Archived - Appointment Policy Considerations - Employment Equity

Employment Equity in the Appointment Process

In making a decision on employment equity in the appointment process, deputy heads may want to consider that:

  • Collecting information for employment equity purposes is allowed if the information is intended to be used in carrying out a special program, plan or arrangement that has been designed to eliminate or reduce disadvantages (s. 16(3) of the Canadian Human Rights Act).
  • The information received with the consent of the person may be used by the organization only for the purpose for which it was obtained.
  • Outlining the circumstances under which the organization would limit the area of selection to members of designated groups in the organization's Area of Selection policy respects the guiding values of fairness, transparency, access and representativeness.
  • Establishing different geographic, organizational or occupational criteria for designated groups can result in increased numbers of designated group members participating in the appointment process.
  • Selecting and training designated group members as selection board members supports bias-free appointment decisions.
  • It is not necessary for persons with disabilities to self-identify in order to request an accommodation during the appointment process.
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