BUSM 1100 Lecture Notes - Reverse Discrimination
Document Summary
Detailed plan designed to identify and correct existing discrimination, redress past discrimination, and achieve a balanced representation of designated group members in the organization. 6 main steps: senior management commitment and support. Appoint senior official to whom overall responsibility and authority for program design and implementation is assigned: data collection and analysis. Utilization analysis - compared internal representation with labour force availability: employment system review. Determine impact of policies and procedures manuals, collective agreements, and informal practices on designated group members so that existing intentional or systemic barriers can be eliminated: plan development. Quantitative goals should be set, specifying # or % of qualified designated group members to be hired, trained or promoted. Positive measures: initiatives designed to accelerate the entry, development, and promotion of designated group members, aimed at overcoming residual effects of past discrimination. Accommodation: assist designated group members in carrying out essential job duties. Supportive measures: enable all employees to achieve a better work/life balance.
