Chapter 3 textbook

What is the difference between employment equity and diversity management?

• Employment equity: Legal requirements to remove barriers and create fair opportunities for designated groups.

• Diversity management: Broader organizational efforts to manage and benefit from workforce diversity.

Does employment equity require hiring unqualified applicants?

No. It focuses on removing systemic barriers and providing fair opportunities for qualified individuals.

What is the difference between employment equity goals and quotas?

• Goals: Targets for improving representation.

• Quotas: Mandatory fixed numbers or proportions.

Key: Canada's employment equity approach does not impose explicit legally mandated quotas.

What four factors are used to compare the value of jobs for pay equity?

• Skill: Knowledge and abilities required.

• Effort: Mental and physical effort.

• Responsibility: Level of accountability.

• Working conditions: Environment and job demands.

What is cultural intelligence?

The ability to understand cultural differences and adapt effectively when interacting with people from different cultures.

Why does workforce diversity not automatically improve performance?

Diversity must be supported by inclusion, where employees feel valued, respected, and encouraged to contribute.

Are all personal characteristics automatically protected under human rights legislation?

No. Protection depends on the law and its protected grounds. Some characteristics, such as weight, may be connected to disability protections.

What are examples of systemic employment barriers?

• Unnecessary language requirements.

• Failure to recognize foreign credentials.

• Culturally biased employment tests.

Key: Neutral-looking practices can unfairly disadvantage certain groups.