Inclusive Hiring Practices are established to: 

• Identify and remove barriers to access and participation in hiring
• Support equitable, diverse, and inclusive work environments 
• Increase representation and reflect the diversity of Manitoba’s available labour force.

To advance these objectives, RRC Polytech applies the following Inclusive Hiring Practices:

• Designated Hiring – where applications are limited to specific equity-deserving group(s), based upon bona fide occupational requirement(s) of a position.
• Preference Hiring – where first consideration is given applicants who self-identify as belonging to an equity-deserving group to which the practice has been applied; or, to internal applicants who meet the screening criteria.

As a College community we have made great progress in advancing our shared commitment to embedding equity, diversity, and inclusion (EDI) in everything we do. 

While we have been actively working towards creating a workforce that represents the diversity of Manitoba’s available labour force, our Employees by Equity-Deserving Groups data shows that equity-deserving groups are underrepresented at RRC Polytech. 

We believe that the diversity of our College community is one of our greatest strengths. And to leverage the creativity and innovation that diverse perspectives bring, we need to take further action to ensure representation of equity-deserving groups reflects Manitoba’s available labour force.

RRC Polytech recognizes the following five equity-deserving groups for the application of inclusive hiring practices:

• Women
• Indigenous Peoples: An Indigenous person is someone who identifies as “one of the Aboriginal peoples of Canada” within the meaning of Section 35 of the Constitution Act, 1982, which further states that the “Aboriginal peoples of Canada includes the Indian, Inuit, and Métis peoples of Canada”. For more information, visit Statistics Canada.
• Persons with Disabilities: A person with a disability is someone who has a significant, recurring, or long-term physical, intellectual or learning disability, a sensory challenge, chronic illness and/or a mental health issue which may hinder their full and effective participation in society on an equal basis with others. This also may include a person who, due to a disability, has been currently accommodated in the workplace or college life. For more information, visit Manitoba Human Rights Commission.
• Racialized Persons: A racialized person is someone (other than an Indigenous person) who identifies as a person of colour regardless of birthplace or citizenship (sometimes referred to as “visible minority” in Canada’s Employment Equity Act and by Statistics Canada). For more information, visit Statistics Canada.
• Persons of the 2SLGBTQIA+ Community: A person of the 2SLGBTQIA+ community is someone who identifies as Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Queer or Questioning and/or additional sexual orientations and gender identities. For more information on the terms, visit CCDI’s Glossary of Terms.

These groups are recognized for consideration within the inclusive hiring practices because their labour force experience reveals long-standing patterns of systemic barriers, high rates of unemployment and under employment, and concentration in low-pay and low-status jobs.

Inclusive hiring practices will be applied consistently to hiring competitions. 

To determine which practice is applied, selection committees will consider:

• where lived experience as an equity-deserving group is a bona fide occupational requirement of the position; or,
• when there is an under-representation of an equity-deserving group(s) comparative to the available labour force representation

Where a designated hiring practice is applied:

• Applicants will be asked to complete the Inclusive Hiring Self-Identification Declaration screening question(s) during the job application process.
• Only applicants who self-identify as an equity-deserving groups to which a designated hiring practice has been applied will be considered.
• If a successful candidate is not identified through the assessment process, the competition would be re-posted or left unfilled.

Where a preference hiring practice is applied:

• Applicants will be asked to complete the Inclusive Hiring Self-Identification Declaration screening question(s) during the job application process
• First consideration is given to applicants who self-identify as an equity-deserving group to which a preference practice has been applied.
• First consideration is also given to internal applicants who identify as internal in their application.
• If a successful candidate is not identified through this first consideration, the selection committee may return to the screening stage and re-consider any applicants who chose not to self-identify; or, who did not self-identify as belonging to an equity-deserving group(s) to which the preference practice had been applied.

To make an Inclusive Hiring Self-Identification Declaration, job applicants will be required to complete the Inclusive Hiring Self-Identification Declaration screening question within the job application process.

Self-identification is voluntary, and applicants can choose not to declare; however, to receive designated or priority consideration for Inclusive Hiring purposes an applicant is required make an inclusive self-identification declaration.

