Chapter 3 Equity and Diversity in Human Resources Management

Chapter 3 Equity and Diversity in Human Resources Management
MULTIPLE CHOICE
1. Which statement best describes employment equity?

a. It impacts all aspects of the employment relationship.
b. It is referred to as “affirmative action” in provincial legislation.
c. It is an outdated term, which has been replaced by “diversity management.”
d. It has been declining in importance in recent years.
ANS: A PTS: 1 REF: 84 OBJ: 1
BLM: Higher Order
2. Organization Z is about to undertake an organization-wide process of ensuring equitable representation

in terms of designated groups, including an analysis and redressing of past discriminations. What is
Organization Z undertaking?
a. affirmative action policy implementation
b. employment equity policy implementation
c. pay equity policy implementation
d. an employment systems review
ANS: B PTS: 1 REF: 84 OBJ: 1
BLM: Higher Order
3. Which group would NOT fall under the broad definition of a designated group?
a. individuals who are 40 years of age or older
b. visible minorities
c. women
d. disabled persons
BLM: Remember
4. A large accounting firm has only 35 percent female UFE-certified accountants on staff. Women make
up approximately 50 percent of the population and UFE-certified women make up approximately 15
percent of the labour force. What is the best description of the situation for women at this large ac-
counting firm?
a. they are underrepresented
b. they are concentrated
c. they are underutilized
d. they require reasonable accommodation
BLM: Higher Order
5. Aboriginals face major employment barriers, which may be compounded by which of the following?
a. language and culture
b. illiteracy
c. reluctance to leave the area in which they grew up
d. negative past employment experience
BLM: Higher Order
Copyright © 2014 Nelson Education Ltd. 3-1

6. What is the most important thing an organization can implement if it wants to retain women?
a. policies that focus on the family
b. employment equity policies
c. pay equity policies
d. mentoring
BLM: Higher Order
7. According to the text, which group is most likely to view the Canadian Charter of Rights and
Freedoms as a disappointment?
a. unions
b. women
c. designated groups in general
d. religious groups
ANS: B PTS: 1 REF: 88|89 OBJ: 2
BLM: Higher Order
8. As a result of the Supreme Court of Canada ruling regarding the right to bargain collectively and to
strike, governments can weaken the collective bargaining process through which of the following?
a. limiting salary increases
b. imposing compulsory layoffs
c. dismissing union leaders
d. upholding discrimination complaints
BLM: Higher Order
9. If a religious organization insists on hiring a member from its own faith, it is probably safe to do so
legally if it claims which legal defence?
a. adverse impact
b. adverse effect
c. reasonable accommodation
d. bona fide occupation qualification
ANS: D PTS: 1 REF: 90 OBJ: 2
BLM: Higher Order
10. Which statement best describes bona fide occupational qualifications?

a. They are used to identify adverse impact.
b. They are based on employer preference.
c. They can permit discrimination by an employer.
d. They require reasonable accommodation on the part of the employer.
ANS: C PTS: 1 REF: 90 OBJ: 2
BLM: Higher Order
11. “Phil’s Antique Superstore” is hiring ten new customer service agents. All three of Phil’s stores are
housed in historic landmark buildings that are “heritage” sites and do not have wheelchair ramp ac-
cess. Phil, the owner, has indicated that city bylaws will not allow him to renovate and add a wheel-
chair ramp to his buildings because of their heritage status. This fact makes the ability to go up stairs
which of the following in relation to working at Phil’s?
a. an undue hardship
b. a reasonable accommodation
c. a bona fide occupational qualification
d. a system barrier
ANS: C PTS: 1 REF: 90-91 OBJ: 2
BLM: Higher Order
12. Which of the following is a possible outcome of a human rights complaint filed by an individual?
a. it is deemed as trivial by the CHRC and refused
b. a settlement may be arranged, even if the complaint is unsubstantiated
c. the Equal Rights Compliance Agency (ERCA) may become involved
d. it can be waitlisted for years depending on how busy the CHRC is
BLM: Higher Order
13. Which statement best describes the enforcement of provincial human rights laws?
a. Provincial laws are enforced in a similar manner except there is no court prosecution per-
mitted.
b. Provincially regulated employers tend to be larger and more sophisticated.
c. HR professionals in provincially regulated firms tend to be very knowledgeable about hu-
man rights legislation.
d. Independent boards of inquiry have similar powers as a federal tribunal.
BLM: Remember
14. How is the Canadian Human Rights Act typically enforced?

