McMaster University recognizes that inclusion occurs when access to services, benefits, and opportunities is equitable, when systems and structures facilitate full participation by all community members, and when all individuals are treated equitably and fairly and are recognized for their contributions.
Forward with Integrity: The next phase highlights the need for a sustained focus on equity and diversity to address systemic inequalities and to promote and support equitable hiring, recruitment, and retention processes that reflect the diversity of our broader community.
In keeping with this commitment, McMaster University plans to:
- Identify employment equity priorities and to help redress imbalances promptly and meaningfully
- Plan and implement evidence-based employment equity strategies
- Define levels of accountability for ensuring equitable hiring practices
- Foster and support employee leadership capabilities through leadership development training and recognition to promote equity and inclusion
- Continue to enhance the connections and relationships between McMaster University and the communities we serve
For McMaster University to recruit, retain, and develop the best workforce, we must also create a workplace that is welcoming, diverse, and inclusive. Sound employment equity policies and practices are the foundation needed to build such a workplace.
In our efforts to fulfill McMaster University’s commitment to diversity, equity, and inclusivity, we have released the results of our 2016 Employment Equity Census. You can view or download the accessible, print-friendly Employment Equity Report here. Please direct any questions about the report to May-Marie Duwai-Sowa, Employment Equity Specialist at email@example.com or telephone 905-525-9140 ext. 23495.
Employment Equity Plan
An employment equity plan identifies the policies, practices, procedures, and initiatives intended to ensure full representation of all designated groups including women, indigenous peoples, racialized persons, persons with disabilities, and LGBTQ+ and trans Individuals within the respective area. The plan should outline the short-term and long-term goals and measures to correct any under-representation of designated groups. The plan should also propose a practicable timeframe for the implementation of each of the measures identified and any stated goals.
All academic and administration areas are required to complete an employment equity plan outlining their annual employment equity goals and implementation strategies, these include Administration, Research, Advancement, Student Affairs, Faculty of Science, Faculty of Health Sciences, Faculty of Engineering, Faculty of Humanities, Faculty of Social Sciences and the Faculty of Business. A template is available here.