Equity, Diversity and Inclusion in Employment
To outline the Universitys commitment to diversity and equity in employment, with the objectives of:
Employment activities including but not limited to practices, actions and decisions with respect to prospective employees and employees of the University. For student employment refer to the Student Employment policy.
Designated Group - groups identified by the Canadian Employment Equity Act (S.C. 1995, c. 44) as facing barriers to inclusion and participation in the workforce. The groups are women, Aboriginal peoples, persons with disabilities, and visible minorities, as per Section 3 of the Canadian Employment Equity Act.
FCP Federal Contractors Program
Employment Equity involves a systematic effort to achieve fairness in employment. It is necessary to eliminate systemic discrimination through education and other means. No one should be denied access to employment opportunities for reasons unrelated to ability, and all should have access to the fullest opportunities to develop individual potential. Differences between people must be respected in accordance with human rights legislation.
Prohibited Grounds - A human rights violation under the Newfoundland and Labrador Human Rights Act, 2010 occurs when a person is discriminated against because of one or a combination of the following prohibited grounds of discrimination (as amended from time to time):
The University - Memorial University of Newfoundland.
Unit academic and administrative units as defined in the University Calendar.
1.1 The University strives to ensure its workforce is diverse and that it fulfills its commitment to an inclusive community dedicated to innovation and excellence in teaching and learning, research, scholarship, creative activity, service and public engagement.
1.2 The University's goal of a diversified workforce is achieved within a framework of merit, inclusion and support of diverse groups not only the Designated Groups, respect, and a climate free of discriminatory barriers, and in recognition of the Universitys Statement of Vision, Mission and Values.
1.3 In accordance with the Newfoundland and Labrador Human Rights Act, 2010 and the FCP the Employment Equity Act (S.C. 1995, c. 44), the University identifies and removes barriers in order to create and maintain an inclusive and respectful environment for all employees. Individual merit is the prime criterion in decisions of hiring, promotion and other opportunities.
1.4 The University strives in its employment practices and programs to:
2. LEGAL FRAMEWORK
This policy derives from a number of legal and regulatory documents:
2.1 The Newfoundland and Labrador Human Rights Act, 2010 which:
The University prohibits discrimination on the Prohibited Grounds, as stated in the Newfoundland and Labrador Human Rights Act, 2010 and as well in accordance with subsections 9 (3) and 9 (4) of the Newfoundland and Labrador Human Rights Act and as amended from time to time.
In addition, the University prohibits discrimination in employment as per subsection 14.(1) as stated below and as amended from time to time:
Subsection 14(1) An employer, or a person acting on behalf of an employer, shall not refuse to employ or to continue to employ or otherwise discriminate against a person in regard to employment or a term or condition of employment on the basis of a prohibited ground of discrimination, or because of the conviction for an offence that is unrelated to the employment of the person.
2.2 The FCP as outlined in the Canadian Employment Equity Act (S.C. 1995, c. 44) has application for employment equity. The FCP applies to contractors who do business with the Government of Canada and who meet program inclusion requirements. Participating employers are required to implement an employment equity program, which furthers the goal of achieving and maintaining a workforce that is representative of the Canadian workforce, with workplace equity for Designated Groups in the Canadian labour market. The Designated Groups are:
3. RECRUITMENT AND SELECTION
3. 1 The University is proactive in recruiting diverse and qualified applicants, using targeted recruitment techniques, where appropriate. The University strives to ensure that equal opportunity and accommodation, as appropriate, is afforded to those who seek employment with the University.
3.2 Where appropriate, advertisements for positions shall include a statement demonstrating the Universitys commitment to equity and diversity.
a) For positions covered by the MUN-MUNFA Collective Agreement, the text of the statement shall be that which is outlined in that collective agreement.
b) For other positions, the text of the statement shall be determined, with appropriate consultation, by the Director of Human Resources or the Director of Faculty Relations, as applicable.
3.3 Selection of candidates is on the basis of merit as per the requirements of the position and any collective agreements, policies and procedures. In accordance with the Universitys Workplace Accommodation policy, candidates for employment will be accommodated, as appropriate, during the application and selection process.
4. EMPLOYMENT PROCESS
4.1 The University is also committed to retaining qualified employees by:
In addition to articles in various collective agreements regarding non-discrimination, there are a number of University-wide policies which support this commitment.
4.2 The University participates in the Canada Research Chairs Program and observes and complies with the Equity Practices of that program. See: http://www.chairs-chaires.gc.ca/program-programme/equity-equite/index-eng.aspx .
4.3 An employment equity assessment is performed on each new or revised University-wide, non-academic policy before it is approved by the Policy sponsor for submission to Vice-Presidents Council, to determine whether there is an impact on employment, as it relates to equity.
5. EMPLOYMENT EQUITY AND DIVERSITY PLAN
5.1 A University Employment Equity and Diversity plan (the Plan) will be developed, implemented and renewed every three (3) years. The Plan shall: include the requirement and mechanism(s) to collect and analyze workforce information; establish short- and long-term goals; define the steps necessary to make progress to achieve those goals; establish regular reporting to Vice-Presidents Council of progress toward achieving those goals.
5.2 Based on the Plan, each Unit is required to examine its situation and identify any barriers to diverse representation in the Unit; future staffing requirements; actions to eliminate any barriers; and other measures designed to increase equity and inclusion within the Units workforce.
5.3 The Plan shall be used in any compliance reviews required for the FCP.
6. CONFIDENTIALITY OF INFORMATION
6.2 All personal data shall be handled with confidentiality and in accordance with the Newfoundland and Labrador Access to Information and Protection of Privacy Act, 2015, other privacy legislation to which the University is subject, and University policies. All persons involved in any process related to this Policy are expected to maintain confidentiality.
6.3 When information is used to report on and release aggregate statistics on the University's workforce, individuals are not identified.
6.4 A breach of confidentiality by any person with respect to employment data may be subject to disciplinary sanction or other appropriate action.
6.5 Confidentiality may not apply to persons subject to extra-University judicial processes, or where disclosure is required or permitted by law, or where the well-being, safety and security of a person or persons is a concern.
7.1 To assist in determining the diversity of the Universitys workforce, employees and prospective employees are asked to complete a survey for self-identification of certain attributes. Self-identification is voluntary. Self-identification information is available only to those who need to know and electronic records are stored in accordance with the Universitys Electronic Data Security policy.
7.2 Individuals are considered to belong to a certain group, only if they have self-identified as such. Individuals may identify as belonging to more than one group. Individuals have the right to review and update their self-identification information at any time.
7.3 The self-identification survey is provided to all new employees, employees who wish to update their information, and any employee upon request. In addition, opportunities to self-identify occur at the time of application, in the case of positions covered by the MUN-MUNFA Collective Agreement.
8. ROLES AND RESPONSIBILITIES
8.1 The Provost is the senior University official responsible for employment diversity, equity and inclusion. The Provost shall:
8.2 Vice-Presidents Council responsibilities shall include, but are not limited to:
8.3 Employment Equity and Diversity Advisory Committee is a subcommittee of Vice-Presidents Council with the mandate and composition as outlined in its Terms of Reference, available here.
8.4 The Department of Human Resources is responsible for the development, promotion, implementation, and coordination of employment diversity and equity in consultation with the Employment Equity and Diversity Advisory Committee. In addition, the Department of Human Resources, in consultation with the Office of Faculty Relations, as appropriate:
8.5 Employees are responsible for upholding the Universitys values as they relate to employment equity, diversity and inclusion, including a recognition of the importance of self-identification.
Employment Equity at Memorial