Chapter Three

Question 1

Discrimination

Answer 1

In employment, any refusal to employ or to continue to employ any person, or to adversely affect any current employee, on the basis of that individuals membership in a protected group. All Canadian jurisdictions prohibit discrimination at least on the basis of race or color, religion or creed, age, sex, marital status, and physical or mental disability

Question 2

Employment Equity

Answer 2

The elimination of discriminatory practices that prevent the entry or retention of members from designated groups in the workplace, and the elimination of unequal treatment in the workplace related to membership in a designated group

Question 3

Adverse impact

Answer 3

Occurs when the selection rate for a protected group is lower that that for the relevant comparison group

Question 4

Bonafide Occupational Requirement (BFOR)

Answer 4

A procedure used to defend a discriminatory employment practice in the case the policy grounds are in honest and good faith that it was reasonably necessary to ensure the performance of the job (not hiring some one to be a bus driver if dey blind)

Question 5

Accomodation

Answer 5

incorporated into bonafide, where discrimination has occurred, the employer is under a duty to accommodate the complainant, short of undue hardship

Question 6

Sufficient risk

Answer 6

As part of a BFOR defense, an employer may argue that an occupational requirement that discriminates under a protected work will be performed successfully and in a manner that will not pose harm or danger to employees or the public

Question 7

Outreach recruiting

Answer 7

A recruitment practice where the employing organization makes a determined and persistent effort to make potential job applications, including designated group members, aware of available positions within the employing organization