Equity and Diversity in HRM Chapter 3 PDF

Equity and Diversity in HRM Chapter 3 Learning Agenda Reasons for employment equity Legal framework Employment Equity Act and its Implementa?on in organiza?ons Diversity management in organiza?ons Canada One of the most diverse countries in the world. Several cu...

Equity and Diversity in HRM Chapter 3 Learning Agenda Reasons for employment equity Legal framework Employment Equity Act and its Implementa?on in organiza?ons Diversity management in organiza?ons Canada One of the most diverse countries in the world. Several cultures, nationalities- more than 250 ethnic groups 22% Canadian residents born outside of Canada By 2036, about 1 in every 3 Canadians will be visible minorities. HR implication: workplaces not only reflect this reality but also accommodate this diversity. Employment equity has received considerable attention in HRM in recent decades.  Employment Equity Employment equity refers to the employment of individuals in a fair and nonbiased manner Designated groups (60% of the workforce): Women Indigenous people People with disabilities Members of visible minorities The above designated groups face significant disadvantages in employment  Employment Equity: Legal Framework The Canadian Charter of Rights and Freedoms Fundamental freedoms, democratic rights, mobility rights, legal rights The Canadian Human Rights Act (CHRA) Federal govt. depts and agencies, Crown corporations, and businesses and industries under federal jurisdictions such as banks, airlines, railway companies, and insurances and communications companies. For all other vast majority of workplaces, protections may be available under provincial laws Provincial laws, although very similar to federal ones, differ from province to province. Employment Equity: Legal Framework Every province and territory have a human rights act (or code), and each has jurisdiction prohibiting discrimination in the workplace. Prohibited grounds of discrimination in employment include race, religion, sex, age, national or ethnic origin, physical handicap, and marital status. Fig. 3.2 of your Text offers a complete listing Can any organiza?on legally discriminate on any of the prohibited grounds? Bona Fide Occupational Qualification (BFOQ): A justifiable reason for discrimination based on business reasons of safety or effectiveness  The Enforcement of Provincial Human Rights Laws File a written complaint to Canadian Human Rights Commission (CHRC) Investigation and submission of report by CHRC representative If complaint is substantiated, settlement If no agreement, then a tribunal  Pay Equity Pay equity is covered by all Canadian jurisdictions, either through explicit laws and policies. Illegal to discriminate on the basis of job content Male and female workers must be paid the same wage for doing identical work (equal work-pay equality) Equal pay for work of equal/comparable value  The Employment Equity Act (1995) Employers and crown corporations (100 employees or more) that are regulated under the Canada Labour Code must implement employment equity and report on their results. Employment equity involves identifying and removing systemic barriers to employment opportunities that adversely affect women, members of visible minorities, Aboriginal people, and people with disabilities. Employment equity also involves special measures and making reasonable accommodations  ImplementaEon of Employment Equity in OrganizaEons Step 1: Senior Management Commitment and Assignment of Accountable Senior Staff Step 2: Data Collection and Analysis Step 3: Employment Systems Review (Systemic discrimination, Special measures, Reasonable accommodation) Step 4: Establishment of a Workplan Step 5: Implementation Step 6: Evaluation, Monitoring, and Revision  Sexual Harassment Sexual Harassment Unwelcome advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature in the working environment  Managing Diversity Diversity Management The optimization of an organization’s multicultural workforce in order to reach business objectives Diversity management is voluntary, which goes beyond four designated groups in addressing the need to create a fair work environment. By managing diversity organizations can gain a strategic and competitive advantage, by hoping that all employees perform to their full potential. Managing Diversity Copyright © 2020 by Nelson Education Ltd.