HRM 5th chapter 3 equity and diversity in human resources management

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Managing Human Resources

5 Canadian edition

Equity and Diversity in

Human Resources

Management

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Objectives

After studying this chapter, you should be able to:

1 Explain the reasons for employment equity legislation.

2 Identify and describe the major laws affecting employment

equity and explain how they are enforced.

3 Describe pay equity and strategies for implementing it.

4 Describe the Employment Equity Act with respect to its

origins, its purpose and its continued enforcement.

5 Describe how employment equity is implemented in

organizations.

6 Discuss sexual harassment as an employment equity issue.

7 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

 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

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Benefits of Employment Equity

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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

assigned and gathers more facts

substantiation or non-substantiation of the

allegation

reach settlement or a human rights tribunal may

be appointed to further investigate and

determine settlement

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Employment Equity Act Employer Duties

groups are under-represented

to its employees and consult and collaborate

with employee representatives

systems that may be limiting the employment

opportunities of members of designated groups

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Employer duties (con’t)

promoting an equitable workforce

plan

time

equity data and activities

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Employment Equity Act

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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

and/or bargaining agents in unionized settings

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Step 2: Data Collection

 The number, titles, salaries, etc of members of

designated groups in the organization.

 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

explanations and examples

by the relevant human rights agency

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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: term applied to designated groups

that are not utilized or represented in the employer’s 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

 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

entrances.

of materials.

machines, dispensers, and other

furniture and fixtures.

or provide alternative accessible paths.

and other needed equipment.

Figure 3.4

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Step 4: Establishment of a Workplan

underutilization

established, subject to restrictions due to

collective agreements, etc

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 (con’t)

numerical goals

procedures to follow program implementation

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Step 5: Implementation

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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

and other verbal or physical conduct of a sexual

nature in the working environment.

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Sexual harassment behaviours

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Highlights in HRM

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Highlights in 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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• 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

• 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

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