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Employment Equity

The University of Windsor is a signatory to the Human Resources and Skills Development Canada, Federal Contractors Program and strives for fairness and equity in all academic career matters.

The University ensures that all employment equity procedures recommended by the Review Committee on Employment Equity (RCEE), as per Article 30 of the  Faculty Collective Agreement, shall be followed by all AAUs and Libraries . These include:

  1. the Positive Action Plan relating to women and designated group members;
  2. all statutory obligations concerning employment equity;
  3. the provisions for advertising and interviewing;
  4. the use of Employment Equity/Procedures Assessors (EE/PAs) on appointments, renewal, tenure and promotion committees; and
  5. the review of all appointment procedures and recommendations by the Presidential Commission on Employment Equity (PCEE).

The University of Windsor is one of a few universities that uses the services of academic volunteers known EE/PAs who monitor the procedures of appointments, renewal, tenure, promotion, and other special processes as listed in the University of Windsor Employment Equity Infrastructure.  The EE/PA also promotes fairness and equity in all faculty appointments processes and academic decision-making.

In compliance with the provisions for advertising, all academic advertisements contain the employment equity statement:

"The University of Windsor is committed to equity in its academic policies, practices, and programs; supports diversity in its teaching, learning, and work environments; and ensures that applications from members of traditionally marginalized groups are seriously considered under its employment equity policy. Those who would contribute to the further diversification of its faculty and its scholarship include, but are not limited to, women, Aboriginal peoples, persons with disabilities, members of visible minorities, and members of sexual minority groups. The University of Windsor invites candidates to apply to its welcoming community and to self-identify in their letter of application. Priority will be given to Canadians and permanent residents of Canada.”

How the Equity Program Works

The University of Windsor has a centralized hiring process that is monitored at two levels for fairness and equity in appointments:

1.  An EE/PA sits as a non-voting member of Appointment, Search, Renewal, Tenure and Promotion Committees, as well as other special committees, and monitors the process and provides assistance.

2.  The PCEE reviews all appointments procedures and recommendations. PCEE has been in effect for more than two decades. While accountable to the President of the University, the PCEE operates at present through the Office of Faculty Recruitment and Retention (OFRR), reporting to the Office of the Provost and Vice-President, Academic. Questions concerning the PCEE may be addressed to the Coordinator, OFRR.  

In the first level, candidates are evaluated in two steps of the appointments process—the development of the short list and the selection of the recommended candidate. PCEE reviews the files of the short-listed candidates — the application letter, curriculum vitae, letters of reference, and evaluation grids. If there are no concerns, PCEE approves the candidates for interview. Appointments committees cannot interview candidates until they have received PCEE approval.

In the development of the short list, each candidate is assessed against the qualifications outlined in the advertisement. A pre-interview evaluation grid is created to evaluate each candidate systematically. Scores are assigned to the candidate for each qualification on the evaluation grid.

Designated group status at the University of Windsor is considered a qualification that diversifies the faculty and is part of the evaluation grid. Candidates who self-identify as a member of a designated group—women, visible minorities, sexual minorities, Aboriginal persons, and persons with disabilities—are assigned a score. These designated groups are considered in all faculties except the Faculty of Nursing where men, rather than women, are considered the underrepresented group. 

In the selection of the recommended candidate, the appointments committee uses a post-interview evaluation grid to assess the candidate’s performance at the interview. Typically, the candidate’s performances in an academic presentation, a teaching demonstration, and the standardized interview questions with the appointments committee are evaluated.  PCEE must approve the recommended candidate before the candidate’s name is brought to the AAU Council for vote. Once the AAU Council has approved the appointmetn an offer can be made to the candidate.

More useful information on equity visit the Office of Human Rights, Equity and Accessibility website.

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