a. by specially designated RCMP officers
b. through complaints from individuals
c. by specially designated CSIS agents
d. by human rights tribunals
BLM: Remember|Higher Order
15. What is the most serious possible occurrence if an HR professional is dishonest in a human rights in-
vestigation?
a. The HR professional could be imprisoned.
b. The organization could be fined up to $50,000.
c. The HRPA would remove certification, or disallow future certification.
d. There could be a major investigation of the organization and the HR professional.
BLM: Higher Order

16. Green Grass Hospital pays its hallway painters/technicians nearly twice the hourly rate that it pays the
nurses. This fact is likely to cause further investigation in a pay equity program implementation under
which of the following circumstances?
a. if the nurses have more seniority
b. if the painters have more training
c. if the nurses are predominantly women and the painters are predominantly men
d. if the painters’ union becomes involved in the process
BLM: Higher Order
17. Employers that pay men and women performing the same job a different salary are violating the Pay
Equity Act only if the differences are based on which of the following?
a. seniority
b. merit
c. gender
d. incentive plans
BLM: Higher Order
18. What is the difference between pay equity and pay equality?
a. Equity is equal pay for work of comparable worth; equality is equal pay for equal work.
b. Equality is equal pay for work of comparable worth; equity is equal pay for equal work.
c. Equity is about fair pay for individual women employees; pay equality is required of all
federally regulated employers.
d. Equality is about fair pay for entire occupations; equity is required by law in every juris-
diction in Canada.
BLM: Higher Order
19. Which of the following is NOT true of the Employment Equity Act (1995)?
a. Employers that have more than 100 employees must implement employment equity.
b. Organizations with employment equity must prepare an annual report on its data and activ-
ities relating to equity.
c. All Canadian organizations must have some form of employment equity program.
d. Organizations with employment equity programs must give their employees question-
naires to indicate whether they belong to a designated group.
BLM: Higher Order
20. What requires large firms bidding on federal government contracts worth $200,000 or more to have an
employment equity plan?
a. the Canada Labour Code
b. the Canadian Human Rights Act
c. the Abella Commission
d. the Federal Contractors Program
BLM: Remember
21. What is the first step in the employment equity implementation process?
a. data collection and analysis
b. establishment of a workplan
c. senior management commitment
d. employment systems review
BLM: Remember
22. What are the six main steps to developing an employment equity program?
a. senior management commitment; data collection/analysis; establish a workplan; HR sys-
tems review; evaluation; monitoring
b. senior management commitment; HR systems review; data collection/analysis; establish a
workplan; implementation; follow-up
c. senior management commitment; data collection/analysis; establish a workplan; imple-
mentation; follow-up; monitoring and evaluation
d. senior management commitment; data collection/analysis; employment systems review;
workplan; implementation; follow-up with monitoring and revision
BLM: Higher Order
23. What is the best example of how an organization’s leadership can demonstrate its commitment to an
employment equity plan?
a. allowing employees to fill out the employment equity survey on company time
b. offering a full explanation of the employment equity policy to top managers
c. offering a guarantee of confidentiality
d. publicly describing the organization’s commitment to employment equity
BLM: Higher Order
24. Which of the following people would be the best choice for an organizational employment equity rep-
resentative?
a. Bill has belonged to the organization for 15 years, beginning on the shop floor, and is now
a manager. He is well known and respected within the organization. Bill’s sister, who lives
with him, is disabled and uses a wheelchair.
b. Sandeep is a member of a designated group, is new to the organization, and works in man-
agement. He is an active member of his religious group.
c. Candy is a member of designated group and has been with the organization for 25 years as
a telephone receptionist. She knows everyone and is very popular due to her friendliness
and great memory.
d. Antonia, who has been with the organization for 15 years, is very interested in becoming
the employment equity representative because she is very organized and wants an oppor-
tunity to demonstrate this to management so she can be considered for a promotion.
BLM: Higher Order

25. Which term refers to a snapshot of the organization that includes where members of designated groups
are employed, their salaries, and their status?
a. flow data
b. self-identification
c. stock data
d. profile data
BLM: Remember
26. Which of the following is an important tool in employment equity planning?

