To fulfill McMaster’s commitment to equity, diversity and inclusion, the University invites applications from all qualified candidates who share our commitment to inclusive excellence, and we particularly welcome applications from self-identified Indigenous (First Nations, Métis and Inuit) peoples, members of racialized communities (“visible minorities”), persons with disabilities, women and LGBTQ+ persons of marginalized sexual orientation and gender identities.
All applicants are also invited to complete a confidential Diversity Survey through the online application submission process. In addition, applicants seeking TMG and MUFA roles are asked to describe within their letter of application, their commitment to and demonstrated experience advancing equity, diversity and inclusion in post-secondary education, community-based or other professional settings.
The Survey is voluntary. All information collected is confidential and will only be used to support efforts to broaden the diversity of applicant pools and to enhance talent acquisition processes. Information will be used in a manner that is consistent with inclusive, fair, equitable and transparent hiring practices which aim to advance academic and service excellence.
Frequently Asked Questions
Employment equity is defined as an ongoing process that identifies and eliminates barriers to an organization’s employment procedures and policies. It includes establishing proactive employment practices to address systemic barriers and ensure appropriate representation of designated group members throughout a workforce.
The diversity of our workforce is at the core of our innovation and creativity and strengthens our research, teaching and service excellence. We believe it is important for McMaster’s workforce to reflect the diversity of our students and community.
Employment equity aims to remedy past and persistent bias and discrimination experienced by designated group members, by proactively identifying and eliminating barriers to employment and striving to achieve diverse representation throughout our workforce.
As a consequence of past and persistent bias and discrimination in employment, the federal government has designated four groups for whom federally contracted universities must demonstrate proactive efforts to remove barriers to employment and improve representation in the workforce. The four groups are: Indigenous (First Nations, Métis and Inuit) peoples, members of racialized communities (“visible minorities”), persons with disabilities, and women. McMaster has expanded its commitment to equity, diversity and inclusion to also supporting the removal of barriers to employment and improvement in representation of LGBTQ+ persons of marginalized sexual orientation and gender identities.
The Diversity Survey is a confidential questionnaire developed as part of the University’s employment equity efforts to enhance our workforce diversity, which is essential to our academic and service excellence. The Survey invites you to answer six self-identification questions and, as it is a voluntary survey, each question allows you to select “I do not wish to answer this question” as a response.
Applicant self-identification information will help McMaster University to understand how successful we have been in our outreach and recruitment efforts to diversify our applicant pools and to identify and eliminate bias and barriers in employment practices for federally designated group members. In this way, self- identification applicant information helps us to promote inclusive, fair, equitable and transparent merit-based talent acquisition processes. Your self-identification information is strictly confidential to the search process for the position to which you apply and self-identify.