Monitoring progress in employment equity at Carleton

1. Employment Equity Census

Under the Federal Contractors Program (FCP), Carleton is required to gather and maintain information of the representation of the four designated groups in our work force. For this reason, all continuing employees (and those in term positions within unions on campus) are asked to complete a confidential self-identification census form. As well as complying with federal requirements, the information is used to monitor the effectiveness of the University’s Employment Equity Program.

In accordance with our Code of Confidentiality, information gathered from the Employment Equity Census is released in aggregate form only so that no individual can be identified.

If you did not fill out a University census form, or if you wish to change your self-identification as a member of one or more of the four designated groups, contact Imelda Mulvihill, Equity Policy and Research Analyst, Equity Services at 520-2600 ext. 8454 or by email at

2. Presidential Advisory Committee on Equity Policy (EPC)

Carleton first signed a letter of commitment to implement an employment equity program under the Federal Contractors Program in July 1987. At the same time, the Presidential Advisory Committee on Equity Policy was established, and serves to advise the President on matters requiring management action relating to equity and human rights.

Current members:

Roger Blockley, Dean of Graduate Studies and Research

Ian Calvert, Director of Institutional Research and Planning

Barbara Carswell, Director of Equity Services

Susan Gottheil, Associate Vice-President (Enrolment Management)

Stephen Green, Assistant Director of Human Resources (Employment and Employee Relations)

Alan Harrison, Provost and Vice-President (Academic) Chair

Ann Tierney, Dean of Student Affairs

Duncan Watt, Vice-President (Finance and Administration)

Carolina Willsher, Director of Human Resources.

3. Employment Systems Review

Employment systems consist of an organization’s standard ways of carrying out such activities as recruitment, hiring, training and development, promotion, job classification, salary and benefits administration, discipline and termination. Most of these practices are formally described in the University’s Human Resource Policies and in collective agreements with unions on campus, while others are based on traditional practices.

The University, together with representatives of all employee groups and unions, is currently conducting its third employment systems review. For all unions involved in this process, parity union-management committees on employment equity have undertaken this work. For employees exempted from bargaining units, a special advisory committee has undertaken the review.

In analyzing employment policies and practices, the committees consider the following:

  • Legality: Does the policy or practice conform to human rights and employment legislation?
  • Adverse Impact: Does the policy or practice have a negative effect on members of the designated groups?
  • Job-relatedness: Is the policy or practice reasonable and is it related to the job?
  • Accommodation: If the policy or practice is job-related but tends to exclude designated group members, can an accommodation be made that lessens the adverse impact?
  • Consistency: Is the policy or practice applied consistently?The first phase of the current review was completed in 2004 and gave rise to several recommendations in the area of employee recruitment and selection. These recommendations are being put forward to the unions and the Presidential Advisory Committee on Equity Policy.4. Statistical MonitoringEach fall, the University takes a snapshot of employee records. This “snapshot” is matched to the census results so analyses can be conducted on the University’s progress in implementing employment equity. In 2004, it was not possible to take the usual snapshot, as a result of the implementation of the Banner Information System. However, Equity Services, the Office of Institutional Research and Planning, CCS and Human Resources are working to replicate the annual snapshot file using the Banner system.

    The snapshot allows Equity Services to monitor progress since the program began. For the recent compliance review, this analysis was completed by the Federal Contractors Program. One of the tables presented in this issue outlines the levels of representation of designated groups between 1987 – 2003. Another table breaks down the data into the representation of designated groups by occupational grouping from 1999 – 2003. This table also presents the University’s employment equity numerical goals for 2007.

    Data of this kind are annually reviewed by the Presidential Advisory Committee on Equity Policy and tables outlining the historical and current levels of representation are also available on-line at:

    From –

  • This entry was written by ccms_admin and posted in the issue. Tags applied to this article are: . Leave a comment, bookmark the permalink or share the following short URL for this article via social media:


    By ccms_admin

    Donec placerat. Nullam nibh dolor, blandit sed, fermentum id, imperdiet sit amet, neque. Nam mollis ultrices justo. Sed tempor. Sed vitae tellus. Etiam sem arcu, eleifend sit amet, gravida eget, porta at, wisi.

    Be a part of the Carleton Now community

    Carleton Now strives to be an inclusive, relevant and informative publication focused on building and fostering an engaged campus community. You can be a part of our community by: sharing or voting for this article (below), joining in the conversation, or by sending a submission/letter to the editor.

    Comments are closed.

    Current issue