a. employment systems review
b. internal workforce profile
c. family-friendly policy
d. external workforce profile
BLM: Higher Order
27. What does data collection for employment equity purposes involve?
a. surveys of supervisors
b. a mandatory self-identification process
c. surveys of family members
d. a voluntary self-identification process
BLM: Higher Order
28. Which of the following presents the most important roadblock to successful administration of a self-
identification questionnaire?
a. training and development
b. terms that are not clearly defined, such as “Aboriginal” and “racial minority”
c. respondents not understanding the form
d. a sense of “futility” expressed by members of designated groups in organizations where
bias and racism are rampant
BLM: Higher Order
29. Phil’s Antique Superstore is hiring ten new customer service agents. All three of Phil’s stores are
housed in historic landmark buildings that are “heritage” sites and do not have wheelchair ramp ac-
cess. What is this an example of?
a. a systemic barrier
b. the need for special measures
c. lack of reasonable accommodation
d. the duty to accommodate
BLM: Higher Order
30. What is an example of targeted recruitment to correct past discrimination?
a. reasonable accommodation
b. a special measure
c. an employment equity goal
d. a workplan
BLM: Higher Order
31. Implementing a flexible work schedule is an example of which of the following?

a. reasonable accommodation
b. a special measure
c. an employment equity goal
d. a workplan
BLM: Higher Order
32. Which organizational situation best represents the principle of the duty to accommodate?
a. renovating so that the building has wheelchair access, even if it is through a rear-entrance
loading dock.
b. equipping washrooms with lower mirrors and faucets, and wider doors
c. having regular employee surveys for disabled employees to ensure their needs are met
d. following the uniform guidelines for accommodation
BLM: Higher Order
33. An organization’s workforce is “representative” in which situation?

a. when it reflects the demographic composition of the external workforce
b. when numerical goals have been established
c. when it reflects an improvement from the previous year’s results
d. when men and women are employed in equal numbers
BLM: Higher Order
34. What is the first step for the establishment of a workplan for the development of an employment equity
program?
a. examining the workforce analysis
b. making sure upper management is on board
c. outlining monitoring and evaluation
d. setting numerical goals
BLM: Remember

35. Which of the following is essential for an employer to determine whether goals are being attained and
problems resolved, and whether strategies have been effective?
a. implementation
b. monitoring
c. an employment systems review
d. establishing goals and timetables
BLM: Remember
36. Once an employment equity program has been implemented, what is the most important thing to do?
a. evaluate and monitor it closely
b. keep up to date on new developments and laws in employment equity
c. inform the CHRA of progress
d. limit revisions to the program to one per year
BLM: Remember
37. Which of the following is NOT an example of sexual harassment?

a. paying a man more than a woman for doing the same job
b. promoting a female employee after she agrees to an after-work date
c. permitting male employees to tell sexist jokes that female staff find offensive
d. allowing a customer to demand sexual favours from an employee
ANS: A PTS: 1 REF: 105-107 OBJ: 6
BLM: Higher Order
38. Which of the following is true of sexual harassment in Canadian workplaces?

a. a majority of women report that they experience same-sex sexual harassment
b. a majority of working men report that they experience sexual harassment
c. sexual harassment is under control today
d. a majority of working women say they have experienced some form of sexual harassment
throughout their careers
BLM: Higher Order
39. An effective sexual harassment policy includes all of the following EXCEPT which one?
a. a comprehensive, well-publicized, organization-wide policy on sexual harassment
b. a formal complaint procedure that spells out the methods used to investigate charges
c. emphasis on follow-up and discipline for supported charges
d. a policy to dismiss any employee accused of sexual harassment
BLM: Higher Order
40. The concepts of harassment in the workplace are being broadened to include which one of the follow-
ing?
a. compensation decisions
b. psychological harassment such as bullying
c. privacy
d. evaluation and monitoring
BLM: Remember
41. Organization Z is planning a formal process of examining its workforce in terms of religion, personal-
ity, lifestyle, and education. The company plans to gain a strategic advantage by harnessing the differ-
ences that exist within the organization. What is Organization Z planning to do?
a. implement an employment equity program
b. implement a pay equity program
c. initiate a cultural assessment
d. employ diversity management
BLM: Higher Order
42. Employment equity and employment diversity were initially founded on moral grounds. Which of the
following represents how diversity management is sustained in today’s organizations?
a. as a strategic part of succession planning
b. by being strategically linked to compensation
c. on business grounds
d. by being embedded in all hiring practices
BLM: Higher Order
43. Which of the following is an important reason behind implementing a diversity initiative?
a. to expand the organization’s global perspective
b. to avoid human rights complaints
c. to capitalize on emerging markets around the world
d. to comply with Canadian legal requirements
BLM: Higher Order
44. Which of the following is NOT recommended as a strategy for creating an environment in which di-
versity is embraced?
a. ensuring the initiative is seen as an important human resource program
b. providing diversity training
c. reviewing policies and practices
d. monitoring progress and providing qualitative and quantitative evidence of change
BLM: Higher Order

