Employment Equity

Our Commitment to Employment Equity

We recognize the value of attracting, recruiting and retaining exemplary staff members. We are committed to creating and sustaining an inclusive, caring and safe work environment through recruitment and promotion practices that are equitable, transparent, accessible and support the Board's mission, vision and values.

KPR’s Employment Equity Commitment

The COHREA has a crucial role in guiding KPRDSB in its employment equity commitment of creating the  conditions that aid in removing disparities experienced by the all groups that are marginalized and underrepresented its workforce and particularly the four designated groups which include women, Indigenous people, persons with disabilities and members of racialized groups. COHREA's 

goal is to implement and assess policies and programs designed to facilitate employment and education for members of these groups. Resources ensure that the Employment Equity Act is applied appropriately to these groups.

Diversity in Hiring

Alongside the numbers, we want to increase our capacity to hire fairly. To hire fairly means that every candidate will be assessed based on their merits, rather than through biases or assumptions about their abilities. This means more equitable opportunities for all applicants. When there is a gap in representation, we know that there may be factors—intentional or unintentional—that are keeping us from welcoming a full diversity of qualified applicants.

We believe all employees will be able to work and grow best in a welcoming, inclusive workplace.

What is Employment Equity?

Employment equity means fair, bias-free hiring practices that lead to fair representation of underrepresented groups. Employment equity policies and procedures at the Board seek to achieve equality and fairness in its workplaces so that people who belong to historically disadvantaged groups are not denied employment opportunities or benefits due to systemic barriers. Employment equity is more than just treating everyone in the same way. Instead, it entails special measures and the accommodation of differences. These measures include:

• identifying and eliminating barriers in the Board's employment policies and procedures;
• establishing positive policies and procedures to ensure the effects of systemic barriers are eliminated; and,
• ensuring appropriate representation of "designated group" members through the Board's workforce.