For example, because working part time is a preference for some employees, such as those with young families, the disproportion in some of the numbers may indicate a responsiveness on the University's part to these employees' needs. Alternatively, it may reflect that barriers to securing regular full-time jobs exist for these employees. It will also allow us to address circumstances in which opportunities could be created for people who already work for the University to move into non-traditional areas of work. The ESR, also to be conducted by the employment equity consultants under the direction of Case and the EEC, is scheduled to take place in fall 2000 and winter 2001. Its results, along with estimates of future openings, will be used to inform the development of recommendations for setting employment equity goals.
Case notes that goals differ greatly from quotas.
Quotas are a mandate to fill a certain number of positions with designated-group members. If there is no qualified designated-group candidate for a position, it remains vacant under a quota system. Goals are realistic hiring and promotion targets. Anyone wanting a full copy of the report can call the Human Rights and Equity Office at Ext. 3275.