Human Resources

• Home
• About HR
• Employment Opportunities
  • Employment
  • Core Characteristics
• Contact HR
• Crowning the Customer Program
  • CTC Bulletins
• Diversity and Equity
  • Role and Objectives
  • Employment Equity Q & A
  • Policies and Guidelines
  • Tools and Resources
  • Archives
  • Contact HR
• Emergency Preparedness
• Employee Assistance Program (EAP)
• Labour Relation
  • Bargaining Units
  • Grievances
  • LR Directorate
  • Training Initiatives
• Occupational Health and Safety
• Official Languages
• Orientation
  • Four Step Orientation
• Pension and Benefits
• Rewards and Recognition
  • The Canadian Forces Medallion for Distinguished Service
  • The Chief Executive Officer's Award for Exceptional Merit
  • The Divisional Employee or Team of the Year Certificate of Merit
  • The Long Service Award
• Succession Planning
  • Succession Plan Policy
• Training and Development
  • Training courses
  • E-learning
  • Learning and Career Centres
  • Tuition Assistance Program

Role and Objectives

It is the policy of Non-Public Funds (NPF) to ensure the equitable representation and participation in the workforce of the four groups designated in the Employment Equity Act (EEA).

NPF recognizes the important role that management, at all levels of the organization, must play in the attainment of employment equity objectives. These objectives are not to impose any quotas but rather to eliminate all barriers to employment that traditionally, members of the four designated groups (women, aboriginals, members of visible minorities and persons with disabilities) have faced in the labour force. No one should be denied employment or advancement for reasons unrelated to their ability.

The objectives of employment equity are focused towards achieving an internal work force in which the representation and distribution of the four designated groups (women, aboriginals, visible minorities and persons with disabilities) is reflective of the Canadian labour force, and in creating a positive work environment which fosters the equitable participation of all employees within NPF.

By removing the barriers that would prevent new applicants or existing employees from being hired, promoted, transferred or deployed, and by not only recognizing the differences but promoting them, NPF will have a representative and diverse workforce and it’s focus will be primarily aimed towards Human Equity.