Diversity is the recognition and acknowledgement of individual differences such as education, age, gender, sexual orientation, style, ability or disability, religion, ethnicity, culture, or any other characteristic that shapes an individual's attitudes, behaviours and perspective. Treating everyone the same means ignoring individual differences and any related biases, this can lead to inequitable treatment. The University of Lethbridge will strive for equitable, not equal treatment by recognizing and making accommodations for differences so the rights of every individual to be respected, valued, and participate fully in all levels of employment are honoured.
Employment Equity is not reverse discrimination.
The goal is have a workplace composition that is reflective of the fully
diverse workforce available. Reverse discrimination occurs when a less
qualified person is hired. The University of Lethbridge will continue
to select, hire, develop, and promote the most qualified person based
on job knowledge, skills, and abilities. To
attract the best available candidates, the University is seeking to expand
its pool of qualified applicants. This may include a wider scope of advertising
for employment opportunities, encouraging applications from a diversity
of members including the designated groups, ensuring selection and promotion
processes are bias free and job requirements are realistic and job-related.
The Diversity Advantage is not an exclusive process. It does not impose
barriers or deny opportunities for those outside the designated groups.
Neither the Federal Government nor the University imposes quotas for hiring
or promoting members from the designated groups.
An ongoing measured process.
This includes; education and information, policy development/implementation,
communication and collaboration with employee representatives, survey
and analysis of the University's workforce, periodic review of the University's
employment system, establishment of goals and plans, adoption of positive
policies and reasonable accommodations, development and adoption of monitoring
procedures and recurring audits by Human Resources and Skills Development
Canada (HRSDC) for compliance with the Federal
Contractors Program (FCP).
A TASK FORCE, with representatives from union and non-union employee groups, has also been established to provide another communication link between all employees and the Diversity Advantage initiative. Its members are well versed on the program and can answer or direct your questions, concerns, and suggestions. They will be keeping you updated on the developments of the Diversity Advantage initiative by bringing you news and sharing information as it becomes available. If you are interested in being a representative, please contact Human Resources. Task force terms of reference are available by clicking here.
Diversity and Employment Equity not only makes compelling business sense and is required by law and our certified participation with the Federal Contrators' Program but we can't afford to waste the skill and abilities of whole groups of people. It is simply the right thing to do.