Chapter 2 HRM

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1. 1) A company with employees in different A. LEGISLATION

provinces/territories must monitor the legislation in CHANGES, AND
each IT MAY VARY
of the jurisdictions because: FROM ONE JU-
A) legislation changes, and it may vary from one juris- RISDICTION TO
diction to another. ANOTHER
B) legislation has commonalities across jurisdictions.
C) it is specified under employment law.
D) it is required under the Human Rights Act.
E) it is required under Canada Labour Code.

2. 2) The government in each jurisdiction has created C. HUMAN

special regulatory bodies to enforce compliance RIGHTS COM-
with the law and aid in its interpretation. Two of such MISSION AND
bodies include the: MINISTRY OF
A) ministry of labour and labour unions. LABOUR
B) human rights commission and labour unions.
C) human rights commission and ministry of labour.
D) employment equity commission and ministry of
labour.
E) ministry of labour and HRSDC.

3. 3) Which of the following covers the joint responsibil- A. OCCUPATION-

ity shared by workers and employers to AL HEALTH AND
maintain a hazard-free environment and to enhance SAFETY LEGIS-
the health and safety of workers? LATION
A) occupational health and safety legislation
B) employment/labour standards legislation
C) employment equity legislation
D) safety and WHMIS legislation
E) human rights legislation

4. 4) Establishing minimum employee entitlement is D.

most closely associated with: EMPLOY-
A) employment equity legislation. MENT/LABOUR
B) the Charter of Rights and Freedoms. STANDARDS
C) human rights legislation. LEGISLATION
D) employment/labour standards legislation.
E) pay equity legislation.
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5. 5) Which of the following statements about equal pay B. EVERY

for equal work legislation is true? JURISDICTION
A) The principle ºequal pay for equal workº makes it IN CANADA HAS
illegal to pay nurses and fire fighters LEGISLATION
differently if their jobs are deemed to be of equal worth INCORPORAT-
to the employer. ING THE
B) Every jurisdiction in Canada has legislation incor- PRINCIPLE OF
porating the principle of equal pay for equal EQUAL PAY FOR
work. EQUAL WORK
C) Entitlement is found in the employment/labour
standards legislation in every Canadian
jurisdiction.
D) In the federal jurisdiction, this principle has been
incorporated into the Employment
Standards Act since 1971.
E) The principle ºequal pay for equal workº makes it
illegal to discriminate in pay on the basis of
age.

6. 6) Equal pay for equal work specifies that: B. AN EMPLOY-

A) jobs with similar titles must be paid the same. ER CANNOT
B) an employer cannot pay male and female employ- PAY MALE AND
ees differently if they are performing FEMALE EM-
substantially the same work. PLOYEES DIF-
C) there can be no pay discrimination on the basis of FERENTLY IF
race, gender, or age. THEY ARE PER-
D) all people doing the same job should receive an FORMING SUB-
identical pay rate. STANTIALLY THE
E) male-dominated and female -dominated jobs of SAME WORK
equal value must be paid the same.

7. 7) If a company classifies male employees as admin- B. PRINCIPLE OF

istrators and female employees doing the same EQUAL PAY FOR
work as clerks and provides different wage rates EQUAL WORK
based on the classifications, the company is
violating the
A) collective agreement.
B) principle of equal pay for equal work.
C) Income Tax Act.
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D) gender-based discrimination principle.
E) none of the above.

8. 8) The Charter of Rights and Freedoms: E. TAKES

A) is fairly limited in scope. PRECENDENCE
B) is part of the Constitution Act of 1992. OVER ALL
C) applies to all Canadian employees and employers. OTHER LAWS
D) ensures that no laws infringe on Charter rights.
E) takes precedence over all other laws.

9. 9) Which of the following statements describe the A. THE CHARTER

Charter of Rights and Freedoms accurately? ALLOWS LAWS
A) The Charter allows laws to infringe on Charter TO INFRINGE
rights if they can be demonstrably justified as ON CHAR-
reasonable limits in a free and democratic society. TER RIGHTS
B) Legislation cannot be exempted from challenge IF THEY CAN
under the Charter if a legislative body BE DEOMON-
invokes the ºnotwithstandingº provision. STRABLY JUSTI-
C) It applies to employees in certain provinces only. FIED AS REA-
D) The Courts of Appeal are the ultimate interpreters SONABLE LIM-
of the Charter. ITS IN A FREE
E) Employment standards legislation supercedes the AND DEMOCRA-
Charter. TIC SOCIETY

10. 10) The Charter of Rights and Freedoms and the rights D. ACTIONS OF
it contains such as freedom of association THE FEDER-
apply to: AL, PROVINCIAL
A) private sector employers only. AND MUNICIPAL
B) actions of the federal government only. GOVERNMENTS
C) actions of all governments and all employers.
D) actions of the federal, provincial and municipal
governments.
E) public and private sector employers.

