Deck 3: Equity and Diversity in Human Resources Management

Question 1

Which statement best describes the enforcement of provincial human rights laws?

A) Provincial laws are enforced in a similar manner except there is no court prosecution permitted.
B) Provincially regulated employers tend to be larger and more sophisticated.
C) HR professionals in provincially regulated firms tend to be very knowledgeable about human rights legislation.
D) Independent boards of inquiry have similar powers as a federal tribunal.

Answer 1

D

Question 2

What requires large firms bidding on federal government contracts worth $200,000 or more to have an employment equity plan?

A) the Canada Labour Code
B) the Canadian Human Rights Act
C) the Abella Commission
D) the Federal Contractors Program

Answer 2

D

Question 3

If a religious organization insists on hiring a member from its own faith, it is probably safe to do so legally if it claims which legal defence?

A) adverse impact
B) adverse effect
C) reasonable accommodation
D) bona fide occupation qualification

Answer 3

D

Question 4

Which of the following is NOT true of the Employment Equity Act (1995)?

A) Employers that have more than 100 employees must implement employment equity.
B) Organizations with employment equity must prepare an annual report on its data and activities relating to equity.
C) All Canadian organizations must have some form of employment equity program.
D) Organizations with employment equity programs must give their employees questionnaires to indicate whether they belong to a designated group.

Question 5

According to the text, which group is most likely to view the Canadian Charter of Rights and Freedoms as a disappointment?

A) unions
B) women
C) designated groups in general
D) religious groups

Question 6

Organization Z is about to undertake an organization-wide process of ensuring equitable representation in terms of designated groups, including an analysis and redressing of past discriminations. What is Organization Z undertaking?

A) affirmative action policy implementation
B) employment equity policy implementation
C) pay equity policy implementation
D) an employment systems review

Question 7

Aboriginals face major employment barriers, which may be compounded by which of the following?

A) language and culture
B) illiteracy
C) reluctance to leave the area in which they grew up
D) negative past employment experience

Question 8

As a result of the Supreme Court of Canada ruling regarding the right to bargain collectively and to strike, governments can weaken the collective bargaining process through which of the following?

A) limiting salary increases
B) imposing compulsory layoffs
C) dismissing union leaders
D) upholding discrimination complaints

Question 9

Which statement best describes bona fide occupational qualifications?

A) They are used to identify adverse impact.
B) They are based on employer preference.
C) They can permit discrimination by an employer.
D) They require reasonable accommodation on the part of the employer.

Question 10

A large accounting firm has only 35 percent female UFE-certified accountants on staff. Women make up approximately 50 percent of the population and UFE-certified women make up approximately 15 percent of the labour force. What is the best description of the situation for women at this large accounting firm?

A) they are underrepresented
B) they are concentrated
C) they are underutilized
D) they require reasonable accommodation

Question 11

Which of the following is a possible outcome of a human rights complaint filed by an individual?

A) it is deemed as trivial by the CHRC and refused
B) a settlement may be arranged, even if the complaint is unsubstantiated
C) the Equal Rights Compliance Agency (ERCA) may become involved
D) it can be waitlisted for years depending on how busy the CHRC is

Question 12

What is the most serious possible occurrence if an HR professional is dishonest in a human rights investigation?

A) The HR professional could be imprisoned.
B) The organization could be fined up to $50,000.
C) The HRPA would remove certification, or disallow future certification.
D) There could be a major investigation of the organization and the HR professional.

Question 13

Which statement best describes employment equity?

A) It impacts all aspects of the employment relationship.
B) It is referred to as "affirmative action" in provincial legislation.
C) It is an outdated term, which has been replaced by "diversity management."
D) It has been declining in importance in recent years.

Question 14

"Phil's Antique Superstore" is hiring ten new customer service agents. All three of Phil's stores are housed in historic landmark buildings that are "heritage" sites and do not have wheelchair ramp access. Phil, the owner, has indicated that city bylaws will not allow him to renovate and add a wheelchair ramp to his buildings because of their heritage status. This fact makes the ability to go up stairs which of the following in relation to working at Phil's?

A) an undue hardship
B) a reasonable accommodation
C) a bona fide occupational qualification
D) a system barrier

Question 15

What is the most important thing an organization can implement if it wants to retain women?

