Workforce Diversity. 34.01 (a) The Company and the Union recognize the importance of achieving equity in the workplace so that all employees are treated fairly and are provided the opportunity to achieve their full potential.
Workforce Diversity. The Union and Management support the goal of becoming a multicultural organization with a diverse workforce.
Workforce Diversity. The Parties agree to facilitate the recruitment, retention and promotion of historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income people, at the journey-level who are interested in careers in the construction industry. To that end, the Parties agree to set target goals for the recruitment and retention of journey-level workers from historically disadvantaged or underrepresented communities, including racial and ethnic minorities, women, and low‐income people. To that end, the Parties agree to goals for the recruitment and retention of journey-level workers from these communities. The goal for minority workers shall be twenty-two percent (22%) of total project hours, and a separate goal for women workers shall be six percent (6%) of total project hours. These workforce diversity goals apply to the workforce of all Employers on the project, including the Core Employees and workforce of certified small disadvantaged, women owned, and minority businesses who do not have a collective bargaining relationship with the Unions and who become successful bidders on the project as allowed by Section 7.5 above. Employers shall maintain records of the diversity of their on-site workforce, such as certified payroll or other required reporting forms, sufficient to allow the Owner to determine whether a Project is meeting this goal and to assess the rates of journey-level hiring of racial and ethnic minorities, women, and low‐income people. Employers shall submit this information to the Owner on a monthly basis. Employers shall maintain documentation of their success in maintaining such journey-level target percentages for the duration of the project and shall submit such documentation to the Owner and the Committee monthly. If an Employer is unable to meet this objective, the Employer shall document its good-faith efforts according to Section 11.2, and shall develop additional strategies and make additional efforts as outlined in Section 11.3.
Workforce Diversity. (a) The Company and the Association recognize the importance of achieving equity in the workplace so that all employees are treated fairly and are provided the opportunity to achieve their full potential. The implementation of special measures and the accommodation of differences to correct conditions of disadvantage in employment, may be required, for: women, aboriginal peoples, persons with disabilities and members of visible minorities. In a similar vein, the Company and the Association recognize the importance of creating greater awareness and acceptance of the diversity of the workforce. COST OF LIVING ALLOWANCE Not in Force for Term of Present Collective Agreement: If the November Consumer Price Index exceeds the for November by more than then all basic rates of pay in effect at January will be increased effective in February by a percentage figure equal to the difference between the percentage increase in the and If the November Consumer Price Index exceeds the for November by more than then all basic rates of pay in effect at January will be increased effective in February by a percentage figure equal to the difference between the percentage increase in the and The used for purposes of this Article shall be the Canada All as published by Statistics Canada or any successor Department or Agency. Should the be amended or discontinued prior to January the parties agree to consult to determine a means to give effect to the intention of this Article.
Workforce Diversity. (a) The Company and the Association recognize the importance of achieving equity in the workplace so that all employees are treated fairly and are provided the opportunity to achieve their full potential. This means that women, aboriginal peoples, persons with disabilities and persons who are, because of their race or colour, in a visible minority in Canada may require the implementation of special measures and the accommodation of differences to overcome unintentional discrimination. In a similar vein, the Company and the Association recognize the need for greater awareness and acceptance of the diversity of our workforce.
Workforce Diversity. Contractors are required to document their efforts to meet EEO goals for the employment of minorities and women on all SRF funded projects on the EEO Workforce Utilization Report. The United States Department of Labor (DOL) has established EEO goals for employment of minority and women. The goals are available on EFC’s website in the Prime Contractor folder.
Workforce Diversity a. The existing Memorandum of Agreement on Workforce Diversity will be modified to reflect the changes made to the occupations and wage schedules as outlined in section 2(a) above, as well as to correspond to the changes made during the 2011 negotiations for the renewal of the clerical and associated employees collective agreement. The language is attached herein as Appendix “Q”.
Workforce Diversity. (a) The Company and the Union recognize the importance of achieving equity in the workplace so that all employees are treated fairly and are provided the opportunity to achieve their full potential. This means that women, aboriginal peoples, persons with disabilities and persons who are, because of their race or colour, in a visible minority in Canada may require the implementation of special measures and the accommodation of differences to overcome unintentional discrimination. In a similar vein, the Company and the Union recognize the need for greater awareness and acceptance of the diversity of our workforce. The Company and the Union agree that they will not threaten, intimidate or unlawfully discriminate against an employee for reasons of that employee’s pregnancy, race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, political affiliation with a legitimate political party, conviction for which a pardon has been granted or for exercising any rights under this Collective Agreement. the Company and the Union are committed to working together to ensure a workplace which is free from all harassment. The Company will not discriminate against an employee because of membership in the Union or activity authorized herein on behalf of the Union. Use in this Agreement of the masculine or feminine gender shall be construed as including both male and female employees, and not as specific sex designations. ARTICLE
Workforce Diversity. 33.01 (a) Bell ICT and the Union recognize the importance of achieving equity in the workplace so that all employees are treated fairly and are provided the opportunity to achieve their full potential.
Workforce Diversity. 34.1 As an equal employment opportunity employer, AustralianSuper recognises and embraces the value of diversity and is committed to cultivating a diverse and inclusive workplace, representative of all sectors of society and free from any form of harassment.
