» Category » Recruitment, Retention, and Promotion | Blueprint for Gender Equality Leadership in the Canadian Private Sector

Does your organization track attrition and promotion rates following pregnancy/maternity and parental leave?

Does your organization track recruitment, hiring, attrition, or promotion history by gender?

Does your organization track recruitment, hiring, attrition, or promotion rates by gender?

How does your organization ensure that all employees are aware of available development and advancement opportunities?

How does your organization ensure that employees of all genders have equal development and advancement opportunities?

How does your organization address bias, discrimination, and stereotypes in its performance reviews and promotion or succession processes?

How does your organization address bias, discrimination, and stereotypes in its recruiting, screening, and hiring processes?

Does your organization perform a gender analysis of its jobs and roles to reduce bias and discrimination in job descriptions (e.g. review skills qualifications, language use, role titles)?

Does your organization have recruitment practices to encourage all genders to apply for open positions in non-traditional careers (e.g. promote openings within professional networks or associations, use specific job boards or career fairs, recruit from a broad range of universities or educational institutions)?

Does your organization have recruitment practices to encourage more women to apply for open positions (e.g. promote openings within women’s professional networks or associations, use industry-specific job boards or career fairs, recruit from a broad range of universities or educational institutions)?