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Equity in WFA & SERLO / Équité dans le RE et le SEMPMD (view source)
Revision as of 16:36, 22 December 2025
, 16:36, 22 December 2025no edit summary
* '''Organizational Needs:''' Strategic priorities of the organization.
* '''Organizational Needs:''' Strategic priorities of the organization.
| WFA Stage
1. Planning
'''Asset Qualifications:''' Barriers can be perpetuated based on how asset criteria is used in a SERLO process. If the Asset criteria requires previous experience completing a certain task, it may disadvantage groups which experiencing lower rates of promotion due to systemic discrimination. Asset criteria should focus on transferable skills and not on skills developed solely due to obtaining promotional assignments
=== Bias Controls Across the SERLO/WFA Lifecycle ===
{| class="wikitable"
!Stage
!Official activity (PSC/TBS)
!Where bias can enter (official framing)
!Corrective actions (official requirements)
|-
|1. Planning
|Determine the desired current and future state of the organization; determine the affected part(s); identify positions and affected employees; notify OCHRO/TBS, bargaining agents, and employees.
|Defining the affected part(s) at a level that is not functionally justified can isolate specific employees
|Document the '''functional rationale''' for the affected part(s) and link to business/HR plans; issue required '''written notifications''' to OCHRO/TBS, bargaining agents, and employees per SERLO steps
|-
|2. Merit criteria
|Establish the '''Statement of Merit Criteria''': '''essential qualifications''', '''asset qualifications''', '''operational requirements''', '''organizational needs'''
|Over‑tailored '''asset qualifications''' or experience statements that function as '''proxies for tenure''' can distort merit and exclude already‑qualified employees
|Write qualifications in '''plain, neutral, assessable language'''; distinguish '''essential''' vs '''asset'''; justify '''operational requirements'''; define '''organizational needs''' aligned to current and future state
|-
|3. Assessment
|Determine '''assessment methods'''; complete '''Step 9: Identification of biases and barriers'''; conduct assessments with qualified assessors and respect duty to accommodate
|Use of subjective factors (e.g., undefined “fit” or “visibility”) introduces '''affinity bias''' and undermines fair assessment
|Apply '''structured''' tools (structured interviews, structured reference checks, standardized scoring) and accommodation guidance; ensure assessor competency and official language capacity; document the bias/barrier review before assessment
|-
|4. Alternation
|Administer '''alternation''' for '''opting''' or '''surplus''' employees within the '''core public administration''' at the '''same group/level or equivalent''', subject to meeting '''essential qualifications''' and language requirements; options chosen within '''120 days''' when no '''GRJO''' is provided
|Opaque “taps on the shoulder” and informal matching can exclude eligible employees; inconsistent application of equivalency rules creates unfair access
|'''Centralize and publicize''' alternation opportunities; apply equivalency criteria consistently; verify the employee meets the position’s '''essential qualifications''' and language profile before approving the alternation
|-
|5. Selection, notice, reasons
|Conduct selection for '''retention or lay‑off (SERLO)'''; provide '''written notice'''; '''record reasons for selection'''; then administer '''Priority Administration''' for surplus/lay‑off entitlements in the proper order of precedence
|Relying on '''outdated workforce data''' to justify that representation meets '''organizational needs''' can misalign decisions with current '''Employment Equity Act''' obligations
|Use '''current employment equity workforce availability and representation''' data to inform '''organizational needs'''; ensure compliance with Appointment Policy obligations (employment equity, official languages, duty to accommodate); respect PSC '''priority entitlements''' and order of precedence
|}
=== Intersectionality and GBA Plus Considerations in SERLO/WFA ===
{| class="wikitable"
!Designated group / policy lens
!Official obligations and risks
!Required controls (official)
|-
|Persons with Disabilities
|'''Duty to accommodate''' must be respected throughout assessment; '''operational requirements''' (e.g., travel, hours) must be justified as essential; accommodations must not be treated as performance deficits
|Apply PSC '''Guide for Assessing Persons with Disabilities''' and accommodation processes; review each operational requirement for necessity; ensure accessible assessment methods and assessor competency
|-
|Members of racialized groups
|The '''Employment Equity Act''' obliges employers to identify and correct conditions of disadvantage and maintain proportional representation; using past access to “acting” experience as an asset can reflect past inequities if not tied to duties
|Define qualifications by the '''competency/ability''' required rather than specific past opportunities; use '''current workforce availability and representation''' data when applying '''organizational needs''' in SERLO
|-
|Indigenous peoples
|EE obligations apply; '''organizational needs''' may be used to support representation consistent with current availability/representation; assessment must remain fair and consistent with PSC appointment requirements
|Align '''organizational needs''' to current EE data; apply structured, unbiased assessment methods; respect official languages and duty to accommodate during SERLO
|-
|GBA Plus (enterprise lens)
|Departments are expected to integrate '''GBA Plus''' in planning and operations, including staffing and assessment, to identify and mitigate systemic barriers
|Include a documented '''GBA Plus''' check in SERLO planning and at '''Step 9: Identification of biases and barriers'''; leverage CSPS/PSC guidance and training to strengthen capacity
|}