11. 11) Which of the following statements about the Char- A. IT PROVIDES
ter of Rights and Freedoms is true? FOR MINORITY
A) It provides for minority language education rights LANGUAGE EDU-
and provides the right to live and work CATION RIGHTS
anywhere in Canada. AND PROVIDES
B) The Charter guarantees the right to strike. THE RIGHT TO
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C) The federal government is the final arbiter of the LIVE AND WORK
Charter. ANYWHERE IN
D) The overall impact of the Charter on the LR scene CANADA
has been significant.
E) The Charter provides the right to live and work
anywhere in Canada.

12. 12) Human rights legislation: D. AFFECTS

A) is critically important to HR specialists, but has a EVERY EMPLOY-
relatively insignificant impact on ER IN CANADA
supervisors and managers throughout the firm.
B) prohibits intentional discrimination only.
C) primarily affects compensation and selection.
D) affects every employer in Canada.
E) is quite limited in scope.

13. 13) All jurisdictions in Canada prohibit discrimination E. RACE

on the grounds of:
A) criminal history.
B) length of employment
C) national or ethnic origin.
D) sexual orientation.
E) race.

14. 14) A company in the manufacturing sector terminat- A. HUMAN

ed an employee because she was pregnant and RIGHTS LEG-
about to go on maternity leave. This is a direct viola- ISLATION OF
tion of the: THE APPLICA-
A) human rights legislation of the applicable province. BLE PROVINCE
B) Charter of Rights and Freedoms.
C) employment equity legislation of the applicable
province
D) health and safety legislation.
E) Employment Standards Act.

15. 15) Deliberately refusing to hire, train, or promote an B. INENTION-

individual on the basis of age is an example of: AL/DIRECT DIS-
A) unintentional discrimination. CRIMINATION
B) intentional/direct discrimination.
C) discrimination on the basis of association.
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D) intentional indirect discrimination.
E) systemic discrimination.

16. 16) A national railway has a safety rule that all employ- B. THIS IS SYS-
ees working in the rail yard must wear TEMIC DISCRIM-
hardhats. Several Sikh employees have refused to INATION ON THE
follow the rule as their religion forbids them BASIS OF RELI-
from removing their turbans which is what is required GION
in order for them to wear the hardhats.
Which of the following is true?
A) This is direct discrimination on the basis of reli-
gion.
B) This is systemic discrimination on the basis of
religion.
C) This is intentional discrimination.
D) There is no discrimination.
E) This is systemic discrimination.

17. 17) Requesting that an employment agency refer only E. DISCRIMINA-

male candidates for consideration as TION ON THE BA-
management trainees is an example of: SIS OF GENDER
A) discrimination on the basis of association.
B) reverse discrimination.
C) systemic discrimination.
D) a permissible employer practice.
E) discrimination on the basis of gender.

18. 18) Asking young female factory-position applicants D. DISCRIMINA-

to demonstrate their lifting skills and not asking TION ON THE BA-
older female candidates or any male candidates to do SIS OF AGE AND
so is an example of: GENDER
A) discrimination on the basis of age.
B) discrimination on the basis of age and race.
C) unintentional direct discrimination.
D) discrimination on the basis of age and gender.
E) a permissible employer practice.

19. 19) Refusing to hire a man convicted and pardoned for C. INTENTION-
a drug-related offence as a counsellor at a AL DIRECT DIS-
federal correctional centre is an example of: CRIMINATION
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A) a permissible employer practice under all human
rights legislation.
B) systemic discrimination.
C) intentional direct discrimination.
D) protection against negligent hiring.
E) pro-active recruitment.

20. 20) Refusing to promote a highly qualified white male C. DISCRIMINA-

into senior management because his wife has TION ON THE BA-
just been diagnosed with a chronic illness that might SIS OF ASSOCIA-
interfere with his willingness to work long TION
hours is an example of:
A) reverse discrimination.
B) systemic discrimination.
C) discrimination on the basis of association.
D) discrimination on the basis of disability.
E) differential treatment.