An Inclusive Hiring Self-Identification Declaration screening question must be answered for every job application. Declarations will not carry over from one application to another.

I am an internal applicant and have already completed the Diversity Self-Identification survey for employees. Do I still have to complete the Self-Identification Declaration in the job application form?

At this time, the self-identification declaration process as part of the job application process is not linked to the Employee Diversity Self-Identification survey. Therefore, internal applicants applying for a position must complete the Self-Identification Declaration question during the job application process.

An accommodation in the interview process can be provided for candidates with disabilities and/or medical conditions. An accommodation is meant to ensure that our recruitment process is barrier free and equitable for all individuals. In addition, proper accommodations allow Human Resource Services the opportunity to fairly and accurately assess the qualification of job candidates.

The job interview may be conducted virtually or in person. The interview confirmation email you receive from HR will provide details as to where the interview will be conducted, at what time, as well as the panel members you will be meeting. For certain positions, you may be required to do a written assessment, test, demonstration or presentation as part of your interview. Additional information regarding these requirements will be in your interview confirmation email and you will be given advanced notice to prepare.

• Requesting an interview location that is accessible via elevator or main floor access For example: A candidate with knee issues may need an interview location that does not require the use of stairs.
• Requesting that the interview room be located close to an accessible parking area and/or washroom. For example: A candidate who walks with the aid of a cane may need a parking spot that is close to the interview room so they do not have to walk more than 50 metres.
• Requesting copies of printed documents in larger text, specialized font or alternate formats. For example: A candidate with impaired vision may require documents to be printed in a 20 font instead of a 12 font so they are easier to read.
• Requesting an advanced copy of the interview questions (applicable for in person interviews. A copy is provided to candidates 30 minutes prior to the interview). For example: A neurodiverse candidate may request to have the questions in advance of the interview to make sure they understand the questions and be better prepared.
• Requesting alternate wording for interview questions by advising the interview panel of varying communication styles and needs. For example: A candidate with autism may request to have the interview questions in an alternate wording format, which avoids ambiguity or provides examples so they can answer the question more fully.
• Advising the interview panel to speak louder. For example: A candidate with an auditory processing disorder may need the interview panel to speak loudly and clearly so that they can understand the questions.
• Requesting adjusted seating. For example: A candidate with impaired hearing may ask the interview panel to sit facing the candidate, with their eyes forward so the candidate can read the panel’s lips and understand the questions that are being asked.
• Requesting an ASL interpreter and/or an alternate mode of communication. For example: A candidate with impaired hearing may use American sign language (ASL) to communicate and can ask for an ASL interpreter during the interview to interpret the panel’s interview questions and to relay the candidates responses.
• Requesting a desktop versus a laptop for written assessments. For example: A candidate with impaired vision may request to use a desktop instead of a laptop, or a laptop with a larger screen because it allows them to view a larger pane of material at a time.
• Requesting additional time to complete a written assessment. For example: A candidate with dyslexia may request additional time to complete an assessment/test.
• Requesting a quiet location or noise cancelling headphones for testing/written assessments. For example: A candidate with ADHD (Attention Deficit Hyperactivity Disorder) may request to use a quiet location or noise cancelling headphones so they can better focus on a test/written assignment.
• Requesting a clock within the interview room and testing rooms. For example: A candidate may request a clock in the interview or test rooms to keep track of how much time they have remaining.
• Request to have a support person or service animal to accompany the candidate to the interview. For example: A candidate who deals with social anxiety issues may request to have their registered service animal attend the interview with them for emotional support.

If you want more information or require an accommodation, please contact candidates@rrc.ca or phone us at 204-632-2319.

RRC Polytech will not request medical documentation from interview candidates. In addition, we will not ask questions about a candidate’s disability unless it pertains to the abilities to meet the job requirements.

All information you provide to RRC Polytech will be treated confidentially. RRC Polytech complies with The Manitoba Freedom of Information and Protection of Privacy Act (FIPPA) in respect of its collection, use, disclosure and administration of personal information.