Workplace Equity

We are committed to equal employment opportunities for all applicants and employees without regard to age, race, colour, religion, national origin, sex, sexual orientation, physical or mental disability or any other unlawful grounds.

Employment Equity

As a federally regulated employer, Canpar Express is covered by the Federal Employment Equity Act which states:

"The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfillment of that goal, to correct the conditions of disadvantage in employment experienced by women, aboriginal peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences."

Requirements of the Act

Workforce Survey - collects data on existing employees and determines those that fall into one of the four designated categories

Workforce Analysis - compare the levels of employee representation of the four designated groups to representation numbers in the general population from which we hire and record any gaps that might exist

Employment System Review - determine potential barriers to hiring, promotion and retention of employees from the four designated groups, particularly where gaps exist

Elimination of Barriers - to put measures in place to remove systemic barriers that exist as identified in the Employment System Review

Accommodation - put measures in place that allow employees to request special consideration, up to the point of undue hardship to the company, to accommodate an individual's needs

Positive Policies and Practices - ensure employment equity goals are met by implementing policies aimed at improving opportunities for under-represented groups

Hiring and Promotions Goals (Short-term) - address areas where under-representation exists for the four designated groups

Representation Goals (Long-term) - to address longer-term goals for removing gaps for the four designated groups

Monitoring, Review and Revision of Plan - ensure that it remains current. In addition, the monitoring process is backed up by full managerial accountability to ensure success of the plan

Providing Information - keep employees and prospective employees aware of our Employment Equity initiatives

Consultation - seek input from employee groups and union representation on the development, implementation, and revision of our Employment Equity plan

Maintenance of Records - ensure all Employment Equity records are maintained in a secure fashion to ensure strictest confidentiality

In order to achieve these very important objectives, Canpar Express, has completed or is completing a number of initiatives including:

Completion of Employee Surveys

Completion of a Workforce Analysis

Completion of Employment System Review and ongoing exploration of additional barriers for specific designated groups

Ongoing work to remove physical and attitudinal barriers

Development of a comprehensive Accommodation Policy

Complete review of all Human Resource policies and practices to remove any language that presents a barrier and the addition of several new policies and practices to reinforce our commitment to Employment Equity. Policies include such matters as:

Code of Business Conduct

Harassment & Discrimination

Accommodation

Substance Abuse

Recruitment

Establishment and communication of short- and long-term hiring and promotion goals for the four designated groups

Communications to employees on Employment Equity through our Company newsletter, Website and internal Intranet site as well as a variety of communications from the Human Resources department

Union and employee consultation

Requirements of the Act
Workforce Survey - collects data on existing employees and determines those that fall into one of the four designated categories Workforce Analysis - compare the levels of employee representation of the four designated groups to representation numbers in the general population from which we hire and record any gaps that might exist Employment System Review - determine potential barriers to hiring, promotion and retention of employees from the four designated groups, particularly where gaps exist Elimination of Barriers - to put measures in place to remove systemic barriers that exist as identified in the Employment System Review Accommodation - put measures in place that allow employees to request special consideration, up to the point of undue hardship to the company, to accommodate an individual's needs Positive Policies and Practices - ensure employment equity goals are met by implementing policies aimed at improving opportunities for under-represented groups Hiring and Promotions Goals (Short-term) - address areas where under-representation exists for the four designated groups Representation Goals (Long-term) - to address longer-term goals for removing gaps for the four designated groups Monitoring, Review and Revision of Plan - ensure that it remains current. In addition, the monitoring process is backed up by full managerial accountability to ensure success of the plan Providing Information - keep employees and prospective employees aware of our Employment Equity initiatives Consultation - seek input from employee groups and union representation on the development, implementation, and revision of our Employment Equity plan Maintenance of Records - ensure all Employment Equity records are maintained in a secure fashion to ensure strictest confidentiality In order to achieve these very important objectives, Canpar Express, has completed or is completing a number of initiatives including: Completion of Employee Surveys Completion of a Workforce Analysis Completion of Employment System Review and ongoing exploration of additional barriers for specific designated groups Ongoing work to remove physical and attitudinal barriers Development of a comprehensive Accommodation Policy Complete review of all Human Resource policies and practices to remove any language that presents a barrier and the addition of several new policies and practices to reinforce our commitment to Employment Equity. Policies include such matters as: Code of Business Conduct Harassment & Discrimination Accommodation Substance Abuse Recruitment Establishment and communication of short- and long-term hiring and promotion goals for the four designated groups Communications to employees on Employment Equity through our Company newsletter, Website and internal Intranet site as well as a variety of communications from the Human Resources department Union and employee consultation

