Ch 3 Flashcards
BFOQ
bona fide occupational qualification - A justifiable reason for discrimination based on business reasons of safety or effectiveness
- justified if the employer can establish necessity for business operations
- example, according to Ontario provincial legislation, adherence to the tenets of the Roman Catholic Church was deemed a BFOQ for employment as a teacher in a Roman Catholic school
designated groups
Women, visible minorities, Indigenous Peoples, and people with disabilities who have been disadvantaged in employment
What is pay equity based on?
equal pay for equal work—pay equality
equal pay for work of comparable worth
pay equity
about fair pay for entire occupations, which are dissimilar, usually within an organization, such as comparing nurses (as a group) to electricians
- It is based on the value of a job to the organization
- Pay equity legislation varies by jurisdiction in Canada
pay equality
(in which employers are required to pay women the same as men doing the same job) is required by law in every jurisdiction in Canada
- about fair pay for individual women employees
- example, a female electrician must be paid the same as a male electrician.
systemic discrimination
The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job related
- Many employment barriers are unintentionally hidden: physical access that restricts those who are mobility challenged, recruitment practices that limit applications from designated groups, and job descriptions and job evaluation systems that undervalue the work of women
test for identifying systemic barriers
Is it job related?
Is it valid? (i.e., does it, or the required qualification, have a direct relationship to job performance?)
Is it consistently applied?
Does it have an adverse impact? (i.e., does it affect members of designated groups more than those of dominant groups?)
Is it a business necessity?
Does it conform to human rights and employment standards legislation?
What are the steps of Implementation of Employment Equity in Organizations
Step 1: Senior Management Commitment
Step 2: Data Collection and Analysis
Step 3: Employment Systems Review
Step 4: Establishment of a Workplan
Step 5: Implementation
Step 6: Evaluation, Monitoring, and Revision
reasonable accommodation
Attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences
- may include redesigning job duties; adjusting work schedules; providing technical, financial, and human support services; and upgrading facilities
Step 1: Senior Management Commitment
Commitment to an employment equity plan necessitates a top-down strategy
- more supportive culture is created when the CEO or owner-operator publicly introduces written policy describing the organization’s commitment to employment equity
- Assignment of Accountable Senior Staff
Step 2: Data Collection and Analysis
helps determine where the company stands relative to the internal and the external workforce
- Profiles must be based on both stock data and flow data
- Underutilization, Concentration
stock data
Data showing the status of designated groups in occupational categories and compensation levels
flow data
Data that provide a profile of the employment decisions affecting designated groups
Step 3: Employment Systems Review
Employment systems or employment practices are the means by which employers carry out personnel activities such as recruitment, hiring, training and termination
- Employers are legally accountable even when discrimination is the unintended result of employment systems
- Systemic discrimination, Reasonable accommodation, special measurs
Step 4: Establishment of a Workplan
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
Sexual Harassment
Unwelcome advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature in the working environment
Bill 132, the Sexual Violence and Harassment Plan Act
- states necessary actions that must be taken by an employer or manager should sexual harassment in the workplace occur
- states that employers are required to implement a workplace harassment policy, which includes measures pertaining to sexual harassment
- workers should be made aware and trained on the policies
Types of sexual harassment
- When someone says or does things to you of a sexual nature and you do not want or welcome it
- A person who has authority or power to deny you something, makes sexual suggestions or requests that you do not want or welcome
- 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
Diversity Management
The optimization of an organization’s multicultural workforce to reach business objectives
- Diversity management is voluntary; employment equity is not
- religion, personality, lifestyle, and education
how to have successful diversity managment
- Educate your leaders
- Develop an inclusion council
- Celebrate employee differences
- Listen to employees
- Hold effective meetings
- Communicate goals and measure progress
Underutilization
term applied to designated groups that are
not utilized or represented in the employer’s workforce
proportional to their numbers in the labour market
Concentration
term applied to designated groups whose numbers in a particular occupation or level are high relative to their numbers in the labour market
special measures
initiatives designed to accelerate the entry, development, and promotion of members of designated groups from among the interested and qualified workforce
- targeted recruitment
Step 5: Implementation
Includes assigning people to roles and responsibilities, communication, training
Step 6: Evaluation, Monitoring, and Revision
Includes annual progress reports provided to all
employees, interim reports on special projects
Why is diversity management important?
- better utilization of talent
- increased marketplace understanding
- enhanced creativity
- increased quality of team problem solving
- breadth of understanding in leadership positions
Managing inclusion
involves integration
(ensuring that employees feel a sense of belonging and feel valued, respected, and
encouraged to participate in the organization)
Inclusionary Practices
- Training is essential to the success of diversity and
inclusion implementation - Cultural etiquette is an important aspect of
diversity training that aims to explain the differences in people
