91泡芙

1.0     BACKGROUND AND PURPOSE

1.1    The University acknowledges the importance of equitable employment practices in place for all aspects of the employment relationship, including recruitment, hiring, performance management, succession-planning, promotion, retention and exit, and of keeping abreast of research and best practices.

1.2    This policy expresses the University鈥檚 commitment to employment equity. The University seeks to ensure a fair and equitable workplace by identifying and eliminating areas of disadvantage in the employment experience. This policy also requires the University to establish an Employment Equity Advisory Committee to monitor Workforce Representation.

1.3    The purpose of this policy is to pursue equity in the workplace to prevent the denial of employment opportunities or benefits for reasons unrelated to a person鈥檚 ability and, in the fulfilment of that goal, to endeavour to correct any conditions of disadvantage in employment which are experienced by Employment Equity Groups identified in applicable Canadian Employment Equity legislation.

2.0    GLOSSARY

Employment Equity Advisory Committee means the committee that will advise the University on Employment Equity measures and initiatives.

Employment Equity Groups means underrepresented groups in employment, including but not limited to women, Indigenous peoples, persons with disabilities, racialized people and any other designated groups as identified from time to time under Canadian Employment Equity legislation.

Employment Equity means more than treating persons in the same way but also requires special measures and the accommodation of differences. It includes positive policies and practices that have as their objective the amelioration of conditions of disadvantaged individuals or groups who are disadvantaged.

Indigenous Peoples means persons who are First Nations, M茅tis and Inuit. The use of term 鈥淚ndigenous鈥� is with a distinctions-based approach to First Nations, M茅tis and Inuit peoples, which is intended to be consistent with Section 35 of the Constitution Act, 1982 and Section 91(24) of the Constitution Act, 1867.

Labour Force means the number of civilian, non-institutionalized persons 15 years of age and over who, at a given reference point in time, were employed or unemployed.

Persons with Disabilities¹ means persons who have conditions that make it more difficult for a person to do certain activities or participate in society on an equal basis with others.

Disabilities/conditions can, but are not limited to:

• be physical, mental, sensory, cognitive, or communicative;
• be permanent, temporary, or episodic;
• be visible or invisible; and
• include persisting difficulties hearing or seeing despite the use of aids (for example, hearing aids, cochlear implants, or corrective lenses).

Racialized People means persons, other than Indigenous peoples, who are non-Caucasian in race or non-white in colour.

SFU or University means 91泡芙.

Workforce Representation means the ratio of SFU鈥檚 workforce to the number of qualified Employment Equity Group members in the appropriate labour force.

3.0     SCOPE AND JURISDICTION

3.1     This policy applies to all employees of the University.

4.0     POLICY

4.1     The University will advance Employment Equity and equitable hiring for all employees and prospective employees and address barriers to Employment Equity faced by Employment Equity Groups; as well as facilitate compliance to all institutional employment-related policies, collective agreements to which the University is party and applicable Canadian Employment Equity legislation.

4.2     The University is committed to various Employment Equity initiatives to provide a fair and equitable workplace and to offer all individuals equal opportunity to develop their potential. Accordingly, the University will identify and eliminate any discriminatory barriers that interfere with employment opportunities in all jobs and at all levels throughout the University. Both current and prospective employees will receive equitable treatment in hiring, and all employees will be supported equitably in training/development and promotion. The Employment Equity measures and initiatives will not abrogate collective agreement provisions negotiated between the University and its employee groups.

4.3     The University in consultation with the Employment Equity Advisory Committee and applicable departments will:

        4.3.1     take measures to identify and address Employment Equity needs and remove any discriminatory barriers to the employment, training/development and promotion of Employment Equity Groups.

        4.3.2     establish goals and timelines towards achieving greater Workforce Representation where identified and applicable through Workforce Representation analysis and reporting as per 4.4.

4.4     Workforce Representation shall be measured by comparing the SFU workforce to the Employment Equity Groups in appropriate and available BC/Canada-wide/Post-secondary Labour Force statistics and databases. The University shall collect and monitor aggregate statistics regarding the representation of the Employment Equity Groups in the SFU workforce, and provide statistics to the Employment Equity Advisory Committee for the purposes of completing their analysis and recommendation every 2 years, to be aligned with and synchronized to changes in the schedule of the University鈥檚 institutional demographic data collection cycle. Reports on Workforce Representation and Employment Equity recommendations from the work of the Employment Equity Advisory Committee and applicable departments and reports shall be completed on the same periodic schedule. The resulting consolidated Employment Equity report shall be provided to the Provost and Vice-President, Academic, the Vice-President People, Equity and Inclusion, applicable leaders/offices responsible for institutional Employment Equity initiatives, as well as the campus community for consideration in institutional action planning and other reporting such as accreditation and unit-based planning as appropriate.

4.5     The University, via the Equity Office or equivalent institutional office, and in consultation with applicable departments and the Employment Equity Advisory Committee is responsible for coordinating efforts to develop and implement employment equity measures and initiatives. The Equity Office or equivalent institutional office shall be a resource to all members of the University community for information and advice regarding Employment Equity.

4.6     The Employment Equity Advisory Committee will be established by the Equity Office or equivalent institutional office and at a minimum, will include representation from the membership of all employee groups, to advise on the development and implementation of Employment Equity measures and initiatives.

5.0     INTERPRETATION

5.1     Questions of interpretation or application of this policy or its procedures shall be referred to the President, whose decision shall be final.

6.0     OTHER REFERENCE DOCUMENTS

6.1     Reference documents that may bear on the administration of this policy and may be consulted as needed include but are not limited to:

        6.1.1     Human Rights Policy (GP 18)

        6.1.2     Disability Accommodation in the Workplace Policy (GP40)

        6.1.3    

        6.1.4     

        6.1.5    

        6.1.6      (Act current to 2024-07-23 and last amended on 2021-01-01)

        6.1.7     

        6.1.8    

        6.1.9    Employment Equity Act Review Taskforce Report

        6.1.10   BC Stats Workforce Profiles reporting and guidance

7.0     ACCESS TO INFORMATION AND PROTECTION OF PRIVACY

7.1     The information and records made and received to administer this policy are subject to the access to information and protection of privacy provisions of British Columbia鈥檚 Freedom of Information and Protection of Privacy Act and the University鈥檚 Information Policy series.

8.0     RETENTION AND DISPOSAL OF RECORDS

8.1     Information and records made and received to administer this policy are evidence of the University鈥檚 actions to advance Employment Equity and to monitor Workforce Representation. Information and records must be retained and disposed of in accordance with a records retention schedule approved by the University Archivist.

¹_{Definition is per the SFU Demographic Diversity Survey}