2004 Carleton University Employment Equity Work Plan Objectives 7, 8

Objective 7: To Ensure Written and Visual Communication is Free of Discrimination on the Basis of Gender, Race and Disability

  1. Periodically update the University Style Guide that includes guidelines on communications free of discriminatory content and welcoming of diversity.Responsibility: University Communications

    Timeline: Completed most recently in 2001

  2. Actively seek out subjects who are members of the four designated groups, as well as photo opportunities for the University’s corporate photo-bank.Responsibility: University Communications

    Timeline: 2004 and ongoing

  3. Assess all training program materials to ensure that they are free from discriminatory content and are sensitive to diversity.Responsibility: Human Resources

    Timeline: Ongoing

  4. Include caveats regarding the depiction of designated group members in Safety Posters to prevent stereotyping or racial profiling.Responsibility: Equity Services, University Communications

    Timeline: 2004 and ongoing

Objective 8: To Monitor and Evaluate the Implementation of the Employment Equity Program at Carleton University

  1. Distribute the Employment Equity Census Form to all new employees on an ongoing basis.Responsibility: Office of Institutional Research and Planning

    Timeline: Ongoing

  2. Periodically repeat a full census of employees to capture changes in designated group status of University employees.Responsibility: Equity Services, Office of Institutional Research and Planning

    Timeline: Completed 1988 and 1996, and planned for 2005

  3. Conduct an annual review of the level of representation of designated groups in the University’s work force, taking into account the most appropriate availability data.Responsibility: Equity Policy Committee, Equity Services

    Timeline: Ongoing

  4. Conduct a review of the University’s Numerical Goals annually and the University’s Qualitative Goals every three years, using the most recent availability data.Responsibility: Equity Policy Committee, Equity Services

    Timeline: 2007 and ongoing

  5. During any period of work force contraction, conduct an analysis of the effects on the levels of representation of the designated groups.Responsibility: Equity Services, Office of Institutional Research and Planning

    Timeline: Completed 1996

  6. Publish/post, on an ongoing basis in the Carleton University Data Book, the annual levels of representation of designated group members in the University work force and include these tables in the array of personnel statistics available on its Web site.Responsibility: Office of Institutional Research and Planning

    Timeline: Completed 1993 and ongoing

  7. Conduct a review of communications surrounding the University’s Employment Equity Plan every three years to ensure that the most effective means are being used to inform the University community and to promote employment equity.Responsibility: Communications Subcommittee of the Equity Policy Committee

    Timeline: 2007 and ongoing

  8. Provide an annual Employment Equity Report to the President that includes: an internal work force analysis and comparison with external availability data, available data on designated group member participation in training and promotion and a general overview of activities undertaken to support employment equity.Responsibility: Equity Services, Equity Policy Committee

    Timeline: 2004 and ongoing

From – http://www.now.carleton.ca/2005-04/749.htm

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