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Global collects and processes information about candidates as part of its recruitment efforts. When you provide your information to us via this website, or by any other means, you consent to your information being collected, disclosed, and retained, in accordance with our Privacy Policy. Click here to view our full Privacy Policy.

EMPLOYMENT EQUITY

As an approved vendor to the Federal Government, Global participates in the Government's Employment Equity program which focuses on four targeted groups in the workplace: women, persons with disabilities, visible minorities and aboriginal people. Compliance with this program includes surveying employees for targeted group representation as well as their positions within various occupational groups.

Global has been involved with the Employment Equity program since the early 1990s. The company has sincerely endeavoured to maintain the principles of the program and was awarded the Government's Employment Equity Certificate of Merit in both 1991 and 1996 for its leading role in the program. Global's Employment Equity Committee meets on a regular basis to continually address diversity issues and oversee initiatives in this regard. We are proud of our long-standing record in the field of workplace diversity.

WORKPLACE BARRIERS

Employment barriers arise both intentionally and unintentionally from practices, policies, attitudes and corporate culture that are neither job-related nor required for the safe and efficient operation
of an organization. A policy or practice is a barrier when it has a greater negative impact on designated group members than on those who are not members of a designated group. These barriers contribute to hiring and promotion rates that are lower than expected for designated group members in comparison to those who are not members of a designated group. They also manifest themselves in the under-utilization of designated group members and in the concentration of designated group members at the lower levels of an organization and in non decision-making positions. Barriers can be subtle and hard to detect. They frequently result from a lack of awareness of their impact on designated group members.

With respect to the Accessibility of Ontarians with Disabilities Act (AODA) the subject of workplace barriers relates specifically to persons with disabilities.

Examples of workplace barriers include (but are not limited to):

prejudice or ill-will reflected in deliberately discriminatory actions against persons with disabilities,
unequal treatment (eg, asking different questions
of persons with disabilities applying for the same job as persons who have no disabilities),
systemic barriers that discourage or block persons with disabilities from employment opportunities (eg, unnecessary experience requirements),
maintenance of a working environment that is either hostile or abusive toward persons with disabilities or that is simply a non-supportive work culture and environment for persons with disabilities,
inadequate facilities that present physical barriers to persons with disabilities,
use of recruitment sources that do not provide an appropriate pool of candidates (eg, advertising, word-of-mouth, networking, employment agencies),
lack of objective, structured staffing, particularly when coupled with attitude problems,
unequal access for persons with disabilities to non-advertised promotion, training and development systems, networks and assignments, and
lack of reasonable accommodation