Employment Equity

The dashboard enables users to explore five years of equity data gathered through its Employment Equity Survey, a data collection tool that offers an annual snapshot of how employees self-identify.

After redesigning the survey’s content six years ago, �鶹ֱ��app’s Division of People Strategy, Equity & Culture (PSEC) is now seeking to significantly change how the �鶹ֱ��app community engages with the employment equity data it collects.

For example, dashboard users can use the dashboard to filter by employee type, year, and campus. The dashboard – which substantially augments the university’s annual Report on Employment Equity – also reintroduces access to equity data for CUPE 3902, Unit 1 employees, many of whom hold multiple jobs.

Kelly Hannah-Moffat, vice-president, people strategy, equity and culture, recently spoke to �鶹ֱ��app News about the evolution of the Employment Equity Survey and how the new dashboard can support efforts to improve representation gaps among the university’s employees.

How did the Employment Equity Survey start at �鶹ֱ��app?

The university began administering an Employment Equity Survey in response to the Federal Contractors Program, designed to address inequalities in employment opportunity for members of one or more designated groups (the Employment Equity Act identifies four groups: Indigenous Peoples, women, persons with disabilities and members of visible minorities). The program requires Canadian employers to collect and report employment data through a voluntary self-identification survey. In addition to identifying gaps in representation, employers are responsible for taking steps to address these gaps in an intentional and meaningful way.

The University of Toronto has expanded our Employment Equity Survey over the years, recognizing the value of knowing the types of our employees who are and are not represented in our institution. For instance, we elaborated upon the Employment Equity Act’s categories of self-identification, adding ethnocultural identities such as “Black” and delineating between evident and non-evident disabilities. In 2016, our division led a complete overhaul of the questions �鶹ֱ��app employees and applicants are invited to answer. We also gave respondents greater agency, allowing them to choose multiple categories, revise answers and opt out of questions, if they wished.

Our current Employment Equity Survey is one of the most detailed in the post-secondary sector, but there is definitely room for improvement. I am excited about the changes we’re undertaking now, and how they can impact the university’s recruitment, hiring and retention strategies, our programming and funding, and many other areas of policy and practice.

What kinds of information does the most recent survey (2021) tell us about the composition of �鶹ֱ��app’s employees? Any notable trends?

In terms of the university’s staff population, we saw an increase in staff who self-identified as Racialized or Persons of Colour, Black, Persons with Disabilities, 2SLGBQ+, and Trans. The self-identification data of our new hires also suggests that our staff increasingly reflect the diversity of the Greater Toronto Area. That is welcome news, as it means that we are building stronger connections to the communities that surround our three campuses.

On the faculty side, the number of new faculty hired who self-identified as Racialized or Persons of Colour was significantly higher this year than last. Many of these new faculty positions are supported by base budget funding from the Provost’s Diversity in Academic Hiring Fund, which has provided funding for 160 diverse faculty hires (primarily Black and Indigenous faculty) since 2016. We need to sustain this focus on attracting and supporting candidates who are least represented at �鶹ֱ��app.

How does the new Employment Equity dashboard connect to the recommendations of the Anti-Black Racism Task Force report?

The report called for a reassessment of how the university collects and presents employment equity data, and the new dashboard we’ve released makes an important first step in that direction. It represents “phase 1” in the dashboard’s development: now that we have established the means to share the data in a dynamic way, we can work with our community to improve what data we collect – and how.

The dashboard is part of a larger “Employment Equity Project” that we initiated last year to support data-driven decision-making at the university. An advisory group of faculty, librarians, and staff is currently working to provide recommendations in two areas: data governance (considering who should have access to our employment equity data and what they should see) and employment equity survey content (focusing on ways to improve the current survey). We will have reports from the advisory group by the end of this summer and then will start planning enhancements to our dashboard. We expect to launch a revised Employment Equity Survey in 2023.

How do you see the dashboard evolving in future? What do you hope the dashboard will be able to tell us?

