It is recommended that one person have overall general responsibility for ensuring the employer has access to all relevant tools.

The [Manager of Human Resources or Other Designated Employer Representative] is responsible for ensuring that [Everyone’s Workplace Inc.] has access to all current analytical tools or lenses.

Do the procedures identify who is responsible and accountable for analyzing specific corporate activities?

Responsibility for approving new policies, practices, procurements and operations will vary within an organization. It is important for employers to identify who has responsibility for final decision-making in order to establish a clear line of accountability.

The person responsible for developing any proposal which results in corporate activity is responsible for ensuring appropriate lenses are applied.

The [Manager of Human Resources or Designated Employer Representative] is responsible for ensuring that all proposed corporate activities have been analysed to identify possible discriminatory barriers, and that all problems identified in that analysis have been addressed prior to the action being finalised, unless doing so would result in an undue hardship.

Do the procedures allow for consultation with employees and unions in appropriate situations?

While not every corporate program or activity needs to be subject to extensive consultation, there will on occasion be activities that have broad consequences, such as the purchase of a new computer software system or a decision to move from one building to another. Employees and their representatives should have an opportunity to study the potential consequences of these activities.

Where appropriate, the responsible person will ensure, through the Employment Equity Committee or an appropriate labour management consultation forum, that staff and bargaining agents are advised of the proposed action and provided with sufficient information and an opportunity to make comments about any employment equity concerns.

A report describing action taken to ensure corporate activities do not create discriminatory barriers will be forwarded to the [Manager of Human Resources] before implementation. The report will particularly note any discriminatory barriers identified but not addressed.

The [Head of Organization] will be responsible for final decisions about whether or not to proceed with a proposal if discriminatory barriers have been identified as likely to arise, and no modification to remove this potential has been proposed.

The [Manager of Human Resources] is responsible for preparing an annual summary of activities in this area to be provided to the [Head of Organization], who will, in turn, provide this information as required in external reports.