In your job search, you should be looking for the best possible candidate, whether they are Canadian or not. If you have two candidates of equal value, you must hire the Canadian. Sometimes the characteristics which determine the value of a candidate may go beyond their qualifications. In reflecting on proactive recruitment be sure to consider whether an individual's ability to add to the diversity of your department or faculty may increase their desirability and level of excellence. In aiming for excellence in recruitment, remember that this is a socially constructed concept; employing diverse academics may offer the University of Toronto the opportunity to include new knowledge and expertise in its teaching and research. For instance, the use of language such as 'demonstrable excellence' in teaching or research establishes the qualifications for the position and may assist in distinguishing between candidates.

Equity Statement The Employment Equity policy at the University of Toronto requires that advertisements include specific wording to ensure that members of designated groups are encouraged to apply. All advertisements must include the following statement:

The University of Toronto is strongly committed to diversity within itscommunityand especially welcomes applications from visible minority group members, women, Aboriginal persons, persons with disabilities, members of sexual minority groups, and others who may contribute to the further diversification of ideas.

Statements such as this are widely used in advertising for faculty positions in Canada, the US, the UK and Australia/New Zealand. As Furedy et al. (1999) note, equity statements are used to ensure equality of outcome in the recruitment process, not just equality of opportunity. The statement recognises that, as discussed in the PowerPoint presentations provided, evaluation on the basis of merit can unfairly discriminate. It also suggests a commitment by the institution to equity throughout an employee's tenure (Powney, 1994).