One of the discussions we're currently having is how to enable comparisons at a more granular level. In future, that could mean, for instance, that deans and other academic leaders could compare faculty and staff representation in their own unit with that in other units across the university. Having this degree of access – and insight – could help leaders make very informed and strategic decisions about recruitment and hiring, and to identify where new programs and policies would be needed to support every member of their unit.

Why is it important to improve representation among the university’s employees?

This work has so many implications for who we are as a university and what kind of role we see the university playing within our local community and more broadly. It has implications for how we understand excellence in relation to the scholarship and work we do at this institution, too.

To distil all these many layers, I would say improving representation among our faculty, librarians and staff is necessary groundwork. It is an important way in which we can foster the conditions that allow diverse perspectives and lived experience to be shared and valued at this university.

Embracing difference, not uniformity, nurtures and sustains excellence. It can inspire new ideas, keeping us intellectually curious as a community and able to think more creatively about the world and our place in it.

I’d also say that if we support diverse representation among our employees, we are much better positioned to attract and – crucially – to support a diverse student population. We set our employees and students up for success if they can feel free to be themselves and become who they truly want to be.

The future of work will hit vulnerable people the hardest: �鶹ֱ��app expert

Christopher.Sorensen — Mon, 09 Mar 2020 15:11:10 +0000

The future of work will hit vulnerable people the hardest: �鶹ֱ��app expert

Christopher.Sorensen Mon, 03/09/2020 - 11:11

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People with disabilities, youth, LGBTQ2 people, Indigenous Peoples, certain racialized minorities, immigrants and those with low socioeconomic status are among those who will face barriers to entering the workforce in the future (photo via Shutterstock)

Arif Jetha

Topic

Our Community

Alumni

Artificial Intelligence

Automation

Dalla Lana School of Public Health

A great deal of attention is being paid to the future of work and its impact on Canadians. Often missing from the discussion is the extent to which different workers will be included or excluded from the changing labour market.

The future of work is characterized by a number of rapid and large-scale changes that will affect all industries. Labour market experts point to the growing integration of digital technologies in the workplace, including the application of artificial intelligence and machine learning, automation of job tasks and the robotization of employment.

These technological drivers of change may be coupled with ecological and demographic stresses – like the climate crisis and the aging workforce – that are expected to substantially change the type and availability of jobs, working conditions and the ways work is performed.

But as we look into the Canadian labour market landscape, certain groups of workers face more challenges than the rest of the population. People living with disabilities, youth, LGBTQ2 people, Indigenous Peoples, certain racialized minorities, immigrants and those with low socioeconomic status often face complex barriers to entering the workforce.

Fewer opportunities

When employed, these groups are more likely than population averages to earn lower incomes, experience hazardous working conditions, work precariously, have limited access to employment legislation or statutory benefits and have fewer opportunities for career advancement.

Not all workers experience the benefits of technological growth.

For example, the integration of personal computers in the 1980s contributed to economic expansion and increased demand for workers with technological job skills. But it also spurred a displacement of workers in low-skilled manual and clerical jobs.

As the pace of change in the labour market quickens in the years ahead, the sustainable employment of vulnerable groups could be in greater jeopardy and inequity could widen.

Research seeking to understand the future of work is in its early stages and mainly focuses on technological trends like automation. A 2016 analysis of occupational data estimates that 42 per cent of Canadians work in jobs with a high risk of being affected by automation. The same analysis found that entry-level and low-skilled jobs – those ⁠more commonly held by vulnerable workers – are three times more likely to be affected by automation than professional and management jobs.

Racial disparity

A more recent study conducted by the U.S.-based consulting firm McKinsey & Company highlighted a potential racialized disparity that could worsen with increasing automation. The study found that African-Americans and Hispanic and Latino workers are over-represented in occupations that are expected to be displaced by automation.

One study showed young African-American men with less education are at the highest risk of displacement by automation (photo via Shutterstock)

The study also showed the intersection between race, age and education: Young African-American men with less education are at the highest risk of displacement by automation.

This is just one of a potentially growing number of examples of the impact the future of work may have on vulnerable workers.

To prepare for this expected impact, work has begun on understanding the jobs skills required in the future labour market.