A) policies that focus on the family
B) employment equity policies
C) pay equity policies
D) mentoring

Question 16

What is the difference between pay equity and pay equality?

A) Equity is equal pay for work of comparable worth; equality is equal pay for equal work.
B) Equality is equal pay for work of comparable worth; equity is equal pay for equal work.
C) Equity is about fair pay for individual women employees; pay equality is required of all federally regulated employers.
D) Equality is about fair pay for entire occupations; equity is required by law in every jurisdiction in Canada.

Question 17

Green Grass Hospital pays its hallway painters/technicians nearly twice the hourly rate that it pays the nurses. This fact is likely to cause further investigation in a pay equity program implementation under which of the following circumstances?

A) if the nurses have more seniority
B) if the painters have more training
C) if the nurses are predominantly women and the painters are predominantly men
D) if the painters' union becomes involved in the process

Question 18

Employers that pay men and women performing the same job a different salary are violating the Pay Equity Act only if the differences are based on which of the following?

A) seniority
B) merit
C) gender
D) incentive plans

Question 19

Which group would NOT fall under the broad definition of a designated group?

A) individuals who are 40 years of age or older
B) visible minorities
C) women
D) disabled persons

Question 20

How is the Canadian Human Rights Act typically enforced?

A) by specially designated RCMP officers
B) through complaints from individuals
C) by specially designated CSIS agents
D) by human rights tribunals

Question 21

What are the six main steps to developing an employment equity program?

A) senior management commitment; data collection/analysis; establish a workplan; HR systems review; evaluation; monitoring
B) senior management commitment; HR systems review; data collection/analysis; establish a workplan; implementation; follow-up
C) senior management commitment; data collection/analysis; establish a workplan; implementation; follow-up; monitoring and evaluation
D) senior management commitment; data collection/analysis; employment systems review; workplan; implementation; follow-up with monitoring and revision

Question 22

Implementing a flexible work schedule is an example of which of the following?

A) reasonable accommodation
B) a special measure
C) an employment equity goal
D) a workplan

Question 23

An effective sexual harassment policy includes all of the following EXCEPT which one?

A) a comprehensive, well-publicized, organization-wide policy on sexual harassment
B) a formal complaint procedure that spells out the methods used to investigate charges
C) emphasis on follow-up and discipline for supported charges
D) a policy to dismiss any employee accused of sexual harassment

Question 24

Once an employment equity program has been implemented, what is the most important thing to do?

A) evaluate and monitor it closely
B) keep up to date on new developments and laws in employment equity
C) inform the CHRA of progress
D) limit revisions to the program to one per year

Question 25

Which of the following is NOT an example of sexual harassment?

A) paying a man more than a woman for doing the same job
B) promoting a female employee after she agrees to an after-work date
C) permitting male employees to tell sexist jokes that female staff find offensive
D) allowing a customer to demand sexual favours from an employee

Question 26

Which term refers to a snapshot of the organization that includes where members of designated groups are employed, their salaries, and their status?

A) flow data
B) self-identification
C) stock data
D) profile data

Question 27

What is the first step for the establishment of a workplan for the development of an employment equity program?

A) examining the workforce analysis
B) making sure upper management is on board
C) outlining monitoring and evaluation
D) setting numerical goals

Question 28

Which of the following is true of sexual harassment in Canadian workplaces?

A) a majority of women report that they experience same-sex sexual harassment
B) a majority of working men report that they experience sexual harassment
C) sexual harassment is under control today
D) a majority of working women say they have experienced some form of sexual harassment throughout their careers

Question 29

The concepts of harassment in the workplace are being broadened to include which one of the following?

A) compensation decisions
B) psychological harassment such as bullying
C) privacy
D) evaluation and monitoring

Question 30

Which organizational situation best represents the principle of the duty to accommodate?

A) renovating so that the building has wheelchair access, even if it is through a rear-entrance loading dock.
B) equipping washrooms with lower mirrors and faucets, and wider doors
C) having regular employee surveys for disabled employees to ensure their needs are met
D) following the uniform guidelines for accommodation

Question 31

What does data collection for employment equity purposes involve?

