How-To Understand and Comply with the Employment Equity Act as per Federal Legislation

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Title: How to Understand and Comply with the Employment Equity Act as per Federal Legislation.

Step 1: Understand the Purpose of the Employment Equity Act

Start by understanding the purpose of the Employment Equity Act. This is a Canadian law, enacted in 1986, intended to achieve equality in the workplace so that no person is denied employment opportunities or benefits for reasons unrelated to ability and to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities, and members of visible minorities.

Step 2: Identifying designated groups

Identify which employees are part of the designated groups. Under the Act, there are four designated groups: women, Aboriginal peoples, persons with disabilities, and members of visible minorities. The Act is intended to ensure these groups have equal access to employment opportunities.

Step 3: Develop an Employment Equity Plan

This plan should include measures to identify and eliminate employment barriers for the designated groups. The plan should describe short-term and long-term goals to increase representation of each group within your organization.

Step 4: Conduct a Workforce Analysis

Analyze your current workforce to understand its composition. Identify the occupational groups and determine the representation of each designated group within them. Identify any gaps or disparities in representation.

Step 5: Review your Employment Practices

Review your recruitment, selection, promotion, training and retention practices. Identify any barriers that could be hindering equal employment opportunities. Make necessary changes to ensure these practices promote equality.

Step 6: Implement your Employment Equity Plan

After setting goals and identifying barriers, it’s time to implement your plan. Ensure all staff are aware of the plan and provide training where necessary. Make changes to hiring practices, provide accommodation for persons with disabilities, offer opportunities for advancement and training.

Step 7: Monitor Progress and Review your Plan

Regularly monitor progress towards your goals. Regular reporting is required under the Act. Review your plan annually and make adjustments as necessary.

Step 8: Compliance Reporting

File annual reports with the Canadian government showing your progress towards establishing a more diverse and equitable workforce. Failure to comply with these requirements can lead to penalties.

Step 9: Seek Expert Advice

If you are unsure about any part of the Act or how to implement it, seek advice from experts. This could be a lawyer specializing in employment law or a human resources professional with experience in employment equity.

Remember, the Employment Equity Act is not just about compliance. It’s about creating a more diverse, inclusive and fair workplace. By understanding and implementing the Act, you can make your workplace more representative of the community you serve.