Critical thinking skills

A report by the World Economic Forum indicates that by 2022 the job skills most required by employers will include not only proficiency with new technologies, but also creativity, emotional intelligence and critical thinking skills. The report also found that over half of all existing workers will require significant re-skilling and upskilling to meet the demands of the changing labour market.

However, obtaining these needed job skills may also pose a challenge for certain workers. Data indicates that some groups of workers who are considered vulnerable are more likely to enter the workforce with lower levels of education – another position of disadvantage.

They may also be working in jobs where training and job skills development are scarce. It’s unclear how differences in access to educational opportunities could perpetuate the challenges faced by vulnerable workers in the future of work.

To further our understanding of the future of work, scientists at the Institute for Work & Health, a Toronto-based not-for-profit, are leading research to examine how the changing nature of work may be experienced differently across the labour market. In particular, research is being conducted to anticipate how the different trends will affect vulnerable workers, including young adults and people living with disabilities.

Minimizing shocks and stresses

The ultimate goal of the research is to build on our current understanding of the future of work and uncover potential challenges that could emerge for different groups. Importantly, the research will inform tailored policies and programs to minimize the shocks and stresses.

Increasing numbers of policy- and industry-level initiatives are being undertaken to understand the implications of the future of work and design innovative responses to navigate the changing nature of work. An example is the pan-Canadian Future Skills Centre.

As these initiatives evolve and programs are designed, it will be important to determine how Canadians who have been considered vulnerable members of the workforce are meaningfully included.

Arif Jetha is an assistant professor (status only) at the University of Toronto’s Dalla Lana School of Public Health.

This article is republished from The Conversation under a Creative Commons license. Read the original article.

Indigenous Mentoring Day: �鶹ֱ��app to host unique job-shadowing event

Christopher.Sorensen — Fri, 25 Jan 2019 14:44:34 +0000

Indigenous Mentoring Day: �鶹ֱ��app to host unique job-shadowing event

Christopher.Sorensen Fri, 01/25/2019 - 09:44

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The �鶹ֱ��app initiative matches prospective employees with experienced professionals across the university's three campuses (photo by Jon Horvatin)

Luke Ng

Topic

Our Community

Employment Equity

Human Resources & Equity

Indigenous

The University of Toronto will be hosting Indigenous Mentoring Day – an experiential learning opportunity for job-seeking individuals who identify as Indigenous / Aboriginal People of North America.

The �鶹ֱ��app initiative, to be held Feb. 21, matches prospective employees with experienced professionals across the institution’s three campuses to provide candidates with unique insights about working and building a career at the university.

“The principles of equity, diversity and inclusion and their fundamental relationship to excellence are at the heart of the mission and values of this university,” said Professor Kelly Hannah-Moffat, �鶹ֱ��app’s vice-president of human resources and equity.

“As a leading employer in Canada, we embrace the opportunity to engage with Indigenous communities to continue building an inclusive workforce where all members flourish.”

In its latest Employment Equity Report, �鶹ֱ��app published new data that shed light on the diverse makeup of staff, faculty and librarians. The 2017-2018 report identified areas where the university made progress, such as increases in representation among faculty and staff who self-identify as women, racialized / persons of colour, and LGBTQ. The report also highlighted opportunities for improving employment gaps, particularly among Indigenous groups, and other inclusion initiatives to ensure positive employment experiences.

“Developing meaningful opportunities for Indigenous community outreach strengthens our path towards reconciliation,” said Erin Jackson, �鶹ֱ��app’s chief human resources officer.

“We are committed to advancing employment equity in all employee groups and positions, and we will continue to develop recruitment and succession plans to close the remaining gaps.”

Indigenous Mentoring Day adds to �鶹ֱ��app’s collective efforts toward reconciliation. In its 2017-2018 Budget Report, �鶹ֱ��app allocated $2.5 million to support the hiring of 20 faculty and 20 staff from Indigenous backgrounds. The university also allocated an additional $1 million per year for three years to fund post-doctoral fellowships for individuals from underrepresented groups to increase the pool of Indigenous and Black scholars.

