Equity

By following this action plan, the organization will not only be able to improve the representation of groups in positions of responsibility, but also ensure full transparency in terms of pay equity, thus contributing to a more inclusive and equitable culture.

1. Assess the current situation:

- Conduct an audit of current recruitment, promotion and pay equity practices.

- Analyze the current composition of groups and positions of responsibility within the organization.

2. Define representativeness objectives:

- Establish clear objectives for the representation of groups in positions of responsibility.

- Identify underrepresented groups and define targets for their inclusion.

3. Implement inclusive recruitment and promotion policies:

- Develop and adopt policies that promote diversity and inclusion in recruitment and promotion processes.

- Ensure that recruitment and selection processes are free of bias and promote equitable access to positions of responsibility.

4. Ensure transparency in pay equity:

- Create and publish regular reports on salaries and pay gaps within the organization.

- Implement tools to assess and correct unjustified pay gaps.

5. Train managers and recruiters:

- Provide training on diversity, inclusion and pay equity to all recruiting managers and members of selection committees.

- Raise awareness among management teams about pay equity issues and the importance of transparency.

6. Implement monitoring and evaluation mechanisms:

- Develop performance indicators to measure progress in diversity and pay equity.

- Establish a regular monitoring system to assess compliance with representativeness objectives and pay equity policies.

7. Ensure communication and transparency:

- Communicate diversity, inclusion and pay equity objectives to all employees.

- Publish reports on progress made and ongoing initiatives to promote equitable access to positions of responsibility.

8. Establish feedback and review mechanisms:

- Create channels to collect employee feedback on recruitment, promotion and pay equity practices.

- Use feedback to adjust and improve existing policies and practices.

9. Promote a culture of inclusion:

- Encourage the creation of support networks for underrepresented groups within the organization.

- Highlight the successes and contributions of employees from diverse groups to strengthen a culture of inclusion.

10. Review and adjust policies periodically:

- Provide for regular reviews of recruitment, promotion and pay equity policies to ensure that they remain effective and adapted to the needs of the organization.

- Adjust policies based on legislative developments, feedback and evaluation results.