21. 21) The most difficult type of discrimination to detect B. SYSTEMATIC

and combat is: DISCRIMINATION
A) reverse discrimination.
B) systemic discrimination.
C) intentional indirect discrimination.
D) intentional direct discrimination.
E) differential treatment.

22. 22) A local airline refuses to hire as flight attendants D. DISCRIMINA-

any person who is below 5 feet tall. This is an TION ON THE BA-
example of: SIS OF RACE
A) a neutral hiring policy. AND GENDER
B) discrimination on the basis of age.
C) a permissible employer practice.
D) discrimination on the basis of race and gender.
E) discrimination on the basis of race.

23. 23) Examples of systemic discrimination include: E. LACK OF

A) refusing to hire persons of Asian origin. EXPLICIT
B) job-related employment tests. ANTI-HARASS-
C) refusing to hire persons convicted of a crime in MENT
Canada. GUIDELINES
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D) internal or word-of-mouth hiring policies in work AND INTERNAL
places that have not embraced diversity. OR
E) lack of explicit anti-harassment guidelines and in- WORD-OF-MOUTH
ternal or word-of-mouth hiring policies in HIRING
work places that have not embraced diversity. POLICIES IN
WORK PLACES
THAT HAVE NOT
EMBRACED
DIVERSITY

24. 24) Which of the following statements is accurate D. EMPLOYERS

about reasonable accommodation? ARE EXPECTED
A) Accommodation short of the point of undue hard- TO REDESIGN
ship to the employer is acceptable in certain A WORK STA-
circumstances. TION TO ENABLE
B) An employer is only required to accommodate in AN INDIVIDUAL
the case of discrimination on the basis of WITH A PHYSI-
gender. CAL DISABILITY
C) Employers are not expected to adjust work sched- TO DO A JOB
ules to accommodate religious beliefs.
D) Employers are expected to redesign a work station
to enable an individual with a physical
disability to do a job.
E) Employers are not expected to adjust employment
policies and practices if discrimination is
found.

25. 25) A justifiable reason for discrimination based on E. A BONA

business necessity is known as: FIDE OCCU-
A) a business necessity requirement. PATIONAL RE-
B) reasonable accommodation. QUIREMENT
C) permissible discrimination.
D) reverse discrimination.
E) a bona fide occupational requirement.

26. 26) Which of the following statements are accurate? D. ORGANIZA-

A) Imposing rigid physical standards for certain jobs TIONS MUST
is not systemic discrimination. BE ABLE TO
B) It is not legally permissible to refuse to hire a blind SHOW THAT ANY

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person to drive a truck. PHYSICAL STAN-
C) Accommodating the needs of an employee with DARDS USED
depression to the point of undue hardship is FOR SELECT-
not required in certain Canadian jurisdictions. ING EMPLOYEES
D) Organizations must be able to show that any phys- FOR A PARTIC-
ical standards used for selecting ULAR JOB ARE
employees for a particular job are truly necessary. TRULY NECES-
E) Accommodating work schedules around religious SARY
holidays is generally not required by
human rights legislation.

27. 27) The Royal Canadian Mounted Police has a require- D. A BONA
ment that guards be of the same sex as prisoners FIDE OCCU-
being guarded. This is an example of: PATIONAL RE-
A) intentional and indirect discrimination. QUIREMENT
B) systemic discrimination.
C) reasonable accommodation.
D) a bona fide occupational requirement.
E) a violation of bona fide occupational requirement.

28. 28) Which of the following statements is true? B. THE HU-

A) It is legally permissible for a bus company to re- MAN RIGHTS
quire new drivers to be between the ages of TRIBUNAL HAS
24 and 35 for the business purpose that newly hired THE POWER TO
drivers will get the least favourable ORDER AN EM-
routes and must therefore be young enough to cope PLOYER TO GIVE
with stress. A POSITION
B) The human rights tribunal has the power to order TO AN INDIVID-
an employer to give a position to an UAL WHO HAS
individual who has been discriminated against and BEEN DISCRIMI-
also has the power to order financial NATED AGAINST
compensation for pain and suffering. AND ALSO HAS
C) The human rights tribunal has the power to order THE POWER
an employer to give a position to an TO ORDER FI-
individual who has been discriminated against. NANCIAL COM-
D) Evidence is generally readily available to support PENSATION FOR
the position that age is an accurate PAIN AND SUF-
indication of a person¹s ability to perform a particular FERING
type of work.

