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Employment Equity

Employment Equity

Legislative History:

Approved by Board: 1991/12/09; Date Effective: 1991/12/09

Approval Authority: Board of Governors

Signature: William A. Dimma


Employment Equity in the York University Context

York University is committed to equity in employment. This commitment reflects both the principles that guided the establishment of the University and the strategies that we have adopted to achieve them. As described in the York University Act of 1965, the University's mission includes "the advancement of learning," and the "development of its members and the betterment of society." In the University's Academic Plan the pursuit of social justice is seen to serve the cause of excellence. The University's "role in the cultivation and dissemination of values," the Plan states, is reflected both in what is taught in the classroom, and in the University's institutional practices. The University places its commitment to employment equity within the context of its commitment to equity in the York community as a whole.

Definition of Employment Equity

Employment equity involves a systematic effort to achieve fairness in employment. First, it is necessary to eliminate systemic, structural and, so far as is possible- through education, attitudinal discrimination. Second, no one should be denied access to employment opportunities for reasons unrelated to ability, and all should have access to the fullest opportunities to develop individual potential. Third, in order to fulfill the second objective above, differences between people must be respected and accommodated in accordance with human rights legislation. Finally, it is necessary to promote a climate favourable to the successful integration of members of groups designated for employment equity measures within the University.

Statements of Commitment

1. Elimination of Discrimination

York University is committed to eliminating discrimination in employment on the grounds of race, creed, colour, ethnic origin, citizenship, age, sex, sexual orientation, marital status, family status, nationality, ancestry, place of origin, handicap and record of offenses. This commitment is in accordance with the provisions of the Canadian Charter of Rights and Freedoms, the Ontario Human Rights Code, the Ontario Labour Relations Act, and collective agreements.

2. Achieving and Maintaining a Representative Workforce

The University is also committed to achieving and maintaining a fair and representative workforce and will initiate measures to ensure the full participation of all groups protected under human rights legislation, and in particular those which traditionally have been under-represented including women, persons with disabilities, aboriginal peoples and visible minorities.

3. Participation

The development and implementation of employment equity policies at York University require the participation of the administration, unions and employee groups, and of the groups which traditionally have been underrepresented.

4. Education

Successful implementation of employment equity policies requires an informed and sympathetic community. York University will undertake a comprehensive programme education designed to increase awareness of these issues, knowledge about the legal and moral aspects of employment equity, and sensitivity to underrepresented groups.

5. Resources

York University recognizes employment equity as a priority and is committed to providing resources to implement an effective employment equity programme.