Carleton University’s Employment Equity Program

Carleton University is committed to equity in all aspects of employment.  The University is dedicated to the elimination of discrimination and harassment; the removal of systemic barriers and the promotion of employment equity.  This commitment is clearly articulated in the University’s Human Rights Policies and Procedures.

Carleton University is a federal contractor and complies with the Federal Contractors Program, the purpose of which is “to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by (the four designated groups) women, Aboriginal Peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences.”

Employment Equity is an on-going planning process used by an employer to do three things:

  1. Identify and eliminate barriers in an organization’s employment procedures and policies;
  2. Establish policies and practices to ensure the effects of systemic barriers are eliminated;
  3. Ensure appropriate representation of “designated group” members in their workforce.

The primary goal of Employment Equity is to eliminate unfair employment barriers for the four designated groups identified in the Employment Equity Act (women, persons with disabilities, Aboriginal people, and members of visible minorities). Employment Equity also attempts to remedy past discrimination in employment opportunities and prevent future barriers, improve access and distribution throughout all occupations and at all levels for members of the four designated groups and foster a climate of equity in the organization.

Carleton University’s Employment Equity Program has the following dimensions:

  • A standing Presidential Advisory Committee on Equity Policy that monitors and advises on the University’s progress toward implementing employment equity;
  • An Employment Equity Policy within the University’s Human Rights Policies and Procedures that commits the University to:
    1. the establishment of a diverse work force and a welcoming, supportive environment for all employees;
    2. search procedures that include an active search for qualified members of the four designated groups (Employment Equity in Recruitment and Selection for Academic Appointments at Carleton University);
    3. make all appointments on the basis of merit and where the qualifications of two candidates for appointment are demonstrably equal and where one candidate is a member of an under-represented designated group in the unit, to offer the position to the candidate from the under-represented group;
    4. periodic reviews of criteria for appointment, confirmation, renewal, and tenure and promotion by deans and directors to ensure that the criteria do not undervalue work that is done predominantly by members of the designated groups.
  • An ongoing employment equity census of all employees covered by the Program to enable the University to gauge its progress toward the establishment of a representative work force;
  • Ongoing training programs of managers and employees regarding their human rights and equity obligations under the University’s Human Rights Policies and Procedures;
  • A communications program on what employment equity is and how the University’s commitments to diversity strengthen the University community;
  • Periodic reviews of all employment systems.

Carleton’s Employment Equity Census

Summary of Workforce Analysis of Carleton University

Employment Equity in Recruitment and Selection for Academic Appointments at Carleton University