45. What are the primary business reasons for diversity management?
a. acting in accordance with CHRA legislation; better utilization of talent; better teamwork;
better marketplace understanding; better leadership
b. enhanced creativity; better synergy; better utilization of talent; better leadership; better
teamwork
c. acting in accordance with CHRA legislation; better utilization of talent; better leadership;
better work ethic; better marketplace understanding
d. better utilization of talent; better marketplace understanding; enhanced creativity; better
leadership; better teamwork
BLM: Higher Order
Scenario 3.1
The Furniture Emporium Inc. is a Canadian-based international manufacturer and distributor of high-
end furniture for offices and homes. Since 2010, it has been expanding into the emerging markets
across the globe. The company’s workforce is representative of the population. As well, women make
up 58 percent of the company’s workforce. However, while these groups are well represented in the or-
ganization, they are not seen in the same percentage as a part of the senior management structure of the
organization. While Furniture Emporium hires for diversity, it does not use its employees’ diverse
skills and abilities to enhance its global potential, given the international nature of its business.
46. Refer to Scenario 3.1. Which of the following is a good way for Furniture Emporium to gain a stra-
tegic and competitive advantage, through its employees, in the international furniture market?
a. hire for diversity
b. ensure pay equity is implemented
c. manage diversity effectively
d. promote employees from the designated groups
BLM: Higher Order
47. Refer to Scenario 3.1. Which of the following accurately represents diversity management if Furniture
Emporium were to use it as a strategic tool?
a. it is required by law in Canada
b. it is a big part of managing human resources
c. it is relatively simple and requires little time to implement
d. it can be a complex and lengthy process to embark on
BLM: Higher Order
48. Refer to Scenario 3.1. Why can the ethnic groups help Furniture Emporium leverage its diverse work-
force to gain competitive advantage?
a. they are easier to work with
b. they possess knowledge of foreign cultures and business practices
c. they are time-oriented
d. they are performance driven
BLM: Higher Order
49. Refer to Scenario 3.1. By strategically incorporating a diverse workforce into all levels of the organiz-
ation, what can Furniture Emporium benefit from?
a. increased profitability and share prices
b. employee loyalty and retention
c. the spending power of these groups
d. the diverse educational background of these groups
BLM: Higher Order
50. Refer to Scenario 3.1. If Furniture Emporium wants to create an environment for success in the inter-
national furniture market by leveraging their employees, what do they need to fully understand?
a. the need for a systematic approach to managing diversity
b. how to reward their executives for success
c. how to incorporate short-term diversity initiatives
d. employment equity legislation
BLM: Higher Order
Scenario 3.2
Metro Business is a growing firm located in Calgary, Alberta. The CEO, Niri Malo, has noticed that
most of the recent applications for positions in the organization are self-identified persons from the
four designated groups covered by employment equity legislation in Canada. Ms. Malo has heard of
the benefits of a diversity workforce and wants to implement an employment equity plan. She under-
stands, however, that there may be challenges in implementing it.
51. Refer to Scenario 3.2. What is one reason for Metro Business to have an employment equity plan?
a. they would like access to the Federal Contractors Program
b. it is required for all firms in Canada
c. it will address pay equity problems
d. it will prevent racism in the organization
BLM: Higher Order
52. Refer to Scenario 3.2. What is the first step in establishing the employment equity plan at Metro Busi-
ness?
a. collecting data on Metro’s demographics
b. ensuring senior management commitment
c. ensuring reasonable accommodation
d. getting the government’s approval
ANS: A PTS: 1 REF: 97-105 OBJ: 5
BLM: Higher Order

53. Refer to Scenario 3.2. Which of the following is NOT one of the four designated groups covered by
the federal Employment Equity Act?
a. Aboriginals
b. persons with disabilities
c. women
d. war veterans
BLM: Higher Order
TRUE/FALSE
1. In Canada, the four designated groups that have not received equitable treatment in employment are
women, Aboriginal people, people with disabilities, and visible minorities.
ANS: T PTS: 1 REF: 84 OBJ: 1

BLM: Remember
2. Women are underrepresented as technicians and semi-skilled professionals.

