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

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Restrict the area of selection to employment equity groups. For example:
Who can apply: Members of the following Employment Equity group: Aboriginal peoples
Apply online
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
Apply online
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)

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.

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)

HOW CAN WE HELP YOU?

Your human resources advisor can help you develop effective strategies.

In addition, the PSC offers the following resources: