Chapter 3

Question 1

Discrimination based on what is illegal in every jurisdiction?

Answer 1

age, race, gender (sex)
+
ethic origin, colour, sexual orientation, marital status, Aboriginal residence, mental/physical ability (unless BFOQ)
or even
convictions for an offense which is now pardoned

Question 2

Employment equity

Answer 2

The employment of individuals in a fair and nonbiased manner

(it is the proactive programs to ensure that the organization’s workforce is representative of the population)

Question 3

What are the governing pieces of legislation dealing with employment equity.

Answer 3

The Canadian Charter of Rights and Freedoms
&
Canadian Human Rights Act (CHRA)

Question 4

What EDI function is in the USA but not Canada

Answer 4

Quotas for EDI (hiring, etc.)

Question 5

If an employee is to be let go from a position due to inability to perform an essential task, what must they do

Answer 5

they must offer a different position not requiring that specific essential task

Question 6

What corporations does the Canadian Human Rights Act (CHRA) apply to?

Answer 6

All federal corporations and Crown Corporations

Question 7

Crown corporations examples are:

Answer 7

banks
insurance companies
communications companies
airlines
railway companies

Question 8

What is bona fide occupational qualification (BFOQ)

Answer 8

A justifiable reason for discrimination based on business reasons of safety or effectiveness

Question 9

When is discrimination allowed in hiring?

Answer 9

When it is not possible to accommodate the employee without causing undue hardship

Question 10

What should you do if you have an employee who comes to work and appears to be under the influence of drugs or alcohol?

Answer 10

Employees with dependency on drugs or alcohol must be reasonably accommodated to the point of undue hardship (addiction issues are treated similarly as physical disabilities)

Question 11

What is pay equity?

Answer 11

it means it is discriminatory for employers to establish or maintain pay differences between male and female employees in the same establishment who are performing work of equal value

Question 12

How much is a woman’s earning compared to a man?

Answer 12

$0.75 for a woman compared to every mans $1.00

Question 13

What is pay equality

Answer 13

employers are required to pay women the same as men doing the same job

Question 14

Women, Indigenous Peoples, members of visible minorities, and people with disabilities make up over how much of Canada’s labour force

Answer 14

60%

Question 15

Who are the members of the designated groups

Answer 15

Women
Indigenous
Members of visible minority
People with disabilities

Question 16

What does the individual term of “equity” mean?

Answer 16

fairness and impartiality

Question 17

What disadvantages do the designated groups experience in hiring/workforce?

Answer 17

high unemployment
occupational segregation
pay inequities
limited opportunities for career progress

Question 18

The unemployment rate for Indigenous individuals is __________than the national unemployment rate.

Answer 18

higher

Question 19

individuals with disabilities earn ________than Canadians without disabilities

Answer 19

less

Question 20

What is the average cost for workplace accommodations for those with disabilities

Answer 20

mainly less than $500
uncommonly less than $1500

Question 21

Organizations with more than 50 employees must ensure what?

Answer 21

ensure that they have a documented individual accommodation plan for employees with disabilities
&
return-to-work processes for employees returning from an absence due to a disability.

Question 22

Benefits of work equity

Answer 22

• enhances an organization’s ability to attract and keep the best-qualified employees (broader base of skills)
• enhances employee morale (offers flexible work schedules ad work sharing)
• enhances organizational image in community

Question 23

Employers and Crown corporations that have 100 employees or more must do what?

Answer 23

They must implement employment equity and report on their results

Question 24

What are the 6 steps of implementation of employment equity in an organization

Answer 24

1. Senior Management Commitment
2. Data Collection and Analysis
3. Employment Systems Review
4. Establishment of a Workplan
5. Implementation
6. Evaluation, Monitoring, and Revision

Question 25

Describe step 1 in Employment equity implementation: Senior Management Commitment

Answer 25

A top-down strategy. The policy statement should be supplemented with explaining what employment equity is, the rationale for the program, and its implications for current and future employees.

Question 26

Describe step 2 in Employment equity implementation: Data Collection and Analysis

Answer 26

An internal workforce profile usage. Primarily based on stock data and flow data

Question 27

What is Stock Data?

Answer 27

Data showing the status of designated groups in occupational categories and compensation levels

Question 28

What is Flow Data?

Answer 28

Data that provide a profile of the employment decisions affecting designated groups

Question 29

What is underutilization?

Answer 29

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

Question 30

What is concentration?

Answer 30

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

Question 31

Describe step 3 in Employment equity implementation: Employment Systems Review

Answer 31

the means by which employers carry out personnel activities such as recruitment, hiring, training and development, promotion, job classification, discipline, and termination.

Question 32

What is Systemic discrimination?

Answer 32

The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job related

Question 33

What are special measures?

Answer 33

initiatives designed to accelerate the entry, development, and promotion of members of designated groups from among the interested and qualified workforce

Question 34

What is Reasonable Accommodation?

Answer 34

attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences. Anything above this is undue hardship

Question 35

Describe step 4 in Employment equity implementation: Establishment of a Workplan

Answer 35

Workforce analysis and the review of employment systems will provide the employer with a useful base from which to develop a workplan with realistic goals and timetables. (Includes numerical goals with time frames, descriptions of specific activities to achieve the numerical goals)

Question 36

Describe step 5 in Employment equity implementation: Implementation

Answer 36

The success of plan implementation depends on senior management’s commitment to the process, how the roles and responsibilities are defined, the resources available, the effectiveness of the communications strategy, the acceptance of plan initiatives and objectives, and the availability of training. Can be affected by interal and external changes during the timeline. (Includes assigning people to roles and responsibilities, communication, training)

Question 37

Describe step 6 in Employment equity implementation: Evaluation, Monitoring, and Revision

Answer 37

Overall evaluation process. If the employer finds, on review of the program, that there are negative results, alterations to the existing plan will have to be made with new goals (Includes annual progress reports provided to all employees, interim reports on special projects)

Question 38

The three kinds of sexual harassment:

Answer 38

1. When someone says or does things to you of a sexual nature and you do not want or welcome it. 2. A person who has authority or power to deny you something, such as a promotion or a raise, makes sexual suggestions or requests that you do not want or welcome 3. A person with authority or the power to deny you something important punishes you or threatens to do something to you for refusing a sexual request

Question 39

What should the employer do when there is a complaint of sexual harassment

Answer 39

Employer has a legal, ethical, and employee relations obligation to investigate the charges thoroughly

Question 40

What is Diversity management?

Answer 40

The optimization of an organization’s multicultural workforce to reach business objectives. Unlike employment equity, this is optional

Question 41

What is the goal of diversity management?

Answer 41

To have the workforce at all levels resemble the population

Question 42

Some main benefits of a diverse workforce:

Answer 42

- economic effectiveness - benefits company reputation - compliance with law - market growth (new markets) - increased productivity

Question 43

Benefits of diversity management:

Answer 43

- Increased marketplace understanding - Better utilization - Increased quality of team problem solving - Breadth of understanding in leadership positions - Enhanced creativity

Question 44

______is essential to the success of diversity and inclusion implementation

Answer 44

Training

Question 45

A final element in achieving success (in diversity plans)

Answer 45

monitoring progress and providing qualitative and quantitative evidence of change