Decent Work and Economic Growth

This societal impact focuses on promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all.

Lakehead University offers comprehensive career services, internships, co-op, and experiential learning opportunities that help develop the necessary skills and knowledge needed to succeed in employment and entrepreneurship opportunities. Through research and engagement, the university provides input into economic development initiatives and strategies that promote sustainable growth and decent work.

Employment Practice

8.2.1 Employment practice living wage

Does your university as a body pay all staff and faculty at least the living wage, defined as the local “living wage” (if government defines this) or the local poverty indicator for a family of four (expressed as an hourly wage)?   

Lakehead University adheres to provincial labour laws and regulations concerning staff and faculty compensation, including Ontario’s minimum wage requirements.

The local living wage, determined with consideration for the needs of a family of four, is established at $20.30 per hour in Northern Ontario, home of the Lakehead Thunder Bay campus, and $23.05 in Grey Bruce Perth Huron Simcoe, home of the Lakehead Orillia campus. While Lakehead complies with the province’s minimum wage laws, it’s essential to note that all unionized positions, including faculty, graduate assistants, technical staff and professional staff in non-unionized roles receive compensation that exceeds the minimum wage as detailed in Lakehead University’s Salary Information guidelines. 

In addition, Lakehead University has invested in a comprehensive benefits package for eligible employees. All additional information on the comprehensive benefits for eligible employees can be found here.

The Lakehead University Student Union also provides a Student Health & Dental Plan to students and their families to access reliable and affordable coverage for prescription drugs, dental, vision, extended health practitioners, travel and accident insurance. 

8.2.2 Employment practice unions

Does your university as a body recognise unions  (freedom of association & collective bargaining) for all, including women & international staff?  

Lakehead is committed to fostering an inclusive and equitable environment where the rights and voices of all employees are respected and protected as outlined on its Labour Relations page.

Lakehead University recognizes unions and supports labour rights, including the principles of freedom of association and collective bargaining for all members of our community, regardless of their gender or nationality. All of Lakehead’s union agreements include equity provisions that ensure fair treatment and representation for all, including women and under-represented groups.

Unionized employees of the university are included in one of several bargaining units, depending on the nature of their role. These include:

• Canadian Office and Professional Employees Union (COPE), Local 96

• Canadian Union of Public Employees (CUPE), Local 3905

• International Union of Operating Engineers (IUOE), Local 865

• Lakehead University Faculty Association (LUFA)

• Ontario Public Service Employees Union (OPSEU), Local 716

• UNIFOR, Local 229

• United Steelworkers (USW), Local 5294

More information on the university’s collective agreements can be found here.

8.2.3 Employment policy on discrimination

Does your university as a body have a policy on discrimination in the workplace (including discrimination based on religion, sexuality, gender, age)?  

Lakehead’s Human Rights Policy (last reviewed in 2022) prohibits workplace discrimination and harassment based on protected grounds, including, but not limited to, race, religion, sexual orientation, gender identity, age, disability, and socioeconomic status. The policy is based on the  Ontario Human Rights Code and affirms Lakehead’s responsibilities:

• Applies to all members of the University community and all workplace-related activities

• Prohibits discrimination, including racism, sexism, homophobia, transphobia, and ableism

• Ensures every person facing discrimination has access to support and a remedy

• Establishes a complaints process and training initiatives through the Office of Human Rights and Equity

• Promotes systemic prevention, response, and education to uphold equity and human dignity.

Lakehead University promptly addresses and responds to reports and complaints of harassment and discrimination in the workplace submitted through various channels, including in person, by phone, by email or via the Lakehead University Mobile Safety app.

Lakehead University prohibits any form of reprisals or threats of reprisals against community members who genuinely and in good faith participate in these processes.  

Lakehead University’s Diversity Awareness Policy (last reviewed in 2010) further reinforces the commitment to eliminating workplace discrimination and creating an inclusive work culture. The policy recognizes that equity, not just equality, is essential to fair treatment and opportunity.

• Acknowledges systemic barriers and supports fair access to employment and advancement

• Supports equity-focused hiring and employment practices to “level the playing field”

• Promotes a work environment where diverse perspectives are respected and included

The Office of Human Rights and Equity plays a crucial role in safeguarding the well-being of Lakehead University’s community members.  This office offers support and monitors compliance with these policies.  It actively raises awareness about the detrimental effects of discrimination and harassment through various programs and initiatives.

