Example 1: From The Ontario Human Rights Code

“All applicants receive equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation, age, gender identity, and gender expression, record of offences, marital status, family status or disability”.

Example 2

[Company Name] is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Example 3

[Company Name] provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, [Company Name] complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation and training. [Company Name] expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with ability of [Company Name]’s employees to perform their job duties may result in discipline up to and including discharge.

Example 4: Using references to the employment equity act

[Company Name] is Equal Opportunity Employer and prohibits discrimination and harassment. All qualified applicants are welcome to apply and will receive consideration for employment based on company needs, job requirements and individual qualifications. Applicants will be considered without regard to gender, marital status, gender identity or expression, sexual orientation, national origin, race, color, religion or belief, age, physical or mental disability or any status protected by the Employment Equity Act.

  Are up-to-date and meet legal requirements and government standards. They have been reviewed by a lawyer or a human resources staff member in the last 2 years.

 Are objective and use inclusive language (see Appendix 1.H), avoiding gendered terms, or phrases that could suggest exclusion based on gender, race, age, etc.

 Include an “Equal Opportunity Statement” (see Appendix 1.A) and a clause regarding workplace diversity and dedication to equality.

 Clearly list the duties and responsibilities of the position, including specific and general tasks.

 Make clear the requirement of candidates, including any skills tests or interview requirements.

 Include images of women working in a related skilled trade.

 Make clear our company’s progressive practices and training opportunities.

  On job websites accessible by everyone. With women-friendly groups and sites.

 To at least three different platforms (for example, online, on school job boards, social media, employment agencies, trade shows, newspapers).

  Is transparent to all applicants.

 (Whenever possible) has at least one women on hiring committee.

 Has a hiring committee that has undergone diversity training and is aware of gender-bias barriers in recruitment.

 Have standardized questions and evaluations that are administered similarly for everyone (Appendices 1.D, 1.E, and 1.F).

 Includes an explanation of the company’s diversity policies.

 When possible, using an interview panel, rather than a single interviewer, is a fairer way to evaluate applicants. Research has shown that interviews conducted by a panel are more objective than those conducted by only one interviewer. A diverse interview panel can reduce the impact that personal biases may have on the selection of an employee.11 Multiple interviewers may also capture information that a single interviewer might overlook, thus ensuring a more balanced, and complete assessment of the applicant.

Any questions that may discriminate against applicants on the basis of any of the following grounds are prohibited: race, national or ethnic origin, colour, religion, age, sex (including pregnancy or childbirth), sexual orientation, marital status, family status, disability, and conviction for which a person has been granted pardon.

Usually used when the applicant is vague, or if you require additional information:

• Be clear on the expected, effective answers that meet or do not meet qualifications
• Choose the words or phrases for the points on a scale and their accompanying definitions that are most appropriate for the qualification being assesses and the selection tool being used
• Don’t get overly detailed. These are key indicators only. An exhaustive list of all possible criteria is not required

 To maximize the usefulness of notes, they should be:

• Based on careful observations of behaviours and facts related to the qualifications being assessed
• As complete and as close to verbatim as possible, in order to recall the applicant’s responses
• An accurate record of what the applicant said or did, not the interviewer’s inferences or judgements

 The following summary recommendations will enhance the effectiveness and legal defensibility of an employment interview:

• Use a standardized process. This includes asking the same questions of all applicants
• Use interview panels rather than individual interviewers. Diversity in panel membership whenever possible is also preferable
• Ensure that interview questions are job-related and based on the requirements of the target position
• Avoid questions that are related to prohibited topics
• Enhance the objectivity post-interview evaluation of applicants by having a well-defined and documented scoring system
• Provide training to ensure that panel members know how to conduct fair and unbiased interviews
• It is important to use the same panel members for all applicants, whenever possible.

Increase the reach of your job advertisement by posting in a variety of spaces.

Find up-to-date information on where to access employment information at: www.tcu.gov.on.ca/eng/employmentontario, or call the Employment Ontario Hotline: 1-800-37-5656

 Use these tips to make gender-neutral documents.

01/ Use both pronouns “he” and “she”. This can be done as “(S)he”, “S/he”/ “She or he”. etc.

02/ Rewrite the sentence to eliminate the pronoun completely

03/ Use a neutral word or phrase such as “person”, “any person”, “every person” or “no person”

04/ Repeat the noun

RATHER THAN: “We are looking for a ‘Jack-of-all-trades’ to be a Project Manager. He will work alongside the Foreman and will be responsible for planning and executing projects. He will provide oversight for all phases of construction, and will direct a team of workmen”.

TRY: “We are looking for an experienced, well-rounded individual to be Project Manager. She/he will work alongside the Site Supervisor and will be responsible for planning and executing projects. The Project Manager will provide oversight for all phases of construction, and will direct a team of workers”.

Below are training centres and organizations that can provide a great network of applicants or potential hires via job fairs, career nights, or make connections with students and instructors.

As mentioned, 75% of the 172 employers in the 2015 Hire Learning Survey used word of mouth as the main form of recruitment. By connecting to communities where women are involved, they can benefit from this recruitment technique. 

Contact some of the community/advocacy groups below. They promote the recruitment, retention, and advancement of women in the skilled trades.

Remember your first day at work?

A workplace ambassador can provide support and guidance to a less experienced employee. Check out the benefits of a workplace ambassador and sign up to be contacted by a potential employee or new staff. It’s up to you if you want to answer one of their questions or all of them! You decide, just be open!

• May feel less isolated at work
• Can learn tasks and skills on a one-on-one basis
• Ask questions about pay, safety, workplace culture without intimidation

• Workplace is more productive
• Employees are better trained
• Employees in mentoring relationships tend to have greater job satisfaction
• Employers might notice less turnover because of a positive work environment
• Mentorship programs look attractive to new recruits

• Gain confidence in skills and own job satisfaction
• Developer stronger communication skills
• Can improve their supervisory skills
• Maintain a professional connection which can expand the Ambassador’s reputation and connections

• Long-term benefits as employees become more self-directed and develop stronger communication and problem-solving skills
• Business becomes more creative and focuses its attention on growth, rather than training
• Mentored employees value collaboration and sharing of information, which can lead to a stronger organization
• Mentored workers are also apt to become involved in professional organizations that further both their careers and the profession itself

The Canadian Association of Women in Construction (CAWIC), Mentorship Program is an important initiative to fulfilling its mandate to enhance the success of women in the Canadian construction industry, through its core values of leadership, mentorship, membership and partnership. For general questions about mentorship at CAWIC email mentorship@cawic.ca