Members of the public who identify as Indigenous / Aboriginal People of North America are encouraged to register for this event. Mentees should have successfully completed, or be near completion of, their post-secondary studies, or possess an equivalent combination of education and experience. All mentees will be entered into �鶹ֱ��app’s talent pool and, as applicable, considered for future career opportunities at the university.

Employment equity report suggests �鶹ֱ��app closing representation gaps

Christopher.Sorensen — Wed, 05 Dec 2018 15:28:05 +0000

Employment equity report suggests �鶹ֱ��app closing representation gaps

Christopher.Sorensen Wed, 12/05/2018 - 10:28

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(photo by Ken Jones)

Chris Sorensen

Topic

Our Community

Diversity and Inclusion

Employment Equity

The University of Toronto’s Report on Employment Equity 2017-2018 suggests the university is improving representation gaps among its employees – although there’s still much work to be done.

The recently released report, based on a survey that’s among the most detailed of any Canadian post-secondary institution, indicated the largest increase in representation was among �鶹ֱ��app faculty and librarians who self-identify as racialized or persons of colour. They numbered 19 per cent last year, as opposed to 17 per cent a year earlier.

As well, the report includes new analyses that shed light on the ethno-cultural makeup of staff, faculty and librarians, as well as non-binary gender identities and sexual orientation.

“Although we’ve made progress, it’s clear that there’s more work needed to advance employment equity – particularly in the recruitment and retention of Black, Indigenous and racialized employees,” said Kelly Hannah-Moffat, �鶹ֱ��app’s vice-president of human resources and equity.

“We will continue to proactively address the identified areas of improvement and build our employment equity strategies while working to ensure we have an inclusive campus and meaningful employee experience for all members of our tri-campus community.”

Read �鶹ֱ��app's Report on Employment Equity 2017-2018

While �鶹ֱ��app began conducting employment equity surveys more than three decades ago, the questions were revamped in 2016 to improve the quality of the information gathered and better inform decisions around recruitment and inclusion strategies. Such strategies are needed to ensure �鶹ֱ��app can continue to attract the best students and faculty from around the world and maintain its leadership position in academic research and scholarship.

Among the 2017-2018 report’s other key findings:

• 66 per cent of staff, and 48 per cent of faculty and librarians, self-identify as women

• 33 per cent of staff, and 19 per cent of faculty and librarians, self-identify as racialized/persons of colour

• One per cent of staff, faculty and librarians self-identify as Indigenous/Aboriginal

• Nine per cent of staff, and seven per cent of faculty and librarians, self-identify as having a visible or non-visible disability

• Nine per cent of staff, and 11 per cent of faculty and librarians, self-identify as LGBTQ

The survey data, which allowed respondents to self-identify in more than one category, was collected at a time when �鶹ֱ��app is undertaking a number of initiatives to promote equity and diversity on campus. They include: providing targeted funding to support hiring of diverse faculty; the appointment of the provost’s adviser on women in STEM; the establishment of mentorship and leadership programming for new and diverse faculty; and promoting awareness of unconscious bias within academic units.

As part of this, a number of faculty members have come together to establish the Toronto Initiative for Diversity & Excellence, or TIDE. Its goal is to promote a conversation around issues relating to faculty diversity and provide input on diversity issues to Heather Boon, �鶹ֱ��app’s vice-provost, faculty and academic life.

When it comes to equity and diversity in �鶹ֱ��app’s research apparatus, Vivek Goel, �鶹ֱ��app’s vice-president of research and innovation, earlier this year agreed to implement all 49 recommendations of a working group his office struck to examine the issue.

The university’s 2017-2018 employment equity survey boasted a response rate of 81 per cent, or nearly 9,000 people. That’s 11 percentage points higher than last year, suggesting a high level of engagement on campus when it comes to identifying and addressing equity and diversity issues.

“We are grateful to all the community members who filled out this voluntary survey,” Hannah-Moffat said.

“These responses help us evaluate some of our employment practices and our behaviour as an employer, determine where we need to spend concentrated efforts in diversifying candidate pools, and understand how we can fully support all employees in their career development.”