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E) Human rights legislation prohibits discrimination
against all Canadians only in the area of
employment.

29. 29) Airlines are legally permitted to: B. REFUSE TO

A) indicate a hiring preference for women as flight HIRE PERSONS
attendants. AS FLIGHT AT-
B) refuse to hire persons as flight attendants who do TENDANTS WHO
not possess minimum qualification for the DO NOT POS-
position. SESS MINI-
C) indicate a hiring preference for single persons as MUM QUALIFICA-
pilots. TION FOR THE
D) indicate a hiring preference for single persons as POSITION
flight attendants.
E) exclude pregnant women from applying as flight
attendants.

30. 30) Harassment:

A) includes offensive or humiliating behaviour that is
related to a person¹s sex, as well as
behaviour of a sexual nature.
B) includes unwelcome behaviour that demeans, hu-
miliates, or embarrasses a person, and that
a reasonable person should have known would be
unwelcome.
C) on a prohibited ground is not constituted by direct-
ing derogatory remarks about Italians
towards an Italian employee.
D) directed by clients or customers towards an em-
ployee is not the employer¹s responsibility
once it has been reported.
E) is prohibited on all prescribed grounds in all juris-
dictions and is a violation of reasonable
accommodation.

31. 31) The Supreme Court of Canada has made it clear B. ALLEGED
that: HARASSERS
A) supervisors can be liable for failing to take action SHOULD BE
against harassment.

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B) alleged harassers should be severely punished. SEVERELY
C) if harassment is occurring, supervisors can ignore PUNISHED
it unless an employee reports it to them
directly.
D) having a harassment policy is sufficient to prevent
harassment claims.
E) it is an employee¹s responsibility to prevent and
report harassment.

32. 32) A supervisor informing an employee that refusal C. SEXUAL CO-

to grant sexual favours will result in a poor ERCION
performance rating is an example of:
A) sexual annoyance.
B) a BFOR.
C) sexual coercion.
D) executive privilege.
E) a job related annoyance.

33. 33) A ºpoisonedº work environment is associated with:A. SEXUAL AN-

A) sexual annoyance. NOYANCE
B) toxic substances.
C) an occupational health and safety violation.
D) a direct link to tangible job benefits.
E) sexual coercion.

34. 34) Jim is a new employee. He makes unwelcome A. SEXUAL HA-

sexual remarks and jokes. His behaviour is offensive RASSMENT
and intimidating to the female employees. Jim¹s behav-
iour is an example of:
A) sexual harassment.
B) permissible behaviour as long as it does not violate
a policy.
C) sexual annoyance.
D) permissible behaviour.
E) sexual coercion.

35. 35) Guidelines for implementing a harassment policy D. APPLYING

do not include: HARSH DISCI-
A) requiring each employee to sign a document indi- PLINE WITHOUT
cating that he or she has received
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harassment training. A PROPER IN-
B) ensuring that a copy of the charge is placed in the VESTIGATION
file of the alleged harasser.
C) developing a policy that prohibits harassment on
all grounds listed in the Canadian Human
Rights Act.
D) applying harsh discipline without a proper investi-
gation.
E) all of the above.

36. 36) Which of the following statements about human A. A HUMAN

rights enforcement procedures is true? RIGHTS COM-
A) A human rights commission can initiate a com- MISSION CAN
plaint if it has reasonable grounds to believe INITIATE A COM-
that a party is engaging in a discriminatory practice. PLAINT IF IT
B) Human rights investigators must obtain a court HAS REASON-
order before entering an employer¹s ABLE GROUNDS
premises. TO BELIEVE
C) The only human rights cases that can be heard by THAT A PAR-
the Supreme Court of Canada are those TY IS ENGAGING
involving federally-regulated employers and employ- IN A DISCRIMINA-
ees. TORY PRACTICE
D) Filing a human rights complaint involves signifi-
cant employee costs.
E) Most human rights complaints are settled by a
Board of Inquiry or Tribunal.

