Photo: Simone Longpré, Vietnam

1. Photo: Simone Longpré, Vietnam

2. Achieving Gender Equality & Equity in Recruitment & Hiring Practicesat TVU Credit to Ashley Laracy, WUSC volunteer, for select information contained in this presentation

3. Workshop Content • Gender Quiz! • United Nations Millenium Development Goals • Methods to Achieve Gender Equality/Equity in Recruitment & Hiring • Affirmative Action – Canadian Example • Using Gender Neutral Language • Making Changes to Advertising & Hiring Materials - Exercise: Analyzing Job Postings for Gender Inclusivity • Target Hiring Groups • Questions, Discussion & Evaluation

4. Warm Up! In groups of 4-5: On a piece of paper write: IF I WAS AN ANIMAL I WOULD BE A ……. BECAUSE ….. Fold your papers and put them in a pile. One person from the group reads out each one and the group tries to guess who it is!

5. ✔ Gender Terms Quiz!

6. United Nation’s Millennium Development Goals

7. Objectives: • To advance women’s equal participation with men as decision makers • To support women and girls in the realization of their full human rights • To reduce gender inequalities with regards to access and control over resources

8. Methods to Achieve gender equality/equity in recruitment, hiring, and promotion • Affirmative Action • Using Gender Neutral Language • Making changes to advertising and hiring materials • Target hiring groups

9. Affirmative Action • Affirmative Action refers to programs designed to remedy effects of past and continuing discriminatory practices in the recruiting, selecting, developing and promoting of minority group members (equity). UNESCO

10. Women and Work: Canadian Inequities • Women earn on average 28% less than men • Education does not reduce the wage gap • Women earn less even if they work in the same jobs or sectors • Even in female-dominated sectors (health, teaching, clerical) women earn less than men

12. Example of Affirmative Actionregarding Gender Pay Equity at the University of British Columbia • The Equity Office at UBC confirmed problems in gender equity pay for tenured university faculty.

13. The university has an obligation under the British Columbia Human Rights Code to provide equal pay for equal work on the basis of gender to male and female employees

14. This was determined to be a group level issue and required a group level solution. • Statistical regression analysis demonstrated a 2% salary gap between male and female tenure-stream faculty members that was attributed to gender

15. The resolution was to raise the salary of ALL tenured female faculty by 2%. • The pay adjustment was retroactive to July 2, 2010 and was implemented by February 28, 2013.

16. What might be some of the reasons that led to this wage disparity? Consider how women’s lives and opportunities differ • How might these different life experiences affect their career choices and opportunities?

17. How might the ‘language’ we use in recruiting and hiring reinforce bias and exclusion?

18. Gender Neutral Language “Language is incredibly important. If language displays a bias towards one sex, this bias will inevitably filter through into our everyday lives, and must therefore be challenged. The male bias in language may be a reflection of centuries of patriarchy, but it also helps perpetuate the status quo.” Contemporary UK Feminism

19. It is therefore important to use gender inclusive terms in all aspects of recruitment, including job advertisements, job descriptions, and interviewing

20. Guidelines for Gender Neutral Language Handout

21. Gender Neutral Language Quiz!! http://www.noslangues-ourlanguages.gc.ca/quiz/jeux-quiz-genre-neutre-gender-neutral-eng.php

22. Making Changes to Advertising and Hiring Materials Best Practices – University of British Columbia Advertisement Template Checklist: http://www.hr.ubc.ca/faculty-relations/files/UBC-Advertisement-Template-Checklist1.doc

23. Analyzing job postings for Gender Inclusivity Exercise: In groups of 4-5 • Choose a Sample TVU Job Advertisement • Using the UBC sample Advertisement Template Checklist, review your TVU Job Advertisement for inclusivity. What changes would you make? • Report your discussion back to the group

24. Target Hiring Groups What groups could you target for recruitment and hiring in an effort to increase the applications from women? What methods could you use to make sure these groups are aware of your job opening and are encouraged to apply?

25. Final Suggestion Continue to use the resources and expertise of the GCD in your future recruitment and hiring practices, and in the development of policies and procedures

26. Other Resources UBC Faculty Relations: Advertising Guidelines http://www.hr.ubc.ca/faculty-relations/recruitment/advertising-guidelines/ Good Practices for Employers Covered by the Employment Equity Act: http://www.hrsdc.gc.ca/eng/labour/equality/employment_equity/tools/goodpractices.shtml Employment Equity Tool Kit: http://www.psac-afpc.com/documents/what/EMPLOYMENT-EQUITY-Tool-Kit-e.pdf A Place for All: A Guide to Creating an Inclusive Workplace – Canadian Human Rights Commission http://www.chrc-ccdp.ca/pdf/publications/aplaceforall.pdf

27. Questions and Discussion Evaluations: Simone Longpré

28. www.uniterra.ca