Federal Minister Hajdu addresses students at Rotman on tackling the gender wage gap

noreen.rasbach — Thu, 01 Nov 2018 16:09:01 +0000

Federal Minister Hajdu addresses students at Rotman on tackling the gender wage gap

noreen.rasbach Thu, 11/01/2018 - 12:09

Cutline

Federal Labour Minister Patty Hajdu and Professor Sarah Kaplan speak to students at the Rotman School of Management on Wednesday afternoon (photo by Victoria Heath)

Topic

Our Community

Employment Equity

Rotman School of Management

Advancing gender equality is not just good for women, it’s good for all Canadians, says Patty Hajdu, the federal minister of employment, workforce development and labour.

When Canadian women can count on equal pay for work of equal value, our economy grows stronger and communities thrive, she told students at the Rotman School of Management on Wednesday afternoon.

"Pay equity is about having that important, critical conversation about the valuation of women’s work,” she added.

Hadju elaborated on the point by discussing the example of care work – an industry dominated by women – and how proper assessment of its significance and compensating workers appropriately could go a long way in closing the gender wage gap.

Hajdu was joined by Professor Sarah Kaplan, director of the Institute for Gender and the Economy (GATE) at Rotman, for the fireside chat-style event.

A variety of �鶹ֱ��app students, many of them enrolled in management, women’s studies and labour relations programs, attended the event, asking questions about the challenges and initiatives currently underway to tackle pay equity in Canada.

In Canada in 2017, for every dollar a man earned, a woman earned around 88.5 cents on the dollar, as measured in hourly wages for full-time workers, according to statistics released by the federal government.

Responding to this gender wage gap, the federal government introduced a new Pay Equity Act in their latest budget bill earlier this week. The new legislation requires federally regulated workplaces to examine their compensation practices and ensure that women and men receive equal pay for work of equal value.

In many ways, it’s quite fitting that a followup discussion with students on this new act was held at the Rotman School. Kaplan – who moderated the question-and-answer period for the event – and her colleagues at GATE are leading new research in this space.

GATE’s faculty research fellow, Assistant Professor Dionne Pohler, is currently examining the direct and indirect causes of the gender wage gap. Kaplan recently authored an explanatory piece for the September issue of �鶹ֱ��app Magazine and in April, was invited by the Legislative Assembly of Ontario to address the Standing Committee on Social Policy about the Pay Transparency Act and the sources of the gender wage gap.

In their work, Kaplan and her colleagues are quick to emphasize that achieving pay equity in Canada will require multiple interventions.

Though many imagine that this inequity comes from organizations intentionally – and illegally – paying women less than men for the same job, the research shows that this isn’t the primary cause for the pay gap, said Kaplan.

Instead, the gender wage gap typically emerges around the time women have their first child.

“When women are still expected to be the primary caregivers at home, and when child care is expensive or hard to access, women often find they have to shift to more flexible jobs or part-time work,” she said. This job segregation is a primary driver of the gender wage gap.

“We’re in need of a real cultural shift, both in families and in organizations, in addition to improved legislation,” said Kaplan.

“The proposed legislation is a step forward, but to make it more effective, it will need to be coupled with policies that favor sharing of parental leave, more support for childcare, and new ways of working in organizations.”

International Women’s Day: �鶹ֱ��app expert on Canada’s gender equality legislation, #MeToo

Romi Levine — Thu, 08 Mar 2018 16:44:09 +0000

International Women’s Day: �鶹ֱ��app expert on Canada’s gender equality legislation, #MeToo

Romi Levine Thu, 03/08/2018 - 11:44

Cutline

Sarah Kaplan, Distinguished Professor of gender and the economy and director of the Institute for Gender and the Economy at the Rotman School of Management

Topic

Rotman School of Management

It was one of the predominant themes of last week’s federal budget: investing in women and girls.

Included in the budget is a promise to tackle pay equity, $187 million to combat gender-based violence and harassment, improved parental leave, and feminist-leaning international development policy.

On Wednesday, Prime Minister Justin Trudeau spoke about the budget and the need for gender equality at a Rotman Initiative for Women in Business event marking International Women’s Day at the University of Toronto.