BLM: Remember
3. The four traditionally disadvantaged groups could be brought into the mainstream of Canada’s labour
force through employment equity.

BLM: Remember
4. Recent statistics indicate that visible minorities are lacking in educational qualifications, which has
resulted in their high unemployment rates.
ANS: F PTS: 1 REF: 86 OBJ: 1

BLM: Higher Order
5. Employment equity makes good business sense since it contributes to the bottom line.

BLM: Higher Order
6. Human rights legislation is the cornerstone of equity legislation.

BLM: Higher Order
7. The Charter of Rights and Freedoms guarantees the right to bargain collectively and to strike.

BLM: Remember
8. Federal law prohibits discrimination based on sexual orientation.

BLM: Remember
9. Every workplace in Canada is covered by human rights legislation.

BLM: Higher Order
10. The only difference between federal and provincial human rights laws is that the former cover feder-
ally regulated industries and the latter cover provincially regulated industries.

BLM: Higher Order
11. Prohibited grounds of discrimination in employment vary between provinces.

BLM: Higher Order
12. Prohibited grounds of discrimination in employment include race, religion, sex, age, national or ethnic
origin, disability, and marital status.

BLM: Remember
13. Employers are permitted to discriminate if there is a bona fide occupational qualification.

BLM: Remember
14. A religious organization is permitted to discriminate on the basis of religion.

BLM: Higher Order
15. An example of a BFOQ for age is the argument that a younger employee will project a better, more en-
ergetic image to the public.

BLM: Higher Order
16. The Canadian Human Rights Commission (CHRC) may choose to act on its own if it feels there are
sufficient grounds for a finding of discrimination.

BLM: Higher Order

17. The Canadian Human Rights Commission (CHRC) must accept all complaints except those not filed
within a prescribed period of time.

BLM: Remember
18. Once a complaint has been accepted by the Canadian Human Rights Commission (CHRC), an invest-
igator is assigned the task of fact finding from both the complainant and the accused.

BLM: Remember
19. As an HR professional, if you lie or are otherwise involved in obstructing an investigation by the Ca-
nadian Human Rights Commission, you can serve jail time.

BLM: Remember
20. Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job
content.

BLM: Higher Order
21. In 2002, women aged 15 and over who had employment income made 55 cents for every $1 earned by
their male counterparts.

BLM: Remember
22. Pay equity is based on the principles of equal pay for equal work and equal pay for work of compar-
able worth.

BLM: Higher Order
23. Implementation of pay equity is based on comparing the work of female and male employees doing
the same job.

BLM: Higher Order
24. The federal pay equity legislation applies to all employees in Canada.

BLM: Higher Order
25. The Employment Equity Act of 1995 only affects employers under federal jurisdiction.

BLM: Higher Order
26. The Employment Equity Act stipulates that employers and Crown corporations with 200 employees or
more, who are regulated under the Canada Labour Code, must implement employment equity and re-
port on results attained.

BLM: Remember
27. The concept of employment equity is rooted in the federal Charter of Rights and Freedoms, and in fed-
eral and provincial human rights codes.

BLM: Remember
28. Employment equity involves the identification and removal of systemic barriers to employment oppor-
tunities that adversely affect the four designated groups.

BLM: Higher Order
29. Employment equity involves the implementation of special measures and reasonable accommodation.

BLM: Higher Order
30. Federally regulated employers are required to conduct a workforce analysis to identify underrepresent-
ation of members of designated groups.

BLM: Remember
31. Firms under provincial jurisdiction with 100 or more employees, wishing to bid for goods and services
contracts with the federal government valued at $200,000 or more, must implement an employment
equity plan.

BLM: Higher Order
32. Under the Canadian Human Rights Act, the Canadian Human Rights Commission is authorized to pro-
hibit discrimination against members of the designated groups in the establishment of federally regu-
lated businesses.

BLM: Remember
33. Employment equity involves changing the composition of an organization’s workforce to better reflect
the workforce.

