DAWSON CREEK, B.C. - Dawson Creek city council has approved a new recruitment, selection and employment equity policy, following a lengthy discussion about hiring practices, potential hiring biases and concerns about whether the policy could lead to a quota system.
The policy was presented to council by the city’s Human Resources Manager Elisa Valentin and is intended to guide how the City recruits and hires employees while ensuring hiring decisions are based on merit, skills and qualifications.
The most notable exchange came when Councillor Charlie Parslow raised concerns about what some people describe as “reverse discrimination” and questioned whether efforts to build a workforce that reflects the community could disadvantage other applicants.
In response, Valentin said the City does not use quotas and instead focuses on removing barriers that may prevent qualified candidates from applying or succeeding in the hiring process.
Valentin said if recruitment practices are working properly, the City’s workforce should naturally reflect the makeup of the community.
“Absolutely not,” Valentin said when asked whether the policy would create a quota system.
During the discussion, council also sought clarification on what the policy means by removing barriers for underrepresented groups.
Valentin said the City regularly reviews whether requirements such as driver’s licences and criminal record checks are genuinely necessary for particular positions, noting that unnecessary requirements can prevent otherwise qualified candidates from applying.
Valentin also explained that “protected grounds” refer to characteristics covered under provincial and federal human rights legislation, including factors such as sex, age, religion and country of origin. According to the City, those factors should not influence hiring decisions.
Another topic that drew discussion was bias in hiring. Valentin acknowledged that everyone has biases and said the City works to reduce their impact by using standardized interview questions, rating systems and interview panels that include multiple people.
Councillor Jerimy Earl also briefly touched on the growing use of artificial intelligence in job applications.
When asked how the City screens for AI-generated applications, Valentin said most interviews are conducted in person and that the interview process is where applicants’ abilities are more thoroughly assessed.
Following the discussion, council unanimously approved the new recruitment, selection and employment equity policy, subject to a required 30-day review period. As part of the change, several older hiring-related policies will be rescinded or moved into administrative procedures.
The approval marks a significant update to the City’s hiring framework and signals a renewed focus on reducing barriers while maintaining what administrators describe as a merit-based recruitment process.