3 STEPS TO DESIGNING EMPLOYMENT EQUITY HIRING PROGRAMS
Here we propose a general 3-step process appropriate for use across Canada. With these elements in place, a program is more likely to achieve equity in hiring and may be less likely to face legal challenges by people who think it is discriminatory.
Step 1: Develop a Program Rationale
The rationale for a special program is simply the reason it is being created. The rationale serves as a principle on which to design the rest of the program. This makes it easier to develop the eligibility criteria and make a meaningful evaluation of the program once it has been started. A clear rationale also makes the program easier to understand for the people using it, and helps an organization set goals for the program and create criteria to evaluate its progress. This will help organizations track success and know when the goals have been met.
Guiding Considerations
- Who will benefit from the program?
- Why is the target audience considered to be facing hardship, economic disadvantage, inequality, or discrimination? Evidence should be objective and not be based on personal impressions. There must be a real problem and evidence to show that the problem exists.
- How will the program help to alleviate these challenges? Include benefits, goals and expected results.
- What is the expected time period for the program? How will its completion be determined?
Step 2: Create Program Eligibility Criteria
The rationale for the program will guide who will be eligible to take part. Special programs must have criteria that only relate to the purpose of the program, and they cannot discriminate based on other grounds protected by your local human rights law.
Guiding Considerations
- Establish clear eligibility guidelines that are directly tied to the program’s rationale, ensuring they are neither too broad (excluding those not intended to benefit) nor too narrow (preventing qualified individuals from the intended beneficiary groups from qualifying).
- Ensure the program does not unintentionally discriminate against the intended beneficiary groups.
- Determine how the program will be communicated to relevant stakeholders.
Step 3: Design Program Evaluations
Monitoring and evaluation of your program is a key element that many organizations miss, or don’t think is necessary. Evaluation tells you whether your special program has met its objectives. It also helps you document and track your organization’s equity journey overall, and specifically track how your efforts to include Indigenous and racialized people are progressing.
Guiding Considerations
- How will the effectiveness of the program be measured?
- What data will be needed to evaluate the program’s success?
- How will the program be adjusted based on the evaluation data?
Case Study: Evergreen Horizons
To illustrate how to approach these steps, we’ll consider the example of the fictional Evergreen Horizons, a small ENGO in Ontario with 20 staff members looking to increase racial and ethnic diversity amongst staff members. We’ve indicated where each of our 10 guiding considerations were applied to show how Evergreen Horizons addressed them:
At Evergreen Horizons, we recognize the importance of increasing racial and ethnic diversity within environmental organizations for a more just and inclusive sector. As part of our commitment to racial justice, we launched an employment equity program focused on increasing the racial and ethnic diversity of our staff.
The primary beneficiaries of this program are Indigenous and racialized individuals seeking employment in environmental non-profits in Ontario (1). We aim to address the systemic barriers these communities face, which often limit their access to meaningful careers in the environmental sector. Indigenous and racialized people (visible minorities) are recognized as disadvantaged groups by Canada’s Employment Equity Act demonstrating that they face significant hardship, economic disadvantage, and discrimination, including in Ontario. Members of these groups are often underrepresented in environmental roles, due to the lingering effects of colonialism and racial discrimination that frame environmental work as “not for them,” despite these communities being among the most impacted by climate change and environmental degradation. Furthermore, our research pointed to the high unemployment rates and lower economic mobility experienced by Indigenous and racialized individuals, making it clear that these groups face employment barriers that extend beyond simple access to jobs (2).
An internal assessment of our staff conducted one year ago revealed that 90% of our team identified as White/European, highlighting the need for us to diversify our workforce. Despite staff changes, a follow-up survey this year showed the same demographic breakdown. In running our program, we look to reduce the economic hardships and disadvantages faced by racialized and Indigenous people by lowering barriers to employment while shifting the demographic makeup of our workforce, aligning it more closely with the provincial population, where 30.9% of individuals identify as racialized or Indigenous according to the 2021 Census. To this end, we aim to increase Indigenous and racialized staff representation from 10% to 25% (3) within the next two years (4).
The program looks to prioritize the hiring of Indigenous and racialized individuals who meet the job requirements (5). To remove barriers to entry, we’ve reduced the educational requirement for some positions from a Master’s degree to a Bachelor’s degree, making the program more accessible to qualified candidates. This was done after consulting current staff in similar roles. We welcome applicants with relevant work experience or passion for environmental issues, regardless of academic background (6).
To ensure we reach the right candidates, we’re targeting platforms that engage Indigenous and racialized youth, such as social media, the Green Career Centre’s Youth Green Jobs Network, and Nature Canada’s Work to Grow newsletter. We’ll also connect with local community centers and faith-based organizations serving diverse populations, ensuring our outreach is inclusive (7).
The program will run for two years, with a review after one year to assess progress toward our 25% target. Success will be measured by both meeting this target and the program’s impact on workplace culture and the presence of Indigenous and racialized voices in our work (8).
As part of our commitment to transparency and accountability, we have put in place mechanisms to track the success of this program. We will collect demographic data on applicants and hires to ensure that our efforts are attracting Indigenous and racialized candidates and that our hiring practices are truly reflective of Ontario’s population. By comparing the racial makeup of our staff with provincial census data, we will be able to assess whether our outreach is effectively engaging Indigenous and racialized communities in Ontario. Additionally, we will gather qualitative feedback from staff and new hires to ensure that the program is contributing to a more inclusive and supportive workplace culture (9). If our recruitment efforts fail to attract candidates from these groups, we will reevaluate our outreach strategies and ensure that our job postings and organizational culture are inclusive and appealing to these communities (10).
This initiative is about more than meeting diversity quotas—it’s about fostering a truly inclusive ENGO sector where Indigenous and racialized and Indigenous voices are meaningfully represented. The program is part of a larger effort to ensure that the environmental sector can reflect the diversity of the communities it seeks to serve, and that Indigenous and racialized individuals have the opportunity to contribute to and shape the future of environmental work in Canada.
Putting It All Together
Answering these questions and thinking out what they will mean for your organization = creating your special program. Use the questions and considerations above as a template, and you’ll have everything in one place, easily accessible just in case you are asked to provide this information. Ultimately, developing your special program using these steps goes above and beyond what is legally required in most jurisdictions.