Employment Equity

Our Commitment to Employment Equity

We recognize the value of attracting, recruiting and retaining exemplary staff members. We are committed to creating and sustaining an inclusive, caring and safe work environment through recruitment and promotion practices that are equitable, transparent, accessible and support the Board's mission, vision and values.

Group of people standing together

KPR’s Employment Equity Commitment

The COHREA has a crucial role in guiding KPRDSB in its employment equity commitment of creating the conditions that aid in removing disparities experienced by the all groups that are marginalized and underrepresented its workforce and particularly the four designated groups which include women, Indigenous people, persons with disabilities and members of racialized groups. COHREA's

goal is to implement and assess policies and programs designed to facilitate employment and education for members of these groups. Resources ensure that the Employment Equity Act is applied appropriately to these groups.

Diversity in Hiring

Alongside the numbers, we want to increase our capacity to hire fairly. To hire fairly means that every candidate will be assessed based on their merits, rather than through biases or assumptions about their abilities. This means more equitable opportunities for all applicants. When there is a gap in representation, we know that there may be factors—intentional or unintentional—that are keeping us from welcoming a full diversity of qualified applicants.

We believe all employees will be able to work and grow best in a welcoming, inclusive workplace.

What is Employment Equity?

Employment equity means fair, bias-free hiring practices that lead to fair representation of underrepresented groups. Employment equity policies and procedures at the Board seek to achieve equality and fairness in its workplaces so that people who belong to historically disadvantaged groups are not denied employment opportunities or benefits due to systemic barriers. Employment equity is more than just treating everyone in the same way. Instead, it entails special measures and the accommodation of differences. These measures include:

identifying and eliminating barriers in the Board's employment policies and procedures;
establishing positive policies and procedures to ensure the effects of systemic barriers are eliminated; and,
ensuring appropriate representation of "designated group" members through the Board's workforce.

Myths and Misconceptions about Employment Equity

Myth 1: Employment Equity means treating everyone the same

Reality: Employment Equity means treating everyone with fairness, taking into account people's differences. This might include accommodation of employee religious observances and/or outfitting the workplace with technical equipment to assist people with physical disabilities.

Myth 2: Employment Equity is "reverse discrimination"

Reality: Employment Equity means everyone has equal employment opportunities, not just a select group. It is about eliminating barriers faced by certain groups in society. Employment Equity does not mean people will lose their jobs because employers have made or will make room for designated group members.

Myth 3: Employment Equity requires employers to fill quotas

Reality: Quotas are explicitly prohibited under Canada's Employment Equity Act. Employment Equity is about setting rational and flexible targets to achieve fairness in employment for designated groups. Employment Equity allows employers to set their own goals and realistic timetables for achieving the goals of employment equity.

Myth 4: Employment Equity means hiring unqualified people

Reality: Employment Equity means providing all qualified and quantifiable individuals with equal employment opportunities and not just individuals from a select group. Both Canadian and Quebec legislation provide that employers are not obligated to hire or promote unqualified individuals.

Myth 5: Employment Equity mean lowering job standards

Reality: Employment Equity examines job standards to ensure that job criteria are realistic and job related. For example, does an applicant really need a high school diploma or university degree to do the job? Does the job require "Canadian experience"? Is it necessary to have a driver's license?

Myth 6: It is too difficult and expensive to accommodate people with disabilities

Reality: It generally costs less than $500 to adapt a workstation to accommodate a person with a disability.

Myth 7: Workplace equality should be left up to market forces; there is no need to intervene

Reality: Employment Equity is required to compliment market forces. Studies indicate that certain people are denied access to jobs, promotions or training by policies and practices in the workplace. Such exclusion may not be intentional, but the negative impact is still the same.