Loading...
HomeMy WebLinkAboutEmployment Equity Policy Cape Breton Regional Municipality Employment Equity Policy 1. Purpose and legal framework 1.1. The Cape Breton Regional Municipality is committed to providing a workplace that is free of discrimination, where diversity is valued, and which is demographically representative of the community it serves, at all job levels. 1.2. It is committed to ensuring that all employees are able to use their skills and experiences effectively and efficiently to contribute to the organization's performance, production and service delivery. 1.3. The purpose of this policy is to: - Promote a workplace culture that values diversity and competence; - Identify and remove systemic, cultural, attitudinal and behavioural barriers to employment and advancement affecting members of the designated groups; - Pro-actively establish mechanisms for responding to the individual accommodation needs; both with existing and potential employees; thereby - Achieving a workforce where the designated groups are equitably represented. 1.4. This policy is intended to comply fully with the Canada Human Rights Act and the Human Rights and Employee Equity Acts of Nova Scotia and in any instance where there is ambiguity in wording the wording of the relevant Act shall stand. 2. Definitions The following words or phrases that are used throughout this document carry, respectively, the following meanings: Accommodation - the responsibility of employers, unions, service providers, etc., to adapt or adjust facilities, services or employment requirements to the needs of an individual or group protected by human rights legislation up to the point of undue hardship. Designated groups- in Nova Scotia are; Aboriginal peoples, racially visible, women and people with disabilities. Discrimination - Unfavourable or unfair treatment towards an individual or group based on their race, sex, color, religion, national origin, age, physical/mental abilities, or sexual orientation. Employment equity- Provision of jobs and job conditions in a fair and unbiased manner. Undue Hardship- refers to the limit of an employer's capacity to accommodate without experiencing an unreasonable amount of difficulty. Employers are obligated to provide Employment Equity Policy accommodation "up to the point of undue hardship." This means an employer is not expected to provide accommodation if doing so would bring about unreasonable difficulties based on health, safety, and/or financial considerations. Cultural competence- refers to an ability to interact effectively with people of different cultures. Cultural competence comprises four components: (a) Awareness of one's own cultural worldview, (b) Attitude towards cultural differences, (c) Knowledge of different cultural practices and worldviews, and (d) cross-cultural skills. Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures. Diversity- the presence of a wide range of a particular quality, attribute or group in a specified area. In Human Rights, diversity implies a wide range of people who may exhibit protected characteristics in protected areas. Self-identification- Identification of oneself with another person or thing 3. Authority and effective date 3.1. This policy has been duly passed by Council and comes into effect on June 21st 2010. 3.2. Authority and accountability vest in the Chief Administrative Officer. 3.3. The Director of Human Resources or designate is responsible for the corporate implementation of the policy, including ensuring that all existing policies, rules, practices and procedures are reviewed and amended to eliminate discriminatory elements. 3.4. The Diversity Officer's role is to assist with departments to develop an Employment Equity plan within their areas. To provide reports to the CAO and Director of Human Resources on progress of Employment Equity. To assist in the education of Employment Equity. 3.5. Department Heads are responsible for the departmental implementation of, and compliance with, the policy. 4. Applicability & Access The policy applies to: 4.1. Cape Breton Regional Municipality (CBRM), Agencies, Boards and Commissions. 4.2. All employees of the organisations listed in 4.1, in including applicants for full-time, part- time, limited term and indeterminate positions. 4.3. All applicants for employment with the listed organisations, including applicants for full- time, part-time, limited term and indeterminate positions. 2 Employment Equity Policy 4.4. All sites where work is undertaken for CBRM. s. Employment Equity Principles This policy is based on the following principles: Self-identification Confidentiality Removal of barriers subject to the concept of undue hardship Reasonable accommodation The aspiration to reflect the demographics of our community in our workforce Self-regulation Public accountability 6. Workplace Profile 6.1. A workplace profile shall be developed based on an analysis of a Workforce Self- Identification Survey, which will document separately the results the survey of existing employees and the questionnaire completed by job applicants. 6.2. The workplace profile shall be updated and reviewed every six months by the Director: Human Resources and the Diversity Officer. 6.3. Findings of the six monthly reviews shall be used to assess the efficacy of the Employment Equity Plan and reported to the CAO, with recommendations as may be required. 