DI10.2 DISABILITY ACCESS AND INCLUSION ADVISORY COMMITTEE RECRUITMENT OF EQUITY SEEKING GROUPS

Transcription

1 DI10.2 DISABILITY ACCESS AND INCLUSION ADVISORY COMMITTEE RECRUITMENT OF EQUITY SEEKING GROUPS 1

2 RECRUITMENT & HIRING What we re currently doing All job postings contain the following language: Committed to employment equity, the City of Toronto encourages applications from Aboriginal people, persons with disabilities, members of visible minority groups and women. In accordance with Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act, 2005, and the City of Toronto's Accommodation Policy, accommodation will be provided in all parts of the hiring process. Applicants are required to make their needs known in advance. 2

3 RECRUITMENT & HIRING (continued, 2 of 2) Diversity outreach to be included in job competition recruitment planning Through our partnership with the City s advertising services firm, diversity media is present in our sourcing outreach via NationTalk and Equitek Interview panels are diverse For example skype or phone interviews to accommodate people with mobility restrictions or otherwise; other accommodations such as screen readers and use of available tools and technologies, as appropriate 3

4 CURRENT OUTREACH INITIATIVES Collaborate with community agencies to connect People with Disabilities who are unemployed or underemployed to potential City job opportunities Attend career/job fairs to promote City opportunities and City of Toronto as employer of choice for People with Disabilities Attended the People in Motion Disability Exhibition Career Fair on May 27 th and 28 th Promoted City of Toronto jobs to People with Disabilities Met with over 150 people Reached out to 47 people post event, inviting them to apply to City jobs within HR, IT, project management, finance, public health, and administration type roles These candidates will be tracked using candidate database and applicant tracking system to follow progress through potential competitions (i.e. did they apply to any roles, if so, did they get an interview? how far in the process did they get?, etc.) 4

5 CURRENT OUTREACH INITIATIVES City supports Local 79 s annual Equity Summit for City staff and community partners summit was for Women in the Workplace: Breaking New Ground 2015 summit was for recruiters and hiring managers at the City and focused on hiring persons with disabilities at the City summit focused on the City s Aboriginal Initiatives as part of the Year of Truth & Reconciliation. Currently researching becoming an Employment Partner with the Canadian Centre for Diversity & Inclusion Provide learning for leaders, management teams, HR and D&I Centralized source for D&I research, data and best practice information Participated in the Seneca College: Diversity & Inclusion Event in April - a networking event for Employers to discuss Diversity & Inclusion in the workforce 5

6 CURRENT OUTREACH INITIATIVES (continued) City of Toronto is currently using a number of online diversity outreach channels: Equitek a diversity outreach platform and broadcast service that features the City as an employer on their site. Job postings are also scraped from the City of Toronto Job Board and shared with a network of diversity organizations LinkedIn posting City opportunities in nine LinkedIn Diversity groups, including: Diversity & Disability@Work and Professionals with Disabilities Facebook and Twitter using our online presence to showcase diversity events that we have or will be attending. For example, posting that we will be in attendance at the People in Motion Event in May and then posting pictures after the event 6

7 CareerEdge Internships: CURRENT HIRING INITIATIVES External, vendor supported, paid internship CareerEdge sources from talent pools of recent grads, graduates with disabilities and Canadian Armed Forces Reservists The City has a partnership with CareerEdge to provide temporary paid internship opportunities for the Summer Policy Intern Program We ve had some success in this area - two interns with the City were graduates with a disability and we are looking into how to expand on this number 7

8 MEASURING RESULTS Count Yourself In Workforce Survey Gives current employees opportunity to confidentially self-identify Results of the survey will allow us to determine the outcome of our diversity outreach Survey will set a baseline for us to determine where we need to focus our efforts going forward Piloted use of voluntary self-identification forms in City s Applicant Tracking System for our recruitment process Collection of diversity data will ensure that we can effectively measure recruitment efforts and hiring outcomes 8

9 GOING FORWARD We are reviewing our current Diversity Recruitment Initiatives with the aim to: Reinforce diversity recruitment best practices Strengthen our approach to sourcing diverse talent Become the Employer of Choice for People with Disabilities and all diverse groups 9

10 GOING FORWARD (continued, 2 of 4) Creating a streamlined process for sourcing talent at diversity events to ensure candidates are applying to City jobs (i.e. engaging candidates at events, promoting roles, tracking candidates through recruitment process) Undertake regular employee surveys on workforce diversity to enable the City to implement improved workforce and talent development strategies 10

11 GOING FORWARD (continued 3 of 4) Expand number of Employee Resource Groups and Engage members as Diversity Ambassadors Continue building diversity brand online and in the community Develop a diversity/inclusive hiring strategy framework Currently in progress Determine key criteria for external partnerships Identify and build strategic partnerships with local diversity associations, academic institutions, access centres for persons with disabilities and veterans 11

12 GOING FORWARD (continued, 4 of 4) Identify, pipeline, and hire strong talent across the organization Education is KEY Currently developing a City course on Equity and Diversity: Recruitment Best Practices, which should roll out to: Staffing Community Hiring Managers Organization at large 12