Employment Equity – Leveraging Staffing Options for Hiring Managers
Where do I start?
- Understand your hiring and organizational needs
- Consult employment equity plan
- Consult HR/Business plans & strategies for employment equity objectives
- Consider organizational direction or guidelines for employment equity hiring
- Identify skills shortages and gaps in representation
- Establish hiring targets based on statistical evidence
- Consider the current and future needs of the organization or the public service as a whole
- Consult your HR advisor
What staffing options do I have?
- Restrict the area of selection to employment equity groups. For example:
Who can apply: Members of the following Employment Equity group: Aboriginal peoples
- Establish a different area of selection (geographical, organizational or occupational) for employment equity groups. For example:
Who can apply: Persons employed in Department X across Canada and persons with disabilities employed in the public service across Canada
- Identify employment equity as a merit criterion (specifically, a current or future organizational need). For example:
The following may be applied / assessed at a later date (may be needed for the job)
In support of achieving a diversified workforce, consideration may be given to candidates self-declaring as belonging to one of the following employment equity groups: Aboriginal peoples, persons with Disabilities, members of visible minorities and women.
- Use a non-advertised appointment process (if decision is in-line with Deputy Head’s direction on the use of advertised and non-advertised appointment processes)
Did you know?
- You may use these 4 staffing options to address current as well as forecasted representation gaps.
- When you use these staffing options in accordance with an employment equity program, you only need to consider persons with a priority entitlement who have self-declared as employment equity group members.
Diversity and inclusiveness
To support the broader goal of diversity and inclusion across the federal public service, organizational needs may be considered
- Based on evidence, link appointment strategies:
- To fulfill legal obligations (for example: Nunavut Lands Claim Agreement)
- To meet operational / business needs (for example: hiring of women correctional officers for the women’s facilities)
- To support the organization’s mandate (for example: Crown-Indigenous Relations and Northern Affairs Canada hire more Indigenous people)
Staffing solutions – Advice & guidance
HOW CAN WE HELP YOU?
Your human resources advisor can help you develop effective strategies.
In addition, the PSC offers the following resources:
- Get expert advice on assessment accommodation
- Access a wide range of standardized tests
- Hire faster using inventories and pools
- Get expert advice on Indigenous hiring
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