Chapter 4 Flashcards
alternate work arrangements
non-traditional work arrangements (e.g. flextime, telecommuting) that provide more flexibility to employees while meeting organizational goals
apprenticeships
a form of on-the-job training in which junior employees learn a trade form an experienced person
awareness training
training employees to develop their understanding of the need to manager and value diversity
bona fide occupational requirement (BFOR)
a justified business reason for discriminating against a member of a protected class. Also known as a bona fide occupational qualification (BFOQ)
Canadian Charter of Rights and Freedoms
Federal law enacted in 1982 guaranteeing individuals equal rights before the law
Canadian Human Rights Act
a federal law prohibiting discrimination
Canadian Human Rights Commission (CHRC)
supervises the implementation and adjudication of the Canadian Human Rights Act.
communication standards
Formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications
Concentration
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.
core dimensions of diversity
age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities
cultural norms
values and norms that determine behaviours of individuals and groups in different cultures
diversity audits
audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity management matters
diversity committee
a committee entrusted to oversee diversity efforts, implement processes, and serve as a communication link
diversity training programs
training programs aimed at importing new skills to motivate and manage a diverse workforce
duty to accommodate
requirement that an employer must accommodate the employee to the point of “undue hardship”
Employment Equity Act
Federal law to remove employment barriers and to promote equality
employment equity programs
developed by employers to undo past employment discrimination or to ensure equal employment opportunity in the future. Called affirmative action programs in the US
glass ceiling
invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover.
Harassment
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.
managing diversity
ability to manage individual employees with different cultural values and lead teams made up of diverse employees.
mentoring programs
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.
Natural Justice
minimum standards or fair decision making imposed on persons or bodies acting in a judicial capacity
Old Boys’ Network
set of informal relationships among male managers providing increased career advancement opportunities for men and reinforcing a male culture.
Provincial Human Rights Laws
all provinces have their own human rights laws with discrimination criteria, regulations, and procedures
Reasonable Accomodation
voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively.
Regulations
legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers
Secondary Dimensions of Diversity
education, status, language, and income levels
Sexual Harassment
unsolicited or unwelcome sex- or gender-based conduct that has adverse employment consequences for the complainant
Skill-Building Training
training employees in interpersonal skills to correctly respond to cultural differences at the workplace
Stereotyping
the process of using a few observable characteristics to assign someone to a preconceived social category
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)
Systematic Discrimination
any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect
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.
Workplace Diversity
includes important human characteristics that influence employee values, their perceptions of self and others, behaviours, and interpretations of events
