2003 Employment Equity Annual Report
During the year 2003, continued effort was made towards gaining a labour force that reflects the available pool for which searches were being made. Like last year, 6 of the new hires were Aboriginal. The % of the university labour force has increased from 0.5% in 2001 to 1% in 2002 and 1.4% in 2003. Although the university as a whole is presently in good standing in terms of reflecting the overall availability pool for Aboriginal people, the university is under-represented in Middle and Other Managers and Skilled Crafts and Trades.
Special projects included partnerships with Aboriginal Human Resource Development Agreement holders that provide financial assistance for Summer Career Placements, On-the-Job Training, Off-site Training, Apprenticeship Programs and more. Three proposals were approved, providing the university with additional funding for human resources and on-the-job/off-site training. Funds received includes: $21,919 for the Security office – wage subsidy, off-site training costs and uniform costs for a one year duration; $9,600 for Food Services – wage subsidy for 7 months duration; and $4,075 for employing an Aboriginal Laurier student through a Summer Career Placement program in the Library.
An Aboriginal conference, organized by the Shared Universities Native Development and Navigation Committee (SUNDANCe) and entitled “In the Spirit of Understanding” took place on February 28th, 2003. This one day conference opened with the keynote speaker, the Honorable James Bartleman and was followed by educational workshops about Aboriginal people, a traditional feast and social (drumming and dancing). The purpose was to create a more positive climate at Laurier for Aboriginal staff, students, faculty and the community and at the same time, raise funds for an Aboriginal student bursary fund. This event raised approximately $3,000 for the establishment of the SUNDANCe Aboriginal Bursary Fund to be housed at Laurier. A partnership with the Faculty of Music has been formed and it is expected that a musical event will be held in March 2004 at Laurier with the same theme.
Persons with Disabilities:
The percentage of employees who identified as having a disability in 2000 was 2.8% and it continued to decrease annually: 2.4% in 2001, 2.2% in 2002 and 2003. In 2002, 21% of employees with disabilities left the university while only 5% of the employees with a disability were new hires. This year, we were fortunate to hire three times more persons with disabilities than were terminated. Although we are making small improvements, the university is severely under-represented and would need to hire 36 persons with a disability in order to equally represent the labour force. The most severe under-representation is in the professional teaching employment category.
It is hoped that conducting a census in the fall of this year will present us with more accurate data on the present status of our employees as it relates to disabilities. As well, ongoing concentration in outreach efforts is needed.
Development of a strategy document for a re-census of the university is underway. It has included an equity campaign with emphasis on disability awareness. Mental health awareness sessions were held for the equity committees as well as the management group. Partnerships with local agencies that assist persons with disabilities have assisted us with recruitment efforts. The Laurier Accessibility Committee has been instrumental in creating change around all facets of accessibility and persons with disabilities.
Persons Belonging to a Visible Minority:
Overall, the university is slowly increasing its hires of persons belonging to a visible minority. Professional teaching positions are well over the accessibility pool and 29.1% of all new hires in faculty in 2002 and 2003 identified as being a visible minority. However, areas of under representation are significant in middle management (gap of -4) and other sales/service (gap of -2). Semi-professionals and skilled crafts and trades occupations are also underrepresented. 67.0% of persons belonging to a visible minority are faculty members.
Most persons who identified as belonging to a visible minority group are members of WLUFA (55.2%) and WLUSA (31.3%) and most identified as being East Asian (29.5%) and South Asian (22.1%).
The Equity Office, in partnership with the Harassment and Discrimination Office, purchased and distributed multicultural desk and wall calendars to Managers, Deans and employees responsible for scheduling exams. These calendars indicate religious and multi-faith dates.
Of the employees of the university, 39.6% are male; half of the men (51.2%) are employed as faculty, and relatively few are in clerical positions (6.0%). By contrast, 22.9% of women working at Laurier fill faculty positions, while 38.8% are employed in positions that are clerical in nature.
Since last year, a 1.5% increase is seen amongst female faculty and an increase of 3.1% is seen since 2001; whereas, male faculty has only increased by 0.7% since 2001. However, according to the VP: Academic report 2002/2003, which is based on the 1994-1998 Statistics Canada data, under-representation of faculty by gender exists in Psychology, Chemistry and Business. Areas of under-representation for staff remain at the senior management level and other manual workers. There are still no women in skilled crafts and trades.
The majority (55.9%) of female middle-managers continue to be at the lowest salary quartile from last year (64.3%); however, this number is decreasing.
The number of female full professors for 2003 (29.6%) has steadily increased (20% in 2002, 16% in 2001, 14% in 2000 and 11.5% in 1999). It should be noted that there were only 6.2% of female professors ten years ago. Although we finally see some female professors in the top two salary quartiles, the majority (48.3%) of female professors remain at the second lowest salary quartile, while the majority (50.7%) of males remain at the second highest.
The majority (60.5%) of female associate professors continue for the third year in a row at the lowest salary quartile, whereas the majority (62.1%) of males is at the second lowest quartile. The question of gender differences in pay was investigated by the university and the Faculty Association pursuant to the July 1, 2002 Collective Agreement. Salary adjustments were made based on the report provided by this working committee.
Skilled crafts and trades continue to be under represented as it relates to women, Aboriginal people and persons belonging to a visible minority. Out of the two hires made in 2003, none of them identified as belonging to a designated group.
Middle and other managers continue to be underrepresented in all areas except for women. All three hires made in 2003 were women.
14.2% of the faculty hires identified as persons belonging to a visible minority, however, 30% of terminations belonged to a visible minority.
It is concerning that there has only been 1 person who identified as a person with disability, hired in administrative and clerical positions over the past 3 years. In 2003, we hired 33 people in these occupations, and 5.3% of the terminations identified as persons with disabilities.
Hiring of designated group members is best seen in sales and service occupations. These include food service associates, security officers/special constables and custodians: 68.3% were women, 9.8% were Aboriginal, 2.4% were persons with disabilities and 7.3% were persons belonging to a visible minority.
75% of all promotions identified as being female. 60% of the promotions to middle management and 100% to professional non-teaching were female. Although this is promising data, staff promotions over the past two years have not included any other designated group.
1. All calculations based on Census complete data, Updated December, 2003
2. Employment Equity Data Report, Human Resources Development Canada, 1996
3. Census of Canada and Health and Activity Limitation Survey, 1991
** Data removed to ensure confidentiality
CCT Census Complete Total - the number of surveys returned to the equity office
AP Accessibility Pool – the number of people in a specific group and occupational pool