Chapter
Equity and Diversity in
Human Resources
Management
Managing Human Resources
PowerPoint Presentation by Monica Belcourt, York University
and Charlie Cook, The University of West Alabama
Learning Outcomes
After studying this chapter, you should be able to:
1.
2.
3.
4.
5.
6.
7.
Explain the reasons for equity-seeking legislation.
Identify the legal framework including the Charter and
human rights legislation.
Describe pay equity and strategies for implementing it.
Describe the Employment Equity Act with respect to its
origins, its purpose, and its continued enforcement.
Describe how employment equity is implemented in
organizations.
Discuss sexual harassment as an employment equity
issue.
Explain and give examples of diversity management.
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Employment Equity
The employment of
individuals in a fair and
nonbiased manner.
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Government Regulation of EE
Who are the Designated
Groups?
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Disadvantages in Employment
Higher rates of unemployment
Occupational segregation
Pay inequities
Limited opportunities
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Benefits of Employment Equity
Larger applicant pool
Avoiding costly human rights complaints
Enhanced ability to recruit and retain
Enhanced employee morale
Improved corporate image
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The Legal Framework
The Charter of Rights and
Freedoms
Canadian Human Rights
Act
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Bona fide Occupational Qualification
 A justifiable reason for
discrimination based on
business reasons of
safety or effectiveness.
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What are the Steps in Enforcement of the CHRA?
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Pay Equity
Equal pay for work of
equal value
Equal pay for work of
comparable worth
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The Employment Equity Act
 Employers and Crown corporations that have 100
employees or more and that are regulatd under the
Canada Labour Code must implement employment
equity and report on their results.
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Employment Equity Act Employer Duties include:
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Implementation of EE in Organizations
1. Senior management commitment
2. Data collection and analysis
3. Employment systems review
4. Establishment of a work plan
5. Implementation
6. Evaluation, monitoring and revision
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Step 1.Senior Management Commitment
 Top down strategy
 Policy statements
 Communication tools
 Assignment of responsible senior staff
 Consult with members of designated groups and/or
bargaining agents in unionized settings
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Step 2.Data Collection
Stock data
Flow data
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Self Identification Form should contain:
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Workforce Utilization Analysis
Workforce Utilization Analysis
 The process of comparing the composition of members of
designated groups within an organization against composition of
the employer’s relevant labour market.
 Underutilization
 Concentration
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Employment Systems Review
Systemic discrimination
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Special Measures
 Special measures are initiatives
designed to accelerate the entry,
development and promotion of
members of designated groups.
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Reasonable Accommodation
 Adjusting employment policies
and practices so that no
individual is denied benefits,
disadvantaged with respect to
employment or blocked from
doing job duties.
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Principles of Duty to Accommodation
Principle of respect and dignity
Principle of individualized accommodation
Principle of integration and full inclusion
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Step 4: Steps in the Establishment of a Workplan
include:
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Step 5: Implementation
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Step 6: Evaluation, Monitoring and Revision
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Sexual Harassment
 Employer’s duty to prevent
harassment
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Sexual Harassment Behaviours
Sexually degrading remarks
Inquiries or comments about a person’s sex life
Sexual flirtations, advances and propositions
Demands for sexual favours
Verbal threats and abuse
Leering
Unwanted gestures
Display of sexually offensive material
Sexual assault
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Diversity Management
 The optimization of an
organizations multicultural
workforce in order to
reach business objectives
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Employment Equity
Diversity Management
Mandatory
Voluntary
Organizations do it to
comply with law as well as
it is the right thing to do
Organizations do it to
gain a competitive
advantage
Mostly limited to the four
designated groups
Broader and more
complex and may include
lifestyle, etc.
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Valuing Diversity in the Workplace
Culture
Organization-wide Image:
• Organization fosters mutual respect
• Organization fosters sense of
belonging
• Differences are accepted
• Corporate-wide diversity-training
program
Concern for Equality:
• Equal respect for minority and
majority group
• Equal performance expectations for
minority and majority group
• Equal rewards for minority and
majority group
• Equal pay and income
• Valuing diversity
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Opportunity
Career Development:
• Promotion of multicultural employees
• Opportunity for development of new
skills
• Access to top management positions
Hiring Practices
• Active recruitment and hiring of
multicultural employees
• Employment equity program
Leadership
Management Practices
• Take all employees seriously
• Recognize the capabilities of all
employees
• Respect the cultural beliefs and
needs of employees
• Accept non-English-speaking
employees
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Why Diversity?
Better utilization of talent
Diverse expertise and knowledge
Quality of team problem solving
Increased marketplace
understanding
Business case
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