Chapter 4 Flashcards

1
Q

alternate work arrangements

A

non-traditional work arrangements (e.g. flextime, telecommuting) that provide more flexibility to employees while meeting organizational goals

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2
Q

apprenticeships

A

a form of on-the-job training in which junior employees learn a trade form an experienced person

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3
Q

awareness training

A

training employees to develop their understanding of the need to manager and value diversity

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4
Q

bona fide occupational requirement (BFOR)

A

a justified business reason for discriminating against a member of a protected class. Also known as a bona fide occupational qualification (BFOQ)

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5
Q

Canadian Charter of Rights and Freedoms

A

Federal law enacted in 1982 guaranteeing individuals equal rights before the law

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6
Q

Canadian Human Rights Act

A

a federal law prohibiting discrimination

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7
Q

Canadian Human Rights Commission (CHRC)

A

supervises the implementation and adjudication of the Canadian Human Rights Act.

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8
Q

communication standards

A

Formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications

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9
Q

Concentration

A

a condition that exists when a department or employer has a greater proportion of members of a protected class than are found in an employers labour market.

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10
Q

core dimensions of diversity

A

age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities

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11
Q

cultural norms

A

values and norms that determine behaviours of individuals and groups in different cultures

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12
Q

diversity audits

A

audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity management matters

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13
Q

diversity committee

A

a committee entrusted to oversee diversity efforts, implement processes, and serve as a communication link

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14
Q

diversity training programs

A

training programs aimed at importing new skills to motivate and manage a diverse workforce

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15
Q

duty to accommodate

A

requirement that an employer must accommodate the employee to the point of “undue hardship”

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16
Q

Employment Equity Act

A

Federal law to remove employment barriers and to promote equality

17
Q

employment equity programs

A

developed by employers to undo past employment discrimination or to ensure equal employment opportunity in the future. Called affirmative action programs in the US

18
Q

glass ceiling

A

invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover.

19
Q

Harassment

A

occurs when a member of an organization treats an employee in a disparate manner because of the person’s sex, race, religion, age, or other protective classification.

20
Q

managing diversity

A

ability to manage individual employees with different cultural values and lead teams made up of diverse employees.

21
Q

mentoring programs

A

programs encouraging members of disadvantaged groups (e.g. women) to work with a senior manager who acts like a friend and guide in achieving career success.

22
Q

Natural Justice

A

minimum standards or fair decision making imposed on persons or bodies acting in a judicial capacity

23
Q

Old Boys’ Network

A

set of informal relationships among male managers providing increased career advancement opportunities for men and reinforcing a male culture.

24
Q

Provincial Human Rights Laws

A

all provinces have their own human rights laws with discrimination criteria, regulations, and procedures

25
Reasonable Accomodation
voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively.
26
Regulations
legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers
27
Secondary Dimensions of Diversity
education, status, language, and income levels
28
Sexual Harassment
unsolicited or unwelcome sex- or gender-based conduct that has adverse employment consequences for the complainant
29
Skill-Building Training
training employees in interpersonal skills to correctly respond to cultural differences at the workplace
30
Stereotyping
the process of using a few observable characteristics to assign someone to a preconceived social category
31
Support Groups
groups of employees who provide emotional support to a new employee who shares a common attribute with the group (e.g. racial or ethnic membership)
32
Systematic Discrimination
any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect
33
Underutilization
a condition that exists when a department or employer has a lesser proportion of members of a protected class than are found in the employer's labour market.
34
Workplace Diversity
includes important human characteristics that influence employee values, their perceptions of self and others, behaviours, and interpretations of events