We strive to build a team that reflects the diversity of the community we work in and encourage applications from traditionally underrepresented groups such as women, visible minorities, Indigenous peoples, people identifying as LGBTQ2SIA+, Francophones, veterans, and people with disabilities.
We ask for your help in this endeavour. Engaging in justice, equity, diversity and inclusion (JEDI) hiring practices has a host of systemic challenges, and we’re trying our best to align our purpose to this invaluable work. Here at Ian Martin, we place people in meaningful work. Through collecting voluntarily given self-ID data, Ian Martin can confidently take actions to make our work more inclusive and equitable for all.
To learn more, please read our FAQs below answering specific questions about this work.
What do we mean by JEDI (Justice, Equity, Diversity and Inclusion)?
Ian Martin subscribes to JEDI as our acronym of choice for equity, diversity, and inclusion.
We use JEDI for two reasons: first, we’re a bunch of sci-fi fans!
Second, we think the ‘J’, which stands for Justice is important to address and put in front of the conversation about equity, diversity and inclusion. If we can’t have respectful and truth-driven conversations and subsequent action about the justice or injustices faced by peoples from underrepresented groups, we won’t get very far in equity, diversity, and inclusion work.
Why is Ian Martin collecting voluntary self-ID data?
To make strides in JEDI hiring practices and principles, we need data about the people we are working with.
As an enterprise, Ian Martin likes to make informed decisions using the best available data. Furthermore, JEDI work needs substantive data sets to be successful. This data needs to be clean, transparent, and free from bias. The best way to collect that data is to collect it directly from the source: you, our candidates and stakeholders.
Why does Ian Martin care so much about JEDI?
As a purpose-driven company, we aim for higher than average social, environmental, and governance-based positive impact in everything we do. As a world-leading Certified B Corporation, we blend our business-model, which centres on staffing and recruiting, with exploring ways to do better, for the benefit of our society. We know that as a society, we have a lot of work to do when it comes to discrimination and the underrepresentation of certain groups in positions of leadership, governance, and commerce.
Here at Ian Martin, we can do our part when it comes to recruiting and staffing, ensuring underrepresented groups do become more represented in various sectors and industries. We also know we can’t do this work alone, and good data is a critical success factor.
What type of security does Ian Martin use in protecting data?
We take great strides to ensure privacy and security regarding personal information. As a recruiting and staffing company, we have been around for over 60 years handling people’s personal data. We employ industry-standard data security measures to ensure data is protected. Feel free to read here to learn more about our privacy statement here: https://ianmartin.com/privacy/
What will Ian Martin do with my data if I volunteer it?
Voluntary Self-ID data will be used to help us find out necessary information about the candidates we work with, both for internal operations and for external placements for the benefit of our clients. We will be using this data to help create a more representative professional community, one that better reflects our society.
Your data will be used in internal reporting, candidate relationship management systems (e.g., Tech platforms such as Livehire), and may be shared with our clients who have identified they too, wish to engage in JEDI hiring practices.
Who will see my data if I voluntarily give it?
- Ian Martin representatives (on a need-to-know basis).
- External stakeholders (E.g. Clients) will see aggregated data sets, not specific data points tied to a person’s identity. For example, if you were to state you were to identify as someone with a learning disability, your identity will not be tied to this point of identification. We would simply share your point of identification as part of a larger data set. Stating something like, “230 out of 1000 applicants have stated they have a learning disability.”
Will my data be used to engage in discriminatory hiring practices?
No. Ian Martin does not engage in discriminatory hiring practices. Candidates considered for roles go through industry standard recruiting and selection processes.
Do I have to submit this data?
Not at all. This is what we mean by voluntary self-ID information. If you choose not to disclose any data, that is completely acceptable.
If I don’t submit this data, will it effect my eligibility for Ian Martin opportunities?
Not at all. Your application will be considered for the role you are interested.
As with standard hiring practices, if you are qualified and chosen to advance in a candidacy, you will be contacted with next steps.
Is it legal for Ian Martin to ask about this data?
Yes, primarily for two reasons: first, we are asking for this information in a voluntary capacity. It is up to you whether or not you partake, as all of our questions have an entry option of ‘Prefer Not To Say.’ If you do not wish to volunteer this info, you don’t have to.
Second, many provincial labour Acts, as well as federal labour standards enable and encourage employers to engage in equity-based hiring programs. For these programs to attain success, data is used to help inform decisions around equity-based hiring programming.
If I have specific questions about this work, who is available to address them?
If you want to reach out and ask questions about our JEDI work, feel free to get in touch with us at email@example.com. We’d be happy to answer any questions you may have.
Do I have to fill in all of the questions?
No, each question is either optional or features a Prefer Not to Say entry. If you don’t feel comfortable answering a particular question, you don’t need to answer it.