Sample Presentation of Employment Equity

7/27/2019 Sample Presentation of Employment Equity

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ABC Canada

Review of HR Practices

Date:


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EE REQUIREMENTS

Assess the Need for Change

2. Plan for Change3. Implement Plan


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INITIAL STEPS REQUIRED

Identify Gaps in the workforce numbers

(workforce analysis)

Employment Systems Review or ESR

Identify barriers and make a plan forchange.


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What is an Employment

Systems Review (ESR)?

A review of all HR policies and practices

to identify ones that may disadvantage

one of the designated groups: Intentional barriers

Systemic barriers

Corporate culture


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Function of the ESR

Explain reasons for the numerical

gaps (gaps of-3 or more)

Indicate actions that ABC could take toattract and retain the best employees

from the full spectrum of the available

workforce.

A requirement of the Federal

Contractors Program.


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Method

Review ofpolicies and documents (e.g.,

job postings)

Review of human resources practices

information gained through interviews and

focus groups with HR, senior managers,

managers, supervisors and other

employees.


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Method

Review ofimpact of policies, practices

and corporate culture

Information from interviews and focus

groups with members of the designated

groups.

Interviewed a total of 38 employees at

all levels and in three main locations.


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Summary of Gaps for ESR

Occupational Category Women VM AP PWD

Professionals (118) - 5

Mft. & Trade Supervisor (22) - 3

Semi-skilled Manual (337) - 4 - 14

Total workforce - 8 - 27


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Summary of ESR Findings

Potential Barriers


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General

The ABC workforce survey information

may under-represent some of the

designated groups.


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Barriers in Recruitment

Job ads do not indicate that ABC is anEE employer.

Recruitment by employee referral.

Lack of outreach recruitment.

Lack of explicit instructions to recruiters

about sending a diversity of candidates.


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Barriers in Selection & Hiring

Job descriptions and job postings do notindicate the core job duties and do not

always include physical demands.

No reference in selection materials to

accommodating job candidates with

disabilities.

The orientation materials (checklists re

new employees) do not remind the

manager or HR to check as to whether

the employee needs accommodation for

a disability.


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The ABC Selection Process Guideline

states the requirement for HS

graduation or GED for all jobs.

Requirement for English, math multiple

choice testing for Semi-skilled Manualjobs.


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Visible minorities among Middle & OtherManagers receive lower salaries than

others because they are under-

represented among Sales Managers,one of the highest paying jobs in this

group compared to availability.


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Visible minorities and women areclustered in lower salary quartiles in the

Professional EEOG because they are

under-represented in some of thehighest paying Professional jobs:

IT Analysts

Manufacturing Engineers Pharmacists (Visible minorities only)


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Interviews in the ??? location aredesigned primarily to determine fit of

the employee with the company style.

Interviews and reference checks ofteninclude assessment of generic

communications and leadership skills Interviewers in ??? do not use a set of

prepared questions for job interviews


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Hiring patterns indicate that women areclustered in lower salary quartiles in the

Semi-professional & Technical EEOG

because they are under-represented in

some of the highest paying jobs in that

group.(Representation is at availabilitylevels)

The ABC job evaluation system is not

monitored for adverse impact on the

designated groups.


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Barriers in Training & Development

Employees are expected to plan theirown professional development but are

provided with tools - some are unaware

of these tools.

Managers receive limited training for

managing a diverse workforce.

The knowledge of HR staff reemployment equity and human rights is

not at a leadership level.


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Barriers in Promotion

Promotions within Semi-skilled Manual

jobs in both manufacturing

environments are not always seen as

open nor based solely on merit.


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Barriers in Promotion

Promotions to Supervisor in

manufacturing facilities have been

affected by an historical segregation of

jobs by gender.

Informal but no formal mentoring.


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Barriers in Retention & Termination

Women in management receive lower

pay than men. This appears to be, at

least in part, because they are newermanagers. However, the total time with

ABC is the same for women and men.

This suggests that it takes womenlonger than men to reach a

management level.


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Barriers in Working Conditions

In the manufacturing environments,bullying is reported to be a problem.

In the manufacturing environments,employees lack skills for effective

problem-solving, conflict resolution and

performance management.


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Barriers in Reasonable Accommodation

ABC is just developing anAccommodations Policy.

Managers have had little or no training

re people with disabilities.

HR has not provided consistent support

for accommodation.


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The manufacturing facilities in Location

A and Location B are not accessible.

Policy on Physical Pre-Employment

Testing for Current Employees does not

mention accommodation of disabilities.


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Policy on Early and Safe Return To

Work Program (ESRTW) and Short

Term Disability/Long Term Disability do

not reference duty to accommodate

employees with disabilities.

No mention of EAP capacity to service

the needs of a diverse workforce.


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Barriers in Attitudes and Corporate Culture

Managers do not consistently believethat EE is their responsibility.

Managers have little knowledge of or

skills re EE or managing diversity

In Location A management reflects the

apparent community negativity toward

employment equity as it applies to

visible minorities and Aboriginal people


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Barriers in Attitudes and Corporate Culture

Fast paced environment.

Lack of regular communication aboutEE and the value of a diverse workforce

suggests that ABC has not yet focussed

attention on this issue.

Sample Presentation of Employment Equity

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