Strategic Business Partnership
Start Up Activities
We clarify roles and allocate responsibilities: secure your Workplace Equity Information Management System (WEIMS) account: establish the project management structure and finalize the work plan: agree on how we develop internal capacity to ensure your ongoing compliance: and, explore how we can integrate employment equity into your company’s D&I strategy and program.
Communication & Engagement Strategy
Collection of Workforce Information
Our Consultants provide the employment equity self-identification questionnaire and design the survey - online and/or paper, ensuring its availability in both official languages, and in alternate formats to employees who require accommodation. We collaboratively develop a survey administration strategy that is supported by the communication and engagement strategy. We administer the survey, and monitor online survey responses in real time to enable follow up of non-respondents. We ensure that our clients achieve and maintain, the required - at minimum an 80 percent return and response rate.
To ensure the integrity of your workforce information and its ongoing maintenance, EMC works with your designated Data Custodian to establish systems to keep your workforce data up-to-date. EMC codes the positions in your workforce using the most recent National Occupational Classification (NOC) codes and the 14 Employment Equity Occupational Groups (EEOG) as defined by ESDC and Statistics Canada. We merge your HRIS with the survey response database and import to the Workplace Equity Information Management System (WEIMS) to establish a reliable employment equity database.
WEIMS generates workforce analysis Summary and Detailed reports that identify any patterns of underrepresentation (and concentration) of the designated groups in each occupational group (EEOG), compared to their external availability. We advise the composition of their workforce and the distribution of designated group talent among the EEOGs, is the result of employment decisions and the operation of employment policies and practices over time.
EMC Consultants complete a Workforce Analysis (WFA) Narrative to provide a detailed analysis of prevalence and severity of underrepresentation of the designated groups. Our analysis shows the gaps in representation and so, the scope of employment equity challenges to achieve full representation. The WFA informs the goal setting process for both federally regulated employers and FCP employers. The WFA informs the mandated employment systems review (ESR) that federally regulated employers must conduct and report to CHRC. The ESR findings and recommendations inform the qualitative measures of the 3-year employment equity plan.
Short-Term & Long-Term Numerical Goals
Short-term goals: cover a period of three years whereas long-term goals are usually for a period of seven years. Using the ESDC mandated process, our Consultants establish 3-year short-term numerical goals that are sufficient to ensure reasonable progress towards closing each underrepresentation gap. Factors that are considered in establishing short-term goals include - the degree of underrepresentation, the anticipated growth or reduction of the workforce, and the anticipated turnover during the 3-year period covered by the goals.
We consider the following in establishing long-term goals - the effects of the short-term goals and the expected impact of employment equity initiatives.
Consultation & Collaboration Mechanisms| LEEP Governance Structure
Employment Systems Review (ESR)
We conduct the employment systems review (ESR) for LEEP clients as a Statutory Requirement and for FCP employers who wish to strengthen their EDI strategies.
The Employment Equity Plan
Our Consultants will establish monitoring mechanisms and provide the consulting support required to successfully manage and implement the plan.
The employment equity plan is a statutory requirement for LEEP employers and is a best practice for our FCP clients.
Reasonable Progress & Reasonable Efforts
The contractor has made reasonable progress by meeting its short-term goals by 80 per cent or more …. or a fully representative workforce has been achieved.
Where short-term goals were not met by at least 80 percent the contractor can demonstrate that reasonable efforts to meet these goals were made.
We speak to this fully and more directly in our discussion of FCP compliance.
Pay Equity Compliance
We offer pay equity compliance solutions to our provincially regulated FCP clients who must comply with provincial pay equity legislation.
Submissions to the Regulatory Agencies
FCP employers: - We prepare the initial or First Year Compliance Assessment and all Subsequent Compliance Assessments for FCP clients.
LEEP employers: - EMC Consultants complete Annual Employment Equity Reports that are due by June 1 of the calendar year, and Undertakings Reports. Undertakings arise from a CHRC audit that identifies a LEEP employer’s non-compliance with any of the Statutory Requirements established by the Employment Equity Act. EMC Consultants have satisfactorily completed undertakings arising from each Statutory Requirement including Consultation and Collaboration: Collection of Workforce Information: the Workforce Analysis; the Employment Systems Review and the Employment Equity Plan.