A) surveys of supervisors
B) a mandatory self-identification process
C) surveys of family members
D) a voluntary self-identification process

Question 32

What is an example of targeted recruitment to correct past discrimination?

A) reasonable accommodation
B) a special measure
C) an employment equity goal
D) a workplan

Question 33

Phil's Antique Superstore is hiring ten new customer service agents. All three of Phil's stores are housed in historic landmark buildings that are "heritage" sites and do not have wheelchair ramp access. What is this an example of?

A) a systemic barrier
B) the need for special measures
C) lack of reasonable accommodation
D) the duty to accommodate

Question 34

Which of the following is essential for an employer to determine whether goals are being attained and problems resolved, and whether strategies have been effective?

A) implementation
B) monitoring
C) an employment systems review
D) establishing goals and timetables

Question 35

Which of the following people would be the best choice for an organizational employment equity representative?

A) Bill has belonged to the organization for 15 years, beginning on the shop floor, and is now a manager. He is well known and respected within the organization. Bill's sister, who lives with him, is disabled and uses a wheelchair.
B) Sandeep is a member of a designated group, is new to the organization, and works in management. He is an active member of his religious group.
C) Candy is a member of designated group and has been with the organization for 25 years as a telephone receptionist. She knows everyone and is very popular due to her friendliness and great memory.
D) Antonia, who has been with the organization for 15 years, is very interested in becoming the employment equity representative because she is very organized and wants an opportunity to demonstrate this to management so she can be considered for a promotion.

Question 36

Which of the following presents the most important roadblock to successful administration of a self-identification questionnaire?

A) training and development
B) terms that are not clearly defined, such as "Aboriginal" and "racial minority"
C) respondents not understanding the form
D) a sense of "futility" expressed by members of designated groups in organizations where bias and racism are rampant

Question 37

An organization's workforce is "representative" in which situation?

A) when it reflects the demographic composition of the external workforce
B) when numerical goals have been established
C) when it reflects an improvement from the previous year's results
D) when men and women are employed in equal numbers

Question 38

What is the first step in the employment equity implementation process?

A) data collection and analysis
B) establishment of a workplan
C) senior management commitment
D) employment systems review

Question 39

What is the best example of how an organization's leadership can demonstrate its commitment to an employment equity plan?

A) allowing employees to fill out the employment equity survey on company time
B) offering a full explanation of the employment equity policy to top managers
C) offering a guarantee of confidentiality
D) publicly describing the organization's commitment to employment equity

Question 40

Which of the following is an important tool in employment equity planning?

A) employment systems review
B) internal workforce profile
C) family-friendly policy
D) external workforce profile

Question 41

Scenario 3.1
The Furniture Emporium Inc. is a Canadian-based international manufacturer and distributor of high-end furniture for offices and homes. Since 2010, it has been expanding into the emerging markets across the globe. The company's workforce is representative of the population. As well, women make up 58 percent of the company's workforce. However, while these groups are well represented in the organization, they are not seen in the same percentage as a part of the senior management structure of the organization. While Furniture Emporium hires for diversity, it does not use its employees' diverse skills and abilities to enhance its global potential, given the international nature of its business.
Refer to Scenario 3.1. If Furniture Emporium wants to create an environment for success in the international furniture market by leveraging their employees, what do they need to fully understand?

A) the need for a systematic approach to managing diversity
B) how to reward their executives for success
C) how to incorporate short-term diversity initiatives
D) employment equity legislation

Question 42

What are the primary business reasons for diversity management?

A) acting in accordance with CHRA legislation; better utilization of talent; better teamwork; better marketplace understanding; better leadership
B) enhanced creativity; better synergy; better utilization of talent; better leadership; better teamwork
C) acting in accordance with CHRA legislation; better utilization of talent; better leadership; better work ethic; better marketplace understanding
D) better utilization of talent; better marketplace understanding; enhanced creativity; better leadership; better teamwork

Question 43

The four traditionally disadvantaged groups could be brought into the mainstream of Canada's labour force through employment equity.

Question 44

Which of the following is an important reason behind implementing a diversity initiative?

