fostering employment equity and diversity in the nova scotia legal

Co-ordinator on employment equity and affirmative action issues.
5.2 A description of the responsibilities of supervisory and management personnel for
implementation of the Action Plan and their accountability through performance appraisals
and compensation reviews.
5.3 Development of measurable goals for the recruitment, hiring, retention and advancement to
partnership of Indigenous Black and Mi'kmaq lawyers within the firm including the
establishment of :
a) numerical goals and timetables for the hiring, training and promotion of
Indigenous Black and Mi'kmaq lawyers; and
a) a detailed description of how the law firm will achieve its measurable goals
and remedy any inequities.
5.4 A system to collect information and report periodically on the employment status of
Indigenous Black and Mi’kmaq lawyers within the law firm in terms of hiring, promotion and
termination in relation to all other lawyers within the law firm.
Each report must contain the following for each job category:
-total number of lawyers
-number and percentage of Indigenous Black females;
Indigenous Mi’kmaq females; Indigenous Black males; and
Indigenous Mi’kmaq males.
Job categories include, but are not limited to:
Articled Clerks
Summer Research Assistants
Paralegals
Associates
Partners
Law firms may report other employment status information which demonstrates the
furtherance of employment equity.
5.5 A review of the recruitment, hiring, retention and advancement policies, practices and
systems, whether formal or informal, to remove barriers to equitable employment
opportunities and ensure a fair and representative workforce.
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