Employment Equity at Queen's University

The federal government enacted the Federal Contractors Program (FCP) following the Commission on Equality in Employment, 1984.

The Commission found that individuals from the following four designated groups systemically experience discrimination in the labour market: Aboriginal people (indigenous), women, people with disabilities and visible minorities. Consequently, Commissioner Judge Abella recommended proactive measures for identifying and removing systemic barriers to improve equality in the labour market for members of these designated groups.

The FCP requires that any business or organization with 100 or more employees and in receipt of contracts valued at $1,000,000 or more with the Government of Canada are required to have in place an employment equity program.

Requirements

Queen's University must fill the following requirements:

  1. Collect Workforce Information
  2. Complete a Workforce Analysis
  3. Establish short-term and long-term numerical goals
  4. Make reasonable progress and reasonable efforts

Queen's employs more than 3,600 people and receives nearly $59 million in federal funding annually. Therefore, it is a  Federal Contractor.

Employment Equity is a program designed to ensure that all individuals have a fair chance in the areas of recruitment, hiring, remuneration, promotion and training. It is a program that strives for:

  • A diverse workforce
  • Equitable and fair employment systems

Employment Equity is needed to remove systemic discrimination that has historically disadvantaged particular groups in the area of employment. These groups include Indigenous Peoples, persons with disabilities, women and racialized/visible minority groups. Systemic discrimination includes policies and practices that unintentionally exclude individuals for reasons that are not job-related; not related to ability; and not related to the safe operation of an organization.

Equity Services provides a number of services related to Employment Equity, including equity training workshops, data analysis and reporting.

Employment Equity Framework

A Comprehensive Strategic Framework for Employment Equity will serve the university in the following ways:

  • Consult community on employment equity matters
  • Develop plans to address employment equity in priority areas
  • Establish shared accountability and responsibility for the recruitment, professional development, and retention of designated equity groups at Queen’s University
  • Strategically prioritize measures to address the goals and requirements of FCP
  • Provide educational opportunities about employment equity to improve understanding of equity issues and the university obligations in federal contractors program compliance

Annual Reports

Terms of Reference

To foster a more diverse and inclusive workforce by: Identifying priorities for actionable changes to eliminate barriers to the hiring, selection, promotion and training of equity deserving group members, reviewing data on the recruitment and retention of faculty and staff from underrepresented groups, Ensuring the implementation of special measures and actions to support the achievement of a representative workforce and monitoring progress on the implementation of PICRDI recommendations relevant to the mandate of the sub-council.

Activities

The FSRRS UCARE Sub-Council's work is focused on action items for the Queen’s Employment Equity Plan. The Employment Equity Plan outlines actions under three distinct areas: Recruitment, Retention and Professional Development.

Members

Faculty and Staff Recruitment, Retention and Support Sub-Council Members 2022/2023

Name

Title

Department

Jill Christie

Manager, Data and Administration

Human Rights and Equity Office

Janice Hill

AVP Indigenous Initiatives

Office of Indigenous Initiatives

Heather Cole

Senior Advisor and Executive Director

Principal’s Office

Marie Doherty

Senior Director

Human Resources

Paul Kerekes

Recruitment Consultant

Human Resources

Dre Choi

Equity Advisor

Human Rights and Equity Office

Steve Millan

AVP Human Resources

Human Resources

Teri Shearer

Deputy Provost

Provost Office

Stephanie Simpson (C)

AVP Human Rights, Equity and Inclusion

Human Rights and Equity Office

Lori Stewart

Executive Director

Provost Office

The EELC was created in 2021 with the objective of providing additional support and resources to those on campus that participate in hiring committees, especially in the capacity of Employment Equity Representative.

The EELC will meet three times per year (once per term) and each meeting will explore different topics relevant to the landscape of Employment Equity at the University and across the province. All Employment Equity Representatives will be invited to the event and time will be allocated to answer questions and foster conversation.

The EELC is chaired by Stephanie Simpson (AVP Human Rights, Equity, and Inclusion) and discuss issues related to legislation such as the Federal Contractors Program, data collection-related processes and equity intervention to address representation gaps. The EELC also support the work of the Faculty and Staff, Recruitment, Retention and Support (FSRRS) UCARE Sub-Council.

Interested individuals should email equity@queensu.ca for information on attending the meetings or for access to resources.

Meetings:

  • Meeting 1: Special Programs - February 01, 2021

Employment Equity Listserv

Queen's in committed to diversity, equity, and inclusion. We are deliberately working at creating and maintaining an inclusive environment that enables people to do their best. The  EE Rep Listserv is a new initiative. Some benefits of subscribing to the Listserv are access to:

  • a forum for members to share ideas on how Queen's can attract and retain the best employees
  • opportunities to inform Queen's on employment equity issues
  • monthly updates from Equity Services regarding employment equity

Everyone is welcome to participate! To join, please email equity@queensu.ca.