The University recognizes that its strength lies with its people. Building and maintaining an excellent workforce depends on creating an environment that attracts, develops, and retains talented and capable people for all positions. The University is committed to:
To define the principles for employment equity whose purpose it is to recognize, prevent, and eliminate disadvantage in order to create a climate that fosters attitudes and behaviours that advance employment equity.
All employment practices, policies and decisions with respect to all employees of the university. In accordance with the Federal Contractors Program, temporary and casual employees working less than 12 weeks in a calendar year, co-op students on contracts less than four months, summer students, or those students from Memorial or other educational institutions who are completing practicum placements and are otherwise full-time students, are excluded from the employment equity self-identification process and the university's workforce analysis.
Designated Group - groups identified by the Canadian Employment Equity Act as facing barriers to inclusion and participation in the workforce. They are women, aboriginal people, visible minorities, and persons with disabilities.
Under-representation - exists when the percentage of designated group members of a given employee occupational group is less than the percentage of designated group members in the occupational groups from whichever of the following the university can reasonable expect to recruit new employees: i) the local census metropolitan area; ii) the province of Newfoundland and Labrador; and iii) the Canadian workforce as a whole.
Employment Equity ensures that no one is denied access to employment opportunities for reasons unrelated to ability or qualifications. An employment equity program ensures that all candidates for promotion, hiring, training and other opportunities are given serious and equitable consideration. Individual merit will continue to be the prime criterion in these decisions.
The university strives to remove barriers to the inclusion and participation of under-represented designation groups.
The University's goal of a diversified workforce, with respect to the four target groups will be achieved within a framework of merit, non-discrimination, inclusion, respect, and a climate free of discriminatory barriers.
Employment Equity ensures the University's workforce is diverse and reflective of the broader community in order to fulfill our commitment to excellence in teaching, research, scholarship, and service to the general public.
The University recognizes that Recruitment and Selection decisions are important in correcting persistent historical under-representation of designated groups.
Where workforce analysis and employment systems review indicate that an under-representation exists in certain occupational groups, the following will apply to recruitment and selection decisions:
Where two or more candidates for a position have substantially equal qualifications, and one candidate is from a designated group which is under-represented, the group member shall be recommended for the position.
The review of this policy and any associated changes will be implemented in consultation with the Employment Equity Committee.
2. EMPLOYMENT EQUITY PROGRAM OBJECTIVES
3. CONFIDENTIALITY OF INFORMATION
5. ROLES AND RESPONSIBILITIES
5.1 The President
5.2 The Senior Executive
5.2 Departments and Divisions of Memorial University
5.4 The Employment Equity Officer
In consultation with the Employment Equity Committee, the Employment Equity Officer will:
5.5 The Department of Human Resources & the Office of Faculty Relations
The Director ensures the Department of Human Resources is in compliance with the criteria outlined in the Federal Contractors Program.
Staff members of both Human Resources and Faculty Relations shall promote and support the principles of employment equity throughout the university and ensure that units comply with the provisions of the employment equity policy and program.
5.6 The Employment Equity Committee