During this first phase of implementation of the job applicant self-identification questionnaire, the data will not be used to guide hiring decisions. The questionnaire is launched to help build an understanding of who our job applicants are and create a baseline for further comparison. Search Committees do not need to make changes to current recruitment processes.
The four designated groups (FDGs) as identified by the Employment Equity Act due to their underrepresentation in the Canadian labour force are women, persons with disabilities, Indigenous peoples and racialized peoples. VIU recognizes that groups other than those in the Employment Equity Act have historically met barriers in the workplace that limit their full and active participation, such as persons who identify as belonging to a minority gender identity and/or sexual orientation group. VIU considers all of the above groups as equity-deserving groups.
There is ample evidence of discrimination and systemic barriers that limit the participation of women, racialized people, Indigenous peoples, persons with disabilities, and persons who identify as belonging to a minority gender identity and/or sexual orientation group in the Canadian workforce.
Collecting data on these groups does not mean the university is only concerned about improving the work experience for these employees. In fact, research shows that making the workplace more diverse, equitable and inclusive for these groups benefits all employees.
Access to the data collected in the Self-Identification Questionnaire is strictly limited to select employees in or designated agents of the Human Resources Office, and select Information Technology employees for maintenance and troubleshooting purposes. Self-identification data is not part of the application. Anonymized self-identification data may be shared with search committee chairs for the purpose of helping to ascertain whether there is a diverse pool of qualified applicants and aiding in decision making with respect to the shortlisting and job offer process.
The data will be used to set equity, diversity and inclusion goals; develop action plans; and report on progress. It will also be used to inform strategies for improving the job application experience and climate for applicants, particularly those from equity-deserving groups.
Employment Equity is an approach designed to ensure that all job applicants and employees have a fair chance in the workplace. It is achieved when no person is denied employment opportunities or benefits for reasons unrelated to their abilities. Employment equity also aims to correct historic disadvantage in employment experienced by equity-deserving groups.
The ultimate objective of employment equity is full participation in employment of all equity-deserving groups according to their availability in the work force.
No. VIU's commitment to employment equity does not mean the university will hire or promote unqualified people. The goal of selection is always to find the candidate who best meets the criteria specific to that position.
No. Employment equity works to remove barriers faced by all employees. It provides opportunity to equally qualified candidates who have been denied opportunities in the past for reasons other than their skills, knowledge and experience.
The goal of VIU’s employment equity approach is a discrimination-free workplace where all employees and job applicants receive equitable hiring, training and promotion opportunities. We believe all employees will be able to work and grow best in a welcoming, inclusive workplace.
The term ‘systemic barriers’ refers to situations, policies and/or practices, which unfairly exclude members of the designated groups from taking part in the workplace. These “barriers” are varied and can include, but are not limited to, the following:
- sexism, racism or prejudices which manifest in the workplace
- physical barriers which prevent people with disabilities from accessing or participating fully in the workplace
- lack of access to education or training
- lack of accommodation of family responsibilities (caregivers of young children or elderly parents)
- career interruptions i.e. when, for health, family or other reasons, a candidate is out of the workforce for an extended period of time (e.g., pregnancy, early childcare, eldercare, illness, etc.) and this can impact access to the hiring, training and/or promotion opportunities
- "chilly climate": environment which has the effect of excluding or undermining a person or a group of people in a working environment
- lack of awareness of cross-cultural issues (particularly in communications)
Systemic discrimination occurs when groups of people are excluded from the workplace for reasons not related to job requirements. It results from entrenched policies or practices that are part of the normal operation of employment systems which unintentionally discriminate. Often hidden, systemic discrimination has an adverse effect on equity-deserving groups.
Search Committees are responsible for following applicable collective agreements or employment policies. Search Committees should advertise specifically to attract members of designated groups, using tools such as targeted job websites, list serves, conferences, and word of mouth. In cooperation with the Recruitment Team, the Search Committee should ensure there are members of designated groups in the long list, short list and interview list. If there are multiple candidates who are suitable for hire, consider choosing one from a designated group.
VIU is committed to diversifying its workforce, both to address historic under-representation and also because diversity within our institution will have measurable benefits for the entire VIU Community. The goal of selection is always to find the candidate who best meets the criteria specific to that position. VIU's commitment to employment equity does not mean the university will hire or promote unqualified people. Where knowledge, skills and abilities are equal, and one candidate is also a member of an equity-deserving group, we would additionally consider that individual’s ability to contribute to our goal of addressing historic under-representation, as an additional asset they brought to the job competition.
No. Access to the data collected in the Self-Identification Questionnaire is strictly limited to select employees in or designated agents of the Human Resources Office. Anonymized self-identification data may be shared with search committee chairs for the purpose of helping to ascertain whether there is a diverse pool of qualified applicants and aiding in decision making with respect to the shortlisting and job offer process. For Canada Research Chair applications, self-identification information may be shared with the search committee chair and select employees of the Scholarship, Research, and Creative Activity Office for the purpose of administering the Canada Research Chair Program. These individuals are required to keep this information confidential.
No. The Search Committee members may not otherwise make any assumptions regarding the applicant unless the applicant has overtly indicated their self-identification status in another manner; for example, in their cover letter or verbally in the interview. It is never appropriate to inquire directly as to an applicant’s self-identification status.
While Search Committees cannot enquire about circumstances related to breaks in employment, candidates may self-disclose this information. Search Committee members must consider any special circumstances that have had an effect on the performance and/or productivity of the applicant. This includes breaks/career interruptions due to health problems, family responsibilities, parental leave, disabilities or other applicable circumstances. Search Committee members must also consider any special circumstances related to COVID-19 that may have delayed or interrupted the applicant’s studies, research, or career.
Search Committee members should also recognize the impacts of the delays and/or if appropriate, assess the quality of the applicant’s performance and/or productivity during their active period (that is, excluding the break/career interruption).
For questions about specific jobs or the recruitment process, please contact our Recruitment Team. For questions about the collection, use and/or disclosure of personal information, please contact the Privacy Officer.