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UNIT 3 - Equity and Diversity in HRM.docx

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York University
Administrative Studies
ADMS 2600
Monica Belcourt

ADMS 2600 October 9, 2013 UNIT 3 – EQUITY AND DIVERSITY IN HRM Employment Equity • Employment equity is the employment of individuals in a fair and non-biased manner o Makes good business sense by contributing to bottom line by broadening base of qualified individuals for employment, training, and promotions. Enhances ability to attract and keep best-qualified employees. Enhances morale and community perception o Also known as “affirmative action” • Designated groups: women, visible minorities, Aboriginals, and persons with disabilities who have been disadvantaged in employment • Benefits: o Larger applicant pool o Avoiding costly human rights complaints o Enhanced ability to recruit and retain o Enhanced employee morale o Improved corporate image Legal Framework • The Canadian Charter of Rights & Freedoms, Canadian Human Rights Act, and pay equity and employment equity acts legislate this. o Most importantly guarantees the right to:  Move freely  Equality • Bona fide occupational qualification: a justifiable reason for discrimination based on business reasons of safety or effectiveness • Enforcement of CHRA o Complainant makes a report and an investigator is assigned. If the complaint is substantiated, parties may reach a settlement of a human rights tribunal may be appointed. ADMS 2600 October 9, 2013 Pay Equity • Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job content. Goal is to eliminate historical wage gap between men and women to ensure that salary reflects value of work performed. • Pay equity means equal pay for work of equal value (ex: comparing nurses to electricians). Based on 2 principles: o Pay equality (ex: female electrician and male electrician must be paid the same) o Equal pay for work of comparable worth • Employment equity act (1995) o Employers and Crown corporations that have 100 employees or more and that are regulated under the Canada Labour Code must implement employment equity and report on their results o Must develop, monitor, and revise an employment equity plan. Implementation of Employment Equity • Implementation steps o 1. Senior management commitment  Top-down strategy  Must be strategically posted through the organization and sent to each employee o 2. Data collection and analysis  Stock data: number, titles, salaries, etc. of designated groups in org.  Flow data: distribution of members of designated groups in applications, interviews, etc.  Workforce Utilization Analysis • The pr
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