Question 1

What defines employment equity?

Accepted Answer

Employment equity refers to the employment of individuals in a fair and unbiased manner. It ensures that there is no discrimination based on factors such as race, gender, age, etc. It aims to promote diversity and inclusivity in the workplace. While options A, B, and D are related to employment equity in some way, they do not fully capture its essence.

Question 2

What is key to achieving success in diversity initiatives?

Accepted Answer

Leadership plays a crucial role in setting the tone for diversity and inclusion initiatives within an organization. Creating an atmosphere that respects and values differences sends a clear message to employees that diversity is a priority and should be embraced. Policies and compliance measures alone may not create a culture of inclusion and may even be seen as forced or insincere. While diversity and inclusion initiatives can have positive impacts on economic sustainability, this alone should not be the sole motivation for pursuing them.

Question 3

What does implementation of pay equity require?

Accepted Answer

Implementation of pay equity requires ensuring that male dominated job classes and female dominated job classes of equal value are paid the same. This is based on the principle of equal pay for work of equal value.

Answer: D
 Ensuring no differences in pay between men and women performing the same work is also a requirement for implementing pay equity. This is based on the principle of equal pay for equal work.

Question 4

What is employment equity intended to promote?

Accepted Answer

Employment equity is intended to promote fair and equitable employment opportunities for individuals from designated groups, including women, visible minorities, persons with disabilities, and Indigenous peoples. The goal is to eliminate systemic barriers and ensure that all individuals have equal opportunities for employment and advancement in the workplace.

Question 5

What best defines pay equity?

Accepted Answer

The answer of What best defines pay equity?
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Question 6

What legal term is a justifiable reason for hiring only women guards in prisons for women,but does not allow hiring only women in a women's fashion retail store?

Accepted Answer

The legal term for justifiable reason for hiring only women guards in prisons for women is a bona fide occupational requirement, which means that only individuals of a certain gender, race, or religion can perform the job effectively. However, there is no such justification for hiring only women in a women's fashion retail store as it does not have any inherent job-related requirements that only women can fulfill. Employment equity and equal employment opportunity are broader concepts related to promoting diversity and preventing discrimination in the workplace. There is no need to mention Option D as none of the choices involve reverse discrimination against men.

Question 7

What is one characteristic of diversity management?

Accepted Answer

Diversity management goes beyond employment equity, as it recognizes and values individual differences in terms of characteristics such as race, gender, sexual orientation, disability, age, religion, culture, and more. It involves creating a work environment that respects and celebrates these differences and promotes inclusiveness, equity, and fairness. Diversity management is not limited to designated groups or gender differences only, as it encompasses a wide range of diversity dimensions.

Question 8

What is a valid reason for valuing diversity?

Accepted Answer

The answer of What is a valid reason for valuing...

Question 9

What two principles is pay equity based on?

Accepted Answer

Pay equity is based on the principles of "pay for equal work" and "equal pay for work of equal value". This means that employees performing jobs of equal value to the employer must receive equal pay, regardless of gender, race, or any other characteristic. Gender-neutral job descriptions may be used to promote pay equity, but they are not the underlying principles of pay equity. Female and male pay equity is not the basis for pay equity, as it is discriminatory to pay employees differently based on their gender.Lastly, employment equity is a different concept that focuses on promoting fairness and equal opportunity in the workplace for underrepresented groups.

Question 10

What best defines diversity management?

Accepted Answer

Diversity management goes beyond basic equal opportunity obligations and fairness in areas of race, religion, and gender. It involves actively promoting and valuing differences among employees, such as differences in background, experience, and perspectives, in order to strengthen business objectives. Option B is partial in definition and does not capture the full scope of diversity management.

Question 11

Which of the following is NOT a factor in pay equity comparisons?

Accepted Answer

Pay equity comparisons focus on ensuring fairness in compensation for work of equal value, considering factors like skill, effort, and working conditions. The current pay rate is not a factor in these comparisons; instead, it's the outcome that pay equity seeks to adjust.

Question 12

What are the designated groups in which employment equity promotes recruitment and retention of workers?

Accepted Answer

According to Canadian employment equity legislation, the designated groups are women, visible minorities, First Nations peoples, and people with disabilities. The purpose of employment equity is to remove barriers to equal employment opportunities for these groups and promote their recruitment and retention in the workforce. Option B, C, and D either do not include all four designated groups or include additional groups that are not designated under employment equity legislation.

Question 13

Which of the following is a systemic barrier that has a negative employment impact on visible minorities.

Accepted Answer

Culturally biased aptitude tests can negatively impact visible minorities by not accurately measuring their skills and abilities due to cultural differences. This can result in qualified candidates being overlooked or not hired, leading to employment barriers for visible minorities. The other choices, recognition of foreign credentials, minimal levels of language requirements, and diversity management initiatives, are not systemic barriers that negatively impact visible minorities. Recognition of foreign credentials and minimal levels of language requirements can actually be helpful in promoting diversity and inclusion in the workplace, while diversity management initiatives are designed to address and overcome systemic barriers.

Question 14

What are two examples of non-discriminatory practices?

Accepted Answer

Leadership inclusion councils and inclusion of women on executive boards are examples of non-discriminatory practices as they promote diversity and equal opportunities within organizations.

Question 15

What is NOT a diversity management success indicator that is used most often by Canadian organizations?

Accepted Answer

The answer of What is NOT a diversity management success...

Question 16

Which statement about diversity management is NOT accurate?

Accepted Answer

The terms diversity management and employment equity are not interchangeable. Diversity management refers to managing and optimizing a multicultural workforce, while employment equity focuses on promoting equal opportunities for underrepresented groups in the workforce.

Question 17

Work being performed by predominantly female employees was of equal value to the work being done predominantly by male groups,but the female employees were being paid lower wages.What is the concern in this situation?

Accepted Answer

The concern in this situation is pay equity. Pay equity aims to ensure that employees' compensation rates are fair and equitable when comparing jobs of equal value, regardless of gender. In this scenario, the work being done by female employees was of equal value to the work being done by male employees, but the female employees were being paid lower wages. Ensuring pay equity would require adjusting the wages of the female employees to match those of the male employees. Option A (equal pay for equal work) is related to pay equity and could be a valid choice, but pay equity is a broader concept. Options B and D are not directly related to the issue described in the scenario.

Question 18

What is a poor reason for valuing diversity?

Accepted Answer

Valuing diversity based on stereotypes or assumptions about certain groups is not a valid reason and can be harmful. It can perpetuate discrimination and inequities.

Question 19

What is the legal term used for targeted staffing and training to correct past discrimination?

Accepted Answer

Employment equity refers to targeted staffing and training to correct past discrimination and promote diversity in the workplace. It is a legal requirement in some countries, including Canada, aimed at increasing representation of historically disadvantaged groups in the workforce. The other options, while related to human resources, do not specifically address the issue of correcting past discrimination.

Question 20

What is an example of an effective non-discriminatory practice?

Accepted Answer

Outreach recruiting that reaches minority communities is an example of an effective non-discriminatory practice because it actively seeks to include underrepresented groups in the recruitment process, ensuring a diverse pool of candidates.

Quiz 2: The Legal Framework of Hrm