Resources

Pillar 1: Recruitment and Selection

The attraction, selection, and promotion of candidates for jobs within an organization.

Pillar Completion Progress

 

 

0%

of Goal

Divisions and Areas

Advancement

ObjectivesActions
Endeavour to have diversity (focused on racialized persons) on all interview panels.Have at least 51% or higher diverse panels.
Accessible job postings.Collaborate with HR to apply accessible design standards to the job advertisement template.
Reduce employment barriers.Establish qualifications for the position that reflect the duties that are essential to the successful completion of the job.
Reduce employment barriers.Collaborate with HR to consider remote work arrangements for hard to fill positions in recruitment strategy.

Finance, Administration and IT

ObjectivesActions
Work with Human Resources to target specific plans for enhancing diverse candidates when filling positions.Job postings will include a preference competition model which will include portfolio specific language to attract diversified candidates.

Baseline assessment of equity data must be generated by portfolio.
Work with Human Resources to identify opportunities within each unit to hire Co-op students from within RRC Polytech.Identify ten targeted positions/opportunities within the VPFA portfolio.
Work with Human Resources to target specific opportunities to hire by “under-fill”.Identify targeted positions within each unit.

Human Resource Services, Corporate Legal, Safety, Security, and Centre for Learning and Program Excellence

ObjectivesActions
Maintain collection of and updates to equity data from employees in department (new and existing) and communicate why we are collecting this data.Develop key messaging for conversation and a presentation from HR to start this dialogue to level set with our existing staff.

Leaders communicate and encourage teams to fill out the online self-identification form.

Add to onboarding process (checklist).
Increase diverse representation with positions within this portfolio.Effective July 1, every hiring manager in the division will consider a preference competition model.

Research employment equity at other post-secondaries.
Identify development opportunities internally and externally (project assignment, acting status, college learning programs, student hiring, selection of work integrated learning) for designated groups.Leaders to develop project inventory within their areas by May 1, 2022.

Track assignment of project opportunities to include equity-deserving groups.

Research Partnerships and Innovation

ObjectivesActions
Increase diverse representation within RPI.Have hiring managers work with HR as new openings become available to work on preferential/targeted recruitment.
Create student internships e.g. Indigenous Culinary Research assistant. Potential focus on WISE.RPI team to work with HR to develop process.

Schools of Business, IT and Creative Arts

ObjectivesActions
Increase recognition of underrepresented employees in the Department.Encouraging new and current employees to use the online self-identification form.
Broaden the radius of recruitment.Review job posting templates with HR services and EDI manager with to increase inclusive language.

EDI Working group to identify new organizations with whom to share job postings.

School of Continuing Education and Regional Campuses

ObjectivesActions
Expand target audiences for job postings/employment with RRC Polytech to include businesses and community organizations of underrepresented groups.Establish list of relevant businesses and community organizations.
Make the interview process more inclusive.Create idea bank of actions that have worked.

Integrate alternate formats appropriate for the position.

School of Education, Arts and Science

ObjectivesActions
Build or strengthen relationships with at least one organization representing an underrepresented group.Identify one organization to partner with.
Build or strengthen relationships with at least one organization representing an underrepresented group.Host a minimum of one discussion with the SEAS Leadership Team.

School of Health Science and Community Service

ObjectivesActions
Ensure all applicants are asked question (s) to ensure knowledge of Indigenous context.Build a question or series of questions that demonstrate knowledge of TRC, historical, cultural, educational perspective of Indigenous peoples.
Design of recruitment and selection practices to remove barriers that stand in the way of equity, diversity and inclusion.Work with ED Academic, Deans and HR to examine current recruitment and hiring practices to increase diverse applicant pool.

School of Hospitality and Culinary Arts

ObjectivesActions
Increase recognition of underrepresented employees in the Department.Encouraging new and current employees to use the online self-identification form.
Broaden the radius of recruitment.Review job posting templates with HR services and EDI manager with to increase inclusive language.

EDI Working group to identify new organizations with whom to share job postings.

School of Indigenous Education

ObjectivesActions
Increase the representation of Indigenous employees.Apply recruitment strategies that increase representation.

Student Services and Global Partnerships

ObjectivesActions
Identify resources to support equitable hiring, and non-traditional locations to use for recruiting, to provide to HR in support of a college-wide strategy.Gather resources and suggestions that fit in the HR EDI strategy, including places to target a more diverse candidate pool.