Dalhousie University targets underrepresented groups for executive position
For the first time, as part of its comprehensive diversity and inclusiveness strategy, Dalhousie University aims to recruit from historically underrepresented groups for an executive position.
The move is part of an ongoing process at Dalhousie University to address systemic discrimination — the patterns of behaviour, policies and practices in culture and institutions that perpetuate discrimination. For example, the university recruits on the recommendation of committees, which are composed of generally open-minded faculty, staff and students. Yet, it has recognized that overall hiring was still less diverse than the qualified labour market, reflecting systemic discrimination.
In 2013, as part of 100 Days of Listening, the university publicly acknowledged that its hiring was not representative of the demographics of Nova Scotia. Specifically, there were significant gaps in the proportion of racially visible people, Aboriginals and persons with a disability. Between 2015 and 2016, it reduced hiring gaps in racially visible professors, Aboriginal employees, and women in management by between 37 to 75 percent.