Employment Equity Policy - DOC by tdz17401

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									(vi)   support and advice to established equity
       committees and task forces on equity-related
       issues and subjects;
(vii) input on staff development and training programs;
       and
(viii) exchange of information via networks at other
       municipal, provincial and federal levels and with
       community agencies.
                                                              If you have any questions or if you want information
Information Requirements                                      about the policy please contact:

To support the implementation of the employment equity
policy and specific program components, the City will                      Joyce Parkes-Burpee
engage in the following activities:
                                                                               416-397-0823
(i) conduct voluntary employment equity surveys                             jparkes@toronto.ca
    (applicants and workforce); and
(ii) re-establish and maintain confidential employment                        Melanie Smith
     equity databases in which:                                               416-392-6635
       Equity related information regarding designated                      msmithc@toronto.ca                       Ensuring equality of treatment and opportunity
       group status is maintained in a confidential                                                                   for all members of the Toronto Public Service
       database.
                                                                                                                                  Working for all of us
       Use is restricted solely to staff who are authorised                  TTY: 416-397-7332
       to engage in activities specifically related to the                   Fax: 416-392-4686
       City’s achievement of equity in employment and
       services. Applicant data are kept separate from
       employee data.
       Employee and applicant data on designated group
       status are used for monitoring participation rates,
       measuring and identifying outcomes, identifying
       outreach priorities and for responding to Ontario
       Human Rights Commission complaints.
       Data are compiled through a voluntary survey
       conducted with employees and verified periodically
       for accuracy and changes, particularly with respect
       to disability status.                                                     February 2010
Employment Equity Policy Statement                          Full equality will be achieved through the combined efforts    (8) undertake public education programs regarding the
(Revised May 18, 2000)                                      of the City of Toronto, its employees, employee                    City’s commitment to equity principles; and
                                                            associations, its unions, and the community. Specifically,     (9) support Council committees committed to addressing
The City of Toronto is committed to a policy of             the City of Toronto will:                                          equity issues.
fairness and full equity in employment and services in
                                                            (1) provide equality of opportunity to all individuals, and
recognition of its obligations and responsibilities as an                                                                  Application
                                                                identify and remove artificial and systemic barriers to
employer and of its leadership role in the community.
                                                                full employment with respect to an employee’s or
                                                                potential employee’s race, ancestry, place of origin,      This policy covers all employees and prospective
The citizens of Toronto are best served by a public
                                                                colour, ethnic origin, citizenship, creed, sex, sexual     employees of the City of Toronto. This policy takes into
service which reflects the diversity of the community
                                                                orientation, gender identity, age, record of offences,     account issues regarding protection of privacy and
which it serves. This will be achieved through
                                                                marital status, family status, disability and level of     freedom of information.
employment equity programs that remove barriers
and monitor outcomes rather than by establishing                literacy
                                                                                                                           Program Components
requirements to precisely reflect the percentage of         (2) commit to principles of potential and merit as key
designated groups in the community.                             criteria for hiring and promotion; will make the best      The City of Toronto’s Employment Equity program will
                                                                use of the talents of all available workers regardless     consist primarily of the following components:
The City of Toronto will:                                       of their gender, sexual orientation, disability, racial
                                                                                                                           (i)     communication about equity principles, practices
(i)    hire and promote on the basis of merit and               status or Aboriginal status
                                                                                                                                   and programs;
       potential                                            (3) ensure equitable compensation practices consistent         (ii)    policy review and development on equity issues
                                                                with pay equity requirements                                       (work and family life initiatives which highlight
(ii)   compensate fairly according to the value of the                                                                             corporate policies and divisional practices);
       work performed                                       (4) work with its employees, its unions, its employee
                                                                associations and community organisations,                  (iii)   consultation, input and support to the collective
(iii) set objectives for equitable representation               representing women, racial minority people, people                 bargaining process;
                                                                with disabilities, Aboriginal people and other groups,     (iv)    advice and support to divisions on the
(iv) develop a proactive equity plan which will                 in the development of strategies and special initiatives           development and implementation of special
     include special programs to support the                    to promote equity in the workplace                                 programs (training programs for women interested
     objectives                                                                                                                    in pursuing a career in non-traditional work,
                                                            (5) implement special programs and accommodation as                    contracts/purchasing); initiatives (support groups);
(v)    and mechanisms for measuring and monitoring              required to assist specific groups of workers to                   equity reports (divisional equity plans); reviews
       outcomes and results                                     overcome discrimination, and the barriers of systemic              (employment systems reviews); barrier removal
                                                                discrimination                                                     (accommodation measures); supportive measures
(vi) publicly report results through an annual report;
                                                            (6) promote the development of proactive strategies by                 (retention, retraining, deployment); and positive
     and
                                                                establishing qualitative and quantitative objectives               measures (outreach);
(vii) create a climate of understanding and mutual              specific to equity principles. Progress on the             (v)     for the purpose of identifying barriers and
      respect for the dignity of each individual                achievement of results will be measured and reported               improving process, monitor, provide input and
                                                                to Council and the public                                          make recommendations on the recruitment,
                                                            (7) undertake to educate and inform its employees on                   selection, promotional and appointment processes
                                                                equity principles                                                  and outcomes when required;

								
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