Accommodation

The company makes every effort to accommodate special needs of employees and those looking for employment opportunities. The requirement to accommodate refers to the obligation to take steps to eliminate disadvantage to employees and prospective employees resulting from policies, rules, practices or physical barrier that has an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act (Women, Aboriginal Peoples, Persons with Disabilities, and Visible Minorities). Needs that must be accommodated result from factors such as, but not limited to, disability, sex, age, family status, ethnic or cultural origin and religious belief. Any actions under this policy will respect the confidentiality and dignity of the individual.
The Company recognizes its requirement as an employer, to provide accommodation in employment up to the point of undue hardship. It will achieve this commitment by:

Creating and maintaining an accessible, non-discriminatory, and inclusive environment in which the work of the organization is conducted; this includes ensuring that all policies, practices, procedures, work arrangements or facilities are free of discriminatory barriers.

Identifying and responding to the individual accommodation needs of current and potential employees in a timely, confidential, sensitive and effective manner where the specific needs of an employee have not been addressed, or are being denied by a policy, rule or practice of the Company.

The Company has a requirement to advise employees and applicants about their right to an accommodation and to assist the employee or applicant in identifying the most suitable accommodation.
The employee or applicant has a responsibility for requesting accommodation including identifying, where possible, the types of accommodation she or he considers appropriate.

Employees who are members of the designated groups may request accommodation by contacting their immediate supervisor or manager; applicants for employment who are members of the designated groups may request accommodation by contacting the Supervisor in the location to which they are applying. In both cases, requests will be referred immediately to the Vice President, Human Resources. The request for accommodation should include the reason for the request and the specific nature of the accommodation being sought.

As soon as practicable following a request, a determination will be made as to the Company's ability to accommodate, to the point of undue hardship, and the results will be communicated to the person making the request. The Vice President, Human Resources will review all requests for accommodation and will make an initial determination and consult with appropriate senior management to evaluate such requests, taking into account the legitimate needs of applicants or employees and the Company.

Should the employee not agree with the decision regarding the requested accommodation, whether refused or where an alternative has been suggested, they will have the right to appeal the request to the President & CEO. All appeals shall be submitted in writing unless an alternate format is requested. If the appeal is not successful, the employee maintains the right to appeal to their union through the formal grievance process (Bargaining Unit Employees) or to the Canadian Human Rights Commission.

Where a need is identified, the Company acts affirmatively in support of its equal employment opportunity policy.

Pay Equity

Canpar Express is committed to equal pay for work of equal value as defined under Section 11 of the Canadian Human Rights Act. This section requires that all federally regulated companies pay equal wages to male and female employees whose work, even if different in nature, is deemed to be of equal value to the Company. Equal pay is defined as an amount falling within the same range of pay and not necessarily an equal amount in absolute terms.

Canpar Express has created position requirements and a systematic position evaluation process. These initiatives have allowed us to ensure that regardless of gender, persons doing work of equal value are paid an equal range of pay.

Careers

Explore the opportunities waiting for you today!

Learn More

About Canpar Express

One of Canada’s leading small parcel delivery companies.

Learn More

About Canpar Workplace Equity