A) to expand the organization's global perspective
B) to avoid human rights complaints
C) to capitalize on emerging markets around the world
D) to comply with Canadian legal requirements

Question 45

Organization Z is planning a formal process of examining its workforce in terms of religion, personality, lifestyle, and education. The company plans to gain a strategic advantage by harnessing the differences that exist within the organization. What is Organization Z planning to do?

A) implement an employment equity program
B) implement a pay equity program
C) initiate a cultural assessment
D) employ diversity management

Question 46

Scenario 3.2
Metro Business is a growing firm located in Calgary, Alberta. The CEO, Niri Malo, has noticed that most of the recent applications for positions in the organization are self-identified persons from the four designated groups covered by employment equity legislation in Canada. Ms. Malo has heard of the benefits of a diversity workforce and wants to implement an employment equity plan. She understands, however, that there may be challenges in implementing it.
Refer to Scenario 3.2. What is one reason for Metro Business to have an employment equity plan?

A) they would like access to the Federal Contractors Program
B) it is required for all firms in Canada
C) it will address pay equity problems
D) it will prevent racism in the organization

Question 47

Recent statistics indicate that visible minorities are lacking in educational qualifications, which has resulted in their high unemployment rates.

Question 48

Scenario 3.1
The Furniture Emporium Inc. is a Canadian-based international manufacturer and distributor of high-end furniture for offices and homes. Since 2010, it has been expanding into the emerging markets across the globe. The company's workforce is representative of the population. As well, women make up 58 percent of the company's workforce. However, while these groups are well represented in the organization, they are not seen in the same percentage as a part of the senior management structure of the organization. While Furniture Emporium hires for diversity, it does not use its employees' diverse skills and abilities to enhance its global potential, given the international nature of its business.
Refer to Scenario 3.1. Why can the ethnic groups help Furniture Emporium leverage its diverse workforce to gain competitive advantage?

A) they are easier to work with
B) they possess knowledge of foreign cultures and business practices
C) they are time-oriented
D) they are performance driven

Question 49

Scenario 3.2
Metro Business is a growing firm located in Calgary, Alberta. The CEO, Niri Malo, has noticed that most of the recent applications for positions in the organization are self-identified persons from the four designated groups covered by employment equity legislation in Canada. Ms. Malo has heard of the benefits of a diversity workforce and wants to implement an employment equity plan. She understands, however, that there may be challenges in implementing it.
Refer to Scenario 3.2. What is the first step in establishing the employment equity plan at Metro Business?

A) collecting data on Metro's demographics
B) ensuring senior management commitment
C) ensuring reasonable accommodation
D) getting the government's approval

Question 50

In Canada, the four designated groups that have not received equitable treatment in employment are women, Aboriginal people, people with disabilities, and visible minorities.

Question 51

Scenario 3.2
Metro Business is a growing firm located in Calgary, Alberta. The CEO, Niri Malo, has noticed that most of the recent applications for positions in the organization are self-identified persons from the four designated groups covered by employment equity legislation in Canada. Ms. Malo has heard of the benefits of a diversity workforce and wants to implement an employment equity plan. She understands, however, that there may be challenges in implementing it.
Refer to Scenario 3.2. Which of the following is NOT one of the four designated groups covered by the federal Employment Equity Act?

A) Aboriginals
B) persons with disabilities
C) women
D) war veterans

Question 52

Human rights legislation is the cornerstone of equity legislation.

Question 53

Women are underrepresented as technicians and semi-skilled professionals.

Question 54

Employment equity and employment diversity were initially founded on moral grounds. Which of the following represents how diversity management is sustained in today's organizations?

A) as a strategic part of succession planning
B) by being strategically linked to compensation
C) on business grounds
D) by being embedded in all hiring practices

Question 55

Which of the following is NOT recommended as a strategy for creating an environment in which diversity is embraced?

A) ensuring the initiative is seen as an important human resource program
B) providing diversity training
C) reviewing policies and practices
D) monitoring progress and providing qualitative and quantitative evidence of change

Question 56

Scenario 3.1
The Furniture Emporium Inc. is a Canadian-based international manufacturer and distributor of high-end furniture for offices and homes. Since 2010, it has been expanding into the emerging markets across the globe. The company's workforce is representative of the population. As well, women make up 58 percent of the company's workforce. However, while these groups are well represented in the organization, they are not seen in the same percentage as a part of the senior management structure of the organization. While Furniture Emporium hires for diversity, it does not use its employees' diverse skills and abilities to enhance its global potential, given the international nature of its business.
Refer to Scenario 3.1. Which of the following is a good way for Furniture Emporium to gain a strategic and competitive advantage, through its employees, in the international furniture market?