BLM: Higher Order

34. An employment equity program is a process requiring senior management commitment and involve-
ment.

BLM: Higher Order
35. Employers covered by the federal Employment Equity Act are required to consult with designated em-
ployees’ representatives or, in a unionized setting, with bargaining agents.

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

BLM: Remember
37. The first step in the implementation of employment equity is data collection and analysis.

BLM: Remember
38. The development of an external workforce profile is an important tool in employment equity planning.

BLM: Remember
39. 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.

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

BLM: Higher Order
41. Reasonable accommodation involves making changes to the workplace so that no individual is disad-
vantaged with respect to employment.

BLM: Remember
42. 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 discrimin-
ated against in the past.

BLM: Higher Order
43. Reasonable accommodation benefits all employees.

BLM: Higher Order
44. The overall goal for an organization with respect to employment equity is to achieve a workforce rep-
resentative of the demographic composition of the external workforce.

BLM: Higher Order
45. According to one study, only one of every ten Canadian women who suffer sexual harassment at work
takes any formal action.

BLM: Remember
46. An example of sexual harassment is having to listen to comments made by coworkers about their
sexual conquests every Monday morning even when you have told them that their remarks make you
extremely uncomfortable.

BLM: Higher Order
47. Employers are guilty of sexual harassment if they permit their customers to sexually harass their em-
ployees.

BLM: Higher Order
48. The main cost of sexual harassment in the workplace is legal settlements

BLM: Higher Order
49. The concept of harassment has been broadened to include bullying in at least one provincial jurisdic-
tion.

BLM: Remember
50. The optimization of an organization’s multicultural workforce in order to reach business objectives is
known as diversity management.

BLM: Remember
51. Managing diversity is primarily a moral issue.

BLM: Higher Order

52. Transforming an organizational culture into a culture that embraces diversity is relatively simple and
can be done in a relatively short period of time.

BLM: Higher Order
53. Diversity initiatives should be directly linked to the business objectives of top management.

BLM: Higher Order
54. Leadership is one of the key variables in a firm’s ability to incorporate the value of diversity into its
business strategy.

BLM: Higher Order
55. Diversity initiatives are most successful when they are perceived to be human resources programs.

BLM: Higher Order
56. A crucial element of any diversity management initiative is proper training across the organization.

BLM: Higher Order
ESSAY
1. What are some of the disadvantages in employment faced by the four designated groups in Canada?
ANS:
There are four designated groups in Canada that have not received equitable treatment in employment:
(1) women, (2) Aboriginal peoples, (3) people with disabilities, and (4) visible minorities.
(1) Women tend to be concentrated in occupations that are accorded lower status and pay.
(2) Many Aboriginal workers are concentrated in low-paying, unstable employment.
(3) The unemployment rate for employable people with disabilities is much higher than the na-
tional unemployment rate. People with disabilities face attitudinal barriers, physical demands that are
unrelated to actual job requirements, and inadequate access to technical- and human-support systems
that would make productive employment possible.
(4) Visible minority groups vary in their labour force profiles; however, studies have shown that
Latin Americans and Southeast Asians experience lower-than-average incomes, higher rates of unem-
ployment, and reduced access to job interviews, even when they have the same qualifications as other
candidates. Culturally biased aptitude tests, lack of recognition of foreign credentials, and excessively
high language requirements pose systemic barriers for visible minority groups.
PTS: 1 REF: 84-86 OBJ: 1 BLM: Higher Order

