Following a successful audit by HRSDC, the company must continue to meet its ongoing legal compliance requirements under the Employment Equity Act and Regulations. The Act specifies these results areas: communications, Employment Equity data, monitoring and evaluating progress and record keeping. Otherwise, they lose the right to compete on large federal contracts.

The Employment Matters approach to ongoing compliance is not only to help companies build internal capabilities for ongoing compliance, but to also make Employment Equity a meaningful business advantage. Our mission is to ensure the success of your Employment Equity program and we work with you to make it so.

We will work with you to develop the organizational infrastructure; build internal capacity, engaging organizational leaders and connect them to the tools and information they need to be successful. Through our “Employment Equity Incubator Services”, we provide consulting support to ensure both ongoing legal compliance and program effectiveness. As your strategic business partner, the role of Employment Matters is needs based, ranging from advisory to hands on implementation.

How We Help

Program Design and Evaluation

Our "Diversity Effectiveness Model" is the foundation of the Employment Matters approach to employment equity program design and evaluation. Our model identifies factors proven to be critical to the success of any Employment Equity program. Its key elements are:

• Strategic positioning of Employment Equity within the organization.
• An explicit Change Management Strategy.
• Quality of communications, education, training and information sharing.
• A non-complex compliance process for managers.
• Clear accountability and ownership of Employment Equity/ Diversity.
• An enabling HR and Management Infrastructure

Plan Implementation

To assist program implementation, typically we:

• Establish infrastructure by identifying skills, costs, resources for plan implementation implementation.
• Integrate employment equity into diversity and HR strategic business priorities.
• Develop a communications strategy.
• Train / guide any internal resources in the requirements of compliance management.
• Facilitate the Employment Equity Committee.
• Analyze workforce data.
• Develop HR policy.
• Monitor and implement the plan.

Read more details about ongoing Employment Equity compliance requirements.

Getting started is easy. Request a free consultation today.