±«Óãtv

 

Fair Hiring Practices

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Fair hiring practices support employment equity and help ±«Óãtv achieve our employment equity goals byÌýincreasing the diversity of our workforceÌýandÌýensuring our hiring practices are inclusive, equitable, and accessible. In this way we will establish a positive work environment that supports various perspectives and encourages innovation, and where everyone feels a sense of engagement and belonging.

±«Óãtv’sÌýEmployment Equity PolicyÌýspecifies that Human Resources and any applicable selection/appointment/hiring committee shall ensure that all recruitment initiatives and practices around appointments are governed by the following Principles of Fair Consideration:

  1. Units will use their best efforts to attract applicants from all Equity-Deserving Groups;
  2. Units will give preference to qualified self-identified candidate(s) from Equity-Deserving Groups;
  3. Candidates who do not self-identify as a member of an Equity-Deserving Group, will be selected only if it can be demonstrated that they are substantially better qualified for the position than any other qualified candidate who has self-identified as a member of an Equity-Deserving Group.
  4. In the event that (a) there are qualified self-identified candidates from more than one Equity- Deserving Group and (b) some self-identified Equity-Deserving Groups are less well-represented in the applicable unit than others, a candidate from the less well- represented Group shall be given preference unless other candidate(s) are substantially better qualified for the position; and
  5. In applying principles (i) to (iv), special consideration will be given to qualified candidates who self-identified as Mi’kmaq and/or African Nova Scotian.

Recruitment and selection processes must beÌýfree from discriminationÌýon the following prohibited grounds or characteristics in keeping with the Nova Scotia Human Rights Act:

  • Age
  • Race
  • Colour
  • Religion
  • Creed
  • Ethnic, national or aboriginal origin
  • Sex (including pregnancy and pay equity)
  • Sexual orientation
  • Physical disability
  • Mental disability
  • Family status
  • Marital status
  • Source of income
  • Harassment (and sexual harassment)
  • Irrational fear of contracting an illness or disease
  • Association with protected groups or individuals
  • Political belief, affiliation or activity
  • Gender Identity
  • Gender Expression
  • Retaliation

For information and resources related to hiring visit the Ìý[login required].Ìý

For information and resources related to Talent Pathways, the university's internal temporary staffing program designed to assist with staffing needs while contributing towards ±«Óãtv’s commitment toÌýequity, diversity, inclusion and accessibilityÌývisitÌý.ÌýÌý