2. What are the steps involved in filing and investigating a human rights complaint?
ANS:
Individuals under federal jurisdiction have the right to file a complaint with the Canadian Human
Rights Commission (CHRC) if they feel they have been discriminated against on any of the prohibited
grounds. The complainant must first complete a written report describing the discriminatory action. A
CHRC representative reviews the facts and determines if the claim is legitimate. Once a complaint has
been accepted by the CHRC, an investigator is assigned to the case in order to gather more facts, from
both the complainant and the accused. The investigator submits a report to the CHRC, recommending
a finding of either substantiation or non-substantiation of the allegation. If the allegation is substanti-
ated, a settlement may be arranged in the course of the investigation. If the parties are unable to reach
agreement, a human rights tribunal consisting of up to three members may be appointed to further in-
vestigate the complaint. If the tribunal finds that a discriminatory practice did take place, it may order
the person or organization responsible to compensate the victim. Any person who obstructs an invest-
igation or a tribunal, or fails to comply with the terms of a settlement, can be fined and/or jailed.
Provincial human rights laws are enforced in a very similar manner. Individuals who feel they have
been discriminated against on any of the prohibited grounds file a written complaint with the applic-
able human rights commission, which then investigates the claim. The majority of cases are resolved at
the investigation stage. If agreement cannot be reached, the case is presented to the province’s human
rights commission. The members of the commission study the evidence and then submit a report to the
minister in charge of administering the human rights legislation. The minister may appoint an inde-
pendent board of inquiry, which has similar powers to a federal tribunal. Failure to comply with the
remedies prescribed by the board of inquiry may result in prosecution in provincial court.
3. What can employers do to deter sexual harassment?
ANS:
Employers must develop an effective sexual harassment policy if they wish to deter sexual harassment.
The policy should be clear and comprehensive, publicizing to all organizational members that sexual
harassment will not be tolerated. Supervisors and managers should be trained to understand human
rights legislative requirements and their role in providing an environment free from harassment. A
formal complaint procedure should be established that allows employees to report harassment occur-
rences without fear of retaliation. All charges should be investigated immediately and, if warranted,
discipline should be administered. Cases should be followed up to ensure a satisfactory resolution of
the problem.

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Chapter 3 Equity and Diversity in Human Resources Management

1. Which statement best describes employment equity?

2. Organization Z is about to undertake an organization-wide process of ensuring equitable representation

Copyright © 2014 Nelson Education Ltd. 3-1

10. Which statement best describes bona fide occupational qualifications?

14. How is the Canadian Human Rights Act typically enforced?

Copyright © 2014 Nelson Education Ltd. 3-3

Copyright © 2014 Nelson Education Ltd. 3-5

26. Which of the following is an important tool in employment equity planning?

31. Implementing a flexible work schedule is an example of which of the following?

33. An organization’s workforce is “representative” in which situation?

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37. Which of the following is NOT an example of sexual harassment?

38. Which of the following is true of sexual harassment in Canadian workplaces?

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ANS: T PTS: 1 REF: 84 OBJ: 1

2. Women are underrepresented as technicians and semi-skilled professionals.

ANS: T PTS: 1 REF: 84 OBJ: 1

ANS: T PTS: 1 REF: 84 OBJ: 1

ANS: F PTS: 1 REF: 86 OBJ: 1

ANS: T PTS: 1 REF: 86 OBJ: 1

6. Human rights legislation is the cornerstone of equity legislation.

ANS: T PTS: 1 REF: 88 OBJ: 2

ANS: F PTS: 1 REF: 88 OBJ: 2

ANS: T PTS: 1 REF: 88 OBJ: 2

9. Every workplace in Canada is covered by human rights legislation.

ANS: T PTS: 1 REF: 89 OBJ: 2

ANS: F PTS: 1 REF: 89 OBJ: 2

11. Prohibited grounds of discrimination in employment vary between provinces.

ANS: T PTS: 1 REF: 89 OBJ: 2

ANS: T PTS: 1 REF: 89 OBJ: 2

ANS: T PTS: 1 REF: 90 OBJ: 2

14. A religious organization is permitted to discriminate on the basis of religion.

ANS: T PTS: 1 REF: 90 OBJ: 2

ANS: F PTS: 1 REF: 90 OBJ: 2

ANS: T PTS: 1 REF: 94 OBJ: 2

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ANS: F PTS: 1 REF: 94 OBJ: 2

ANS: T PTS: 1 REF: 94 OBJ: 2

ANS: T PTS: 1 REF: 94 OBJ: 2

ANS: T PTS: 1 REF: 95 OBJ: 3

ANS: F PTS: 1 REF: 95 OBJ: 3

ANS: T PTS: 1 REF: 95 OBJ: 3

ANS: F PTS: 1 REF: 95 OBJ: 3

ANS: F PTS: 1 REF: 95 OBJ: 3

ANS: T PTS: 1 REF: 95 OBJ: 3

ANS: F PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

ANS: T PTS: 1 REF: 96 OBJ: 4

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ANS: T PTS: 1 REF: 97 OBJ: 5

ANS: T PTS: 1 REF: 98 OBJ: 5

ANS: F PTS: 1 REF: 98 OBJ: 5