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Manitoba Civil Service Commission

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2.1.3.  Employment Equity In Staffing

Policy

Employment Equity is a factor in the staffing process when a designated group is under-represented in the level, class, series or occupation within the department and across government.

Questions And Answers

  1. Why is Employment Equity a factor in selection?
  2. When is Employment Equity a factor in selection?
  3. When is a designated group no longer included in the Employment Equity factor?
  4. How is Employment Equity factored into the staffing process?
  5. How is the Employment Equity criterion weighted?

Questions And Answers

1. Why is Employment Equity a factor in selection?

Employment Equity has been established as an organizational need and therefore it is a factor in the staffing process.

2. When is Employment Equity a factor in selection?

Employment Equity is a factor in appointments to regular, term, casual and contract employment. Employment Equity is a factor in direct appointments as well as competitive appointments. Appointments from the Re-employment List are the only exception which may preclude the application of this Policy.

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3. When is a designated group no longer considered for Employment Equity?

A designated group is no longer considered for Employment Equity when government-wide and department-wide representation for that level, class and occupation has been attained. Women are included as a designated group wherever the position provides opportunity to acquire the skills necessary for advancement to management levels.

4. How is Employment Equity factored into the staffing process?

Employment Equity is factored into all steps of the staffing process:

In the Opportunity Analysis step, Staffing submissions state how the staff year will be used to implement the department's Diversity and Employment Equity Strategy. Selection criteria are free of systemic barriers. Preference or Designated for one or more designated groups is applied whenever possible. Employment Equity is named as selection criterion. See also Selection Criteria Policy

In the Recruitment step, employment advertising is barrier-free and states that Employment Equity is a factor in selection. Outreach recruitment is conducted to attract applications from the designated groups. Applicants have several opportunities for declaration. See also Barrier Free Advertising Guideline and Outreach Recruitment Guideline.

In the Assessment step, a variety of assessment methods are used. See also Assessment Methods Policy 2.3.2. In rating, the Employment Equity criterion, the "meets" value on the rating scale shall be given to a candidate from a designated group. A candidate who is from more than one designated group (for example, an Aboriginal woman with a disability) is not awarded additional consideration.

In the Selection step, Employment Equity is factored into the assessment of candidates before determining whether the candidates are equal or not equal. The candidate who best meets all the criteria, after Employment Equity has been factored in to the rating of candidates, is offered the position.

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5. How is the Employment Equity criterion weighted?

The Employment Equity selection criterion is weighted to make a difference. The weight should reflect organization's need for a diverse and representative workforce. Employment Equity is a bona fide organizational need and shall be weighted equal to the highest weighted essential criterion.

Comment Boxes

Designated Designated Employment Equity means a competition where only designated employment equity members are eligible to apply to the competition. If there are no qualified designated eligible candidates, then the department would rebulletin or conduct further outreach.
Designated Group Defined in Employment Equity Policy 1.5.0

Declarations are accepted as accurate, except for blatant misrepresentation or unintentional misinterpretation by the candidate.

Factor Means an influence or circumstance which produces a result. In the staffing process, in order for Employment Equity to be a factor that affects the selection decision, it must be one of the selection criterion. This differs from "consideration" which means "a taking into account, continuous or careful thought". A consideration does not necessarily affect the selection decision.
Preference Preference is a special measure which serves to limit the eligibility for appointment to persons from one or more designated groups. Preference means that if there is an individual within a particular designated group who meets all of the required criteria, they will be selected. If there is no one in the designated group who meets all of the required criteria, then another from the competition may be considered for selection.
Representation Representation is based on a government's workforce statistics. The goal is to achieve representation at all levels of the organization that reflects the population served. To determine if representation has been achieved, the manager would examine whether representation is achieved in the department and government-wide for that level, class and occupation.
Declaration Declaration refers to the process where individuals identify themselves as belonging to one or more of the designated groups for Employment Equity. Candidates and current employees can declare in a number of ways:
  • completing the Civil Service application form
  • completing the declaration form
    (pdf - english - french)
  • declaring in their cover letter and resume
  • responding to the selection board's questions related to the Employment Equity criterion followed by a written declaration
  • responding to a department-wide workforce survey
  • sending a memo to Human Resource.

Authority

Effective date: March 2, 2004

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