37. 37) Remedies for human rights code violations do not C. ORDERING
include: AN EMPLOY-
A) compensation for pain and humiliation. ER TO DIS-
B) a written letter of apology. CRIMINATE ON
C) ordering an employer to discriminate on a different A DIFFER-
prohibited ground than the one ENT PROHIB-
complained about. ITED GROUND
D) implementation of an employment equity program. THAN THE
E) compensation for general damages. ONE COM-
PLAINED ABOUT

38. B. WOMEN

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38) The groups identified as having been subjected to
pervasive patterns of differential treatment by
Canadian employers, referred to in the federal employ-
ment equity legislation as designated
groups, include:
A) clergy.
B) women.
C) men.
D) homosexuals.
E) none of the above.

39. 39) Evidence of pervasive patterns of differential treat- A. UNDEREM-

ment against the employment equity designated PLOYMENT
groups includes:
A) underemployment.
B) sexual harassment.
C) discrimination.
D) harassment.
E) systemic discrimination.

40. 40) The existence of certain occupations that have C. OCCUPATION-

traditionally been performed by males and others AL SEGREGA-
that have been female dominated is known as: TION
A) the glass ceiling.
B) concentration.
C) occupational segregation.
D) underemployment.
E) underutilization.

41. 41) Saleem is a new immigrant with a master¹s degreeD. UNDERUTI-

in management. Despite his qualifications, LIZATION
Saleem has worked as a clerk in the shipping depart-
ment of a company for the last year. This is an
example of:
A) a BFOR.
B) indirect discrimination.
C) occupational segregation.
D) underutilization.
E) underemployment.

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42. 42) Employment equity legislation aims to: C. REMOVE EM-
A) request employers under provincial jurisdiction to PLOYMENT BAR-
have a better representation of the RIERS AND PRO-
designated groups at all levels within the organiza- MOTE EQUALI-
tion. TY FOR THE
B) request employers under federal and provincial WOMEN, VISI-
jurisdiction to have a better representation of BLE MINORI-
the designated groups at all levels within the organi- TIES, ABORIG-
zation. INAL PEOPLE
C) remove employment barriers and promote equality AND PERSONS
for the women, visible minorities, WITH DISABILI-
aboriginal people and persons with disabilities. TIES
D) remedy discrimination on the basis of gender, race,
and disability.
E) bring the six traditionally disadvantaged groups
into the mainstream of Canada¹s labour
force.

43. 43) An employment equity program is designed to: D. ACHIEVE A

A) reduce harassment and related complaints. BALANCED
B) increase occupational segregation. REPRESENTA-
C) increase representation of men in corporate board. TION OF
D) achieve a balanced representation of designated DESIGNATED
group members. GROUP
E) reduce effects of a poisoned environment. MEMBERS

44. 44) For an employment equity program to be success- A. A WRITTEN

ful: POLICY
A) a written policy endorsed by senior management ENDORSED BY
and posted throughout the organization or SENIOR
distributed to every employee, is an essential first MANAGEMENT
step. AND POSTED
B) a senior official should be appointed with the au- THROUGHOUT
thority to discipline those failing to comply. THE
C) senior management should be responsible for the ORGANIZATION
implementation process. OR
D) an employment equity policy statement should be DISTRIBUTED
filed in the company¹s HR policies and TO EVERY
procedures manual. EMPLOEE, IS AN

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E) an employment equity committee should be given ESSENTIAL
ultimate authority. FIRST STEP.

45. 45) The term that applies to data-tracking designated E. FLOW DATA.
group members by employment transactions
and outcomes is:
A) utilization data.
B) an employment systems review.
C) stock data.
D) transactional analysis.
E) flow data.

46. 46) Steps in the employment equity process typically D. OBTAINING

include: SENIOR-MAN-
A) obtaining senior-management commitment and AGEMENT
support; employment systems review; COMMITMENT
implementation; and follow up. AND SUPPORT;
B) obtaining senior-management commitment and DATA
support; employment systems review; COLLECTION
diversity training; and systems review. AND ANALYSIS;
C) obtaining senior-management commitment and EMPLOYMENT
support; data collection and analysis; SYSTEMS
employment systems review; and diversity training. REVIEW; PLAN
D) obtaining senior-management commitment and DEVELOPMENT;
support; data collection and analysis; IMPLEMENTA-
employment systems review; plan development; im- TION; AND
plementation; and monitoring. MONITORING
E) obtaining senior-management commitment and
support; data collection; employment
systems review; training; and follow-up.

