Those conducting a recruitment process will need to be aware of various aspects of Human Rights and Employment Equity legislation. The following outlines the basic principles of the legislation. Later sections provide the practical steps to ensure appropriate actions that comply with legislation.
An important function of the Ontario Human Rights Code is to promote equal employment opportunity regardless of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or handicap. Although those involved in hiring processes are normally aware of the basic concepts associated with the need to avoid discriminatory practices during a recruitment process, many are not familiar with the specific requirements and practical steps to promote a process that not only complies with legislation but also tends to attract a broad pool of qualified candidates.
These and the various how-to's of putting into practice actions that accord with Human Rights legislation are detailed in this guide and include ways to avoid the pitfalls of illegal and irrelevant queries. Examples: using selection criteria that are based on the job-related criteria; becoming familiar with those interview questions that are prohibited under the Code.
The University is committed to the principles of equity and to implementing policies and practices that encourage the full participation of disadvantaged groups. The University is regulated by employment equity legislation under the Federal Contractors Program which covers four groups: women, visible minorities, aboriginal people and persons with disabilities.
An example of a procedure intended to encourage equity in the Queen's workforce is inclusion of the appropriate University equity statement in all employment advertisements. The University's goals for achieving employment equity are detailed in Achieving Equity: A Plan for Employment Equity.