Question 1

The labour movement in Canada has generally been opposed to the concept of employment equity.

Accepted Answer

The labour movement in Canada has historically supported the concept of employment equity, advocating for policies that promote fair treatment and equal opportunity in the workplace for all individuals, including those from marginalized groups.

Question 2

The overall goal for an organization with respect to employment equity is to achieve a workforce representative of the demographic composition of the external workforce.

Accepted Answer

Employment equity aims to correct the conditions of disadvantage in employment experienced by certain groups by ensuring that the workforce reflects the demographic composition of the society or external workforce. This involves implementing policies and practices to eliminate barriers and promote inclusion.

Question 3

Firms under provincial jurisdiction with 100 or more employees that wish to bid for goods and services contracts with the federal government valued at $1,000,000 or more must implement an employment equity plan.

Accepted Answer

This requirement is part of the Federal Contractors Program (FCP) in Canada, which mandates that employers with 100 or more employees and who wish to obtain federal government contracts of $1,000,000 or more must have an employment equity plan in place to ensure they are providing equal employment opportunities to four designated groups: women, Indigenous peoples, persons with disabilities, and members of visible minorities.

Question 4

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Accepted Answer

Employers have a responsibility to provide a work environment that is free from sexual harassment. If they allow their customers or clients to sexually harass their employees, they can be held liable for their actions. The employer should take steps to prevent any kind of sexual harassment and provide support to the harassed employees.

Question 5

Employment equity involves the implementation of special measures and reasonable accommodation.

Accepted Answer

Employment equity involves implementing special measures and providing reasonable accommodation to ensure that all employees have equal opportunities in the workplace, particularly for those groups that have been historically disadvantaged or marginalized.

Question 6

The first step in the implementation of employment equity is data collection and analysis.

Accepted Answer

The answer of The first step in the implementation of...

Question 7

An example of sexual harassment is having to listen to comments made by co-workers about their sexual conquests every Monday morning even when you have told them that their remarks make you extremely uncomfortable.

Accepted Answer

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature, such as repeatedly making sexual comments or jokes that make someone uncomfortable.

Question 8

Employers covered by the federal Employment Equity Act are required to consult with designated employees' representatives or, in a unionized setting, with bargaining agents.

Accepted Answer

The Employment Equity Act requires employers to engage in consultations with employee representatives or, in unionized workplaces, with the bargaining agents, to ensure the implementation of employment equity plans and measures are effectively communicated and agreed upon.

Question 9

Reasonable accommodation involves making changes to the workplace so that no individual is disadvantaged with respect to employment.

Accepted Answer

Reasonable accommodation refers to adjustments or modifications made to a job or work environment to enable an individual with a disability to have an equal opportunity to participate in the employment process, ensuring they are not disadvantaged.

Question 10

Reasonable accommodation benefits all employees.

Accepted Answer

Reasonable accommodation, while designed to support employees with disabilities, can create a more flexible and inclusive work environment that benefits all employees by promoting diversity, enhancing employee satisfaction, and increasing overall workplace productivity.

Question 11

Targeted recruitment aimed primarily at correcting employment inequities is an example of a special measure designed to accelerate the entry and promotion of members of designated groups discriminated against in the past.

Accepted Answer

Targeted recruitment is indeed a special measure aimed at accelerating the entry and promotion of members of designated groups who have historically faced discrimination, in order to correct employment inequities.

Question 12

Under the Canadian Human Rights Act, the Canadian Human Rights Commission is authorized to prohibit discrimination against members of the designated groups in the establishment of federally regulated businesses.

Accepted Answer

The Canadian Human Rights Act authorizes the Canadian Human Rights Commission to ensure that federally regulated businesses do not discriminate against individuals based on various grounds, including membership in designated groups such as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.

Question 13

An employment equity program is a process requiring senior management commitment and involvement.

Accepted Answer

Employment equity programs aim to correct disadvantages in employment experienced by specific groups, and successful implementation requires the commitment and involvement of senior management to ensure policies are effectively integrated into organizational practices and culture.

Question 14

Federally regulated employers are required to conduct a workforce analysis to identify underrepresentation of members of designated groups.

Accepted Answer

In Canada, federally regulated employers are required to conduct a workforce analysis as part of their obligations under the Employment Equity Act. This analysis helps identify underrepresentation of members of designated groups, which include women, Indigenous peoples, persons with disabilities, and members of visible minorities.

Question 15

Employment equity involves the identification and removal of systemic barriers to employment opportunities that adversely affect the four designated groups.

Accepted Answer

Employment equity aims to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities, and members of visible minorities by identifying and eliminating barriers.

Question 16

Employment equity involves changing the composition of an organization's workforce to better reflect wider demographics.

Accepted Answer

Employment equity aims to correct imbalances in the workforce by ensuring that members of underrepresented groups, such as women, indigenous peoples, persons with disabilities, and members of visible minorities, are adequately represented within an organization, thus reflecting the broader demographics of society.

Question 17

An employer should try to eliminate unintentional discrimination, but is not legally accountable for such discrimination.

Accepted Answer

Employers are legally accountable for unintentional discrimination if it results in a disparate impact on protected classes, and they are required to take steps to eliminate such discrimination under various anti-discrimination laws.

Question 18

Concentration occurs when the numbers of a protected class in a particular occupation or level are high relative to their numbers in the labour market.

Accepted Answer

Concentration refers to the overrepresentation of a protected class in specific jobs or levels compared to their overall presence in the labor market, indicating potential inequality or discrimination.

Question 19

The development of an external workforce profile is an important tool in employment equity planning.

Accepted Answer

The answer of The development of an external workforce profile...

Question 20

Many employment barriers are hidden.

Accepted Answer

Many employment barriers are not immediately obvious and can include factors such as implicit bias, lack of access to networks, or unrecognized skill gaps, making them hidden challenges to employment.

Quiz 3: Equity and Diversity in Human Resources Management