Articles by author: Brock University

• Brock aims to advance human rights and equity

  Wednesday, March 21, 2018 | By Brock University

  MEDIA RELEASE: 21 March 2018 – R00060

  The United Nations’ International Day for the Elimination of Racial Discrimination is recognized around the world each year on March 21. Communities, governments and institutions are working towards finding opportunity to promote and recognize social inclusion and diversity as a strength to Canadian society and our post-secondary educational institutions.

  Brock University is taking steps to advance human rights and equity across campus by following up on the University’s Human Rights Task Force Report, ‘Pushing Forward.’ Brock plans to form a new President’s Advisory Committee on Human Rights, Equity and Decolonization, in response to recommendations put forward by the Task Force. Brock will be also hiring a Director of Human Rights and Equity, who will report directly to the President.

  The President’s Advisory Committee, expected to be established this spring, affirms Brock’s commitment to promoting a welcoming and inclusive campus. The committee’s mandate will include identifying, addressing and advising the President on issues pertaining to equity that affect any individuals and groups on campus.

  Brock President Gervan Fearon states, “Brock is an outstanding University contributing to the regional community and economic growth, as well as advancement in teaching, learning, research and scholarship at the provincial and national level. We are at our best when all members of the University community are engaged, welcomed and supported to succeed and to make contributions to these efforts.”

  In providing a forum for discussion, reflection and learning, the President’s Advisory Committee will also oversee and advise on implementing recommendations by the Human Rights Task Force. Nominations for membership will be sought from across campus, with the support of the Office of Human Rights and Equity (HRE).

  In HRE, the new Director of Human Rights and Equity position, expected to be posted soon, will report directly to the President. While HRE remains an independent office of complaint resolution and equity programming, the new reporting line signals the priority of human rights and equity issues to senior administration, and supports a Task Force recommendation to enhance the importance of human rights in the University structure.

  Brock also plans to create a racial justice co-ordinator role to further support the University’s initiatives on racism and equity issues.

  “These initiatives advance Brock’s efforts to promote equity and social justice principles on campus as well as the broader community that we serve,” Fearon said. “We are striving towards building partnerships across the University community, based on principles of diversity, equity and inclusion. We are recognizing the important work done by the University Human Rights Task Force and March 21 as the International Day for the Elimination of Racial Discrimination.”

  International Day for the Elimination of Racial Discrimination commemorates the 69 lives lost in 1960 during a peaceful protest in Sharpeville, South Africa, against apartheid pass laws. Proclaiming the International Day in 1966, the United Nations General Assembly called on the international community to enhance its efforts to eliminate all forms of racial discrimination.

  The UN has designated the 2018 theme as “Promoting tolerance, inclusion, unity and respect for diversity in the context of combating racial discrimination.”

  For more information or for assistance arranging interviews:

  * Dan Dakin, Media Relations Officer, Brock University ddakin@brocku.ca, 905-688-5550 x5353 or 905-347-1970

  Brock University Marketing and Communications has a full-service studio where we can provide high definition video and broadcast-quality audio.

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  Categories: Media releases

• Policy brief calls for more transparent hiring, youth employment strategy

  Tuesday, March 20, 2018 | By Brock University

  MEDIA RELASE – 20 March 2018 – R00059

  A significant portion of Niagara employers hire their staff through the ‘hidden’ job market, according to a newly-released youth employment policy brief co-researched by Brock University.

  Brock’s Niagara Community Observatory (NCO) and the Niagara Workforce Planning Board (NWPB) estimate that 20 per cent of the region’s employers could be using private job boards, paywalls and other publicly inaccessible ways of recruiting employees rather than advertising positions openly.

  This makes it difficult for researchers and policy-makers to assess job demand in the region and come up with ways to address youth employment, according to the brief “Youth in Niagara: Highly Skilled, Highly Mobile,” released Tuesday, March 20 at Brock.

  Expanding on earlier research by the NCO, the Youth in Niagara brief expands population, education and occupation numbers to give a snapshot of the area’s youth employment situation and employment sectors most likely to hire youth.

  “If Niagara is going to be a region that remains globally competitive, and one that can energize growth in small-to-medium enterprise, then it is vital for us to engage in research topics that help us map and leverage our talent opportunities,” said NCO Director Charles Conteh.

  Mario De Divitiis, NWPB CEO, said the research is an important tool for the region.

  “This project demonstrates what happens when local research organizations collaborate on topics that serve the local needs while laying the groundwork for approaching systemic workforce challenges,” he said.

  The policy brief notes that there are no specific measures of capturing youth employment numbers outside of specific programs, as age-targeted hiring generally goes against labour and human rights legislation.

  The researchers therefore looked at entry-level jobs requiring less than two years’ experience.

  Of the 11,995 entry-level job postings in Niagara the researchers examined during 2017, 74.4 per cent were located in Niagara Falls, St. Catharines and Welland, even though those cities house only 61.1 per cent of Niagara’s population.

  Sales and service occupations dominated youth employment. The sector accounted for 29.6 per cent of total employment for the working-age population in the St. Catharines-Niagara area. However, among youth aged 15 to 29, sales and service jobs accounted for 49 per cent of employment.

  About a third of jobs in this sector are part time, according to the report. Jobs in this sector had among the lowest incomes in 2016. Yet Niagara’s youth are highly educated, with 64.2 per cent of the region’s 25- to 29-year-olds possessing a post-secondary certificate, diploma or degree.

  Their top three areas of study are: health and related fields; business, management and public administration; and social and behavioural sciences and law.

  The researchers urge employers to advertise their job postings publicly, not only to help young people get jobs, but also to enable policy-makers and organizations to create programs and services for those looking for work.

  “The challenge with the hidden job market is that, as we move into a more data-driven economy, we are going to see more tools for job seekers and employers depending on open data,” said NWPB research and project manager Adam Durrant.

  “If that data is only reflecting a slice of what the market actually needs, then we can reasonably expect it to have a ripple effect into training programs or hiring incentives,” he said.

  The brief recommends providing companies with nine or fewer employees a job posting template. This would make it easier for them — and policy-makers — to get a good picture of labour demand and recruit for the positions.

  “By creating a culture where it is easier for employers to hire through transparent and measurable means, we address both the short-term challenge of getting a person into a job, and the longer-term challenges of maintaining balance between labour supply and demand,” Conteh said.

  The brief calls for a “broader youth employment and engagement strategy” to address youth employment challenges in the region.

  For more information or for assistance arranging interviews:

  * Dan Dakin, Media Relations Officer, Brock University ddakin@brocku.ca, 905-688-5550 x5353 or 905-347-1970

  Brock University Marketing and Communications has a full-service studio where we can provide high definition video and broadcast-quality audio.

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  Categories: Media releases