GBAB-R: Employment Equity

Classification: 
G: Personnel
Code: 
GBAB-R

DEVELOPMENT AND IMPLEMENTATION 

The Human Resources Division, in consultation with representatives of employee organizations and other divisions, will develop procedures and timelines to implement the following employment equity program. 

PHASE I - ORGANIZATIONAL READINESS

Step 1: Preparation 

  1. Establishing commitment from the Board of School Trustees (the “Board”) and senior management. 
  2. Establishing an Employment Equity Advisory Committee comprised of representation from all unions/associations and expertise from the external community. 
  3. Establishing an Employment Equity Working Committee comprised of Vancouver School Board employees who sit on the advisory committee.   The purpose of this committee is to effectively deal with the day-to-day workings of the employment equity plan.   Membership shall not exceed six (6). 
  4. Establishing an employment equity policy statement and goals. 

Step 2: Workforce Analysis 

  1. Collecting internal data on present employees (including percentage representations in all occupational categories). 
  2. Communicating survey results to all employees. 
  3. Collecting external data on current community diversification and student population.  This data will be compared to the Board workforce analysis. 
  4. Establishing a system for tracking new employees in conjunction with Human Resources Information Systems (H.R.I.S.).

PHASE II - DESIGNING ORGANIZATIONAL CHANGE 

Step 3: Designing the Program 

This step involves the actual program plan and will be designed by the employment equity team and committees.

  1. Reviewing data analysis of the Employment Equity Self Identification Questionnaire in order to determine discrepancies of representation.
  2. Reviewing and analyzing all employment systems, policies, practices, procedures, recruitment, selection, training and development, promotions, transfers, terminations, compensation, working conditions, and job evaluation.
  3. Creating special efforts that may include designing or altering new or existing human resources practices and providing reasonable accommodation.
  4. Determining a monitoring mechanism that facilitates the establishment of reasonable changes to systems which would enhance opportunity of employment.
  5. Creating awareness of non-discriminatory employment practices, policies, procedures, and reasonable accommodation within the organization.

PHASE III - MANAGEMENT OF CHANGE

Step 4: Implementation

Implementations will be the operational phase of the employment equity program.   The program will be designed to meet the goals and to enhance the opportunities of designated groups within every occupational category within the organization.   The implementation process is crucial to the success of the program and includes, but is not limited to, the following:

  • communicating with all employees regarding the goals of the program and program development;
  • establishing line management responsibility and accountability for implementing the employment equity program;
  • developing and delivering of diversity awareness and employment equity orientation and training sessions to all employees. 

PHASE IV - MAINTENANCE OF CHANGE 

Maintenance of change is on-going and allows for flexibility and changes to the program that may include: 

  • establishing feedback and problem solving mechanisms;
  • carrying out orientation and training programs for all employees;
  • carrying out workforce analysis mechanisms;
  • adjusting the program as required.

DMT Responsibility: AS-HR

Cross References: 
AC: Non-discrimination; GA: Personnel Policies and Goals; GBA: Equal Opportunity Employment; GBCBA*: Sexual Harassment
Adopted Date: 
Monday April 18, 1994
Revision Date: 
Jan 1999