This week, Ontario Premier Kathleen Wynne said the province plans to introduce pay transparency legislation that would require job postings advertised publicly to include the position’s salary or range and would prohibit employers from asking candidates about past compensation.

These federal and provincial initiatives come in a year marked by the #MeToo and #TimesUp movements, which highlight the need to address workplace issues such as sexual harassment and the gender wage gap.

Read The Evolution of #MeToo

�鶹ֱ��app News spoke with Sarah Kaplan, Distinguished Professor of gender and the economy and director of the Institute for Gender and the Economy at the Rotman School of Management, about the government announcements and the issues that still need to be addressed in Canada and around the world.

What do you make of the promise for equal pay legislation in the federal budget?

I think it’s always a positive step to introduce initiatives like the pay equity initiative the federal government is introducing. It comes on the heels of two provinces that already have good, strong pay equity legislation – Ontario and Quebec.

What's good about this initiative at the federal level is that it is a proactive legislation in a sense that companies will be required to report information and it's not just complaint-based. Currently the way you get pay equity or equal pay for equal work, enforced under the Human Rights Code, is through a complaint that you file or through an individual audit. But there is no general system for reporting, so that, I think, is a very positive step forward.

Of course anything that's done at a federal level only applies to federally regulated businesses and to the federal public service, so this is not going to fix the whole problem by a long shot because it doesn't apply to all employers and that kind of legislation won't fix the gender wage gap.

There are many inequalities that are harder to fix or regulate like sexual harassment. How do we go about tackling those issues?

I don't believe regulation is the way to fix most things. I think regulation is an important component but I don't think we should be turning to the federal government to regulate everything. I think we need to think about all the different levers and tools that can be pulled to make change. One thing the federal government can do and has done in the budget is increase funding for legal support for people who have experienced sexual violence. Those are the kinds of things the government can do – allocate resources towards supporting people for something like that.

A lot of the action has to come from the employers and organizations themselves having, for example with sexual harassment, better policies, better reporting procedures, reporting that's more accessible that doesn't re-victimize anybody who has experienced those kinds of things.

It could be that with the rise of the #MeToo movement, organizations will be more motivated because they understand that there's going to be a lot of potential for negative blowback if they don't take action.

The #MeToo movement has been a wake-up call for companies and organizations, but do you think we'll see continuing impact from the movement on workplace culture and equity?

Women have been facing these issues in the workplace forever and we make slow strides here and there with different combinations of laws with public pressure with advocacy. Lots of women's rights organizations have made huge progress advocating for different things, so you have to look at the combination of things that will create pressure on organizations to change. And many organizations are also recognizing that there are huge benefits to having a more representative workforce, a more equal workforce in the war for talent. You don't necessarily want to give up on 50 per cent of the population just because you have bad systems in place, so I think a lot of organizations are figuring out they need to do something differently.

We had an event [on Wednesday] with the Prime Minister and the conversation was very much around what are the different ways that we put pressure on organizations to step up. These changes are complex – if we knew what the magic bullet was, someone would have used it a long time ago. The problem is, there's a lot of different things that have to be done.

We had someone from OMERS [Ontario Municipal Employees Retirement System] at the event along with the Prime Minister saying yes, we moved to 50/50 in terms of our recruiting in capital markets, we went from zero to 35 per cent women in our leadership team – and we did that over a couple of years but it wasn't one thing that we did, it was 50 or 100 different actions we took.

Trudeau speaking at an International Women's Day event at �鶹ֱ��app (photo by Yana Kaz)

Will Trudeau's visibility as someone who advocates for gender equality in the workplace have an influence on companies beyond policy?

Trudeau is important, as are a number of our corporate leaders who have stepped up and said that they're going to make strong commitments to it – whether you look at what OMERS is doing or you look at Victor Dodig at CIBC who's co-chairing the 30 per cent club and is the chair of Catalyst. There are people who are doing things who are then creating peer pressure for other organizations. I think it is the role of our leadership to set the tone at the top. But it's not enough to set the tone, you actually have to be willing to invest in all of these different activities that are going to change things. And change is never easy.

Why do we have to teach about organizational change in business schools? Well, in part because it's so hard to do, it's so hard to get organizations to move. And this is just one more area where it's hard to get organizations to move.

