fostering employment equity and diversity in the nova scotia legal
fostering employment equity and diversity in the nova scotia legal
fostering employment equity and diversity in the nova scotia legal
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Co-ord<strong>in</strong>ator on <strong>employment</strong> <strong>equity</strong> <strong>and</strong> affirmative action issues.<br />
5.2 A description of <strong>the</strong> responsibilities of supervisory <strong>and</strong> management personnel for<br />
implementation of <strong>the</strong> Action Plan <strong>and</strong> <strong>the</strong>ir accountability through performance appraisals<br />
<strong>and</strong> compensation reviews.<br />
5.3 Development of measurable goals for <strong>the</strong> recruitment, hir<strong>in</strong>g, retention <strong>and</strong> advancement to<br />
partnership of Indigenous Black <strong>and</strong> Mi'kmaq lawyers with<strong>in</strong> <strong>the</strong> firm <strong>in</strong>clud<strong>in</strong>g <strong>the</strong><br />
establishment of :<br />
a) numerical goals <strong>and</strong> timetables for <strong>the</strong> hir<strong>in</strong>g, tra<strong>in</strong><strong>in</strong>g <strong>and</strong> promotion of<br />
Indigenous Black <strong>and</strong> Mi'kmaq lawyers; <strong>and</strong><br />
a) a detailed description of how <strong>the</strong> law firm will achieve its measurable goals<br />
<strong>and</strong> remedy any <strong>in</strong>equities.<br />
5.4 A system to collect <strong>in</strong>formation <strong>and</strong> report periodically on <strong>the</strong> <strong>employment</strong> status of<br />
Indigenous Black <strong>and</strong> Mi’kmaq lawyers with<strong>in</strong> <strong>the</strong> law firm <strong>in</strong> terms of hir<strong>in</strong>g, promotion <strong>and</strong><br />
term<strong>in</strong>ation <strong>in</strong> relation to all o<strong>the</strong>r lawyers with<strong>in</strong> <strong>the</strong> law firm.<br />
Each report must conta<strong>in</strong> <strong>the</strong> follow<strong>in</strong>g for each job category:<br />
-total number of lawyers<br />
-number <strong>and</strong> percentage of Indigenous Black females;<br />
Indigenous Mi’kmaq females; Indigenous Black males; <strong>and</strong><br />
Indigenous Mi’kmaq males.<br />
Job categories <strong>in</strong>clude, but are not limited to:<br />
Articled Clerks<br />
Summer Research Assistants<br />
Para<strong>legal</strong>s<br />
Associates<br />
Partners<br />
Law firms may report o<strong>the</strong>r <strong>employment</strong> status <strong>in</strong>formation which demonstrates <strong>the</strong><br />
fur<strong>the</strong>rance of <strong>employment</strong> <strong>equity</strong>.<br />
5.5 A review of <strong>the</strong> recruitment, hir<strong>in</strong>g, retention <strong>and</strong> advancement policies, practices <strong>and</strong><br />
systems, whe<strong>the</strong>r formal or <strong>in</strong>formal, to remove barriers to equitable <strong>employment</strong><br />
opportunities <strong>and</strong> ensure a fair <strong>and</strong> representative workforce.<br />
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