Employment Equity Act

Blacks still bottom

Black people account for approximately 86% of employees covered in the latest reports analysed but account for only 16.9% at top management and 35.9% at the senior management level. The report covered the period from April 1 2010 to March 31 2011 and showed the status of employment equity in relation to workforce profile, movements and skills development and in terms of race, gender and disability. Labour Minister Mildred Oliphant, speaking at the release of the report, said the low number of blacks in top and senior management was disturbing. She said tougher action was necessary to strike a more equitable balance. This would include harsher penalties for non-compliance and for employment equity and skills development to be mandatory requirements for BBBEE. Oliphant said: "The data presented today paints a bleak picture for Africans, coloureds, in particular African women and people with disabilities, whose representation stands at 0.8%. Clearly, this indicates pure resistance by the captains of industries in embracing change to create conducive working environments that are accommodative to all people irrespective of race, gender or disability." The report said that in terms of EAP blacks account for more than 77%, coloureds 11%, Indians more than 3% and whites more than 12%. Although employers have failed to achieve equitable representation of employees from designated groups with affirmative action, the report indicated that there has been progress for both black ­people and women at the professionally qualified and skilled levels. Of the designated groups, white women and Indians have bene­fited most from affirmative action measures. Among the sectors covered by the report are the retail and motor trade/repair service; community, social and personal services; electricity, gas and water; mining and quarrying; manufacturing; and wholesale trade, commercial agents and allied services. The community, social and personal services sector appears to be performing well at nearly all levels, which is attributed to the number of state employers and employees included in it. The worst-performing sector at most levels in terms of race and gender is the manufacturing sector. The report showed that the representation of people with disabilities has not improved much. They accounted for just 0.83% percent of the total number of employees, up fractionally from 0.7% in 2006. Their representation is also more likely to be concentrated at the lower ­occupational levels.

Apply or Recommend to a Friend? Job Postings at Osgoode (deadline ...

We’re looking to add to our faculty complement. Want to join us? The ad is copied in full below.  Please note special instructions for those already employed in a faculty – at the bottom. Those unfamiliar with Canadian employment equity rules might be interested in the text italicized below.

Here’s hoping this opportunity looks enticing to some of you!

Osgoode Hall Law School of York University, Canada’s largest English-language law school, is committed to setting the standard for excellence in legal education and legal scholarship. In the coming year, Osgoode expects to make two faculty appointments that will further enrich the strong and innovative teaching and research program and the diversity of the faculty. These appointments will be effective July 1, 2012, subject to final budgetary approval.

In making these appointments, Osgoode Hall Law School wishes to sustain its commitment to a broad and innovative curriculum that responds to the changes in Canada’s social, economic, political, and intellectual environments and to enhance its long-standing involvement in interdisciplinary and theoretical teaching and scholarship. To these ends, the Law School will consider all individuals with excellence in scholarly research and in teaching and exceptional records of academic accomplishment in the following areas of priority for the two appointments (rank open): (1) Private Law/Property; (2) Dispute Resolution; (3) Aboriginal Law; (4) Environmental Law; (5) Public International Law; and (6) Special Distinction. The category of “Special Distinction” primarily refers to “candidates who are nationally recognized as one of the top scholars in their selected field.”

For updates and more particulars on the areas of priority, including the category of special distinction, please visit our website at www.osgoode.yorku.ca .

Osgoode Hall Law School is committed to equality and diversity. The Law School has an Employment Equity Plan, which aims to ensure that our faculty is reflective of the four designated societal groups identified in the federal Employment Equity Act: women, visible minorities, Aboriginal persons, and persons with disabilities. The Law School welcomes applications from members of these groups and encourages candidates to self-identify in their initial applications. All qualified candidates are encouraged to apply; however, in accordance with HRSDC regulations, Canadian citizens and permanent residents will be given priority.