When we look at the non-western world – particularly in developing countries – women often face different issues than they do here when it comes to their working lives. What are some of the challenges we may not know about?

What we see in every economy around the world is that we still operate in a system where women's contributions to the economy are not valued at the same level that men's contributions to the economy are.

When we think about international assistance to resource-poor settings – countries that have fewer resources than we do in Canada – often we've thought about women's empowerment – that's become a big thing. One of the sustainable development goals is gender equality and that investment has gone into things like micro finance or other activities to get women to be entrepreneurs as if this is going to be the solution. I think what we're learning, whether it's Canada or the United States or Bangladesh, is that women's entrepreneurship is a fine goal but at the same time we have to understand that entrepreneurship is actually a very high risk activity and we don't want to force women into entrepreneurship because we don't have good regular employment for women.

One of the things we're seeing even in a country like Canada is that a lot of women are forced into entrepreneurship because their jobs are simply not flexible enough. We may become parents and we still expect, as we do everywhere in the world, that women do the majority of the childcare and housework. If that's the case, we have to change how we structure work and change employment. And that's as true in Canada as it is in any other place in the world. We have to not just think the answer is make every woman an entrepreneur and that would be a really great shift in the conversation – if we can understand that better and start to value the care work and the house work women do that doesn't get counted as economic activity.

Continue the conversation at these upcoming Gender and the Economy Institute events:

March 28 – Joanne Lipman, Editor in Chief of USA TODAY will be speaking about her book That's What She Said: What Men Need to Know and Women Need to Tell Them About Working Together

April 19 - Carol Anne Hilton and Devon Fiddler share their successes and challenges in navigating the economy as Indigenous women, and their views on where we might go from here

Employment equity survey at �鶹ֱ��app includes new questions, language

lanthierj — Fri, 08 Jul 2016 16:14:15 +0000

Employment equity survey at �鶹ֱ��app includes new questions, language lanthierj Fri, 07/08/2016 - 12:14

Cutline

The Greater Toronto Area is one of the most diverse urban regions in the world (photo by Ken Jones, �鶹ֱ��app Scarborough)

Topic

Subheadline

Employee questionnaire to serve as starting point for survey of student population

The University of Toronto is seeking more information about the diversity of its faculty and staff with a new voluntary survey sent to more than 27,000 employees at the beginning of July.

The updated employment equity survey is the first revision of the questionnaire in a decade and the result of more than a year of consultations. It includes new language as well as new questions designed to increase the university’s understanding of the makeup of its workforce and highlight areas where recruiting efforts need to be improved.

“The language was old-fashioned and it was about time it changed,” said Angela Hildyard, vice-president of human resources and equity.

�鶹ֱ��app is one of the first universities to collect such detailed information about staff and students, she said. Without it, there is no way for the university to know the extent to which faculty and staff reflect the community and the students they serve.

Such information will be valuable, she said, in targeting recruiting efforts and tailoring support to groups of employees.

“I am so pleased that the university is able to do this,” Hildyard said. “We should be proud.”

This is an important step, she said, if you believe, as the university does, that equity and diversity are linked to excellence.

Employment Equity

New dashboard invites �鶹ֱ��app community to engage with employment equity data

The future of work will hit vulnerable people the hardest: �鶹ֱ��app expert

Fewer opportunities

Racial disparity

Critical thinking skills

Minimizing shocks and stresses

Indigenous Mentoring Day: �鶹ֱ��app to host unique job-shadowing event

Employment equity report suggests �鶹ֱ��app closing representation gaps

Read �鶹ֱ��app's Report on Employment Equity 2017-2018

Federal Minister Hajdu addresses students at Rotman on tackling the gender wage gap

International Women’s Day: �鶹ֱ��app expert on Canada’s gender equality legislation, #MeToo

Read The Evolution of #MeToo

Continue the conversation at these upcoming Gender and the Economy Institute events:

Employment equity survey at �鶹ֱ��app includes new questions, language

Read more about diversity about �鶹ֱ��app

Read more about the employee equity story in the Toronto Star here