employment equity and workplace discrimination

Randstad Interim Inc. (“Randstad Canada”) is committed to employment equity and to achieving and maintaining a diverse workforce. It is our policy to comply with all applicable laws pertaining to non-discrimination and equal opportunity in the workplace. Randstad Canada shall remain alert and sensitive to the issue of fair and equitable treatment for all, while preserving the principle of merit to employment development and advancement opportunities.

In light of this commitment, employees of Randstad Canada agree to refuse any job orders received from a client that require us to discriminate in any way during our recruiting and selection process for the client in question.

Employees are encouraged to bring any perceived violation of this policy, no matter how small, to the attention of their direct manager or the Human Resources Department. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

what is employment equity?

Employment equity is an on-going planning process to eliminate barriers in the workplace that may prevent the full participation of all employees and/or prospective employees. It focuses on the employment situation of individuals or groups protected under the Canadian Human Rights Act (CHRA), or identified as a designated group under the Employment Equity Act (EEA).

The goal of employment equity is to identify and eliminate barriers in the organization’s employment policies and practices, foster a climate for equity, and improve access and distribution throughout all occupations and at all levels for members of the designated groups.

The CHRA provides for the right to equal opportunity for all individuals regardless of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for which a pardon has been granted.

The EEA seeks to eliminate barriers against the following designated group members – women, Aboriginal people, persons with disabilities and members of visible minorities.

employment equity program

Randstad Canada’s employment equity program has been established in accordance with the Criteria for Implementation of the Federal Contractors Program (FCP). The appointed Employment Equity Officer is responsible for overseeing and assisting in the implementation of employment equity.

An Employment Equity Committee has been established at Randstad Canada to work with the Employment Equity Officer to implement and monitor Randstad Canada’s employment equity plan. The Employment Equity Committee is responsible for:

  • Assisting in the communication and promotion of employment equity activities to employees;
  • Reviewing employment policies and practices to ensure they do not present a barrier to the full participation of designated group members;
  • Assisting in the development of the employee equity plan.

Membership on the Employee Equity Committee is voluntary. Employees throughout the organization are encouraged to participate by contacting Randstad Canada’s Employment Equity Officer.

Compliance with the Human Resources and Skills Development Canada (HRSDC) labour requirements includes providing ongoing communication to all employees with regards to Randstad Canada’s commitment to the achievement of equality in employment, the measures Randstad Canada has undertaken or will undertake to meet our corporate objective, and our progress toward implementation of employment equity. We will consult and collaborate with employee representatives on an ongoing basis, and will collect and maintain data on Randstad Canada’s workforce. Collection of data will include conducting a workforce survey that requests employees to self-identify as a member of one or more of the designated groups.

In order to maintain a work environment that is favourable to the integration of designated members, we have developed and implemented an employment equity plan to address the inequities identified by the workforce analysis and employment systems review. The plan details measures to remove the barriers (numerical and non-numerical goals), a timeframe for their achievement, and the names of the individuals responsible for their achievement.

monitoring and review

A monitoring system has been adopted in order to track the progress and results achieved in implementing employment equity. The Employment Equity Plan will be reviewed on an annual basis, and will be revised as necessary. Anyone who has concerns related to the implementation of this policy may bring it in writing to the Employment Equity Committee.


Information given at any stage of the employment equity process will be kept strictly confidential, unless otherwise agreed to by the employee.