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Department
Management (MGH)
Course
MGHB12H3
Professor
Sujay Vardhmane
Semester
Summer

Description
Chapter 3 Equity and Diversity in Human Resources Management Employment Equity The employment of individuals in a fair and nonbiased manner By 2016, about 1 in 5 citizens will be a visible minority o Workplaces must reflect this reality and accommodate this diversity When managers ignore the legal aspects of HRM, they risk incurring costly and time consuming litigation, negative public attitudes, and damage to organizational morale Employment equity is not only a legal topic, but also an emotional issue o Concerns all individuals regardless of their sex, religion, age, national origin, colour, or position in an organization Supervisors should be aware of their personal biases and how these attitudes can influence their dealings with subordinates EMPLOYMENT EQUITY Women, visible minorities, and people with disabilities make up over 60 percent of Canadas labour force Members of designated groups entering Canadas labour pool constitute a vital resource, and their full participation in the workplace will be fundamental to an organizations ability to understand and respond to the needs of a rapidly changing marketplace Ensuring equal access to employment Designated Groups Women, visible minorities, Aboriginal peoples, and persons with disabilities who have been disadvantaged in employment Status of Designated Groups Some disadvantages include: high unemployment, occupational segregation, pay inequities, and limited opportunities for career progress Women tend to be concentrated in occupations that are accorded lower status and pay o Were not equally represented in all occupations Women are underrepresented as semi-professionals and technicians; as supervisors in crafts and trades; in skilled crafts and trades; and as other sales and service personnel Also underrepresented in management positions and as members of boards First Nations people constitute roughly 4.4% of the population, but constitute only 1.6% of the workforce o Their unemployment rate is more than twice the national average o Median Income for the Canadian population is $25,000 while the median for Aboriginals is $16,000 1 www.notesolution.com Chapter 3 Equity and Diversity in Human Resources Management o Face major barriers to employment, which are often compounded by low educational achievement and lack of job experience, as well as by language and cultural barriers People with disabilities represent 12.4% of the population, but their workforce representation is low at 1.6% o Much higher than the national unemployment rate, which was 7.5% in 2003 o About 13 of those with disabilities became disabled as adults, resulting in 70% of them forced to make career changes o Face attitudinal barriers, physical demands that are unrelated to actual job requirements, and inadequate access to the technical and human support systems that would make productive employment possible o 70% of those with disabilities need some kind of workplace accommodation, and in 80% of the cases the cost is less than $500 o Employers seek to redress attitudinal barriers by focusing on abilities, not disabilities Visible minority population in Canada experienced a growth rate of 25% since 1996 Census, compared to an overall population growth of 4% o Visible minority groups vary in their labour force profiles and in their regional distributions o Systemic barriers that negatively affect employment for visible minorities include culturally biased aptitude tests, lack of recognition of foreign credentials, and excessively high language requirements o Although visible minorities tend to be better educated, they also have the highest unemployment rates Benefits of Employment Equity Contributes to the bottom line by broadening the base of qualified individuals for employment, training, and promotions, and by helping employers avoid costly human rights complaints Enhances an organizations ability to attract and keep the best qualified employees, which results in greater access to a broader base of skills Enhances employee morale by offering special measure such as flexible work schedules and work sharing Improves the organizations image in the community The Charter of Rights and Freedoms, the federal Canadian Human Rights Act, and pay equity and employment equity acts are the governing pieces of legislation dealing with employment equity THE LEGAL FRAMEWORK The Charter of Rights and Freedoms The Constitution Act of 1982, which contains the Canadian Charter of Rights and Freedoms, is the cornerstone of equity legislation 2 www.notesolution.com
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