Employees who do not feel comfortable self-identifying have the option to choose “Prefer not to answer” for each question. Employee responses are only accessible to a few individuals whose job it is to produce diversity reports for recruitment, retention, and strategic planning purposes. Employee self-identification information will be combined and reported out at an institutional level so that individual employees cannot be identified.
Submitting the Diversity Identity Census is voluntary.
No. Employee self-identification information is confidential, including whether or not an employee has completed the census.
The Human Resources Department has put together some resources for managers, including additional information on VIU’s Employee and Family Assistance Plan and Key Person Advice Line.
Consider hosting Positive Space Alliance training for your department to help colleagues understand and respond appropriately.
Employee name changes are initiated through the IT Department.
The Human Resources Department has put together some resources for managers, including additional information on VIU’s Employee and Family Assistance Plan and Key Person Advice Line.
Accommodation is the adjustment of a person’s workplace, responsibilities, or job assignment to accommodate a legitimate need connected to a ground protected under Human Rights law. Accommodations can include changes to hours of work, provision of specialized equipment, modified duties, or other needs that arise related to a person’s religion, gender, disability, family status or other Human Rights protected ground. If you are unsure whether this circumstance falls under the VIU Accommodation of Employees Policy, consult with the HR Specialist—Employee Well-being and Benefits or a Human Resources Advisor.
Access to the data collected in the Diversity Identity Census is strictly limited to select employees in, or designated agents of the Human Resources Office, and to select Information Technology employees for maintenance and troubleshooting purposes. These individuals are required to keep this information confidential. Self-identification information is not part of the employment record and will not be accessible to managers or other employees.
During this first phase of implementation of the employee diversity identity census, the data will not be used to guide employment decisions. The census is launched to help build an understanding of who our employees and over time 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 employment experience and climate for employees, particularly those from equity-seeking groups.
For questions about the Diversity Identity Census, please contact the Human Resources Department. For questions about Equity, Diversity and Inclusion at VIU, you can contact the Human Resources Department or the Equity, Diversity and Human Rights Office. For questions about the collection, use and/or disclosure of your personal information, please contact the Privacy Officer.
Download the Employee Census FAQ for Managers.