Human Rights & Equity OfficeEmployment Equity Policy
Employment Equity is a program designed to ensure that all individuals have a fair chance in the areas of recruitment, hiring, remuneration, promotion and training. It is a program that strives for:
- A diverse workforce
- Equitable and fair employment systems
Employment Equity is needed to remove systemic discrimination that has historically disadvantaged particular groups in the area of employment. These groups include Indigenous Peoples, persons with disabilities, women and racialized groups. Systemic discrimination includes policies and practices that unintentionally exclude individuals for reasons that are not job-related; not related to ability; and not related to the safe operation of an organization. Equity Services provides a number of services related to Employment Equity, including equity training workshops, data analysis and reporting.
Employment Equity Plan
Under the Employment Equity Act (1995), a federal employer must ensure that persons in designated groups (Indigenous peoples, persons with disabilities, women, and racialized groups) are represented in each occupational classification in a manner that reflects their representation in the Canadian workforce, or those segments of the Canadian workforce, “that are identifiable by qualification, eligibility or geography and from which the employer may reasonably be expected to draw employees.”
The Federal Contractors Program (FCP) was developed by Human Resources Skills Development Canada (HRSDC) to enforce the employment equity compliance of large, provincially regulated employers. These “Federal Contractors”, including Queen’s University, are required to certify their commitment to employment equity by showing that they meet, or are taking measures that will enable them to meet, FCP criteria. In order to meet those criteria, the Human Rights and Equity Office in collaboration with many units across the University, has initiated the development of several programs, practices and procedures.
The Employment Equity Plan is developed yearly with the contributions of the Faculty and Staff Recruitment, Retention and Support (FSRRS) UCARE Sub-Council as well as employees who participate in the Employment Equity Forum. The plan outlines initiatives in the following areas: Recruitment, Retention and Professional Development.
Queen's Employment Equity Plan 2024-25 Queen's Employment Equity Plan Annual Report 2023-24
Employment Equity Framework
A Comprehensive Strategic Framework for Employment Equity will serve the university in the following ways:
- Consult community on employment equity matters
- Develop plans to address employment equity in priority areas
- Establish shared accountability and responsibility for the recruitment, professional development, and retention of designated equity groups at Queen’s University
- Strategically prioritize measures to address the goals and requirements of FCP
- Provide educational opportunities about employment equity to improve understanding of equity issues and the university obligations in federal contractors program compliance
Annual Reports
Terms of Reference
To foster a more diverse and inclusive workforce by: Identifying priorities for actionable changes to eliminate barriers to the hiring, selection, promotion and training of equity deserving group members, reviewing data on the recruitment and retention of faculty and staff from underrepresented groups, Ensuring the implementation of special measures and actions to support the achievement of a representative workforce and monitoring progress on the implementation of PICRDI recommendations relevant to the mandate of the sub-council.
Activities
The FSRRS UCARE Sub-Council's work is focused on action items for the Queen’s Employment Equity Plan. The Employment Equity Plan outlines actions under three distinct areas: Recruitment, Retention and Professional Development.
Members
|
Name |
Title |
Department |
|---|---|---|
| Ana Chuc Gamboa | Special Projects Officer | Human Rights and Equity Office |
| Awet Weldemichael | Faculty Member | QUFA Representative |
| Lavie Williams | Director | Human Rights and Equity Office |
| Nick Mosey | Senior Advisor and Executive Director | Principal’s Office |
| Mika Henry | Interim Associate Director | Office of Indigenous Initiatives |
| Jill Christie | Executive Director | Office of the Vice-Principal (Culture, Equity, and Inclusion) |
| Paul Kerekes | Manager, Talent Acquisition | Human Resources |
| Amanda LaRose | University Faculty Staffing Coordinator | Faculty Relations |
| Melissa Morrison | Acting Senior Director | Human Resources |
| Lavonne Hood | AVP Human Rights, Equity and Inclusion | Human Rights and Equity Office |
| Teri Shearer | Deputy Provost | Provost Office |
For information visit the Employment Equity Learning Community on the Human Rights and Equity website.
Employment Equity Listserv
Queen's in committed to diversity, equity, and inclusion. We are deliberately working at creating and maintaining an inclusive environment that enables people to do their best. Some benefits of subscribing to the Listserv are access to:
- a forum for members to share ideas on how Queen's can attract and retain the best employees
- opportunities to inform Queen's on employment equity issues
- updates from Equity Services regarding employment equity
Everyone is welcome to participate! To join, please email equity@queensu.ca.
Employment Equity Facts
This FAQ reviews employment equity, diversity, and Affirmative Action. This resource is as a comprehensive guide for understanding employment equity and explains why it is important in today's organizations.