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Section 1002: Workplace Diversity Staffing
Date issued: 28/02/1994
Revision date: 27/06/2024
Purpose
This policy encourages and supports action to increase diversity and the representation of Indigenous Peoples, visible minority groups, persons with disabilities, and women in underrepresented occupations in the Saskatchewan Public Service. This policy also actively promotes equitable opportunities and removes barriers to staffing by putting more emphasis on prioritizing designated groups during the staffing process.
Policy Statement
Showing Respect and Integrity, Serving Citizens, Acting as One Team and Practicing Excellence and Innovation are core values of the Saskatchewan Public Service. The Saskatchewan Public Service recognizes the importance of serving the diverse citizens of our province and fostering an inclusive environment for employees. The policy aligns with the Saskatchewan Public Service's commitment to building and sustaining a diverse and inclusive workforce, recognizing the immense value and benefits that employees from diverse backgrounds bring to the organization.
Embracing diversity fosters a rich tapestry of perspectives, experiences, and ideas, igniting innovation and creativity within the organization. It cultivates an environment where every individual feels respected, empowered and valued, leading to enhanced problem-solving, increased adaptability and a deeper connection with the diverse communities we serve. The commitment to equity, diversity and inclusion not only strengthens our workforce but also ensures that we deliver services that resonate with and meet the needs of all people across Saskatchewan.
Objectives
The objectives of this policy are to:
- Promote equitable employment opportunities and ensure fair treatment of all candidates, including those from designated groups, throughout the staffing process;
- Remove any intentional or unintentional barriers caused by discrimination or bias within the staffing process; and,
- Support opportunities for positions to be advertised for designated groups.
Principles
This policy is based on the principles of:
- Fairness and equity in staffing practices.
- Inclusion of designated group members in the workplace.
- Diversity enriches and adds value to the workplace.
Application
This policy applies to all employees and all workplaces of Executive Government.
Policy Terms
The intent and application of the policy are to ensure fair representation within the public service that reflects the composition of the people of Saskatchewan. Creating a public service that is reflective of our diverse citizens will be done without disadvantaging any specific group, and all candidates will be considered.
All positions in the public service, regardless of level, may be considered for staffing designated groups.
Positions Posted Solely for Designated Group Members
Positions may be advertised solely for members of the designated equity groups. Only designated group members will be considered for these positions. All diversity candidates may self-declare that they are a designated group member when applying.
Refer to relevant collective agreements for order of selection (SGEU, Article 6.2.10.1).
Positions Posted with Preference for Designated Groups
Positions may be posted simultaneously, prioritizing the consideration of candidates from designated equity groups while also accepting candidates who do not belong to designated equity groups. Should qualified individuals meeting the criteria from these groups not be initially identified, other candidates will then be considered. This approach ensures an inclusive recruitment process that proactively prioritizes designated equity group members while remaining open to considering all qualified candidates.
Refer to relevant collective agreements for order of selection (SGEU, Article 6.2.10.1).
Responsibilities
The Public Service Commission is responsible for:
- Monitoring the implementation of diversity staffing initiatives across the public service.
- Providing guidance to ministries and agencies in aligning their staffing practices with diversity objectives.
- Regularly assess and report on the progress and impact of diversity staffing efforts.
Permanent Heads are responsible for:
- Championing diversity staffing within their respective ministries or agencies.
- Incorporating diversity considerations into strategic workforce planning and recruitment processes.
- Monitoring and evaluating the diversity outcomes within their organizational units.
Managers/Supervisors are responsible for:
- Actively engaging in diversity staffing practices during recruitment, hiring and promotion processes.
- Collaborating with the Public Service Commission to identify and remove any barriers to diversity in staffing.
- Fostering an inclusive work environment that values and supports the representation of designated equity groups.
Employees are responsible for:
- Actively participating in diversity-related training and development opportunities.
- Contributing to creating an inclusive work environment by respecting and valuing the diverse perspectives and backgrounds of colleagues.
Definitions
Workplace Diversity Staffing is defined as designating positions for qualified applicants from the four equity groups. All levels of positions may be considered and utilized for diversity staffing.
Designated Equity Group means people that identify as belonging to one of the following groups, as per the Saskatchewan Human Rights Commission:
- Indigenous peoples, including First Nations, Métis and Inuit;
- Persons experiencing disabilities;
- Visible minority persons; and,
- Women in underrepresented occupations.
These groups are defined as follows:
Indigenous Peoples is a collective term encompassing First Nations, Inuit, and Métis Peoples in Canada. This comprises individuals who identify as First Nations (North American Indian), Métis or Inuk (Inuit), including those recognized under the Indian Act of Canada or holding membership in a First Nation or Indian band. Per the Constitution Act, 1982, Section 35 (2), Indigenous Peoples of Canada comprise the 'Indian, Inuit and Métis Peoples of Canada.'
Persons with disabilities refers to individuals facing limitations or impairments (including physical, cognitive, sensory, learning or emotional) that, in interaction with a barrier, hinder their full participation in various facets of society. Disabilities encompass a broad spectrum of conditions, whether present from birth, acquired due to an accident or developed over time. These limitations may require accommodations, assistive devices or support services to enable individuals to engage fully in activities and work. Persons with disabilities may seek or benefit from various forms of support, ranging from assistive technology to adjustments in work environments, schedules or responsibilities.
Visible Minority Persons are non-white individuals, excluding Indigenous people, regardless of birthplace. This includes individuals of Black, Chinese, Filipino, Japanese, Korean, South Asian, Southeast Asian, non-white West Asian, North African or Arab descent, non-white Latin American origin, mixed-origin individuals with one parent from a visible minority group and others within non-white visible minority groups.
Women in Underrepresented Occupations are occupations within an employer's labour force if women occupy less than 45 per cent of positions in those occupations.
Authority
- The Public Service Act, 1998
- The Public Service Regulations, 1999
- Collective Bargaining Agreements (updates may be made as part of bargaining) - SGEU and CUPE
Policy Inquiries
If you have any questions or require more information, please contact the Public Service Commission, Human Resource Service Centre.