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