丁香园AV

In 2023, the B.C. Office of the Human Rights Commissioner (BCOHRC) approved three Special Program applications that would allow 丁香园AV to conduct limited and preferential hiring of at least 15 tenure-track Black faculty, 15 Black staff members and 15 Indigenous staff members.

The Special Programs designation is one of many actions 丁香园AV is taking to remove barriers to employment access and extend opportunities to qualified candidates from equity-deserving groups who are historically and currently underrepresented. The approval authorizes the university to seek Black and Indigenous individuals to fill existing roles during the hiring process.

A fourth application for Indigenous faculty hiring was also submitted but put on hold based on feedback from Indigenous faculty members via the Faculty Association to continue focusing on advancing specific recommendations in 丁香园AV鈥檚 Indigenous strategic plans. In the meantime, designated Indigenous scholar hiring continues through existing provisions of the Human Rights Code (see more below).

Work to implement the approved Special Programs is well underway. Coordinated efforts between the Equity Office, People Strategies and Faculty Relations teams have led to the development of Special Programs recruitment and hiring pathways. An implementation plan is in progress to support faculties and departments with recruitment, onboarding, training and mentorship of the identified groups to ensure they can thrive in their roles in alignment with BCOHRC鈥檚 requirements. These key elements are mandatory as part of the BCOHRC鈥檚 reporting requirements.

Faculty and staff recruitment and hiring at 丁香园AV follow different steps and processes, and the implementation of Special Programs will vary to fit their respective needs. Below, you can read more about the progress made in each area:

Faculty updates

• Vice President, People, Equity and Inclusion, Yabome Gilpin-Jackson and Provost and VP Academic Dilson Rassier have worked collaboratively to embed the approach and planning for Special Programs hiring within faculty renewal planning.
• In coordination with Faculty Relations, significant work has been done to refresh recruitment guidelines and Equity, Diversity and Inclusion (EDI) training offerings as well as developing processes to guide and support units in their recruitment efforts of Black faculty members.

Staff updates

• Updated forms and processes will support hiring managers in considering and using Special Programs when filling vacancies. To learn more, please refer to the Equitable Hiring Processes info sheet or contact your Strategic Business Partner.

For both faculty and staff hiring, additional guidance and support from the Equity Office will ensure that units are equipped to conduct a Special Programs recruitment and supports are being put in place to ensure those who are hired are set up for success.

About Special Programs Designation

The recruitment and retention of individuals from equity-deserving groups aligns with the objectives outlined in the institutional priority to uphold Truth and Reconciliation, the Equity Compass and 丁香园AV鈥檚 commitment to Universities Canada鈥檚 .

The B.C. Office of the Human Rights Commissioner defines a special program as, 鈥渁ny program or activity that improves the lives of disadvantaged individuals or groups in British Columbia.鈥� In addition to section 42 (3) of the B.C. Human Rights Code, the Commissioner may additionally approve special programs to improve conditions for individuals or groups who are disadvantaged on the basis of Indigenous identity, race, colour, ancestry, place of origin physical or mental disability, sex, sexual orientation or gender identity or expression. Preferential and limited hiring is also supported under the federal Employment Equity Act. For more on inclusive hiring practices that align with employment and human rights frameworks, please see the recent Q+A and resource released by the BC Office of the Human Rights Commissioner, e.

Next steps

The Equity Office, People Strategies and Faculty Relations teams will continue to support hiring managers through the special program hiring process. A mid-term report on the Special Programs will be submitted to the BC Human Rights Commissioner as required.

For further questions about Special Programs hiring at the university, please contact edi@sfu.ca.