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Chapter 3

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Department
Administrative Studies
Course
ADMS 2600
Professor
All Professors
Semester
Winter

Description
Chapter 3: Equity and Diversity in HRM Employment equity: the employment of individuals in a fair and nonbiased manner ­ Proactive programs to ensure that the organization’s workforce is representative  of the population Today, compliance with employment equity involves managing diversity with the goal of  utilizing fully the organization’s human capital Changing demographics, gender, and minorities  ▯member of designated groups Changes to Canada’s labour force and their participation to the workplace will be  fundamental to an organization’s ability to understand and respond to the needs of a  rapidly changing marketplace Equity = fairness and impartiality ­ Based on the concepts of ethics and fairness and a system of jurisprudence  administered by administrative tribunals Designated groups: women, visible minorities, aboriginal people, and persons with  disabilities who have been disadvantaged in employment Benefits of Employment Equity ­ it 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 organization’s ability to attract and keep the best qualified employees   ▯broader base of skills ­ enhances employee morale by flexible work schedules and work sharing ­ improves the organization’s image the Canadian Charter of Rights and Freedoms & Human Rights Act Pay equity (Human Rights Act) ­ this law makes it illegal for employers to discriminate against individuals on the  basis of job content ­ equal pay for work of equal value ­ 1. Identical work ­ 2. Jobs of similar nature  The Employment Equity Act (1995) ­ involves identifying and removing systemic barriers to employment opportunities  that adversely affect the designated groups ­ involves implementing special measures and making special accommodation The Implementation of Employment Equity in Organization  ­ follows the change management program  ­ employ strategic planning  Step 1: Senior Management Commitment  ­ top down strategy ­ create an employment equity policy statement  ­ this commitment applies to all aspects of the employment relationship Assignment of Accountable Senior Staff ­ senior management must designate line management responsibility and  accountability ­ must be knowledgeable about the problems and concerns of designated groups ­ have the status and ability needed to gain the cooperation of employees at all  levels in the organization ­ have access to financial and HR required to conduct planning and implementation  functions  ­ have sufficient time to devote to employment equity  ­ monitor and report to CEO the results Step 2: Data Collection and Analysis  ­ development of internal workforce profile Stock data: data showing the status of designated groups in occupational categories and  compensation levels Flow data: data that provide a profile of the employment decisions affecting designated  groups movement of employees into and through the organization. Underutilization: term applied to 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 Step 3: Employment Systems Review ­ employment sy
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