EMPLOYMENT EQUITY PLAN
1996,
Revised 2001
The School of Library, Archival and Information Studies is a graduate school with curriculum and program alignment to the Faculty of Graduate Studies and administrative alignment to the Faculty of Arts. The School is committed to the goal of equity for its employees and among students applying to, and accepted into, its academic programs. It endeavors to foster a climate that welcomes all, including members of designated groups, and strives to eliminate instances of discrimination on any grounds other than individual academic performance.
OBJECTIVE A
Review employment policies and practices for their potential discriminatory effect on members of designated groups; design policies and practices to support employment opportunities for designated-group members.
SELECTION PROCESS FOR HIRING FACULTY
Prospective faculty members are screened by a selection committee representing various ranks within the faculty, graduate students named by students and external faculty named by the Dean. At the time of interview, prospective faculty are interviewed by all available members of the School faculty, are given the opportunity to meet with members of the graduate student association, and address all members of the School.
SLAIS has written guidelines for the selection and hiring of faculty.
SELECTION PROCESS FOR HIRING EMPLOYEES
All applicants for full-time permanent staff positions are short-listed by the Administrative Assistant and a faculty member; all candidates are interviewed by both the Director of the School and the Administrative Assistant, in order to ensure equitable treatment of applicants. Typically, a faculty member is also involved in interviewing.
SELECTION PROCESS FOR STUDENTS
The School receives more applications that it can accept. Following a review of academic qualifications, by the School's Admissions Officer, students are offered a place. The School Adjudication Committee, which includes faculty, students and alumni, makes recommendations for policies, priorities and guidelines; a current goal, for example, is to increase the number of students from visible minorities and First Nations. Final recommendations on admission where this is no question of academic ability are made by the Admissions Officer; where there is a question of academic ability, the Admission Officer consults with other faculty members.
TREATMENT OF CANDIDATES FOR PROMOTION AND MERIT INCREASES
When merit pay increases are available, the annual activity reports of all faculty members in all eligible ranks are considered by a faculty committee. That committee, led by the Director, includes members of various ranks from Instructor to Professor. Candidates for promotion are considered by all members of the School at or above the rank to which the candidate seeks promotion; the School includes faculty from other departments on promotion committees for higher ranks.
REVIEW OF JOB DESCRIPTIONS
Job descriptions of School staff members have recently undergone review to more closely match actual work performed. The role of the Director has also been reviewed and endorsed by faculty.
INVITED SPEAKERS
The School has invited speakers of different backgrounds to address meetings of all students and faculty of the School to increase their awareness of the problems of serving those with disabilities. Following these addresses discussions considered various issues concerning people with disabilities. Issues of library and information services to persons with disabilities and to other identifiable minority groups are included in MLIS courses; in addition, the School has established a First Nations concentration for those interested in working with First Nations groups on information needs and services.
OBJECTIVE B
Develop special measures and reasonable accommodations to achieve and maintain a workforce representative of qualified applicant pools.
RECRUITING STUDENTS
As one of its objectives the School has announced that it will "make efforts to recruit qualified applicants from under-represented minority groups." The School has developed video resources to enhance its efforts, with the assistance of equity funds. Further, the School has identified the recruitment of First Nations students of primary importance and has devoted resources to recruitment materials and adjunct faculty in this area.
SLAIS has worked with graduate students with varying backgrounds and abilities, including deaf, blind and physically handicapped students. It also offers scholarships specifically targeted to visible minorities and First Nations students.
RETENTION OF MEMBERS
The retention of student, faculty and staff members of the School is considered important to the stability of the School. The accomplishments of student, staff and faculty individuals are rewarded without regard for any considerations other than individual merit. The School has an exceptional retention rate compared to similar Schools at other institutions.
ACCESSIBILITY TO PERSONS WITH MOBILITY IMPAIRMENTS
The School has recently been made accessible to persons with mobility impairments. Located on Level 8 of the Main Library building, the School is served by a single new elevator. One washroom has recently been made handicapped accessible.
TRAINING AND DEVELOPMENT OPPORTUNITIES
All staff and faculty regularly receive notices of opportunities for training and development offered by various groups on campus. Accommodation is considered for any member of faculty or staff who wishes to attend training or development sessions.
DIVERSITY ON COMMITTEES
Membership on SLAIS committees is shared among faculty, students, and members of the School's alumni. Faculty members who serve on committees are selected by the Director who ensures that all faculty ranks and programs are equitably represented. Students and alumni choose their own representatives.
OBJECTIVE C
Establish a work environment that supports the successful integration of designated-group members.
ENCOURAGING FACULTY, STAFF AND STUDENTS TO EXPRESS CONCERNS
The Director maintains an open-door policy which permits any student, faculty or staff member to express concerns about harassment or discrimination. Students are required to submit evaluations of each course they take; the form used provides an opportunity for concerns or complaints. These forms are reviewed by the Director before being forwarded to the individual faculty member. In addition, any member of the School may submit a written complaint, either signed or anonymous, to the Director at any time. Students and faculty may also access university channels and offices to express concerns or complaints. The Director is experienced in investigating complaints and concerns and has chaired race relations and sexism action committees for other organizations.
All of the above have occurred in the School with resolution of complaints to the satisfaction of the School and the University and the complainant in most cases.
SOLICITING INFORMATION ABOUT NEEDS AND CONCERNS
All three groups of members of the School-students, faculty and staff-meet regularly, providing every individual the opportunity for the expression of needs and concerns. Students meet regularly with their association executive; faculty meet monthly; staff meet regularly with the Administrative Assistant, who meets regularly with the Director. In addition, the Director holds an open Director's Forum at least once each term.
MENTORING PROGRAMS
Each new faculty
member meets regularly with a faculty committee, which reviews
the member's performance. A plan for achieving promotion
and tenure is developed with the faculty member and reviewed
regularly. A formal mentoring program is being introduced.
INFORMATION ON CRITERIA FOR TENURE AND PROMOTION
The School's criteria for tenure and promotion are included in its handbook and on its website.
OBJECTIVE D
Adopt monitoring and accountability mechanisms to evaluate and adjust employment equity programs.
ANNUAL FACULTY RETREATS
The faculty meet for three days each May to review goal attainment and School productivity. Goals are established for the following year(s) based on committee reports;
SLAIS committees include faculty, students and alumni.
MONTHLY FACULTY MEETINGS
Committee reports and recommendations form the basis for faculty meetings; SLAIS committees include faculty, students and alumni.
SCHOOL LEADERSHIP
The Director meets regularly with the program chairs and co-presidents of the student association. Greater student involvement in faculty meetings and governance is being explored as part of the School's unit plan.
