The Employment Equity Learning Community (EELC) was established in 2021 to provide additional support and resources to campus hiring committee participants, particularly those serving as Employment Equity Representatives. The EELC addresses critical issues related to employment equity legislation, data collection processes, and equity interventions. It also supports the work of the Faculty and Staff, Recruitment, Retention, and Support (FSRRS) UCARE Sub-Council.
Our Participants
The EELC welcomes all Employment Equity Representatives and other interested individuals from the Queen’s community. Our sessions are designed to enhance the knowledge and skills of those involved in hiring processes, ensuring they are well-equipped to promote employment equity.
If you are interested in joining our meetings, please email equity@queensu.ca.
Our Purpose
The primary purpose of the EELC is to share information and resources about employment equity with the Queen’s community. We aim to foster a sense of community among participants by providing a platform for discussion, answering questions, and sharing best practices. Our goal is to empower Employment Equity Representatives and others with the knowledge and tools they need to advance equity and inclusion within the University.
Our Responsibility
As a Federal Contractor, Queen’s University is committed to the principles of the Employment Equity Act, which seeks to increase the representation of Indigenous peoples, persons with disabilities, visible minorities, and women in the Canadian workforce. Our responsibility as Federal Contractors is to participate in equity practices to ensure that our hiring practices are fair, transparent, and inclusive. We strive to address representation gaps and support equity interventions, creating a workplace that values and respects the contributions of all individuals.
Our Meetings
The EELC meets three times per year (once per term) to review the state of employment equity at Queen’s and across the province. Each meeting explores relevant topics, discusses the Employment Equity Plan, and provides an opportunity for participants to ask questions and engage in meaningful conversations. These sessions typically last one and a half hours and are designed to be informative and supportive.
If you are interested in joining our meetings, please email equity@queensu.ca.
Key Takeaways & Resources from the Employment Equity Learning Community
- Clarified Roles for Employment Equity Representatives and Hiring Committee Members
Resource: Queen’s Equity Appointments Process (QEAP)
Remember, QEAP is a tool used by Employment Equity Representatives. It tracks equity data, confirms training completion, and guides recruitment strategies, ensuring you understand your unique role in the process.
- Strategies for Educating Offices/Units on the Employment Equity Process
Resource: Queen’s Equity Appointments Process (QEAP)
QEAP isn’t just for data collection—it also offers information that can help you communicate the employment equity process effectively within your unit. Use it as a guide to foster more informed discussions.
- Insights into Applicants’ Self-Identification Patterns (CareerQ Data)
Resource: ICount Equity Census
The ICount Equity Census plays a key role in understanding self-identification patterns among applicants. By participating, you help ensure that barriers for designated groups are identified and addressed.
The session covered the legal foundations and rationale for special programs. Participants explored how special programs can address systemic employment inequities and discussed their benefits, such as fostering broader perspectives and stronger intellectual engagement.
Resources: If you’re considering adding a special program, you can refer to the Ontario Human Rights Commission’s Guideline on developing Special Programs. To learn about implementing targeted hiring, review Queen’s Targeted Hiring Procedure, which outlines the steps to ensure equal employment opportunities through these programs.
The session explored the impact of unconscious biases on decision-making, emphasizing the need to recognize and mitigate them in recruitment processes. Participants developed strategies for effective recruitment, considering the role of search firms in enhancing efforts.
Resource: For more guidance on building an effective recruitment strategy, connect with Queen’s University – Human Resources.
This session introduced Queen’s new Targeted Hiring Policy. The discussion focused on how targeted hiring supports proportional representation, career development, and institutional equity goals.
Resources: For full details on the policy, refer to the Queen’s Targeted Hiring Policy. To learn more about the implementation steps, see the Guideline for Targeted Hiring Procedure.
The session introduced Employee Resource Groups (ERGs) as voluntary, employee-led groups aimed at supporting diversity and fostering a sense of belonging at Queen’s. Participants explored the organizational benefits of ERGs, including their role in driving success, boosting employee engagement and retention, and offering strategic advice to leadership.
Resource: To learn more about existing and upcoming ERGs at Queen’s, visit the Employee Resource Group page.
This session focused on equipping participants with tools to draft recruitment strategies that promote transparency, equity, and fairness in hiring committee work. Attendees shared valuable ideas and explored practical methods to create an equitable hiring process.
Resources: The draft recruitment strategy template and presentation are available for those who attended the session. Please reach out to equity@queensu.ca to obtain these materials. For further development of equity and inclusion skills, visit the Equity and Inclusion Competencies page, which links to Human Resources' Competency Dictionary and our recommended training activities.