Chapter 4

Question 1

alternate work arrangements

Answer 1

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

Question 2

apprenticeships

Answer 2

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

Question 3

awareness training

Answer 3

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

Question 4

bona fide occupational requirement (BFOR)

Answer 4

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

Question 5

Canadian Charter of Rights and Freedoms

Answer 5

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

Question 6

Canadian Human Rights Act

Answer 6

a federal law prohibiting discrimination

Question 7

Canadian Human Rights Commission (CHRC)

Answer 7

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

Question 8

communication standards

Answer 8

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

Question 9

Concentration

Answer 9

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.

Question 10

core dimensions of diversity

Answer 10

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

Question 11

cultural norms

Answer 11

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

Question 12

diversity audits

Answer 12

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

Question 13

diversity committee

Answer 13

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

Question 14

diversity training programs

Answer 14

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

Question 15

duty to accommodate

Answer 15

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

Question 16

Employment Equity Act

Answer 16

Federal law to remove employment barriers and to promote equality

Question 17

employment equity programs

Answer 17

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

Question 18

glass ceiling

Answer 18

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

Question 19

Harassment

Answer 19

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.

Question 20

managing diversity

Answer 20

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

Question 21

mentoring programs

Answer 21

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.

Question 22

Natural Justice

Answer 22

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

Question 23

Old Boys’ Network

Answer 23

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

Question 24

Provincial Human Rights Laws

Answer 24

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

Question 25

Reasonable Accomodation

Answer 25

voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively.

Question 26

Regulations

Answer 26

legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers

Question 27

Secondary Dimensions of Diversity

Answer 27

education, status, language, and income levels

Question 28

Sexual Harassment

Answer 28

unsolicited or unwelcome sex- or gender-based conduct that has adverse employment consequences for the complainant

Question 29

Skill-Building Training

Answer 29

training employees in interpersonal skills to correctly respond to cultural differences at the workplace

Question 30

Stereotyping

Answer 30

the process of using a few observable characteristics to assign someone to a preconceived social category

Question 31

Support Groups

Answer 31

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)

Question 32

Systematic Discrimination

Answer 32

any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect

Question 33

Underutilization

Answer 33

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.

Question 34

Workplace Diversity

Answer 34

includes important human characteristics that influence employee values, their perceptions of self and others, behaviours, and interpretations of events