Deck 3: Equity and Diversity in Human Resources Management

Question 1

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

Answer 1

True

Question 2

Concentration occurs when the numbers of a protected class in a particular occupation or level are high relative to their numbers in the labour market.

Answer 2

True

Question 3

Federal law prohibits discrimination based on sexual orientation.

Answer 3

True

Question 4

The labour movement in Canada has generally been opposed to the concept of employment equity.

Question 5

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

Question 6

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

Question 7

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

Question 8

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

Question 9

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

Question 10

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 11

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

Question 12

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

Question 13

The overall goal for an organization with respect to employment equity is to achieve a workforce representative of the demographic composition of the external workforce.

Question 14

Reasonable accommodation benefits all employees.

Question 15

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

Question 16

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 17

An employer should try to eliminate unintentional discrimination,but is not legally accountable for such discrimination.

Question 18

Transforming an organizational culture into a culture that embraces diversity is relatively simple and can be done in a relatively short period of time.

Question 19

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

Question 20

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

Question 21

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 22

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

Question 23

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 24

Targeted recruitment aimed primarily at correcting employment inequities is an example of a special measure designed to accelerate the entry and promotion of members of designated groups discriminated against in the past.

Question 25

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

Question 26

The concept of harassment has been broadened to include bullying in at least one provincial jurisdiction.

Question 27

Leadership is one of the key variables in a firm's ability to incorporate the value of diversity into its business strategy.

Question 28

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

Question 29

The main cost of sexual harassment in the workplace is legal settlements

Question 30

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 31

Diversity initiatives should be directly linked to the business objectives of top management.

Question 32

The optimization of an organization's multicultural workforce in order to reach business objectives is known as diversity management.

Question 33

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

Question 34

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

Question 35

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 36

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

Question 37

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

Question 38

The development of an external workforce profile is an important tool in employment equity planning.

Question 39

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 40

According to one study,only one of every ten Canadian women who suffer sexual harassment at work takes any formal action.

Question 41

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 42

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

Question 43

Every workplace in Canada is covered by human rights legislation.

Question 44

Human rights legislation is the cornerstone of equity legislation.

Question 45

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Question 46

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

Question 47

Women are underrepresented as technicians and semi-skilled professionals.

Question 48

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 49

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 50

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

Question 51

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

Question 52

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

A)unions
B)women
C)employers
D)religious groups

Question 53

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 54

An example of sexual harassment is having to listen to comments made by co-workers about their sexual conquests every Monday morning even when you have told them that their remarks make you extremely uncomfortable.

Question 55

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 56

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 57

A crucial element of any diversity management initiative is proper training across the organization.

Question 58

Prohibited grounds of discrimination in employment vary between provinces.

Question 59

Diversity initiatives are most successful when they are perceived to be human resources programs.

Question 60

Managing diversity is primarily a moral issue.

Question 61

Which of the following is true in terms of the relationship between employment equity and diversity management?

A)The terms are used interchangeably as they are the same.
B)Diversity management goes beyond the four groups covered in employment equity.
C)The focus of diversity management is economic but for employment equity it is morality.
D)Diversity management is more restricted in terms of groups covered.

Question 62

Which of the following is NOT true in relation to diversity management?

A)It is broad and inclusive.
B)It has economic benefits.
C)It requires top leadership support for its success.
D)It is the same as employment equity.

Question 63

Employers that pay men and women a different salary for performing jobs of comparable value violate the Pay Equity Act (Ontario)only if the differences are based on which of the following?

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

Question 64

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.

Question 65

Which of the following is the fastest growing demographic group in Canada?

A)visible minorities
B)Aboriginals
C)women
D)persons with disabilities

Question 66

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 67

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 68

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 69

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 70

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

A)conduct a strategic discrimination gap analysis
B)establishment of a workplan
C)employment systems review
D)senior management commitment

Question 71

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

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 72

In Canada,what is a key characteristic of the occupations where women tend to be concentrated?

A)They are occupations in advanced technologies and education.
B)There is a heavy concentration of immigrants.
C)They are occupations that are increasingly becoming extinct.
D)They are occupations with lower pay compared to men.

Question 73

Ross Metals Inc.is claiming that it would cost the organization more than half its revenues to build a ramp to accommodate one of its employees with a disability.What is likely the argument Ross Metals Inc.is making to seek exemption from the duty to accommodate?

A)undue hardship to the employer
B)going out of business
C)incompatibility with the law
D)sale of business

Question 74

What is another term used for unintentional discrimination by organizations?

A)overt discrimination
B)job-related discrimination
C)systemic discrimination
D)personal discrimination

Question 75

Which legal defence can a religious organization use if it insists on hiring a member from its own faith?

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

Question 76

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 77

ABC Inc.is experiencing problems with recruiting and retaining Aboriginals.Based on the research on cultural values exemplified by Aboriginals,which of the following managerial practices may help with its problems?

A)increased executive pay
B)collective decision making
C)counselling
D)individual merit-based pay

Question 78

What is a recent change in the Federal Contractors Program?

A)Refugee status was added as a new designated group.
B)The contract threshold was increased to $1 million.
C)It was discontinued.
D)The provinces are now required to administer it.

Question 79

When is an organization's workforce "representative"?

A)when it reflects an improvement from the previous year's results
B)when numerical goals have been established
C)when it reflects the demographic composition of the external workforce
D)when the process used to hire is similar across all units

Question 80

Which of the following compounds the employment barriers facing Aboriginals in Canada?

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