47. 47) Comparison data must also be collected on the E. STATISTICS

number of designated group members available in CANADA AND
the labour markets from which the organization re- WOMEN'S DI-
cruits. This data may be obtained from: RECTORATES
A) women¹s directorates.
B) provincial legislatures.
C) workers compensation boards.

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D) Statistics Canada.
E) Statistics Canada and women¹s directorates.

48. 48) The comparison of an employer¹s internal work E. A UTILIZATION

force profile with external work force availability ANALYSIS
data is known as:
A) stock data.
B) flow data.
C) a transactional analysis.
D) an employment systems review.
E) a utilization analysis.

49. 49) A bank is collecting the following information for B. FLOW DATA
an employment equity program: number of
designated group members that have applied for jobs
with the firm, been interviewed, been hired
and given opportunities for training, promotions and
terminations. What type of data is this
organization collecting?
A) statistical data
B) flow data
C) stock data
D) utility analysis data
E) internal data

50. 50) Employment systems typically reviewed during an D. EXAMINATION

employment equity audit include: OF INTERNAL
A) profitability analysis. POLICIES AND
B) regression charts. PROCEDURES
C) stock data and flow data.
D) examination of internal policies and procedures.
E) employee opinion survey.

51. 51) Which of the following statements about employ- B. GOALS

ment equity goals is true? AND TIMETA-
A) In Canada, employment equity goals are often im- BLES ARE THE
posed by government. CORE OF AN EM-
B) Goals and timetables are the core of an employ- PLOYMENT EQ-
ment equity program. UITY PROGRAM
C) Only quantitative goals are applicable to employ-
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ment equity.
D) Goals should be tied to firm, fixed timetables.
E) Goals are the same as quotas.

52. 52) Providing specialized training to aid designated A. A POSITIVE

group members to break the glass ceiling is an MEASURE
example of:
A) a positive measure.
B) an accommodation measure.
C) illegal preferential treatment.
D) a supportive measure.
E) a quantitative goal.

53. 53) A tuition reimbursement program is an example A. A SUPPORT-

of: IVE MEASURE
A) a supportive measure.
B) an employment equity policy.
C) an employment equity timetable.
D) an accommodation measure.
E) a positive measure.

54. 54) Which types of employment equity initiatives are E. SUPPORTIVE

designed to enable all employees to achieve a MEASURES
better balance between work and other responsibili-
ties?
A) qualitative goals.
B) quantitative goals.
C) accommodation measures.
D) positive measures.
E) supportive measures.

55. 55) Reverse discrimination: D. CAN BE

A) results when preferential treatment is given to a AVOIDED IF RE-
designated group member in the case of two ALISTIC GOALS
equally-qualified candidates. AND TIMETA-
B) is an inevitable result of equal opportunity and BLES ARE ES-
equity legislation. TABLISHED
C) is a major problem in Canada that needs immediate
action.
D) can be avoided if realistic goals and timetables are
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established.
E) is caused by the fact that Canada¹s employment
equity legislation involves
government-imposed quotas.

56. 56) Which of the following statements regarding peo- A. THE ME-
ple with disabilities is true? DIAN EMPLOY-
A) The median employment income of persons with MENT INCOME
disabilities is 83% of that of other Canadian OF PERSONS
workers. WITH DISABILI-
B) People with disabilities make up only 2.5% of the TIES IS 83% OF
federal private sector workforce. THAT OF OTH-
C) Of all the designated groups, people with disabili- ER CANADIAN
ties in the private sector have benefited least WORKERS
from the Employment Equity Act.
D) People with disabilities still fall short of their esti-
mated labour market availability.
E) The representation of persons with disabilities in
the federal public sector increased to 5.7%
in 2004.

57. 57) Visible minority group members also made some D. MORE THAN
progress in their representation in the federal DOUBLED FROM
private sector. Their representation: 4.9% IN 1987 TO
A) more than doubled from 8% in 1987 to 15% in 2001. 13.3% IN 2004
B) more than tripled from 8% in 1987 to 15% in 2001.
C) is higher than their estimated availability.
D) more than doubled from 4.9% in 1987 to 13.3% in
2004.
E) more than tripled from 4.9% in 1987 to 11.7% in
2001.