A) hire for diversity
B) ensure pay equity is implemented
C) manage diversity effectively
D) promote employees from the designated groups

Question 57

Scenario 3.1
The Furniture Emporium Inc. is a Canadian-based international manufacturer and distributor of high-end furniture for offices and homes. Since 2010, it has been expanding into the emerging markets across the globe. The company's workforce is representative of the population. As well, women make up 58 percent of the company's workforce. However, while these groups are well represented in the organization, they are not seen in the same percentage as a part of the senior management structure of the organization. While Furniture Emporium hires for diversity, it does not use its employees' diverse skills and abilities to enhance its global potential, given the international nature of its business.
Refer to Scenario 3.1. Which of the following accurately represents diversity management if Furniture Emporium were to use it as a strategic tool?

A) it is required by law in Canada
B) it is a big part of managing human resources
C) it is relatively simple and requires little time to implement
D) it can be a complex and lengthy process to embark on

Question 58

Scenario 3.1
The Furniture Emporium Inc. is a Canadian-based international manufacturer and distributor of high-end furniture for offices and homes. Since 2010, it has been expanding into the emerging markets across the globe. The company's workforce is representative of the population. As well, women make up 58 percent of the company's workforce. However, while these groups are well represented in the organization, they are not seen in the same percentage as a part of the senior management structure of the organization. While Furniture Emporium hires for diversity, it does not use its employees' diverse skills and abilities to enhance its global potential, given the international nature of its business.
Refer to Scenario 3.1. By strategically incorporating a diverse workforce into all levels of the organization, what can Furniture Emporium benefit from?

A) increased profitability and share prices
B) employee loyalty and retention
C) the spending power of these groups
D) the diverse educational background of these groups

Question 59

Employment equity makes good business sense since it contributes to the bottom line.

Question 60

The Charter of Rights and Freedoms guarantees the right to bargain collectively and to strike.

Question 61

The Canadian Human Rights Commission (CHRC)may choose to act on its own if it feels there are sufficient grounds for a finding of discrimination.

Question 62

The Employment Equity Act of 1995 only affects employers under federal jurisdiction.

Question 63

Implementation of pay equity is based on comparing the work of female and male employees doing the same job.

Question 64

Federal law prohibits discrimination based on sexual orientation.

Question 65

Every workplace in Canada is covered by human rights legislation.

Question 66

Pay equity is based on the principles of equal pay for equal work and equal pay for work of comparable worth.

Question 67

The Canadian Human Rights Commission (CHRC)must accept all complaints except those not filed within a prescribed period of time.

Question 68

In 2002, women aged 15 and over who had employment income made 55 cents for every $1 earned by their male counterparts.

Question 69

An example of a BFOQ for age is the argument that a younger employee will project a better, more energetic image to the public.

Question 70

The concept of employment equity is rooted in the federal Charter of Rights and Freedoms, and in federal and provincial human rights codes.

Question 71

Prohibited grounds of discrimination in employment include race, religion, sex, age, national or ethnic origin, disability, and marital status.

Question 72

Pay equity law makes it illegal for employers to discriminate against individuals on the basis of job content.

Question 73

Prohibited grounds of discrimination in employment vary between provinces.

Question 74

The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.

Question 75

A religious organization is permitted to discriminate on the basis of religion.

Question 76

As an HR professional, if you lie or are otherwise involved in obstructing an investigation by the Canadian Human Rights Commission, you can serve jail time.

Question 77

Employers are permitted to discriminate if there is a bona fide occupational qualification.

Question 78

Once a complaint has been accepted by the Canadian Human Rights Commission (CHRC), an investigator is assigned the task of fact finding from both the complainant and the accused.

Question 79

The Employment Equity Act stipulates that employers and Crown corporations with 200 employees or more, who are regulated under the Canada Labour Code, must implement employment equity and report on results attained.

Question 80

The federal pay equity legislation applies to all employees in Canada.