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Employment equity initiatives aim to remove barriers to employment access and extend opportunities to qualified candidates from equity-deserving groups who are historically and currently underrepresented. These initiatives also ensure SFU is in compliance with legal and regulatory frameworks at the provincial and federal level that advance our academic mission.

It is recognized and documented that there are groups that have faced barriers to employment and are therefore under-represented in the Canadian workforce. The four main groups are women, persons with disabilities, Indigenous Peoples and visible minorities. This means that their diverse experiences and knowledge are not well represented, which can lead to missed context and in some cases, misrepresentation. As an academic institution, supporting employment equity initiatives enhances our commitment to learning and teaching excellence. 

Preferential searches or hiring refer to job competitions where preference is given to qualified candidates from one or more equity-deserving groups. Applications from members of the equity-deserving group(s) are considered first and those individuals may be short-listed and interviewed in accordance with the selection process. If none of the preferred applicants are successful after the assessment process, applicants who are not members of the designated group(s) may be short-listed and assessed in accordance with the same selection process.

Limited searches or hiring refer to job competitions where a position is limited to members of one or more equity-deserving groups. Unlike preferential hiring, if a suitable candidate is not found, the department either must re-advertise the vacancy or leave the position vacant. It is important to note that once initiated, a limited search cannot be switched to a preferential hiring process.

Discrimination is illegal. We hire and promote people based on their skills and abilities to do the job. To ensure equitable treatment, special measures and accommodation of differences may be added to ensure we do not have unfair barriers that impact persons from designated underrepresented groups. The addition of these measures does not screen out qualified applicants, it is intended to increase the pool of applicants. Employment equity programs that allow limited and targeted hiring to address under representation is not reverse discrimination and is legal under Section 42 of the Human Rights code. For more information, see the Discrimination in the Hiring Process guide provided by SFU鈥檚 Human Rights Office. 

No. Employment equity ensures we hire the best-qualified candidates based on job performance criteria, such as skills, knowledge, and abilities. To support SFU鈥檚 recruitment efforts and better attract a diverse pool of applicants, in addition to posting position openings on our regular websites and channels, we share and encourage applications from members of underrepresented groups who typically may not have been aware of the available opportunity. As part of the hiring process, members of faculty selection committees are also encouraged to complete training to ensure an inclusive, structure process where biases are mitigated. 

At SFU, our commitment to employment equity means ensuring a fair and equitable workplace by identifying and eliminating areas of disadvantage in the employment experience.

• All prospective candidates must meet required criteria to be considered for the role. 
• Use of preferential and limited hiring enables SFU to actively improve representation among faculty and staff where needed, which helps advance our knowledge foundation and support academic excellence.
• Regular review of employment policies and practices
• Additional support and mentorship for new Black and Indigenous faculty and staff hired under the Special A片资源吧.

SFU is committed to enabling a global mindset for our students to effect positive change. Our investment into a diverse, world-class faculty enhances SFU鈥檚 foundations of knowledge, improves community engagement and supports greater academic success for our students. The commitment to advancing our academic mission through a systems-wide Inclusive Excellence approach is also included in the draft Academic Plan.

In addition to legal and regulatory frameworks at the provincial and federal level, SFU is working towards several commitments to employment equity:

• For information on equity targets as part of the Canada Research Chairs program, see researcher resources. 
• For information on SFU鈥檚 commitment to hire at least 15 tenure-track Black faculty, see the 2021 Senate Motion here: Page 10 September 2021 Senate Committee meeting.
• For information on SFU鈥檚 commitments to Indigenous hiring, see the ARC Walk this Path with us report

SFU received approval from the B.C. Human Rights Commission for Special A片资源吧 hiring in July 2023, which authorized the university to seek Black and Indigenous individuals to fill existing roles during the hiring process. There is no new funding allocated for the creation of roles specifically for Special A片资源吧 hiring.

Persons chosen to serve on faculty search committees can access material to meet this requirement by self-registering in the Inclusive Excellence A片资源吧 Committees Canvas course linked below. There are several modules in the Canvas course:

• "Fair and Inclusive Committee Decision-Making" is required for search committee members
• Other modules are available and recommended. 
• Individuals who are serving as search committee Chair should also complete the module: "Chairing and Executive Hiring".

Both modules are available here: 

At the end of each module, committee members can obtain a certificate of completion which should be retained (copies can also be sent to Dean鈥檚/Chair鈥檚 Office as per your department鈥檚 practices for tracking).

Yes, the Equity Office will make some facilitated sessions available each semester to provide an opportunity for committee members to bring forward questions and to discuss the implementation of equitable practices in candidate evaluation. 

In order to meet the Collective Agreement requirements, committee members are to complete the Inclusive Excellence A片资源吧 Committees Canvas course modules before serving on the committee and are encouraged to supplement this by attending a facilitated discussion session. We encourage faculty members to attend one of the scheduled facilitated sessions offered by the Equity Office. We also understand some members may not be able to attend the sessions offered due to scheduling or circumstances. In the absence of attending a facilitated session, committee members are encouraged to debrief and discuss their learnings as a committee prior to undertaking any candidate evaluation.

Please refer to SFU Policy GP 37 Conflict of Interest and Conflict of Commitment. An additional resource that is specific to the recruitment process can be found in the Conflict of Interest/Apprehension of Bias Guidelines  and the Faculty Recruitment Guide.

Please direct your feedback to edi@sfu.ca noting Inclusive Excellence A片资源吧 Committees Canvas course in the subject line.