Report outlines employment equity gains and challenges
Women are fairly well represented among management and faculty at Queen’s, and more visible minorities are being hired to faculty positions, but the University needs to better represent Aboriginal persons, visible minorities and persons with disabilities in its workforce.
The Council on Employment Equity and the Queen’s Equity Office have released a new report that provides a snapshot of employment equity for these four designated groups at the University.
“We want to inform the Queen’s community about the progress being made and the challenges we still face in achieving our equity goals,” says Dr. Gordon Smith, Chair of the Council on Employment Equity.
Achieving Employment Equity at Queen’s Part 2: Snapshots is the second in a four-part series of joint publications by the two offices.
Part 1: Challenges outlines the institution’s employment equity obligations under the Federal Contractors Program.
Because Queen’s receives significant funding from the federal government, the university is required to set representation goals for 14 employee categories, including professionals, manual workers, skilled trades workers, clerical staff and supervisors. The University must take proactive measures to achieve these goals, which are set using the availability of the four designated groups in the Canadian, Ontario or Kingston workforces, as appropriate.
“Our achievements so far can largely be attributed to Queen’s proactive equity hiring practices for faculty, librarians and archivists, and efforts to promote more women into management,” says Irene Bujara, University Advisor on Equity and Director of Human Rights and Employment Equity.
The report shows that Queen’s hasn’t yet met many of its representation goals for women, Aboriginal persons, racialized persons and persons with disabilities, and in some cases is far below target.
“The report indicates that we still have a long way to go,” says Dr. Smith. “Specifically, we must do better at recruiting and retaining members of designated groups. Queen’s strives to be inclusive and we need to reflect the diversity of our community across all employee categories. The Council on Employment Equity is working towards achieving these goals.”
An action group, to be led by V-P (Human Resources) Rod Morrison and V-P (Academic) Patrick Deane, has been struck to evaluate and implement the report’s recommendations for improving the representation of designated groups in the Queen’s workforce.
“Key recommendations include targeting recruitment strategies to members of designated groups and ensuring that hiring decisions are made with reference to the known gaps in designated group representation,” says Ms Bujara.