Article 7 – Non-Discrimination

The parties recognize the value of diversity, equity and inclusion in the University community and are committed to ensuring equal opportunities for all employees. The parties are also committed to ensuring that there are no barriers or systemic discrimination to the full participation of all employees including women, Indigenous or Aboriginal Peoples (First Nations, Métis, and Inuit), persons with disabilities, persons of a particular race, colour, descent, or national or ethnic origin, persons of disadvantaged groups, or persons of any sexual orientation or gender identity (LGBT+).

The parties are committed to ensuring a positive working environment for all members of the University community and agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any matter included in this Agreement by reason of any personal attributes, physical characteristics or on the basis of any of the prohibited grounds for discrimination as defined, and amended from time to time, by The Saskatchewan Human Rights Code, that is religion, creed, marital status, family status (except as provided in this Agreement), sex, sexual orientation, disability, age (except as provided in this Agreement), colour, ancestry, nationality, place of origin, race or perceived race, receipt of public assistance, gender identity, and membership, inclusion, or activity in the Association or Bargaining unit.

In addition to these legal restrictions, the parties further agree that the following personal attributes shall also come within the scope of this Article: political affiliation or belief, place of residence (except when determined to be a bona fide occupational requirement), and personal or social lifestyle (except when determined to be a bona fide occupational requirement).

Consistent with the principles of employment equity, diversity and inclusion, the parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavorable effect on the hiring, retention and promotion of members of designated groups.