Current faculty

Male 82

Female 61

Visible Minorities 15

Aboriginal 1

Persons with dsiabilities 2

Retirees June 30, 2004 through June 30, 2008

(including known early retirements)

Male 22

Female 10

Visible Minorities 2

After retirements (June 30, 2008)

Male: 60

Female 51

Visible Minorities 13

Aboriginal 1

Persons with dsiabilities 2

Anticipated total faculty as of July 1, 2004

82 plus 61 plus 4 currently open advertised positions = 147

Goal: to achieve 50-50 ratio of male-female by 2008

(presuming "steady state" in the number of faculty)

male 73

female 74

Thus, need to hire by 2008:

Male: (73-60 =) 13

Female: (74-51=) 23

Goal: to achieve Visible Minorities to NOC by 2008

NOC = 12% x 147 faculty = 18

# of faculty after retirements: 13

Thus, need to hire by 2008: 5

Goal: to achieve Aboriginals to (greater than) NOC by 2008

NOC = 0.5% x 147 faculty = 1

BC workforce (1996 census) Aboriginal 3%; BC Faculty overall 0.7%

Having 2 aboriginal members by 2008: = 1.4%

Goal: to achieve Persons with Disabilities to NOC by 2008

NOC = 3.4% x 147 faculty = 5

Thus, need to hire by 2008: 3

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UVic Equity Plan: "A hiring goal is not a quota, but serves as a comparator against which to measure the success of recruitment and selection strategies."

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Qualitative measures

a) the Faculty of Humanities is committed to hiring on the basis of our academic needs and the academic potential of its recruits as well as in light of equity considerations and our quantitative equity hiring goals.

b) to bring all those factors together, we need to give careful consideration to our academic programs, our criteria for hiring, and opportunities for growth and reconfiguration in the Faculty which will facilitate meeting those equity hiring objectives.

c) our approach to these hiring goals will be as a collective obligation -- that is, achieving these goals is the responsibility of every unit in the Faculty -- without isolating individual departments for specific hiring quotas.

d) strategies towards achieving our equity hiring goals would include:

• Departments will ensure that all job advertisements are worded such as to encourage a diverse pool of applicants. This will include stipulating preferred fields of concentration for research and/or teaching that would attract members of the four designated groups.
• A broadening of advertising venues for jobs in order to reach a diverse pool of potential candidates
• Departments will establish "adding diversity to the department" as a high ranking criterion in job candidate evaluations.
• Departments will review the University's Aid to Equity Hiring and Recruitment and Hiring of Faculty Members and Librarians: a UVic Handbook prior to and during all hiring procedures.
• Every short list should include a diversity of candidates where possible

e) equity goals do not stop with the hiring process; retention is a major issue for achieving hiring goals. Attracting and retaining people from the designated groups in a competitive hiring situation requires that we maintain a welcoming, inclusive and supportive environment for everyone. For example, the management of space needs to take into account the varying needs of individuals in order not to exclude those with different requirements; staff and faculty will need to be educated in disability issues.