General
- Links equity principles and goals to core values of the University
- Links equity to the mission and mandate of the University
- Has support from and specifies roles in the implementation plan for senior managers and other leaders (Board members, VP's, directors, managers)
- Seeks advice from peers and others about equity
- Builds initiative in relation to equity work among others
- Establishes requirement for periodic upstream reporting about equity initiatives
- Develops equity practices in relation to a diversity of grounds under the Ontario Human Rights Code and the University's human rights policy
- Sets equity performance measures and goal for direct reports
- Routinely communicates equity efforts to direct reports
- Supports direct reports for speaking about and carrying out equity goals in the workplace
- Promotes education and orientation about equity within department/unit
- Allocates resources to the implementation of equity goals
Student/Staff Recruitment
- Understands the requirements of the Federal Contractors Program
- Outreach for hiring is broad and involves a variety of strategies
- Where relevant, job qualifications acknowledge the value of experience in working with racialized communities, with women, with people with disabilities and LGBTQQ communities
- Individuals on hiring/search committees are oriented to the task of equity hiring
- Skilled in developing equity hiring strategies and in addressing equity considerations in recruitment and selection
- Able to analyze equity information and data including employee/student characteristics, course/program disproportion, and conditions which contribute to under representation among staff and students
- Able to work collaboratively with upstream administration in the development and implementation of institutional equity goals
- Works collaboratively with unions/associations in relation to equity goals
Retention
- Creates/takes advantage of opportunities for mobility between jobs
- Actively encourages members of designated groups to assume responsibility for projects and other career advancing opportunities
- Works with those responsible to provide career counseling and mentoring for all employees and in particular, members of designated groups
- Proactively understands that non-competitive appointments run counter to equity principles
- Proactively addresses any over-representation of racialized persons and persons with disabilities in temporary, contract and part-time positions
- Recognizes existence of informal networks and ensures that members of designated groups are included
- Ensures equity in relation to designated groups in the appointment of individuals to acting and seconded positions
Environment
- Regularly informs students/employees of the University's policies in relation to human rights and equity
- Posts images within the working/learning environment which positively reflect the diversity of Canada
- Permits students/employees who speak languages other than English to communicate with each other in the language of their choice
- Includes the work of writers and other contributors from a variety of backgrounds in written study/work-based materials
- Meetings, colloquia, conferences and honourees reflect diversity in terms of disability, gender, racialized groups and sexual orientation
- Ensures departmental committees are diverse and include members of racialized groups, people with disabilities, Aboriginal people and LGBTQQ people
- Encourages students/employees from a diversity of backgrounds to attend and mingle at functions organized through the unit
- Immediately addresses sexualized "joking" and banter in the unit
Complaints Prevention/Management
- Knowledge of the principles of fairness
- Knowledge of investigative processes
- Recognizes that complaints may be a source of information about systemic problems that need to be addressed
- Reports types of complaints and the frequency with which they arise to the DHR
- Has knowledge of and skills to access resources related to equity, including:
- funding programs for students having particular needs
- culturally appropriate counseling for faculty and staff
- access requirements for persons with disabilities
- appropriate reasonable accommodation
- Has the ability to identify the potential for different treatment, bias or stereotyping based on personal characteristics in:
- educational/employment policies, procedures and practices
- policy analysis and development
- student-faculty interactions
- student activities
- language or visuals used in curricular, media, recruitment and instructional materials