Members of the Association of Professors of the University of Ottawa (APUO) who are members of peer committees should participate in the , as stipulated in articles 14, 15 and 16 of the collective agreement. on employment equity
Employment Equity Training Program
Members of the Association of Professors of the University of Ottawa (APUO) who take part in recruitment processes shall participate in the program of training on Employment Equity, as stipulated in article 17 of the Collective Agreement.
Guide for APUO Selection Committees
A Toolkit for Members of an Appointments Committee constituted under article 17 of the APUO Collective Agreement, at the University of Ottawa.
NOTA: A word used in the feminine gender shall include both genders and vice-versa. Words such as chair shall designate the person, male or female, in the indicated position or role. These interpretations shall be deemed to apply in their necessary grammatical forms and usages.
Objective of the Guide
This toolkit is designed to assist individuals at uOttawa who are members of an appointments committee in ensuring equity, diversity and inclusion in all steps of the selection process. It provides tools and resources for carrying out a selection process that is free of prejudice, complies with the government regulations on hiring, and respects privacy and human rights.
Some of the content provided in this Toolkit have been taken from, and inspired by, the University of British Columbia’s and Western University’s . We would like to thank the institutions for granting us permission to use some of their materials.
The University of Ottawa's Commitment on Equity, Diversity and Inclusion (EDI)
The University of Ottawa (uOttawa) is dedicated to upholding the principles of equity and diversity by recruiting, hiring and investing in its employees, including faculty members and librarians, in a fair and inclusive manner. In line with the Employment Equity Act of Canada, the University of Ottawa favours working conditions that remove disparities experienced by equity groups, including, but not limited to, women, Indigenous Peoples, persons with disabilities, racialized persons (members of visible minorities), and members of 2SLGBTQI+ communities. The University of Ottawa follows federal and provincial laws, as well as municipal regulations, including those outlined by the Ontario Human Rights Code and the Federal Contractor’s Program.
uOttawa, in collaboration with the Association of Professors of the University of Ottawa (APUO), has surveyed faculty members and librarians about issues of equity, diversity and inclusion among faculty, and carried out equity analyses. These efforts informed three (3) reports prepared by the Equity, Diversity and Inclusion Committee (EDIC), a joint APUO-uOttawa consultative committee on equity, diversity and inclusion.
These reports revealed the University has significant gaps in the representation of all four (4) employment equity groups in different employment categories
In July 2018, uOttawa appointed as Special Advisor, Diversity and Inclusion, to develop a roadmap for integrating the principles of EDI throughout the fabric of the University. In partnership with the APUO, the University has also established a Gender Wage Gap Committee (GWGC), whose mandate is to investigate potential gender-based, internal pay inequities.
NOTA: For recruitment of Librarians, the reference article is Article 17.7. The information presented in this guide is with Professors in mind.
An appointments committee is composed of either the Departmental Teaching Personnel Committee (DTPC) or the academic unit’s assembly or a group of assembly members designated by it, it being understood that the academic unit’s assembly shall decide the method to be used.
Two (2) of the most common academic appointments within an academic unit are those for Regular Full Time (RFT) tenure-track professors (i.e., limited term regular appointments) and Replacement Professors (i.e., limited term special appointments). The recruitment of an RFT faculty member is normally done following a vacancy due to retirement, resignation, etc. or the awarding of new positions to the Faculty. The recruitment of a Replacement Professor is for the purpose of filling a need within an academic unit as the result of: (i) one or more regular Faculty Members who are temporarily absent due to academic leave or a leave of an unspecified duration; (ii) to temporarily fill a vacant position that, for good academic reasons, cannot be currently filled on regular basis; (iii) staffing temporarily during the initial three (3) academic years following Senate approval of a new program, pending allocation of long-term resources; or (iv) one or more regular Faculty Members who are temporarily absent by virtue of secondment to administrative positions outside the bargaining unit, a partial release outside the department, a leave of specified duration (other than an academic leave), or appointment as a Canada Research Chair.
Did You Know?
APUO members who are also members of equity groups are often called upon to take on additional work, such as: interpret documents through an “equity lens”, act as a liaison with various community groups, mentor and advise colleagues, act as media contact, write reports that address equity concerns, and serve on internal committees. Unfortunately, this extra work is often not compensated or considered when members of equity groups apply for tenure and/or promotion. This reality is only compounded by the ongoing under-representation of members of equity groups within the bargaining unit, and underscores the importance of increasing the representation of faculty members and librarians identifying with equity groups.
Association of Professors of the University of Ottawa (APUO)
The APUO is both a professional association and a union, certified in 1976 under the Ontario Labour Relations Act. It is the exclusive bargaining agent for all the employees in the bargaining unit which it represents. The unit includes professors (other than visiting professors), language teachers, counsellors, librarians, and certain research fellows.
Centre for Academic Leadership
The Centre for Academic Leadership’s mission is to support uOttawa’s regular professors in their career development as professors or when they take on leadership roles such as department chairs, vice-deans and deans. The Centre facilitates networking among faculty at all levels through workshops, activities and mentoring programs.
The Office of Faculty Relations helps maintain a respectful and harmonious workplace by offering advice to employees on various questions, including employment standards, collective agreements, complaints, grievances, disciplinary processes, conflict resolution, layoffs, dismissals and other potential work-related situations.
Each Faculty has a dedicated Human Resources Specialist who serves as the first point of contact for all questions and concerns under the human resources umbrella: payroll, pension, benefits, occupational health and safety, health and wellness, employee relations and labour relations.
The University also has a central Human Resources team that supports the vision and mission of uOttawa, which aims to offer university community members an unparalleled experience. In particular, the central Human Resources:
- Provides quality and innovative HR services to attract, develop, motivate and retain diverse talent within a supportive work environment.
- Implements HR strategy, programs and practices that are aimed at promoting a spirit of service excellence, based on consultation with the uOttawa community.
- Encourages faculties and services to implement sound HR practices.
- Facilitates workplace relations that favour a culture of partnership.
- Encourages people to develop the necessary skills and confidence to offer the university community the best possible experience.
- Works with the university community to better identify and respond to its changing needs.
Human Rights Office
The Human Rights Office provides leadership in the creation, implementation and evaluation of policies, procedures and practices on diversity, inclusion, equity, accessibility and the prevention of harassment and discrimination. The Human Rights Office is staffed with trained professionals who are available to provide guidance and lend an ear in a highly confidential and professional environment.