Drivers for Change – Utilize equitable recruitment, retention, and advancement practices

Equity Framework > Drivers for Change > Utilize equitable recruitment, retention, and advancement practices

Equitable hiring practices are measures to increase representation in the workplace. The goal is to increase access to:

• employment, 
• workplace participation,
• advancement, and
• training for Indigenous and equity-deserving groups.

Racism, discrimination, bias, stereotypes, and assumptions are barriers to workforce entry and participation. Equity in hiring is about changing practices and workplace culture to reduce these barriers. Examples of hiring practices include:

• assessments which provide all candidates with equal opportunities to show their qualifications;
• heightening awareness of personal and cultural biases that can influence assessment; and
• addressing and controlling for potential sources of bias during assessment. 

Adapted from:

1. Public Service Alliance of Canada (August, 2018). Employment equity: A tool kit for PSAC members. Retrieved from
   http://psacunion.ca/employment-equity-tool-kit-psac-members
2. Public Service Commission of Canada. (2008, July 24). Government of Canada. Retrieved from
   https://www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/Fair-assessment-diverse-workplace.html

Further Reading / Additional Resources:

1. Public Service Commission of Canada. (2008, July 24). Removing Barriers Part 2. Government of Canada. Retrieved Sep 4, 2019, from
   https://www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/Fair-assessment-diverse-workplace/removing-barriers-part-2.html
2. The six principles for the fair assessment of all individuals and groups, describes personal and cultural biases that can influence assessment, outlines ways to increase awareness and control of these sources of potential bias and provides examples of applying the general principles of fair assessment to remove barriers to members of visible minorities and Aboriginal peoples. Equity and Inclusion Lens Handbook, 2018. City of Ottawa and City for All Women Initiative (CAWI). Apply to your work – Recruiting and Hiring (page 38) https://www.cawi-ivtf.org/publication/equity-and-inclusion-lens-handbook-2018/

Sample Tools:

Fairness Review Checklist for assessment tests and tools used during hiring by the Public Service Commission of Canada –
https://www.canada.ca/content/dam/psc-cfp/documents/hiring-guides/fairness-review-checklist-eng.pdf

The Action Plan to Confront Anti-Black Racism includes actions to support recruitment and retention of Black Torontonians. The work of the Confronting Anti-Black Racism (CABR) Unit is guided by the African principle Ubuntu: “I am because you are.” Ubuntu speaks to a demand that all people deserve respect no matter their circumstances.

https://www.toronto.ca/community-people/get-involved/community/confronting-anti-black-racism/ and

https://www.toronto.ca/wp-content/uploads/2023/02/8b1b-CABR-Website-Ubuntu-Framework01252023.pdf

Employment equity: A tool kit for PSAC members
http://psacunion.ca/employment-equity-tool-kit-psac-members

18 Ways We’ve Improved Our Hiring Process. COCo (the Centre for Community Organizations):
https://coco-net.org/18-ways-weve-improved-our-hiring-process/