STATEMENT OF EQUAL EMPLOYMENT OPPORTUNITIES (EEO) Equal employment opportunities (EEO) are created by identifying and eliminating barriers to working at UCOL and providing frameworks, support and advice to ensure there is effective management of our increasingly diverse workforce. The Chief Executive is responsible for overseeing UCOL’s EEO policy, programme and plans. The Director Maori is responsible for all EEO matters as they relate to the Treaty of Waitangi obligations.
2012 EEO Key Objectives • Elimination of barriers and reduction of bias • Reflection of community diversity • Meeting reporting requirements
Objective To ensure all human resource policies, procedures and practices comply with current legislation and are consistent with good practice. A re-organisation of the human resource function commenced toward the end of 2011. One of the goals of re-organisation was to improve the timeliness, accuracy and cost of processes that enable the recruitment, appointment and retention of staff. In addition, an internal audit was undertaken of Human Resource policy, procedure and practice during 2012. While no significant issues were identified, a number of recommendations were made and action plans developed to improve current practices. As a result of the re-organisation of the human resource function and internal audit recommendations, a key focus for 2012 was to improve: a)
Policy and process alignment
b)
Policy and process adherence
c)
Information System adequacy
Objective To develop assessment methodologies that reduce the likelihood of unacceptable bias and discrimination during recruitment and selection processes. UCOL applies structured interview assessment processes. This includes the rating of candidates against pre-set objective criteria for positions. UCOL continues to explore options for a new electronic recruitment management system which incorporates best practice processes.
Objective To review the ethnicity of applications and appointments with a view to identifying the effectiveness of current advertising and appointment practices. UCOL currently collects data concerning the ethnicity and gender of applicants for assessment purposes. Any future recruitment system changes will be required to continue to enhance this functionality.
Objective To review Pay and Employment Equity within the ITP sector. UCOL reviews employee pay rates against the ITP Sector as part of UCOL’s ongoing monitoring of remuneration and ITP benchmarking.
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