Employment Equity Plan

The employment equity program includes four identifiable groups as mentioned in the Employment Equity Act; these are women, Aboriginal peoples, persons with disabilities and visible minorities. The employer is obligated to eliminate employment barriers against the four designate groups.

The employer should conduct an analysis of their employment systems; policies and practices to ensure these elements are not a cause of employment barriers for the designated groups. The employer is also obliged to collect work force information and perform analysis with the intent to find out in which occupational groups are visible minorities under represented. Once the analysis is performed and the gaps are identified the employer should have practices and policies in place to achieve equal representation of the designated group. The employer shall also evaluate current practices and policies in place to ensure they are not a cause of employment barriers and if they are change them accordingly. The employer shall communicate with the designated groups to form new practices and policies. Consultations can be undertaken with the unions, bargaining units and employees themselves. Alternatively employer can form an equity network that has representations from all designated groups and this network can be consulted in all employment equity related issues.

Since the employer is in federal jurisdiction the act is enforced by the Canadian human rights commission, which also administers the act except for reporting elements, which needs to be done to the labor board. The employer would do self-identification survey at the end of the three-year plan to ensure that the recruitment and promotion goals for the designated groups are met.