Equity Competencies Checklist


  • 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


  • 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


  • 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