Mandatory employment equity programs are virtually non-existent in provincial jurisdictions.
An employment equity program is designed to achieve a balanced representation of designated group
members in the organization.
•It is a major management exercise because existing employees must become comfortable working
with others from other diverse backgrounds, cultures, religions, and so on, and this represents a
major change in the work environment.
•There’s 6 steps in the Employment Equity Program:
oStep 1: Senior-Management Commitment and Support
A written policy, endorsed by senior management and distributed to every
employee, is an essential first step.
oStep 2: Data Collection and Analysis
The development of an internal workforce profile is necessary in order to
compare internal representation with external workforce availability data, set
reasonable goals and measure progress.
To obtain data, a self-identification process is often used. Under federal
employment equity legislation, employers may collect such data, as long as
employees voluntarily agree to be identified or identify themselves as designated
group members and the data are only used for employment equity planning and
Utilization analysis is the comparison of the internal workforce representation
with external workforce availability.
This is used to determine the degree of underutilization and concentration of
designated group members in specific occupations or at a particular
oStep 3: Employment System Review
It is also essential that the organization undertake a comprehensive employment
systems to determine the impact of policies and procedures manuals, collective
agreements, and informal practices on designated group members so that existing
intentional or systemic barriers can be limited.
Employment systems that require review include job classifications and
descriptions, recruitment and selection processes, performance appraisal systems,
training and development programs, transfer and promotion procedures,
compensation policies and practices, and discipline and termination procedures.
oStep 4: Plan Development
Once the workforce profile and stems review have been completed, the
employment equity plan can be prepared.
Goals and timetables are the core of an employment equity program.
•Goals range from short to long in duration and must be flexible.
•Must set up quantitative and qualitative goals
There’s 3 types of special measures:
•Positive measures are initiatives designed to accelerate the entry,
development, and promotion of designated group members, aimed at
overcoming the residual effects of past discrimination
•Accommodation measures are strategies to assist designated group
members. (Providing extra mechanical help for disabled people)
•Supportive measures are strategies that enable all employees to achieve
better balance between work and other responsibilities. Work/life balance