- About the hiring preference initiative
- Why is there a hiring preference?
- Hiring preference process
- Yukon First Nation and Aboriginal representation rate
Our 18-month hiring preference initiative starts on October 1, 2020. Competitions are open to all candidates, but this initiative gives preference to Aboriginal applicants.
About the hiring preference initiative
This pilot hiring preference program is an initiative under Breaking Trail Together.
Breaking Trail Together is our plan to increase the number of Aboriginal employees in government. We developed the plan in collaboration with Yukon First Nation governments. This public service plan:
- addresses our legal obligation under the Final Agreements; and
- develops and puts in place Aboriginal representation among our employees.
Aboriginal people are identified as an employment equity group. This initiative allows us to move towards our goal of a representative public service.
What is employment equity
Some people have faced barriers to employment due to discrimination. Employment equity is the use of policies that encourage hiring of underrepresented people.
In this pilot, hiring preference is given to qualified candidates who self-identify as:
- Yukon First Nation; or
- another Canadian Aboriginal ancestry.
This enables us to implement employment equity.
To qualify for a position, candidates must certify by successfully completing all stages of the competitive hiring process.
Why is there a hiring preference?
We're committed to:
- increasing the representation of Aboriginal people within the public service in a range of occupations and pay levels;
- strengthening our relationships between Yukon and First Nation governments; and
- making our public service a desirable place for Aboriginal people to work.
We have a legal obligation to develop and implement a representative public service plan. This is outlined in Chapter 22, Schedule A in each Yukon First Nation Final Agreement.
Breaking Trail Together: An Inclusive Yukon Public Service is a 10-year strategic plan. It aims to achieve a representative Yukon public service that includes Yukon First Nation people.
Under the Yukon Human Rights Act special programs that address systematic discrimination are not discriminatory. Additionally, the Yukon Public Service Act allows for the implementation of those programs.
What is systematic discrimination
Systemic discrimination is practices or attitudes that limit rights or opportunities to:
- persons; or
Limitations, whether by design or impact, are because of characteristics that are attributed, rather than actual.
Hiring preference process
Competitions are open to all candidates. The hiring preference:
- only applies to competitive staffing actions; and
- does not apply to temporary assignments.
The hiring preference is a 2-tiered system. It gives qualified candidates:
- priority to people with Yukon First Nation ancestry; and
- then, priority to people with another Canadian Aboriginal ancestry.
We apply the hiring preference at the end of the competition, after assessments are complete. Regardless of ancestry, to perform the job, successful candidates must posses all of the:
- essential qualifications;
- skills; and
- suitability requirements.
How the recruiting process works with the hiring preference
- Submit an application to a posted competition through e-recruitment.
- You'll be asked to self-identify as Yukon First Nation or Aboriginal ancestry in a questionnaire.
- All applicants go through the screening and standard assessment process.
- Hiring preference is given to successful candidates in the following order:
- candidates who certified and self-identified as Yukon First Nation;
- then, candidates who certified and self-identified as Canadian Aboriginal;
- then, candidates who certified and do not meet the preference, in ranking order.
Yukon First Nation and Aboriginal representation rate
15% of our employees self-identify as Yukon First Nation or Canadian Aboriginal:
- 8% of Yukon First Nation; and
- 7% of other Canadian Aboriginal ancestry.
23% of Yukon's population identifies as Yukon First Nation or Canadian Aboriginal. This is based on 2016 federal census data.
You can self-identify at 2 stages in the recruitment process:
- when you apply to a posted competition through e-recruitment; or
- when you're hired, complete our Employee Self-Identification form. This form is also referred to as the workforce census. It helps us track the representation of employment equity groups.
Self-identification of Yukon First Nation or Canadian Aboriginal ancestry is voluntary. As with any competition, there are serious consequences for people who misrepresent themselves, such as termination of employment.
The definitions used for Yukon First Nation and other Canadian Aboriginal for the preference pilot.
Yukon First Nation
A registered beneficiary or citizen of 1 of the following 14 Yukon First Nations:
- Carcross/Tagish First Nation;
- Champagne and Aishihik First Nation;
- First Nation of Na-Cho Nyak Dun;
- Kluane First Nation;
- Kwanlin Dün First Nation;
- Liard First Nation;
- Little Salmon/Carmacks First Nation;
- Ross River Dena Council;
- Selkirk First Nation;
- Ta’an Kwäch’än Council;
- Teslin Tlingit Council;
- Tr’ondëk Hwëch’in First Nation;
- Vuntut Gwitchin First Nation; or
- White River First Nation.
Canadian Aboriginal ancestry
People who reported ancestry associated with the Aboriginal peoples of Canada. Constitution Act, 1982, Section 35 (2) defines Aboriginal peoplesof Canada. It includes the Indian, Inuit and Métis peoples of Canada. Ancestry refers to the ethnic or cultural origins of the applicant’s ancestors. An ancestor is usually more distant than a grandparent. A person can have more than one ethnic or cultural origin.