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:
Closing date: 30 November 2019 - 23:59, Pacific Time
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:
Crown-Indigenous Relations and Northern Affairs Canada is committed to having a skilled and diversified workforce representative of the population it serves. In support of our strategy to achieve our employment equity goals, preference may be given to candidates who, at the time of application, indicate that they are belonging to one of the following Employment Equity groups (self-declaration): Aboriginal peoples, Women, Visible Minorities and Persons with Disabilities.
- 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
Include organizational need as a merit criterion
- Link appointment strategies to legal or business needs – based on evidence
- Legal obligations (for example: Nunavut Lands Claim Agreement)
- Bona fide requirement (for example: hiring of women correctional officers for the women’s facilities)
- Mandate (for example: Crown-Indigenous Relations and Northern Affairs Canada hire more Indigenous people to support its mandate)
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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