Legislative History: Adopted December 17, 2007 (By-law No. A.-6151-17); Amended September 19, 2017 (By-law No. A.-6151(p)-333); Amended March 27, 2018 (By-law No. A.-6151(r)-120); Amended July 24, 2018 (By-law No. A.-6151(t)-380); Amended August 10, 2021 (By-law No. A.-6151(z)-219 (Schedule B))
Last Review Date: August 10, 2021
Service Area Lead: Manager, Employee Relations and Recruitment
1. Policy Statement
1.1. The Corporation of the City of London (“City”) is committed to ensuring that all matters related to recruitment and employment are carried out in a fair and unbiased manner, and that all applicants will have an equal opportunity for employment in compliance with legislative provisions.
2.1 City– refers to The Corporation of the City of London
3.1 This policy applies to individuals including employees of the City, who are applying for positions within the City and employees involved in the City's recruitment and selection process.
4. The Policy
4.1 As an employer, the City is committed to workplace diversity and inclusion. Having a variety of people in our workplace helps our organization to be more flexible, creative, and responsive. It helps us provide better service to our diverse community. The City is committed to building a supportive and diverse workplace, representative of our community.
4.2 The City recognizes that every applicant has a right to equal treatment with respect to recruitment and employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability.
4.3 The City is committed to maintaining accessible hiring and recruitment practices including providing reasonable accommodations in all parts of the hiring process for people identifying as having a disability.
4.4 Every bona fide application will be considered by the People Services Division.
4.5 Applicants having close relatives already employed by the City shall not be excluded from consideration of employment with the City. Prospective new hires or candidates for transfer or promotion must declare during the recruitment and selection process any family relationships with individuals who directly or indirectly supervise or manage the position being applied to. Additionally, existing employees must declare and not participate in or influence any part of the recruitment and selection process where another family member is an internal or external applicant for a position.
4.6 It is the expectation of Council that hiring practices and decision making will be centered on transparency, integrity, equal opportunity and will be free from any undue influence.