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March 2008

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Develop an understanding of the organization's business, employment equity (EE) and the changing demographics of Canadian society and how increased diversity would help their organization successfully deliver its mandate in the long term.
Build and communicate the business case for diversity and excellence within their own organization.
Develop a business strategy for the organization and ensure that business, human resources (HR) and EE plans are integrated.
Include in the merit criteria EE objectives that meet the current or future needs of the organization, as well as those of the public service as a whole, when considered relevant to the organization.
Establish action plans with clear timelines to achieve representation goals and develop measures to monitor appointment processes and progress.
Report and communicate results achieved throughout the organization.

Integrate EE into plans and priorities.
Use collective staffing processes with established EE objectives.
Ensure that their management team and hiring managers involved in recruitment and appointment decisions receive training on EE as well as on fair and equitable assessment methodologies.
Ensure that persons involved in the appointment process receive training on accommodation measures and that there is a budget for these measures.
Help to increase the diversity of assessment boards by:
- providing EE group members access to requisite training; and
- encouraging them to serve on assessment boards.

Integrate EE and HR plans when developing recruitment strategies to make full use of the enabling features of the Public Service Employment Act and the Public Service Commission's (PSC) Appointment policies.
Establish EE objectives as an organizational need in the merit criteria and apply them in appointing designated groups.
Expand the area of selection to reach EE candidates.
Limit the area of selection to EE groups when this is consistent with the EE or HR plan.
Consider a variety of means to reach diverse audiences when advertising jobs externally. For example, in addition to posting on jobs.gc.ca, send advance notices or e-mail alerts to professional, community or ethnic organizations.
Make appointments of designated group members within an EE program to benefit from the regulation to exempt appointments from priority considerations, unless the priority person is a member of the designated group to which the EE program applies.

Use assessment tools and processes that are inclusive and review existing ones for potential bias and barriers.
Follow PSC guidelines for assessing members of EE groups.
Organize and attend training sessions on fair assessment.
Ensure that assessment board members and individuals conducting structured interviews reflect the diversity of the public service workforce.
Provide basic information to all candidates on preparing for assessment.
Advise candidates of the assessment methods to be used so they can make an informed request for the type of accommodation they might require.
Monitor selection decisions on the ‘right fit' to ensure they are objective and justifiable.

Examine the process for patterns and determine at what point EE groups are screened out at a higher rate.
Ensure Web sites and Web-based screening tools are accessible and meet Common Look and Feel standards.
Determine whether screening criteria have an adverse impact on EE groups. For example, extensive experience requirements or criteria used for volume management may screen out a higher proportion of designated groups.

Develop a strategic partnership with hiring managers in the organization.
Consult the Guidance Series document Integrating Employment Equity in the Appointment Process for guidance on integrating EE objectives and considerations into each step of the appointment process.