2-7 Diversity, Equity, and Inclusion Flashcards
What is the primary goal of Diversity, Equity, and Inclusion (DEI) in Canada’s workplace?
To create a barrier-free environment where all individuals can explore and develop their career potential, contributing to Canada’s economic growth and prosperity.
Who are the designated groups under the federal Employment Equity Act?
Women
Members of visible minorities
Indigenous Peoples
People with disabilities
What does employment equity mean in a legal and practical sense?
Legally: Justice based on ethics and fairness, reducing rigidity in common law.
Practically: Ensuring equitable workforce representation and redressing past employment discrimination.
What does the Employment Equity Act require of federally regulated organizations?
They must:
Develop plans to better represent designated groups.
Identify and remove systemic barriers to employment.
Establish a timetable to achieve these changes.
How does the Federal Contractors Program promote employment equity?
It requires organizations doing over $1 million in business with the federal government to implement employment equity principles.
What systemic barriers commonly affect visible minorities in employment?
Culturally biased aptitude tests
Lack of recognition of foreign credentials
Excessive language requirements
What are the employment challenges faced by people with disabilities?
Attitudinal barriers
Physical demands unrelated to job requirements
Inadequate access to technical and human support systems
What is an example of a systemic barrier in recruitment, and how can it be addressed?
Barrier: Word-of-mouth recruiting can unintentionally exclude underrepresented groups.
Solution: Use formal job postings targeted to underrepresented groups.
How can training and promotion practices support employment equity?
Ensure training is accessible to all employees.
Communicate promotion opportunities widely and evaluate all employees using consistent criteria.
What benefits do employers gain from employment equity initiatives?
Access to a larger pool of qualified candidates.
Improved workforce diversity and representation.
Better service to diverse populations.
What are examples of industries where women remain underrepresented in Canada?
Mining, oil, and gas (19%)
Construction (14%)
What is the relationship between education and employment for people with disabilities?
People with higher education levels and minor disabilities face fewer barriers compared to those with more severe disabilities or lower education levels.
How has Canada recognized employers advancing employment equity for Indigenous Peoples?
Programs like Canada’s Best Diversity Employers highlight organizations fostering employment opportunities and inclusion for Indigenous communities.
What is the definition of pay equity?
Pay equity is the principle of equal pay for work of equal value, ensuring individuals are not discriminated against based on job content.
When was pay equity introduced into Canadian law, and through which act?
Pay equity became law in 1978 through an amendment to the Canadian Human Rights Act.
What is the main focus of pay equity legislation?
To address the gender wage gap by eliminating the historical undervaluation of work traditionally performed by women compared to work traditionally performed by men.
What are the two principles of pay equity?
Equal pay for equal work: Men and women doing substantially the same work for the same employer must receive the same wage unless differences are due to seniority, merit pay, or production-based systems.
Equal pay for work of comparable value: Jobs of comparable value to the organization, regardless of gender dominance, must be paid equally (e.g., nurses and electricians).
How are jobs evaluated for pay equity?
Using a gender-neutral job comparison system that evaluates job content based on skills, effort, responsibilities, and working conditions.
What types of comparisons are made in pay equity evaluations?
Comparisons are based on job content, not employee performance.
For example, a stockroom attendant’s role (male-dominated) might be compared to a cashier’s role (female-dominated).
Which provinces have pay equity legislation in Canada?
Manitoba, New Brunswick, Nova Scotia, Ontario, Prince Edward Island, and Québec.
Which provinces do not have pay equity legislation but have frameworks for negotiations?
British Columbia, Newfoundland and Labrador, and Saskatchewan.
Which province in Canada has no pay equity legislation
Alberta.
What is an example of a long-standing pay equity case in Canada?
The Canada Post case, filed in 1983, compared clerical workers (female-dominated) to operational workers like letter carriers (male-dominated). It was resolved in 2018, costing Canada Post approximately $250 million.
How is federal pay equity legislation enforced?
It is complaint-based, meaning employees, groups of employees, or unions can file complaints, though resolution can take years.
What is the average weekly wage gap between men and women in Canada as of 2021?
Men earned an average of $1332.18, while women earned $1137.28.
Why is pay equity important in addressing the gender wage gap?
It ensures fair valuation of work traditionally done by women and promotes equality in the workplace.
What is the difference between diversity and employment equity?
Diversity: Voluntarily creating a representative workforce by embracing differences such as religion, personality, lifestyle, and education.
Employment equity: A legal requirement to address and remove systemic barriers for designated groups.
How does inclusion relate to diversity in the workplace?
Diversity recognizes differences, while inclusion puts those differences into action to create a successful organization.
Why is diversity and inclusion important for Canada’s economic growth?
As immigration drives population growth, utilizing diverse talent is essential for company success and overall economic prosperity.
What initiatives can support transgender and gender-nonconforming employees?
Changes to washroom facilities, mentorship programs, and resources for transitioning employees.
What role do unconscious biases play in diversity and inclusion?
Unconscious biases must be acknowledged and addressed to create a less biased and more inclusive workplace culture.
What is an example of how diversity and inclusion benefit organizational success?
Research shows that a diverse and inclusive workforce leads to better business performance and societal growth.
What is the largest revenue source for the Osoyoos Indian Band?
Land leases, including agreements for a provincial prison and a racetrack.
Why is leadership critical for creating a diverse and inclusive workplace?
Leaders drive culture change, model expected behaviors, and are accountable for promoting diversity and inclusion.
How can organizations assess their diversity and inclusion progress?
By conducting diversity surveys to understand workforce composition and employee perceptions of discrimination.
What is the role of training in diversity and inclusion initiatives?
Training helps employees understand unconscious bias, systemic barriers, and inclusive behaviors, making diversity an integral part of job performance.
What initiatives can break down barriers and promote diversity?
Mentorship programs: Encouraging women in non-traditional fields (e.g., aerospace).
Cultural awareness training: For example, Indigenous history workshops.
Targeted recruitment: Sourcing talent from diverse communities.
How does measuring and evaluating diversity-related behaviors contribute to inclusion?
Ongoing evaluation and feedback ensure diversity values are integrated into daily business practices and reinforce accountability.
Why is it essential for promotional processes to be transparent?
Transparency helps dismantle systemic barriers and ensures equitable access to career advancement opportunities.
How has COVID-19 created opportunities to improve diversity and inclusion?
The pandemic prompted organizations to re-examine initiatives, strengthen commitments, and address the adverse impacts on diverse communities.
What potential problems could employers face when enhancing diversity and inclusion?
Resistance to change within the organization
.
Lack of awareness or acknowledgment of systemic barriers.
Difficulty in addressing unconscious biases.
Insufficient resources for training and initiatives.
How can organizations ensure a more diverse and inclusive senior leadership?
By tracking diversity data, increasing transparency in promotions, and committing to concrete actions to change behaviors and attitudes.
What role do external organizations play in supporting workplace inclusion?
Groups like TRIEC conduct research and provide guidance on addressing intersectionality, such as for immigrant women of color.
Why is inclusion more than just recruiting from diverse communities?
Inclusion requires creating and nurturing a culture where all employees feel valued and can thrive.
