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UFV/Human Resources/Working at UFV/Employment equity

Employment equity

The University of the Fraser Valley seeks to embody equity by the design of educational and employment practices which ensure that no one is denied the opportunity for reasons unrelated to ability. 

As a comprehensive institution serving a diverse community, the University of the Fraser Valley pledges to create and maintain an environment where all people are treated with dignity and respect and within which education and employment equity can be realized. UFV, therefore, affirms its commitment, at all levels, to the principles that all people regardless of gender, sexual preference, race, ethnicity, religion or disability, have a right to equitable education and employment.

We want to ensure that members of the four designated groups (women, Aboriginal peoples, persons with disabilities and visible minorities) are represented in our workforce. Although employment equity is a concept that was developed to eliminate the employment barriers that these groups face, employment equity benefits everyone in the workplace.

In implementing employment equity we are taking advantage of the diversity in Canada, and making sure that all employees are equitably represented in all levels of our organization and are treated fairly in all of our selection, hiring, training and promotion practices.

Resources:

Employment equity compliance review

Compliance reviews are an integral part of an employment equity program. Since the inception of this program, UFV periodically requests that every faculty and staff members complete an employment equity survey. The survey asks employees to identify whether or not they belong to one or more designated groups, using criteria the federal government has established.

Completion of this survey is voluntary, though all employees are required to return the survey. The survey results, which are kept confidential, assist UFV in developing employment equity initiatives that complement the employment equity program. The success of UFV's employment equity program depends largely on your support.

UFV's last compliance review was initiated in September 2009. Read the notice of compliance from the Human Resources and Skills Development Canada.

Learn more about employment equity compliance review process by visiting the Employment and Social Development Canada website.

Self-identification survey frequently asked questions

In order to obtain a picture of the composition of our workforce, the information is collected from all new and current employees. There are two ways in which the information is useful. It helps us in identifying the under-representation of designated group members at all occupational levels within our workforce and it is used for comparison purposes to monitor the success of our employment equity program.

All employees are part of the workforce, therefore, the employment equity commitment can only be fully supported when all employees count themselves in. Providing your information allows us to determine how the make-up of our workforce reflects the workforce in our area. Even if you are not a designated group member, you are helping the organization in ensuring social equality for all employees.

No. The Canadian Human Rights Act stipulates that it is not a discriminatory practice to collect information if it is intended to be used in adopting or carrying out a special program, plan or arrangement designed to eliminate discrimination of certain groups of individuals1.

1Canadian Human Rights Act, 2004, Section 16 (3).

The information you share is used to create statistics about the make-up of our workforce. It allows us to assess designated group representation in different occupational groups and levels, set goals and monitor progress in reaching those goals. With your permission, you may be contacted by Human Resources regarding specific initiatives for your designated group, including support measures and accommodation requirements. We may also seek your participation in the Employment Equity Committee, Advisory Committees, or your advice on specific employment equity issues.

Your response to the self-identification survey is voluntary. However, it is mandatory for you to enter your name and ID and return the survey to Human Resources even if you choose not to fill out any of the information.

Even if you have self-identified in the past, you will be asked to complete the survey periodically to make sure that you are counted in and counted correctly. Furthermore, by filling out the survey you ensure that our information is up-to-date.

Yes. The information you provide is protected by the Privacy Act and will be kept confidential. Furthermore, the Employment Equity Act states that self-identification information can only be used for employment equity purposes. Your information will be kept separate from your personnel file.

Information about you can be corrected and/or changed by completing a new survey and forwarding it to your Employment Equity contact. You can also contact Human Resources if you want to access information related to you at any time.

Yes. All persons with disabilities, including those who have been accommodated in the workplace, are asked to self-identify. It is important to do so because accommodation and self-identification are not always linked.

Yes. The Employment Equity Regulations permit employees to identify in more than one designated group. The self-identification survey includes definitions to help you accurately identify which group(s) you may belong to.

No. You are responsible for your own identification. By law, no one can submit this information on your behalf unless you authorize them to do so in writing.

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