7. Workplace Self-Identification Survey 7.1. The Workforce Self-Identification Survey shall be administered by the Human Resources Department and shall be kept in strict confidence, in compliance with the law on personal privacy and data protection. 7.2. The Workplace Self-Identification Survey will be conducted annually among all current employees. 3 Employment Equity Policy 8. Employment Equity Plan 8.1. Employment Equity Planning Guidelines will be developed, through a consultative process with key internal stakeholders, including Department Heads and Union Representatives. 8.2. Each Department Head shall be responsible for preparing a three-year Departmental Equity Plan, in accordance with the guidelines. Such reports shall be submitted to the Director of Human Resources at a time as will be determined by him/her. 8.3. A three-year Corporate Employment Equity Plan shall be prepared by the Director of Human Resources or designate, based on the aggregation and consolidation of the three- year Departmental Equity Plans, for the approval of Council, through the CAO. 9. Annual Report 9.1. An annual progress report shall be prepared by the Director of Human Resources or designate, based on: 9.1.1. The annual progress reports submitted by Department Heads; 9.1.2. Recruitment and selection data held in the Human Resources Department; 9.1.3. Accommodations made, without divulging such information as may be used to identify any such affected employee; 9.1.4. Education and training initiatives undertaken, including attendance figures. 10.Recruitment and Selection 10.1.Job Postings must contain a statement that promotes a culture that values diversity and a welcoming message to encourage application from members of the designated groups as follows: "CBRM is committed to the principles of Employment Equity and encourages applications from the designated groups; women, visible minorities, aboriginals and persons with disabilities. CBRM encourages the need for respect, integrity, diversity, accountability and the public good." 10.2.Selection shall be based on the principles of merit, fairness and equity. 10.3.Self-identification shall be offered to all applicants in the form of a brief questionnaire. The completion of the questionnaire is an OPTION offered and is not a requirement for the completion of an application. 4 Employment Equity Policy 10.3.1. Notification: When a candidate or applicant for a position has self-identified as a member of a designated group the recruiter must notify the Diversity Officer who will help with understanding of designated groups. 10.3.2. For the purposes of employment equity, any self-identification of a job applicant shall form part of the recruitment and selection documentation relevant to the vacancy being advertised. 11. Privacy and Confidentiality 11.1. All personal data collected under this policy, including 11.1.1. Data collected by means of the Workplace Self-Identification Survey; 11.1.2. Self-identification questionnaires completed during applications for employment, transfer or promotion; and/or 11.1.3. All documents relating to specific requests for accommodation will be kept confidential and will only be disclosed with the consent of the employee or applicant. 12.Accommodation 12.1.CBRM is committed to providing, in a timely and effective way, accommodation specific to an individual's needs. To this end, requests for accommodation must be made to the employee's immediate superior. 12.2.The employee or applicant is responsible for requesting accommodation including identifying, where possible, the types of accommodation she or he considers appropriate. The employee is responsible for following the correct procedures. 12.3.The employee has a responsibility to provide supporting documentation including reports or medical information relevant to the process of identifying appropriate accommodation. 13. Undue Hardship 13.1. CBRM is not required to make changes to workplace policies, rules, practices and operations or provide accommodation that will result in undue hardship. 13.2. Before refusing to provide accommodation, CBRM will ensure that all effective options to accommodate, short of undue hardship, are considered. 5 Employment Equity Policy 13.3. Where a particular means of accommodation is requested and it has been found that it cannot be met without incurring undue hardship, every effort will be made to provide alternative accommodation up to the point of undue hardship. 14. Communication 14.1.A corporate employment equity communication plan will provide for regular updates on departmental progress against their stated goals and three-year plans. Such a report will be posted on the CBRM website. 14.2.AII employees will be provided with a copy of the policy and procedures. 14.3.A copy of the policy and procedures will be permanently posted in a common area within each department. A copy of the policy and procedures will also be posted on CBRM website, both internal and external access. 14.4.An awareness campaign will be ongoing for the first year of the life of this policy and thereafter reminders will be issued by means of appropriate media. 15. Education Each employee will be given the opportunity to participate in Diversity and Employment Equity training. This training must also include the education around all policies relating to respect in the workplace. 16.Review CBRM will review this policy and procedure bi-annually. All current employees and bargaining agents will be invited to contribute to the review. APPROVED BY COUNCIL: June 21, 2011 6