Equity and Diversity in Human Resources Management

Managing Human Resources

Belcourt * Bohlander * Snell
2008 by Nelson, a division of Thomson Canada Limited. All rights reserved.

5th Canadian edition

PowerPoint Presentation by Monica Belcourt, York University and Charlie Cook, The University of West Alabama

Objectives
1.
2. 3.

After studying this chapter, you should be able to:

Explain the reasons for employment equity legislation.
Identify and describe the major laws affecting employment equity and explain how they are enforced. Describe pay equity and strategies for implementing it.

4.
5. 6. 7.

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
Designated Groups
Women, visible minorities, aboriginal peoples and persons with disabilities who have been disadvantaged in employment.

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Representation of Designated Groups in the Labour Force

Source: Statistics Canada website: www.statcan.ca/english/PGDB/labour20a.htm, table 282-0002.

Figure 3.1

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Benefits of Employment Equity

Larger applicant pool Avoid 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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Enforcement of the CHRA

Complainant completes a written report. A CHRC representative reviews the facts. If the complaint is accepted, an investigator is assigned and gathers more facts. A report is submitted recommending substantiation or non-substantiation of the allegation. If the complaint is substantiated, parties may reach settlement or a human rights tribunal may be appointed to further investigate and determine settlement.
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Pay Equity
Equal pay for work of equal value Equal pay for work of comparable worth

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Employment Equity Act -- Employer Duties

Provide a self identification form. Identify jobs where members of designated groups are under-represented. Communicate information on employment equity to its employees and consult and collaborate with employee representatives. Identify possible barriers in existing employment systems that may be limiting the employment opportunities of members of designated groups.

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Employer duties (cont)

Develop an employment equity plan aimed at promoting an equitable workforce. Make all reasonable attempts to implement this plan. Monitor, review and revise the plan from time to time. Prepare an annual report on its employment equity data and activities.

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Employment Equity Act

Administered by HRDC Prohibits discrimination in federally regulated businesses Failure to comply may result in fines

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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
The number, titles, salaries, etc. of members of designated groups in the organization.

Flow data
The distribution of members of designated groups in applications, interviews, hiring decisions, training and promotion opportunities and terminations.

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Self identification form should contain

The employment equity policy A statement that the form will be confidential Categories for self identification with brief explanations and examples An indication that the form has been reviewed by the relevant human rights agency Spaces for comments and suggestions The name of the contact person

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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 employers relevant labour market. Underutilization: term applied to designated groups that are not utilized or represented in the employers workforce proportional to their numbers in the labour market.

Concentration: term applied to designated groups whose numbers in a particular occupation are high relative to their numbers in the labour market.
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Step 3: Employment Systems Review

Systemic discrimination
The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job-related.

Reasonable accommodation
Attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences.

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Suggestions for an Accessible Workplace

Install easy-to-reach switches. Provide sloping sidewalks and entrances. Install wheelchair ramps. Reposition shelves for the easy reach of materials. Rearrange tables, chairs, vending machines, dispensers, and other furniture and fixtures. Widen doors and hallways. Add raised markings on control buttons. Provide designated accessible parking spaces. Install hand controls or manipulation devices.
Source: Statistics Canada website: www.statcan.ca/english/Pgdb/labor20a.htm, table 282-0002.

Provide flashing alarm lights. Remove turnstiles and revolving doors or provide alternative accessible paths. Install holding bars in toilet areas. Redesign toilet partitions to increase access space. Add paper cup dispensers at water fountains. Replace high-pile, low-density carpeting. Reposition telephones, water fountains, and other needed equipment. Add raised toilet seats. Provide a full-length bathroom mirror.

Figure 3.4

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Step 4: Establishment of a Workplan

The data analysis would have revealed gaps in underutilization. Based on these, goals and timetables can be established, subject to restrictions due to collective agreements, etc. The plan should include numerical goals, timetables, explanations about the proposed improvements in the hiring, training and promotion of designated groups to increase their representation and distribution throughout the organization.
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Establishment of a workplan (cont)

Descriptions of specific activities to achieve the numerical goals. An outline of monitoring and evaluation procedures to follow program implementation.

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Step 5: Implementation
No two implementation plans will be the same. May be modified as circumstances change.

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Step 6: Evaluation, Monitoring and Revision

Need annual progress reports Interim reports on special projects

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Sexual Harassment
Sexual Harassment
Unwelcome advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature in the working environment.

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Sexual harassment behaviours

Sexually degrading remarks Inquiries or comments about a persons 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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Highlights Highlightsin inHRM HRM

Highlights 3.8

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Highlights Highlightsin inHRM HRM

Highlights 3.10

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Diversity Management
The optimization of an organization's multicultural workforce in order to reach business objectives

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Employment Equity
Mandatory Organizations do it to comply with law as well as it is the right thing to do Mostly limited to the four designated groups

Diversity Management
Voluntary Organizations do it to gain a competitive advantage Broader and more complex and may include lifestyle, etc.

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The Business Case for Diversity

Access to new labour pool Reputational benefits Reflects company values Innovation and creativity Compliance with laws Competitive advantage Economic effectiveness Marketing opportunities Economic effectiveness Enhance customer satisfaction
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Key Terms
bona fide occupational qualification (BFOQ) concentration designated groups diversity management employment equity flow data reasonable accommodation sexual harassment stock data systematic discrimination

underutilization

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