8.2.4 Employment policy modern slavery

Does your university as a body have a policy commitment against forced labour, modern slavery and human trafficking, and child labour?

Lakehead University is unwavering in its commitment to eradicating forced labour, modern slavery, human trafficking and child labour. These national and provincial legislative efforts include the Forced Labour and Child Labour in Supply Chains Act, the Employment Act and the Prevention of and Remedies for Human Trafficking Act, 2017. These Acts are instrumental in establishing stringent measures aimed at preventing and mitigating the risks associated with forced labour, child labour and human trafficking within supply chains.

Lakehead University is committed to eradicating forced labour, modern slavery, human trafficking and child labour through the following policies: 

1. Employment Recruitment Policy (last reviewed in 2020),
   • Commitment to recruiting and employing the best-suited and qualified staff.
   • Recruitment practices must be conducted in a fair and transparent manner.
   • Hiring is guided by the University’s commitment to equity, diversity, and inclusion (EDI).
   • Positions are publicly advertised to ensure open and fair access.
   • Hiring decisions must avoid conflicts of interest, with safeguards if familial relationships exist.
   • Recruitment processes reflect due diligence to ensure financial, ethical, and organizational responsibility.
2. Employee Code of Conduct (last reviewed in 2014)
   • Requires all employees, contractors, and volunteers to comply with the laws of Ontario, Canada, and any other jurisdictions where the University operates.
   • Establishes standards of personal integrity, honesty, fairness, and propriety in all actions.
   • Requires respect for others, equitable treatment, and a safe environment free from harm, harassment, or discrimination.
   • Prohibits unfair advantage, manipulation, or abuse of power.
   • Ensures safe working environments and compliance with the Occupational Health and Safety Act.
3. Procurement Policy (last reviewed in 2018)
   • The University follows the Government of Ontario’s Supply Chain Code of Ethics, which requires all procurement activities to be ethical, efficient, and accountable.
   • All sourcing, contracting, and procurement must comply with federal and provincial laws, as well as national and international trade agreements.
   • Procurement procedures are designed to prevent unethical practices and ensure fair treatment of all suppliers with no preference or bias.
   • The policy prohibits conflicts of interest, requiring full disclosure and review if a potential conflict arises.
   • Employees are not permitted to accept gifts or gratuities that could create undue influence, ensuring integrity in supply chain decisions.
   • The University is committed to sustainability, giving preference to products and services that reduce harm to people and the environment.
   • By aligning with Ontario’s Broader Public Sector Procurement Directive, the University ensures procurement is transparent and consistent with ethical labour standards.

These policies serve as a clear testament to our dedication to ethical practices and the protection of human rights within our institution. By requiring compliance with federal and provincial legislation, adhering to the Government of Ontario’s Supply Chain Code of Ethics, ensuring fair and transparent recruitment guided by equity, diversity, and inclusion, and mandating respect for human rights and safe working environments, these policies collectively reflect the University’s institutional stance against forced labour, modern slavery, human trafficking, and child labour.

In 2023–24, Lakehead University began actively reviewing vendor contracts and supply chain processes to ensure compliance with the new federal legislation. This commitment is outlined in our Equity, Diversity and Inclusion Action Plan, overseen by the Office of Human Rights and Equity.  These efforts are crucial to ensuring the well-being and fair treatment of all individuals within our university community.

8.2.5 Employment policy modern slavery

Does your university as a body have a policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties?

Lakehead University is committed to ethical and sustainable procurement practices while meeting the needs for goods and services for all university community members.  In 2023–24, Lakehead University continued to apply a continuous quality assurance process to its policies to ensure third-party vendors align with evolving procurement standards and uphold ethical labour and supply chain accountability.  The Procurement Policy (last reviewed 2018) serves as a cornerstone of this commitment, aligning with both the Supply Chain Code of Ethics established by the Government of Ontario and our internal Supply Chain Code of Ethics (last reviewed 2020).

This policy underscores Lakehead University’s commitment to conducting sourcing, contracting and procurement activities efficiently, transparently and with strong ethical integrity. This commitment extends to all parties involved and reflects our dedication to upholding labour rights, fair treatment and equitable conditions for all workers involved in our activities, regardless of whether they are employed directly by the university or by third-party entities.

8.2.6 Employment policy modern slavery

Does your university as a body have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps?

Lakehead University is committed to pay scale equity and the elimination of gender pay gaps.  The Employment Equity Policy for Faculty (last revised in 1991), outlined in the Faculty Association Collective Agreement, emphasizes equal opportunities for remuneration for female academics.  The university actively works to eliminate any gender-based salary differentials through study, analysis and action.

Lakehead’s commitment to measuring and eliminating gender pay gaps is also reflected in the Equity, Diversity and Inclusion Action Plan (EDI), with annual reporting to the President’s Office.  All Collective Agreements at Lakehead University include provisions for equitable pay, ensuring that remuneration is fair, market-competitive, and supported by transparent processes. Lakehead conducts regular pay equity reviews that include gender-based salary analyses to identify and address disparities. These assessments are used to inform adjustments and improvements to hiring, promotion, and compensation practices.

8.2.7 Tracking pay scale for gender equity

Does your university as a body measure/track pay scale gender equity?

Lakehead University is dedicated to ensuring gender equity in all aspects of employment, including pay scale. Lakehead actively tracks and publishes gender equity data for full-time teaching staff salaries through Statistics Canada.  Historical salary data by gender shared with Statistics Canada is shown below:

Lakehead University also collects and monitors full-time faculty by gender, based on data from Statistics Canada’s University & College Academic Staff System (UCASS). This data measures and tracks gender representation among academic staff.  Lakehead University continues to monitor patterns in hiring, rank advancement and compensation by gender to evaluate equitable pay practices.

In compliance with our public sector mandate, Lakehead University also publicly discloses the names, positions, salaries and total taxable benefits of employees paid $100,000 or more in a calendar year. Salary grids, as outlined by our collective agreements, are also accessible online for public reference.  The university continues to track, monitor and ensure pay scale equity for all as part of its ongoing operations.

8.2.8 Employment practice appeal process

Does your university as a body have a process for employees to appeal on employee rights and/or pay?

Lakehead University provides clear procedures for employees to appeal concerns related to workplace rights, treatment, or compensation, including formal grievance pathways outlined in union agreements and internal policies. To address any concerns related to employee rights or pay, employees have multiple avenues for reporting issues.  

Many staff and faculty at Lakehead University are members of unions with their own collective agreements and structured grievance processes for addressing work or pay-related concerns.  

In addition, the Employee Code of Conduct (last reviewed in 2014) provides all faculty and staff with a process to report a breach of the Code when it is reasonably identified and in good faith. The Code of Conduct is designed to complement collective agreements, contracts, and employment law, which include mechanisms for addressing pay-related disputes. 

The Code of Conduct outlines the following:

• The appeals process is outlined within the Code of Conduct

• Designed to protect individual rights within the university context

• Applies to all non-union employees, faculty, staff, and contractors

The Office of Human Rights and Equity plays a crucial role in safeguarding the well-being of Lakehead University’s community members.  This office offers support and monitors compliance with these policies.  It actively raises awareness about the detrimental effects of discrimination and harassment through various programs and initiatives.

8.2.9 Employment practice appeal process

Does your university recognize labour rights (freedom of association and collective bargaining) for all, including women and international staff?

Lakehead University actively upholds fundamental labour rights, including the freedom of association and collective bargaining, for all employees, regardless of gender, citizenship status, or employment classification. 

Lakehead University recognizes and supports labour rights, including the right to fair wages, safe working conditions, non-discrimination and principles of freedom of association and collective bargaining of all our employee,s regardless of their gender or nationality.

The university’s collective agreements can be found here. Further information about labour relations at Lakehead University can be found here. 

Lakehead University’s unionized employees are organized into seven bargaining units: 

• Canadian Office and Professional Employees Union (COPE), Local 96

• Canadian Union of Public Employees (CUPE), Local 3905

• International Union of Operating Engineers (IUOE), Local 865

• Lakehead University Faculty Association (LUFA)

• Ontario Public Service Employees Union (OPSEU), Local 716

• UNIFOR, Local 229

• United Steelworkers (USW), Local 5294