Statement of Commitment
As a Board that strives to ensure continuous improvement in service delivery, program provision and staff member development to support student achievement and well-being, we recognize the value of attracting, recruiting and retaining exemplary staff members. We are committed to creating and sustaining an inclusive, caring and safe work environment through recruitment and promotion practices that are equitable, transparent and support the Board’s mission, vision and values.
What is Employment Equity?
Employment equity means fair, bias-free hiring practices, leading to fair representation of underrepresented groups. Employment Equity policies and procedures at the Board seek to achieve equality and fairness in its workplaces so that persons who belong to historically disadvantaged groups are not denied employment opportunities or benefits for reasons unrelated to ability due to systemic barriers. The principle behind Employment Equity is more than just treating everyone in the same way. Instead, it entails special measures and the accommodation of differences. These measures include:
- identifying and eliminating barriers in the Board’s employment policies and procedures;
- establishing positive policies and procedures to ensure the effects of systemic barriers are eliminated; and,
- ensure appropriate representation of "designated group" members throughout the Board’s workforce.
The overarching goals of Employment Equity is to:
- eliminate employment barriers for the four designated groups identified in the Employment Equity Act which are: women, persons with disabilities, Aboriginal people, members of visible minorities;
- remedy past discrimination in employment opportunities and prevent future barriers;
- improve access and distribution throughout all occupations and at all levels for members of the four designated groups;
- foster a climate of equity in employment procedures at the Board.
How is the Board going about this?
The YRDSB launched its Employment Equity Audit — consisting of a Workforce Census and an Employment Systems Review during second term of the 2017/18 school year. This is intended to be the basis of the Board’s Employment Equity Plan that will assist us to achieve our commitment to providing safe, equitable, and inclusive environments for all students and employees. In response to concerns from parents that YRDSB school culture does not promote the safety and inclusion of their children and scrutiny from the Ministry of Education, the YRDSB also undertook a review of 40 policies, established offices of the Integrity Commissioner and Human Rights Commissioner, created a plan for equity and leadership, and implemented comprehensive equity, governance, and human rights training for staff and trustees.
An external consultant was contracted in December 2017 by the YRDSB to conduct the Employment Systems Review. The Employment Systems Review will help drive the YRDSB’s improvement of its human resources practices and its working environment to create a more diverse, equitable, and inclusive workplace for all employees. It will also inform the Board Improvement Plan for Student Achievement (BIPSA), which identifies equity as a foundational practice. Ongoing collaboration between the Human Rights Commissioners and the Superintendent for Human Resources will be critical toward achievement of the Board’s employment equity objectives.
Myths and Misconceptions about employment equity?
Myth 1: Employment Equity means treating everyone the same.
Reality: Employment Equity means treating everyone with fairness, taking into account people’s differences. This might include accommodation of employee religious observances, outfitting the workplace with technical equipment to assist people with physical disabilities.
Myth 2: Employment Equity is “reverse discrimination”.
Reality: Employment Equity means everyone has equal employment opportunities - not just a select group. It is about eliminating barriers faced by certain groups in society. Employment Equity does not mean people will lose their jobs because employers have made or will make room for designated group members.
Myth 3: Employment Equity requires employers to fill quotas.
Reality: Quotas are explicitly prohibited under Canada’s Employment Equity Act. Employment Equity is about settings rational and flexible targets to achieve fairness in Employment for designated groups. Employment Equity allows employers allows employers to set their own goals and realistic timetables for achieving the goals of employment equity.
Myth 4: Employment Equity means hiring unqualified people.
Reality: Employment Equity means providing all qualified and quantifiable individuals with equal employment opportunities and not just individuals from a select group. Both Canadian and Quebec legislation provide that employers are not obligated to hire or promote unqualified individuals.
Myth 5: Employment Equity means lowering job standards.
Reality: Employment Equity examines job standards to ensure that job criteria are realistic and job related. (e.g. Does an applicant really need a high school diploma or university degree to do the job? Does an applicant really need to satisfy a specific height requirement? Does the job require “Canadian experience”? Is it necessary to have a driver’s license?).
Myth 6: It is too difficult and expensive to accommodate persons with disabilities.
Reality: It generally costs less than $500 to adapt a workstation to accommodate a person with a disability.
Myth 7: Workplace equality should be left up to market forces; there is no need to intervene.
Reality: Employment Equity is required to compliment market forces. Studies indicate that certain people are denied access to jobs, promotions or training by policies and practices in the workplace. Such exclusion is not necessarily intentional but the negative impact is nevertheless the same.
French Immersion Schools Initiative
A comprehensive review of French Immersion hiring is taking place in YRDSB. We are reviewing French Immersion hiring data to ensure appropriate processes are in place for equitable hiring and retention in French Immersion schools.
An ad hoc committee meets monthly to monitor, review and plan ongoing interventions, professional development, data and processes.