Employment Equity Policy

Purpose

St. Francis Xavier University (StFX) is committed to equity in employment and acknowledges systemic barriers that increase the underrepresentation of populations that have historically and continue to face marginalization in employment. StFX is committed to implementing active measures to eliminate systemic racism and discrimination. We commit to increasing the representation of Indigenous Peoples, in particular Mi’kmaq; peoples of Black and African descent, in particular, African Nova Scotians; Racialized peoples; persons from historically and currently marginalized sexual orientations, gender expressions, and gender identities; peoples with disabilities, and women within our workforce.

StFX commits to the principles of the Federal Contractors Program, which requires organizations to institute employment equity plans. According to the Federal Employment Equity Act, Section 2, 1996:

“The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences.”

The purpose of this Policy is to identify institutional commitments to recognize and redress historical and current-day inequities in relation to employment at StFX.  It is also to identify institutional accountabilities and procedures for enacting and sustaining campus-wide strategic initiatives to achieve employment equity goals. 

More specifically, StFX will seek to: 

1. Remove barriers to and in employment by eliminating or modifying policies, practices, and systems that are not authorized by law;
2. Introduce positive practices, as well as establish internal goals and timetables to achieve employment equity through hiring, training, promotion, and retention of members of current and historically excluded groups;
3. Improve the meaningful participation and engagement of current and historically excluded groups throughout StFX; and,
4. Improve workplace environments and climate for current and historically excluded groups through individual and organizational capacity building and ensuring timely responses to complaints of inequitable systems and practices.

Scope

This policy is applicable to all employees at St. Francis Xavier University. It applies to all stages of employment, including hiring, evaluation, promotion, compensation (including pay equity), and retention. 

The policy works in conjunction with the Nova Scotia Human Rights Act.

Should there be a conflict between this document and a Collective Agreement between the University and one of its employee groups the applicable Collective Agreement will govern.

Policy

StFX shall comprehensively address employment equity through the development and implementation of an Employment Equity Plan.

People and Culture and any applicable selection/appointment committee shall ensure that all recruitment initiatives and practices around appointments are governed by the following Principles of Fair Consideration:

1. Members of Hiring Committees will undergo equitable hiring training. This training shall be valid for a period of two years;
2. Hiring Committees will use their best efforts to attract applicants from all current and historically excluded groups;
3. Hiring Committees will give preference to qualified self-identified candidate(s) from current and historically excluded groups;
4. make all appointments on the basis of merit and where the qualifications of two candidates for appointment are demonstrably equal and where one candidate is a member of an under-represented designated group in the unit, to offer the position to the candidate from the under-represented group;
5. In the event that:
   1. there are qualified self-identified candidates from more than one current and historically excluded group and
   2. some self-identified current and historically excluded group are less well- represented in the applicable unit than others, a candidate from the less well- represented Group shall be given preference unless other candidate(s) are substantially better qualified for the position; and
6. In applying principles (1) to (4), special consideration will be given to qualified candidates who self-identified as Mi’kmaq and/or African Nova Scotian.
7. StFX’s Employment Equity Plan shall be assessed regularly to ascertain the progress made in achieving employment equity.

Collection of Information

On an annual basis, the Office of Human Rights and Equity, in collaboration with People and Culture will obtain information on:

1. the employment of employees who are members of current and historically excluded groups, by occupation and salary levels, in relation to all other StFX employees; and,
2. the representation of groups within the Canadian workforce from which StFX can reasonably expect to draw employees. 

Workplace Environment and Supports

People and Culture, in collaboration with the Office of Human Rights and Equity will oversee the establishment of measures to ensure a respectful, inclusive, and equitable workplace environment and related supports to promote the meaningful engagement of employees who self-identify as members of Current and Historically excluded Groups within StFX. This will include, but is not limited to: 

1. information from consultations implemented by People and Culture with employees’ representatives and bargaining agents, where applicable; and,
2. information from quality of work-life surveys conducted by People and Culture.

Monitoring and Reporting Progress

The Office of Human Rights and Equity, in collaboration with People and Culture, and in consultation with the Equity Advisory Committee will develop and adopt measures and procedures to monitor and evaluate the progress and results made by StFX with respect to employment equity using the information collected and the measures developed. 

Related Policies

• President, Vice-Presidents
• Director of People and Culture
• Director of Human Rights and Equity
• Leadership Council members
• Department Chairs, Coordinators and the Director of the School of Nursing
• Deans and Associate Deans
• Managers/Supervisors
• Any person responsible or involved in hiring decisions