are: • discriminatory attitudes or behaviour such as bias, stereotyping and harassment by co-workers, supervisors and managers; • failure to appreciate cultural differences because of a lack of familiarity with the cultural values of the designated groups or the group's lack of familiarity with the cultural values of Employer; • lack of information about opportunities for employment, training, special projects or promotions, etc.; • physical barriers such as workplaces, facilities, jobs and tools that may need to be adapted for use by individuals from the designated groups; • systemic barriers such as employment policies, practices and systems which have an adverse impact on designated groups. An example of a systemic barrier is a qualification statement requiring years of experience rather than specifying the type and depth of experience that is needed. In order to meet the above objectives and to redress existing employment imbalances and disadvantages the Employer may use remedial measures such as: • providing career counselling, mentorship programs, internship training opportunities or other developmental opportunities to employees; • outreach recruitment to encourage members of designated groups to apply for jobs in with the Employer, providing them with information on employment opportunities, how to apply for positions, how to prepare for interviews, etc. Where the application of remedial measures outlined above do not meet the stated objectives, the Employer may, after consulting with the President of the B.C. Government and Service Employees' Union or his/her designate, in respect to a vacancy, identify that applicants to a posting be limited to employees:

Priority Placement and Employment Equity. ‌ The parties support the recruitment and development of a well-well qualified and efficient workforce that is representative of the diversity of the people of British Columbia and the training and development of employees to xxxxxx career development and advancement. The parties will cooperate in the identification and removal of barriers which restrict or inhibit people from being successfully employed and advanced. Some examples of typical barriers are: •  discriminatory attitudes or behaviour such as bias, stereotyping and harassment by co-workers, supervisors and managers; •  failure to appreciate cultural differences because of a lack of familiarity with the cultural values of the designated groups or the group's lack of familiarity with the cultural values of Employer; •  lack of information about opportunities for employment, training, special projects or promotions, etc.; •  physical barriers such as workplaces, facilities, jobs and tools that may need to be adapted for use by individuals from the designated groups; •  systemic barriers such as employment policies, practices and systems which have an adverse impact on designated groups. An example of a systemic barrier is a qualification statement requiring years of experience rather than specifying the type and depth of experience that is needed. In order to meet the above objectives and to redress existing employment imbalances and disadvantages the Employer may use remedial measures such as: •  providing career counselling, mentorship programs, internship training opportunities or other developmental opportunities to employees; •  outreach recruitment to encourage members of designated groups to apply for jobs in with the Employer, providing them with information on employment opportunities, how to apply for positions, how to prepare for interviews, etc. Where the application of remedial measures outlined above do not meet the stated objectives, the Employer may, after consulting with the President of the B.C. Government and Service Employees' Union or his/her designate, in respect to a vacancy, identify that applicants to a posting be limited to employees:

Priority Placement and Employment Equity. ‌ The parties support the recruitment and development of a well-well qualified and efficient workforce that is representative of the diversity of the people of British Columbia and the training and development of employees to xxxxxx career development and advancement. The parties will cooperate in the identification and removal of barriers which restrict or inhibit people from being successfully employed and advanced. Some examples of typical barriers are: • discriminatory attitudes or behaviour such as bias, stereotyping and harassment by co-workers, supervisors and managers; • failure to appreciate cultural differences because of a lack of familiarity with the cultural values of the designated groups or the group's lack of familiarity with the cultural values of Employer; • lack of information about opportunities for employment, training, special projects or promotions, etc.; • physical barriers such as workplaces, facilities, jobs and tools that may need to be adapted for use by individuals from the designated groups; • systemic barriers such as employment policies, practices and systems which have an adverse impact on designated groups. An example of a systemic barrier is a qualification statement requiring years of experience rather than specifying the type and depth of experience that is needed. In order to meet the above objectives and to redress existing employment imbalances and disadvantages the Employer may use remedial measures such as: • providing career counselling, mentorship programs, internship training opportunities or other developmental opportunities to employees; • outreach recruitment to encourage members of designated groups to apply for jobs in with the Employer, providing them with information on employment opportunities, how to apply for positions, how to prepare for interviews, etc. Where the application of remedial measures outlined above do not meet the stated objectives, the Employer may, after consulting with the President of the B.C. Government and Service Employees' Union or his/her designate, in respect to a vacancy, identify that applicants to a posting be limited to employees:

Priority Placement and Employment Equity. ‌ The parties support the recruitment and development of a well-qualified and efficient workforce that is representative of the diversity of the people of British Columbia and the training and development of employees to xxxxxx career development and advancement. The parties will cooperate in the identification and removal of barriers which restrict or inhibit people from being successfully employed and advanced. Some examples of typical barriers are: • discriminatory attitudes or behaviour such as bias, stereotyping and harassment by co-workers, supervisors and managers; • failure to appreciate cultural differences because of a lack of familiarity with the cultural values of the designated groups or the group's lack of familiarity with the cultural values of Employeremployer; • lack of information about opportunities for employment, training, special projects or promotions, etc.; • physical barriers such as workplaces, facilities, jobs and tools that may need to be adapted for use by individuals from the designated groups; • systemic barriers such as employment policies, practices and systems which have an adverse impact on designated groups. An example of a systemic barrier is a qualification statement requiring years of experience rather than specifying the type and depth of experience that is needed. In order to meet the above objectives and to redress existing employment imbalances and disadvantages the Employer may use remedial measures such as: • providing career counselling, mentorship programs, internship training opportunities or other developmental opportunities to employees; • outreach recruitment to encourage members of designated groups to apply for jobs in with the Employer, providing them with information on employment opportunities, how to apply for positions, how to prepare for interviews, etc. Where the application of remedial measures outlined above do not meet the stated objectives, the Employer may, after consulting with the President of the B.C. Government and Service General Employees' Union or his/her their designate, in respect to a vacancy, identify that applicants to a posting be limited to employees:

Priority Placement and Employment Equity. ‌ The parties support the recruitment and development of a well-qualified and efficient workforce that is representative of the diversity of the people of British Columbia and the training and development of employees to xxxxxx career development and advancement. The parties will cooperate in the identification and removal of barriers which restrict or inhibit people from being successfully employed and advanced. Some examples of typical barriers are: •  discriminatory attitudes or behaviour such as bias, stereotyping and harassment by co-workers, supervisors and managers; •  failure to appreciate cultural differences because of a lack of familiarity with the cultural values of the designated groups or the group's lack of familiarity with the cultural values of Employeremployees; •  lack of information about opportunities for employment, training, special projects or promotions, etc.; •  physical barriers such as workplaces, facilities, jobs and tools that may need to be adapted for use by individuals from the designated groups; •  systemic barriers such as employment policies, practices and systems which have an adverse impact on designated groups. An example of a systemic barrier is a qualification statement requiring years of experience rather than specifying the type and depth of experience that is needed. In order to meet the above objectives and to redress existing employment imbalances and disadvantages the Employer TSSI may use remedial measures such as: •  providing career counselling, mentorship programs, internship training opportunities or other developmental opportunities to employees; •  outreach recruitment to encourage members of designated groups to apply for jobs in with the EmployerTSSI, providing them with information on employment opportunities, how to apply for positions, how to prepare for interviews, etc. Where the application of remedial measures outlined above do not meet the stated objectives, the Employer TSSI may, after consulting with the President of the B.C. Government and Service Employees' Union or his/her designate, in respect to a vacancy, identify that applicants to a posting be limited to employees: