Chapter 3

Question 1

Bona fide occupational qualification (BFOQ)

Answer 1

A justifiable reason for discrimination based on business reasons of safety or effectiveness. It is justified if the company can prove that it is indeed for business necessities.

Question 2

Concentration

Answer 2

Term applied to designated groups whose numbers in a particular occupation or level are high relative to their numbers in the labor market

Question 3

Designated groups

Answer 3

People who face significant disadvantages in employment.

Question 4

Diversity management

Answer 4

Having a workplace that represents different types of people and backgrounds.

Question 5

Employment equity

Answer 5

The employment of individuals in a fair and unbiased manner.

Question 6

Flow Data

Answer 6

Data that provide profile distributions of the employment decisions affecting designated groups → when in the process of applying

Question 7

Reasonable accommodation

Answer 7

employers adjusting working schedules with disabilities or religious practices

Question 8

Sexual harassment

Answer 8

Unwelcomed sexual feelings that are forced

Question 9

Stock Data

Answer 9

Data that shows the status of designated groups in occupational categories and compensation levels → inside the company

Question 10

Systemic Discrimination

Answer 10

Exclusion of members of certain groups through the application of employment policies based on criteria that are not job related or not required for the safe and efficient operation of the business.

Question 11

Underutilization

Answer 11

Term applied to designated groups that are not utilized or represented in the employer’s workforce proportional to their numbers in the labor market.

Question 12

Pay equity

Answer 12

Equal pay for work of equal value

Question 13

Who deals with discrimination complaints? What are the steps to file a discrimination complaint?

Answer 13

It is dealt with by the Canadian Human Rights Commission. The steps are as follows:

1. Complete a written report describing the discriminatory action
2. A CHRC representative reviews the facts and determines whether the claim is legitimate or not.
3. Once the complaint is deemed legitimate, an investigator is assigned to gather more facts from both the complainant and the accused.
4. The investigator submits a report to the CHRC recommending the finding of either substantiation or nonsubstantiation of the allegation.
5. If substantiated, a settlement may be arranged during the investigation.
6. If an agreement fails to be reached during the settlement, a human rights tribunal consisting of up to three members may be selected to conduct further investigation
7. If it is proven that there were discriminatory practices and/or the complainant suffered monetary loss, or the discriminatory practices violate their self-respect, the human rights tribunal may issue an order for the accused organization or person to compensate the complainant, whether it be monetary aspect or non-monetary aspect.