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Employment Equity

Employment Equity

Having a workforce that reflects the social diversity of our student body and of Montreal is both a matter of fairness and of enriching the advancement of McGill's academic mission.

Employment equity seeks to correct disadvantages in employment experienced by members of groups that have been shown to face persistent and systemic barriers to equity in employment.

Data about our employees is essential to this end, and we urge all McGill staff and faculty to complete McGill's Employment Equity survey.

McGill's Duties to Employment Equity

As outlined in McGill's Employment Equity Policy, our commitments include a duty to:

  • continue to build a diverse workforce that is representative of the pool of potential candidates with appropriate qualifications;
  • ensure that all employment-related decisions are fair and based on job performance criteria such as skills, knowledge, and abilities relevant to specific positions and not on factors unrelated to a person’s ability to do the job;
  • ensure that University regulations, policies and practices do not have an adverse impact, direct or indirect, on the employment and advancement of members of designated groups;
  • seek to increase the range of applicants for all academic, administrative and support staff positions to reflect the diversity of the pool of potential candidates with appropriate qualifications from designated groups found within the labour market;
  • ensure that, where candidates do not differ in merit, employment decisions are guided by the University’s policy on employment equity;
  • identify those sectors of the University workforce wherein members of the designated groups are under-represented and to develop measures to address such under-representation;

Designated Equity Groups

What groups are considered part of the Employment Equity policy?

Groups

Federal Legislation

Provincial Legislation

McGill Policy

Women

Persons with Disabilities

Indigenous Peoples

Racialized people/Visible Minorities

Ethnic Minorities

 

2SLGBTQIA* People (sexual orientation and/or gender identity minorities)

 

 

Definitions of Designated Equity Groups

  • Women
    People who self-identify as women.
  • Persons with disabilities
    This group refers to people who have a long-term, persistent or recurring physical, mental, sensory, psychiatric, or learning impairment and who either consider themselves to be disadvantaged in employment because of that impairment and the functional limitations it causes, or who believe that an employer might consider them to be disadvantaged.

    This group includes peoples who have been accommodated in their current job because of their functional limitations (e.g., by means of technical aids, changes to equipment or other working arrangements).

    This group does not include those who have relatively minor conditions that are experienced by larger segments of the population – for example, wearing glasses or contact lenses. The determining factor is the severity of the condition and the impact on one’s ability to perform their employment responsibilities.
  • Indigenous people
    Included in this category are First Nations (status or non-status), Inuit and Métis people, as well as Native Americans and Alaskan Natives from the USA.
  • Racialized people/Visible minorities
    This group refers to people (other than Indigenous peoples) who are non-white, regardless of their birthplace or citizenship.  It also refers to those with a mixed racial background who self-identify as a person of colour (i.e., non-white), including those who have a mixed Indigenous and visible minority ancestry.
  • Ethnic minorities
    This group refers to people who do not identify as Indigenous or as racialized/visible minority, and whose mother tongue (first language learned and still understood) is neither French nor English.
  • 2SLGBTQIA* (Sexual Orientation and Gender Identity Minorities)
    Two-Spirit, Lesbian, Gay, Bisexual, Trans, Queer, Intersex and Asexual. This group refers to people whose sexual orientation is not heterosexual/straight, and/or those whose gender identity does not align with the sex they were assigned at birth (i.e., who are not cisgendered).

Who to Contact

For support or questions related to Employment Equity, please contact:

Tynan Jarrett
Senior Employment Equity Advisor

tynan.jarrett [at] mcgill.ca (Email)  (514) 398-2477

Sara Pierre

Employment Equity Advisor

sara.pierre [at] mcgill.ca (Email)  (514) 398-3711

 

 

 


McGill University is situated on the traditional territory of the Kanien’kehà:ka, a place which has long served as a site of meeting and exchange amongst nations. We recognize and respect the Kanien’kehà:ka as the traditional custodians of the lands and waters on which we meet today.

For more information about traditional territory and tips on how to make a land acknowledgement, visit our Land Acknowledgement webpage.


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