The Employment Equity Act has nine legislative requirements. It requires that an organization:
Survey it’s workforce and encourage its employees to self identify with the designated groups;
Identify gaps to the availability statistics of all four designated groups;
Identify employment barriers for any of the four designated groups;
Prepare and implements an employment equity plan (including short term goals);
Monitor and periodically review its employment equity plan;
Educate its employees on employment equity;
inform its employees of all changes to the employment equity plan;
Consult with its employees and union representatives, by inviting them to voice their views and concerns; and
Develop and maintain its employment equity records.
Annual Employment Equity Report
Once you have established an Employment Equity Plan you must provide an annual report that reports on the progress that has been made to close any gaps and identify any new measures that are being undertaken to achieve your goals.
Employment Equity Audit
Employer who have at least 500 employees and are reporting results in bridging gaps that fall below the norm for their sector could be audited by the Canadian Human Rights Agency.
Role Of a Union
Unions work with organizations to develop and implement an employment equity plan. They should also make sure that the collective agreement does not negatively impact members of the four designated groups.
Must implement an Employment Equity Plan within eighteen months of becoming a federally regulated employer.