Following the 2000 census, advisors conducted a review of employment systems to help U of G identify and remove discriminatory barriers to their policies, practices and practices. Staff analysis helped support this process, as well as interviews and focus groups with a number of university voters, including “lesbian, gay, bisexual, transgender and transsexual” (LGBTT).  Under the first Federal Contractors Program, all organizations with 100 or more employees who wish to offer more than $200,000 on federal contracts are required to implement an employment participation program and meet the requirements of the Federal Contractors Program. Contractors proposing an initial contract with the Canadian government for an estimated $1 million worth of goods and services (including taxes) must first certify their commitment to implement employment equity by signing the Employment Equity Implementation Implementation Agreement (LAB1168) before awarding a contract. The results showed that members of the four designated groups were all under-represented to varying degrees among university staff in one or more professional professional professional categories defined at the federal level, on the main campus and on satellite campuses.  The analysis and audit were shared with the EE committee and were also shared in staff newsletters, list services, meetings, academic documents and the HREO website. If a contractor is declared non-compliant or wishes to resign from the CPF, the contractor`s name is placed on the FCP Limited Eligibility to Bid List Footnote 1, the contractor`s agreement to implement the investment number is disabled and the contractor loses the right to offer federal government goods and services contracts, standing offers or delivery agreements of any value. Failure to comply with or resign from the FCP may also lead to the termination of the contract. The work program manages and implements the Federal Contractors Program (CPF).
FCP ensures that contractors doing business with the Canadian government attempt to reach and maintain a representative workforce of Canadian personnel, including members of the four groups designated under the Personnel Investment Act: U of G`s “Census Week” took place March 6-10, 2000. An external consulting firm was responsible for managing the census, collecting and analyzing data off-site and communicating the overall results. Since then, in 2000, U of G has conducted a comprehensive staff census and taken steps to promote equity and achieve a representative workforce. The main objectives of the U of G workforce census were: U of G used the results and recommendations of the SER committee to develop an employment plan for 2003 – 2007. The plan included an ongoing commitment to employment equity, the definition and setting of capital targets for hiring in under-represented sectors, the creation of tailored information and tutoring programs, the development and implementation of equity training for executives and senior staff, and staff training in the areas of human rights and justice. The plan also held leaders and executives formally responsible for achieving goals, monitoring and reporting on progress. Because the CPF is sometimes confused with the provisions of the Canadian Employment Equity Act, it is often referred to as the “law” to distinguish it from the CPF. The CPF is limited to provincial federally regulated suppliers (with the limits described above).