58. 58) Diversity management is: E. BROAD-

A) another term for employment equity. ER AND
B) targeted at the four designated groups. MORE INCLU-
C) a voluntarily-initiated employment equity initiative. SIVE IN SCOPE
D) encompassed in legal compliance with human THAN EMPLOY-
rights and employment equity legislation. MENT EQUITY

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E) broader and more inclusive in scope than employ-
ment equity.

59. 59) Reasons for embracing diversity include: D. ETHICAL AND

A) the spending power of Canada¹s visible minorities SOCIAL
and it is required by legislation. RESPONSIBILI-
B) the fact that employees with different ethnic back- TY CONCERNS,
grounds often possess foreign -language THE SPENDING
skills. POWER OF
C) it is required by legislation. CANADA'S
D) ethical and social responsibility concerns, the VISIBLE
spending power of Canada¹s visible minorities, MINORITIES,
and the fact that employees with different ethnic back- AND THE FACT
grounds often possess THAT
foreign-language skills. EMPLOYEES
E) ethical and social responsibility concerns only. WITH
DIFFERENT
ETHNIC
BACKGROUNDS
OFTEN
POSSESS
FOREIGN-LAN-
GUAGE SKILLS

60. 60) Diversity initiatives: D. INVOLVE

A) never involve overcoming resistance to prejudices. A COM-
B) usually do not involve overcoming resistance to PLEX CHANGE
change. PROCESS
C) should be undertaken quickly.
D) involve a complex change process.
E) should be undertaken quickly and involve a com-
plex change process.

61. 61) Organizations that have been most successful in A. NO VISIBLE

managing diversity tend to share all of the MINORITY EM-
following characteristics EXCEPT: PLOYEES
A) no visible minority employees.
B) diversity training programs.
C) activities to celebrate diversity.

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D) support groups or mentoring programs.
E) top management commitment.

62. 62) Diversity training programs: A. TRY TO ED-

A) try to educate employees about specific gender UCATE EMPLOY-
and cultural differences and are designed to EES ABOUT
provide awareness of diversity issues. SPECIFIC GEN-
B) try to educate employees about specific gender DER AND CUL-
and cultural differences. TURAL DIFFER-
C) try to educate employees about specific cultural ENCES AND
differences. ARE DESIGNED
D) are designed to provide awareness of diversity TO PROVIDE
issues. AWARENESS OF
E) should not be on-going. DIVERISTY IS-
SUES

63. 63) To ensure that no one experiences feelings of E. SUPPORT

alienation, firms have established: GROUPS
A) policies.
B) diversity training for management.
C) diversity audits.
D) publications.
E) support groups.

64. 64) Specific diversity management strategies include: D. DIVERSITY AU-

A) a mentoring program. DITS AND A MEN-
B) broad based recruitment practices. TORING PRO-
C) diversity audits. GRAM
D) diversity audits and a mentoring program.
E) a harassment policy.

65. 65) Diversity management initiatives will not receive D. SUPERVI-

high priority unless: SORS ARE
A) employees are held accountable. HELD ACCOUNT-
B) new hires are held accountable. ABLE FOR THEM
C) formal assessments are completed.
D) supervisors are held accountable for them.
E) employees are recognized for them on performance
appraisals.

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66. 66) Contract law governs collective agreements and TRUE
individual employment contracts.

67. 67) Under equal pay for equal work legislation, pay TRUE
differences based on a valid merit or seniority
system or employee productivity are permitted.

68. 68) Job evaluation systems that undervalue jobs tra- TRUE
ditionally held by women are an example of
constructive discrimination.

69. 69) In British Columbia, Quebec and the Yukon, record FALSE
of criminal conviction is a prohibited ground of
discrimination.

70. 70) Employers are expected to accommodate to the TRUE

point of undue hardship.

71. 71) Refusing to hire an individual for a security guard FALSE

position on the basis that he or she is considered
to be too large and heavy is an example of a bona fide
occupational requirement.

72. 72) Some jurisdictions prohibit harassment on all pro- TRUE

scribed grounds, while others only expressly ban
sexual harassment.

73. 73) Making derogatory comments implying sexual un- TRUE

attractiveness can constitute sexual harassment
if the person making such comments continues to do
so after being asked to stop.

74. 74) It is a criminal offence to retaliate in any way TRUE

against those who exercise their rights under human
rights legislation.

75. 75) Although women make up almost one-half of the TRUE

Canadian work force, they are still
underrepresented on executive teams.

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76. 76) A deliberately structured process is involved when TRUE
developing an employment equity program.

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