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The Employment Equity Act
No person may unfairly discriminate, directly or indirectly, against an employee in any employment policy or practice, on one or more grounds including race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture.
Affirmative Action
Preferential treatment for members of certain disadvantaged groups (most often black people or women)
Preferential Treatment: Outreach
whereby steps are taken to encourage and incentivise applications from members of disadvantaged groups → creating awareness
Preferential Treatment: Tie-breaker
Always favouring a member of a disadvantaged group over an equally qualified member of another group, when both are applicants for the same place, contract and have the same qualifications.
Preferential Treatment: Strong Preference
Goes further than tie-breaker and involves awarding positions to applicants from disadvantaged groups ahead of applicants from other groups, even when the applicants from disadvantaged groups are less qualified.
Preferential Treatment: Quota
A more demanding than the goals or targets of strong-preference AA adopts a quota
Equality of Opportunity
The idea whereby the jobs or positions people have should not be determined by their birth or social circumstances - individuals should have equal opportunities to attain the boj they aspire.
Redress
To do something for someone to make up for treating them badly in the past
Compensatory Redress
When someone wrongfully harms you, they ought to give compensation which brings your level of welfare up to what is would have been in the absence of the wrongful harm.
Rectificatory Redress
The act of making amends for a wrongful action even if the act does not cause harm.