MGMT 9700: Principles of

Human Resource
Management

1
NETA PowerPoint® Slides
to accompany

Adapted by
Ann Hrabok,
Northern Alberta
Institute of Technology

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 CHAPTER 3

Equity and Diversity

in Human Resources
Management

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 Chapter Objectives
Explain the reasons for equity-related legislation.

Identify the legal framework, including the Charter

and human rights legislation.
Describe pay equity and strategies for
implementing it.
Discuss the Employment Equity Act with respect to
its origins, its purpose, and its continued
enforcement and the implementation of
employment equity in organizations.

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 Chapter Objectives
Discuss sexual harassment as an employment
equity issue.
Explain and give examples of diversity
management.

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 Employment Equity
• The employment of individuals in a fair and nonbiased
manner
• Designated Groups
– Women, members of visible minorities, Indigenous
people, and persons with disabilities who have been
disadvantaged in employment

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 Employment Equity
Status of designated groups:
• Women
• Indigenous people
• People with disabilities
• Members of visible
minorities

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 Employment Equity
Benefits
• Broaden base of qualified individuals
• Enhance organization’s ability to attract and keep the
best-qualified employee
• Enhance employee morale
• Improve organization’s image in the community

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 The Legal Framework
• The Canadian Charter of
Rights and Freedoms
• The Canadian Human
Rights Act (CHRA)
• Provincial laws

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 The Legal Framework
• Bona Fide Occupational Qualification (BFOQ)
– A justifiable reason for discrimination based on
business reasons of safety or effectiveness

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 The Enforcement of
Provincial Human Rights Laws
• File a written complaint
• Investigation and submission of report
• If complaint is substantiated, settlement
• If no agreement, then a tribunal

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 Pay Equity
• Illegal to discriminate on the basis of job content
• Equal pay for work of equal value

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 The Employment Equity Act
(1995)
• Organizations regulated under the Canada Labour Code
• More than 100 employees
• Federal Contractors Program

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Implementation of Employment
Equity in Organizations
Step 1: Senior Management Commitment and
Assignment of Accountable Senior Staff

Step 2: Data Collection and Analysis

• Stock data
• Flow data - Data that provide a profile
of the employment decisions affecting
designated groups
• Self-identification questionnaire

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Implementation of Employment
Equity in Organizations
Step 2: Data Collection and Analysis (cont’d)
• Underutilization
• Designated groups that are not utilized or represented
in the employer’s workforce proportional to their
numbers in the labour market
• Concentration
• Designated groups whose numbers in a particular
occupation or level are high relative to their numbers
in the labour market

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Implementation of Employment
Equity in Organizations
Step 3: Employment Systems Review
• Systemic discrimination
• The exclusion of members of certain groups
through the application of employment policies or
practices based on criteria that are not job related
• Special measures
• Reasonable accommodation
• Attempt by employers to adjust the working
conditions or schedules of employees with
disabilities or religious preferences

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Implementation of Employment
Equity in Organizations
Step 4: Establishment of a Workplan
Step 5: Implementation
Step 6: Evaluation, Monitoring, and Revision

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 Sexual Harassment
Sexual Harassment
• Unwelcome advances,
requests for sexual
favours, and other verbal
or physical conduct of a
sexual nature in the
working environment

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 Managing Diversity
Diversity Management
• The optimization of an organization’s multicultural
workforce in order to reach business objectives

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Managing Diversity

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Managing Diversity

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Managing Diversity – Benefits
• Better utilization of talent
• Increased marketplace understanding
• Enhanced creativity
• Increased quality of team problem solving
• Greater understanding in leadership positions

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Activity #1: Self-Identification
In groups, discuss the advantages of employees completing
a self-identification questionnaire.
Some employees choose not to self-identify. What might be
some of the reasons to not complete the self-identification
questionnaire?

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 Activity #2
1. In what ways does the integration of immigrants into
the workforce differ from the integration of the four
designated groups?

2. Organizations such as the Toronto Regional Immigrant

Employment Council (TRIEC) provide suggestions for
successful integration. Would these work for the
members of the four designated groups as well?

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