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.

Along with consulting this toolkit, all members participating in an appointments committee are asked to follow the Canada Research Chairs Unconscious bias training module.

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.

Thank You

Some of the content provided in this Toolkit have been taken from, and inspired by, the University of British Columbia’s Faculty Recruitment Guide and Western University’s Employment Equity Guide. 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 two (2) reports prepared by the  Equity, Diversity and Inclusion Committee (EDIC), a joint APUO-uOttawa consultative committee on equity, diversity and inclusion.

  1. Report of the APUO-Employer Equity, Diversity and Inclusion Committee 2018-2019 
  2. Report of the APUO-Employer Equity, Diversity and Inclusion Committee 2016-2017

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 Dr. Steffany Bennett 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.

In August  2019, uOttawa was selected as one of 17 Canadian institutions to participate in the Dimensions: Equity, Diversity and Inclusion Canada pilot project. Through this program, uOttawa endorses the Dimensions charter that champions eight (8) principles of EDI:

  1. The post-secondary research community has the greatest potential to thrive when members experience equitable, inclusive and unbiased systems and practices.
  2. To advance institutional equity, diversity and inclusion, specific, measurable and sustainable actions are needed to counter systemic barriers, explicit and unconscious biases, and inequities. This includes addressing obstacles faced by, but not limited to, women, Indigenous Peoples, persons with disabilities, racialized persons (members of visible minorities) or racialized groups, and members of 2SLGBTQI+ communities.
  3. Institutions require qualitative and quantitative data to measure, monitor, understand and publicly report on challenges and progress made. The analysis of the data should inform a comprehensive, in-depth, intersectional understanding of the contexts, manifestations and experiences that result from inequities, underrepresentation and exclusion among all post-secondary community members.
  4. When equity, diversity and inclusion considerations and practices are integral to research participation, to the research itself, and to research training and learning environments, research excellence, innovation and creativity are heightened across all disciplines, fields of study and stages of career development.
  5. To contribute to reconciliation, research with, by or impacting Indigenous Peoples must align with the research policies and best practices identified through ongoing engagement with First Nations, Métis and Inuit Peoples and their organizations.
  6. Advancing equity, diversity and inclusion is a shared responsibility that requires dedicated resources and strong leadership at all levels. Senior leadership demonstrates commitment through public endorsement, by ensuring the work involved is resourced and distributed fairly, and by embedding changes in institutional governance and accountability structures.
  7. Issues of institutional and individual safety, trust, belonging, privacy and power differentials must be recognized and pro-actively addressed; this will be most successful when those impacted are directly engaged in defining the actions.
  8. Achieving the overall objective of the Dimensions program—to foster increased research excellence, innovation and creativity within the post-secondary sector across all disciplines through increased equity, diversity and inclusion—involves institutional collaboration, transparency, and the sharing of challenges, successes and promising practices.

Participation in the Dimensions program is voluntary. By choosing to endorse this charter, uOttawa has committed itself to adopting the eight (8) above principles throughout its practices and culture to achieve greater equity, diversity and inclusion. uOttawa’s commitment to the charter will reflect on its ongoing and productive engagement with its community.

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