Deck 3: Equity and Diversity in Human Resources Management

Question 1

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

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

Answer 1

A

Question 2

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 of the following legal defences?

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

Answer 2

D

Question 3

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.

Answer 3

A

Question 4

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 5

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 6

Which of the following groups 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 7

What is the law that 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

Question 8

Which of the following statements 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C) It is an out-dated term, which has been replaced by "diversity management."
D) It has been declining in importance in recent years.

Question 9

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. Organization B is undertaking which of the following?

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

Question 10

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 11

Which of the following statements 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.

Question 12

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 13

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

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

Question 14

Which of the following terms 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 15

Which of the following is the most serious possible occurrence if an HR professional was 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 16

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 monitor and revision

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 predominately women and the painters are predominantly men
D) if the painters' union becomes involved in the process

Question 18

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 19

Which of the following groups 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

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 21

An organization's workforce is representative in which of the following situations?

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 22

Which of the following organizational situations best represents the principle of the duty to accommodate?

A) making renovations so that the building has wheelchair access, even if it is through a rear-entrance loading dock.
B) making washrooms equipped 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 23

Which of the following 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 24

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. Which of the following best describes this 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 25

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 26

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 27

Which of the following summarizes 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 28

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 29

Data collection for employment equity purposes involves which of the following?

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

Question 30

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) not understanding the form
D) a sense of "futility" expressed by members of designated groups in organizations where bias and racism are rampant

Question 31

Targeted recruitment to correct past discrimination is an example of which of the following?

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

Question 32

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 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. 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?

A) an undue hardship
B) a reasonable accommodation
C) a bona fide occupational qualification to work at Phil's
D) a system barrier to working at Phil's

Question 34

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. This is an example of which of the following?

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

Question 35

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 in third world countries
D) to comply with Canadian legal requirements

Question 36

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. Organization Z is planning to do which of the following?

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

Question 37

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 38

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 39

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 40

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 41

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 42

Which of the following 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 43

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 44

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

Question 45

Human rights legislation is the cornerstone of equity legislation.

Question 46

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 47

Women are underrepresented as technicians and semi-skilled professionals.

Question 48

Every workplace in Canada is covered by human rights legislation.

Question 49

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 50

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

Question 51

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

Question 52

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 53

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 54

Reasonable accommodation involves making changes to the workplace so that no individual is disadvantaged with respect to employment.

Question 55

Prohibited grounds of discrimination in employment vary between provinces.

Question 56

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

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

Question 57

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

Question 58

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

Question 59

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 60

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

Question 61

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

Question 62

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

Question 63

Employment equity involves changing the composition of an organization's workforce to better reflect the workforce.

Question 64

Firms under provincial jurisdiction with 100 or more employees, wishing to bid for goods and services contracts with the federal government valued at $200,000 or more, must implement an employment equity plan.

Question 65

Under the Canadian Human Rights Act, the Canadian Human Rights Commission is authorized to prohibit discrimination against members of the designated groups in the establishment of federally regulated businesses.

Question 66

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

Question 67

Federally regulated employers are required to conduct a workforce analysis to identify underrepresentation of members of designated groups.

Question 68

Federal law prohibits discrimination based on sexual orientation.

Question 69

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

Question 70

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

Question 71

Employment equity involves the implementation of special measures and reasonable accommodation.

Question 72

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

Question 73

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

Question 74

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 75

Employment equity involves the identification and removal of systemic barriers to employment opportunities that adversely affect the four designated groups.

Question 76

The first step in the implementation of employment equity is data collection and analysis.

Question 77

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

Question 78

An employment equity program is a process requiring senior management commitment and involvement.

Question 79

Employers covered by the federal Employment Equity Act are required to consult with designated employees' representatives or, in a unionized setting, with bargaining agents.

Question 80

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