Guidelines for Hiring a Diverse Workforce
The City of Vancouver's Equal Employment Opportunity (E.E.O.) Policy, established in 1986, encourages us to hire qualified people who traditionally have been under-represented in our workforce - women, persons with disabilities, visible minorities, and Aboriginal people - whether for casual, temporary, part-time or full-time employment. It also states that while the policy is not intended to create a quota, “where no demonstrable difference exists in the qualifications of candidates for a position, the policy of representative recruitments should determine hiring”.
These guidelines are meant to assist you in reaching a wider pool of qualified candidates, in giving equal consideration, and creating a welcoming workplace for everyone.
These guidelines were prepared in 1997 by the Employment Equity Committee, a joint committee of the City, CUPE 1004 and CUPE 15, interested in achieving equity and fairness in the workplace. The guidelines were updated by E.E.O. in 2005.
If you wish further information or if you have questions about any of the following, please call the HUMAN RESOURCE SERVICES (H.R.) at 873-7663 or the EQUAL EMPLOYMENT OPPORTUNITY PROGRAM (E.E.O.) at 873-7786.
1. Consider the job requirements
- Review the job. Be sure you know the current duties and responsibilities.
- Review the job qualifications.
- be clear on the experience, education, skills, knowledge and abilities necessary to do the job.
- the qualifications should clearly relate to the duties and responsibilities of the job.
- be sure not to over inflate the qualifications.
- ask yourself whether another combination of experience and training would also equip a person to do the job.
- Consider accessibility or accommodation for an individual who has a disability (for example, a visual or hearing impairment, or a physical or mental disability).
- is the worksite accessible?
- what do we need to do to make it accessible?
- would specialized equipment or reasonable changes in the job or worksite enable the person to do the job?
- funds are available through E.E.O. to make worksite changes and acquire equipment.
- Ask yourself whether knowledge of other cultures or languages is helpful.
2. Look for qualified applicants
- Consider ways to let more people know about job vacancies and about how to go about applying for work.
- Consider ways to make it easier for people to apply for jobs and to get information about jobs.
- Contact employment offices of agencies and programs which represent members of under-represented groups.
- you may wish to give them information on your job vacancies.
- they may have people to refer to you.
- Advertise in community and ethnic newspapers.
- Contact E.E.O. and H.R. for advice on how to access a diverse source of qualified candidates.
3. Things to consider in screening, interviewing and hiring
- Keep the City's Equal Employment Opportunity Policy in mind throughout the whole process.
- Think about what people can do, not what they cannot do.
- Be aware of and sensitive to the needs and cultural differences of some members of under-represented groups.
- Ensure that the "applicant pool" includes members of under-represented groups. If it does not, consider ways to improve that.
- Screen applications on the basis of the job qualifications. Do not insist that candidates have more than is needed to do the job.
- If tests or screening tools are used, review them for bias.
- Consider the skills, knowledge and abilities gained through volunteer work or other non-traditional types of work.
- Consider education and training gained from other countries.
- candidates may be able to tell you how it relates to Canadian standards.
- professional or educational associations may be able to help.
- Ensure the interview site is accessible for those who may have a physical disability.
- Include members of diverse groups and/or with diverse perspectives on interview panels.
4. Prepare the workplace for the new employee
- Ensure the workplace is a welcoming one.
- let employees know about any particular needs or considerations for the new employee.
- ensure employees are aware of the City's commitment to create a workforce which reflects the diversity of the community it serves.
- ensure employees are supportive and sensitive to the changing make-up of the workforce. Consider training workshops available through E.E.O. and H.R.
- strive to foster a climate of understanding and mutual respect among employees.
- Identify barriers to inclusion and develop specific strategies to eliminate barriers.
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