chapter 3 diversity and employment equity copyright © 1999 john wiley & sons canada, ltd. all...
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Chapter 3Chapter 3
Diversity and Employment Equity
Copyright © 1999 John Wiley & Sons Canada, Ltd. All rights reserved.
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Laws AffectingLaws AffectingDiscriminatory PracticesDiscriminatory Practices
• Charter of Rights and Freedoms
• Canadian Human Rights Act (CHRA)
• Employment Equity Act
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Charter of RightsCharter of Rightsand Freedomsand Freedoms
• Part of Constitution Act of 1982 (supreme law of Canada)
• Protects against discrimination based on:- Race - Sex
- National or ethnic origin - Age
- Colour - Mental or physical diability
- Religion
• Allows for Employment Equity programs
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Canadian Human Rights Act Canadian Human Rights Act (CHRA)(CHRA)
• Gives all Canadians equal opportunity to live and work without discrimination
• Applies to federal employees, and employees of federally regulated industries
• Similar human rights acts in provincial jurisdictions
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Bona Fide Occupational Bona Fide Occupational Requirements (BFORs)Requirements (BFORs)
• Organizations can treat different groups differently on basis of Bona Fide Occupational Requirements
• Employer must demonstrate discriminatory practice necessary for efficient, economical, safe job performance
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Reasonable Reasonable AccommodationAccommodation
• If employee can perform essential tasks of job, employers must accommodate disability, unless it imposes undue hardship on organization
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Equal Pay GuidelinesEqual Pay Guidelines
• Found in all Canadian jurisdictions
• Comparable worth goes beyond “equal “equal pay for equal work”pay for equal work” and becomes “equal pay for work of equal value”“equal pay for work of equal value”
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Maternity and Childcare:Maternity and Childcare:Rights of New ParentsRights of New Parents
• Maternity leave (usually 17-18 weeks)
• Return to work without loss of seniority or benefits
• Parental leave for new mothers, fathers, and adopting parents
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Employment Equity Act Employment Equity Act (EEA)(EEA)
• Federal legislation, also found in some provinces
• Focus on affirmative action programs
• Canadian Human Rights Commission has authority to conduct audits
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Three Aims of theThree Aims of theEmployment Equity ActEmployment Equity Act
• Draw attention to inequality in past treatment of designated group members
• Convince employers of need to correct imbalance
• Work with employers to implement solution
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Obligations of Employers Obligations of Employers under EEAunder EEA
• Identify jobs in which protected group is underrepresented
• Communicate information on employment equity to employees
• Identify and remove barriers to employment• Develop employment equity plan• Implement plan and monitor changes• Prepare annual statistical report on employment
equity data
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Adverse (Disparate) ImpactAdverse (Disparate) Impact
• Practice that results in greater rejection rate for minority group than for majority group in occupation
(Focus is on consequences of actions, rather than intent)
(Also called systemic discrimination)
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Guarding against Guarding against Discriminatory PracticesDiscriminatory Practices
• The four-fifths rule
• Restricted policy
• Geographical comparisons
• McDonnell-Douglas test
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Enforcing Enforcing Employment EquityEmployment Equity
Canadian Human Rights Commission (CHRC)Canadian Human Rights Commission (CHRC)
• Responsible for investigating discrimination in federal jurisdiction
• Seven-step process to investigate charges of discrimination
• May refer causes to Human Rights Tribunal, and then to Federal Court or Supreme Court
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Defending Charges ofDefending Charges ofDiscriminationDiscrimination
• Business necessity
• BFOR
• Seniority system
Three defences generally available to employer:
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Three Types ofThree Types ofSexual HarassmentSexual Harassment
• Condition of employment• Action has employment
consequences• Action creates hostile environment
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
Sexual HarassmentSexual Harassment
• Prohibited by both federal and provincial human rights legislation
• Organization can be held liable for behaviour of employees
• Organization should issue clear sexual harassment policy
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HUMAN RESOURCES MANAGEMENTTempler • Cattaneo • De Cenzo • RobbinsTempler • Cattaneo • De Cenzo • Robbins
John Wiley & Sons Canada, Ltd
The Glass CeilingThe Glass Ceiling
Contributing Factors:Contributing Factors:
• Lack of advocates
• Lack of networks
• No access to executive search firms
Lack of women and minority representation at top levels of organizations