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Originally Posted by calgarygeologist
Maybe someone that has good knowledge of employee rights and legislation can answer this because my knowledge is pretty limited. It is my understanding, and I could be wrong on this, but an employer can not ask about an employee's gender, sexual orientation, races, etc. If that is true, how can a business really check the boxes accurately when submitting information to the city? Why should a business be put at the bottom of the list because of a low "social procurement score" if they don't honestly know their employees? What if a business suspects some employees are queer or First Nations and checks the boxes and then an audit is done by the city, how do they provide proof other than a statement that they believe it to be true?
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It's not necessarily based on confirming a certain percent of your staff fit into a category. Some of the questions are related to 3rd party certifications, others are about your policies and employment practices, and how you ensure compliance with those practices. There are also questions related to what percentage of your staff are paid a living wage, and whether you have a social procurement policy (and evidence it is being followed).