It will identify barriers to equity in the recruitment, selection, training, promotion, compensation, discipline, and termination of employees. The information will be gathered through focus groups and personal interviews with the ESR Officer as well as through an employee questionnaire. All Aboriginal and racially visible employees as well as employees with disabilities are invited to participate in the practices review. Representative samplings of women and of other employees will also be invited to participate. It is during this component that employees can have the most input into the ESR process.
All participation is confidential.
At the request of the Employment Equity Officer, the term position of ESR Officer was created by the Council on Employment Equity through Affirmative Action in April 1996. This means reviewing all aspects of the employment policies and practices at Dalhousie. In addition to developing and maintaining an ESR communications strategy, the ESR Officer will also lead focus groups, conduct interviews, and oversee the development, implementation, and analysis of the employment practices questionnaire.