Common use of Gender Equity Clause in Contracts

Gender Equity. 22.3.1 In keeping with the principle expressed in 22.2.3, and to address "under-representation" by gender in academic units and sub-units, the Parties agree to the following measures: (a) Where an academic unit or sub-unit is under-represented by gender under 22.2.3 (b), and the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a female candidate, the ▇▇▇▇ or University Librarian shall review the process and the recommendation of the Department Appointment and Promotion Committee and may, in light of the Employment Equity Plan, decide to continue with the existing short-list, to extend the competition deadline, to undertake additional advertising, or to take other measures needed to widen the applicant pool; (b) pursuant to 13.10.1 (d), every Department (or equivalent) Appointment and Promotion Committee shall include at leastone female tenured FacultyMember. In those instances where an academic unit or sub-unit must appoint such a member from outside the department (or equivalent), it shall consult with the Association before making the appointment. Members appointed to serve in this capacity shall be invited to participate in the Employment Equity workshop under 22.6.1. (c) pursuant to 13.10.1 (e) (iii) the chair or designate of the Department (or equivalent) Appointment and Promotion Committee shall participate in the Employment Equity Workshop under 22.6.1. 22.3.2 To assist with appointment procedures, the Vice-President: Academic by September 30th of each academic year shall providethe Deans, the University Librarian, and the Chairs or equivalents with the following information for each academic unit or sub-unit: (a) the number of searches for Member positions in the previous Contract Year; for each search, where known, the numbers of female and male applicants, the numbers of female and male applicants with doctorates or appropriate professional qualifications, and, where known, the gender of the appointee; (b) the composition by gender of the Members in each academic unit and sub- unit by rank and status of appointment; (c) the percentages of women and men, by discipline, in doctoral programs in Canada and in graduate degree programs in librarianship in Canada, as reported by Statistics Canada; (d) the percentage of doctoral degrees, by discipline, and graduate degrees in library science awarded in Canada to men and women, as reported by Statistics Canada; (e) in so far as such information is known and available, information under (a), (b), (c), and (d) above relating to aboriginal peoples, persons with disabilities, and persons in a visible minority; (f) a statement whether the unit or sub-unit is subject to the definition(s) of under- representation provided for in this Article.

Gender Equity. 22.3.1 In keeping with the principle expressed in 22.2.3, and to address "“under-representation" ” by gender in academic units and sub-units, the Parties agree to the following measures: (a) Where where an academic unit or sub-unit is under-represented by gender under 22.2.3 (b), ) and 22.3.3 and the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a female candidate, the ▇▇▇▇ or University Librarian shall review the process and the recommendation of the Department Appointment and Promotion Committee and may, in light of the Employment Equity Plan, decide to continue with the existing short-list, to extend the competition deadline, to undertake additional advertising, or to take other measures needed to widen the applicant pool; (b) pursuant to 13.10.1 13.12.1 (de), every Department (or equivalent) Appointment and Promotion Committee shall include at leastone least one female tenured FacultyMemberFaculty Member. In those instances where an academic unit or sub-unit must appoint such a member from outside the department (or equivalent), it shall consult with the Association before making the appointment. Members appointed to serve in this capacity shall be invited to participate in the Employment Equity workshop under 22.6.1.; (c) pursuant to 13.10.1 13.12.1 (ef) (iii) the chair or designate of the Department (or equivalent) Appointment and Promotion Committee shall participate in the Employment Equity Workshop under 22.6.1. 22.3.2 To assist with appointment procedures, the Vice-President: Academic by September 30th of each academic year shall providethe provide the Deans, the University Librarian, and the Chairs or equivalents with the following information for each academic unit or sub-unitunit in accordance with the reports under 22.3.3: (a) the number of searches for Member positions in the previous Contract Year; for each search, where known, the numbers of female and male applicants, the numbers of female and male applicants with doctorates or appropriate professional qualifications, and, where known, the gender of the appointee; (b) the composition by gender of the Members in each academic unit and sub- sub-unit by rank and status of appointment; (c) the percentages of women and men, by discipline, in doctoral programs in Canada and in graduate degree programs in librarianship in Canada, as reported by Statistics Canada; (d) the percentage of doctoral degrees, by discipline, and graduate degrees in library science awarded in Canada to men and women, as reported by Statistics Canada; (e) in so far as such information is known and available, information under (a), (b), (c), and (d) above relating to aboriginal peoples, persons with disabilities, and persons in a visible minority; (f) a statement whether the unit or sub-unit is subject to the definition(s) of under- under-representation provided for in this Article. 22.3.3 For the purpose of defining “under-representation” by gender and for the reports on the composition of academic units and sub-units under 22.3.2, the following provisions shall apply: (a) the Bilateral University-Association Employment Equity Committee, under 22.5, shall review the Statistics Canada data and determine how it is to be applied to academic units and sub-units, as defined under (b) below; (b) where possible, the assessment of “under-representation” shall be based on the composition of academic sub-units, and for this purpose Areas in the Department of Business shall be treated as academic sub-units; for the Faculties of Education, Music and Social Work, the assessment of “under-representation” shall be the academic unit; (c) where Statistics Canada data for an academic unit or sub-unit under (b) above is available and applicable, under-representation by gender shall be deemed to exist when the number of female faculty members of an academic unit or sub-unit is two(2) standard deviations below the five- year running mean of the number of female doctoral candidates in the discipline (as reported by Statistics Canada); (d) where Statistics Canada data for an academic unit or sub-unit under (b) above is not available or not applicable, “under-representation” by gender exists when fewer than 40% of the tenured or tenure-track appointments are held by women; (e) where Statistics Canada data is available and applicable, under-representation by gender shall be deemed to exist when Librarian Members of one gender constitute a smaller proportion of the membership than exists in the pool of students (as reported by Statistics Canada) in graduate degree programs of librarianship in Canada; (f) the Bilateral University-Association Employment Equity Committee shall conduct an annual review of Statistics Canada data under this Article, and shall issue a report providing the requisite information under 22.3.2 to the Vice-President: Academic and the Association by September 1 of each contract year.