DB2: Equity and Diversity

HR504-C_02_IN: Strategic Management of Human Resource

Student: Louie Quir Joseph L. Ijao, CGSP

City University of Seattle in Canada

Professor: Dr. Diljot Kaur Soin

April 19, 2023

 Equity and Diversity

After carefully observing the videos and researching workplace discrimination in

employment, I discovered that employment discrimination is on the rise in the workplace. When

an employee is treated negatively because of his or her race, skin color, national origin, gender,

disability, religion, or age, discrimination occurs. It is illegal to engage in employment-related

discrimination. A business may not make assumptions based on race, gender, religion, or age,

nor may it assume that a disabled employee is incapable. Discrimination can also include

denying an employee employment opportunity because of his or her association with a person of

a particular race, religion, or ethnicity. Employers must inform employees of their rights under

EEOC laws, including that no employee will face retaliation for filing a discrimination

complaint. (HR AFFILIATES, 2023)

In our province of British Columbia, we have a policy titled "Human Resources Policy 11

– Discrimination, Bullying, and Harassment in the Workplace" that states, "The purpose of this

policy is to promote safe, healthy BC Public Service workplaces that are free from

discrimination, bullying, and harassment." This policy addresses individual accountability and

conduct. Together with its unions and associations, the BC Public Service is committed to

promoting respectful behavior. Respectful behavior reflects the corporate ethics and values of the

BC Public Service, supports diversity and inclusion, and fosters positive communication and

collaborative working relationships – all of which are essential to fostering public confidence in

the BC Public Service." (Government of British Columbia, 2022)

How can discrimination be eliminated from the workplace?

Eliminating discrimination and fostering diversity in the workplace should be top

priorities for modern employers. Businesses that fail to adapt to the changing labor force and the

market may experience talent shortages and stagnant growth as Canada's population changes.

(BDC Canada, 2023)

"Business owners who care about their reputation, remaining competitive, and doing the

right thing must invest time and money in combating discrimination and promoting diversity,"

says Ellen Austin, Director of Diversity and Inclusion at BDC. "Failure to do so could deprive

you of qualified employees, hinder your growth, and subject you to discrimination claims."

1. Study legal requirements.

Investigate legal obligations to combat discrimination and foster an inclusive workplace.

Federal and provincial human rights legislation prohibits discrimination on various grounds,

including race, gender, ethnicity, age, disability, religion, family status, and sexual orientation.

Some provinces mandate that businesses adopt an anti-discrimination policy as part of a broader

policy on discrimination and harassment in the workplace. (BDC Canada, 2023)

2. Partner with community organizations

Form partnerships with community organizations to increase the hiring of specific

populations and to receive guidance on enhancing diversity. For instance, to promote job

openings to non-profit placement agencies that work with new immigrants or older workers.

(BDC Canada, 2023)

3. Eliminate hiring biases.

Examine the hiring process for discrimination. It is common for hiring decisions to be

biased, often unconsciously, against candidates with unfamiliar names, gaps in their employment

histories, or foreign credentials. (BDC Canada, 2023)

Blind recruitment, removing identifying information from résumés, is a potential

solution. Additionally, it may be advantageous to delegate hiring to a panel instead of a single

individual.

4. Adapt orientation.

Examine the onboarding procedure to ensure that it is inclusive. A well-considered

procedure aids in integrating new employees and conveys that discrimination is unacceptable.

(BDC Canada, 2023)

5. Examine training and procedures.

Adapt training to the varied needs of employees. Consider training candidates who lack

specific skills but would otherwise make excellent employees.

Training on diversity may also benefit key personnel, such as supervisors and human

resources personnel. Review policies frequently and observe employee interactions to ensure

compliance.

Tracking diversity performance in hiring and promoting women, visible minorities,

people with disabilities, and Indigenous people in the workforce and leadership can also be

beneficial. (BDC Canada, 2023)

I, therefore, conclude that, even without the legal requirement not to discriminate, it is in

the best interests of an organization to provide a fair workplace that respects the dignity of all

employees. The global economy, multicultural society, and intensely competitive business
environment of the twenty-first century place greater demands on all organizations. Employers

must recruit and retain the best employees for their organizations, which includes selecting and

retaining employees with diverse backgrounds and skills from the largest pool of candidates.
 References

BDC Canada. (2023, April 18). How to eliminate discrimination from your workplace. Retrieved

from BDC: https://www.bdc.ca/en/articles-tools/employees/manage/how-eliminate-

discrimination-from-your-workplace#:~:text=Review%20your%20training%20and

%20policies&text=Regularly%20review%20your%20policies%20and,in%20your

%20workforce%20and%20leadership.

Government of British Columbia. (2022, February 14). Human Resources Policy 11. Retrieved

from Government of British Columbia:

https://www2.gov.bc.ca/assets/gov/careers/managers-supervisors/managing-employee-

labour-relations/hr-policy-pdf-documents/

11_discrimination_harassment_workplace_policy.pdf

HR AFFILIATES. (2023, April 18). DISCRIMINATION AT WORK: HUMAN RESOURCE

REACTION – HR AFFILIATES BLOG. Retrieved from HR AFFILIATES:

https://hraffiliates.com/discrimination-at-work-human-resource-reaction/