Question 1

According to the Conference Board of Canada, which of the following is an advantage of employment equity?

Accepted Answer

Enhanced innovation is an advantage of employment equity as it promotes diversity, which can lead to a wider range of ideas and perspectives, fostering innovation.

Question 2

Suppose that a male co-worker continually asks a female co-worker if they could "get together after work" even though she refuses. Given the following choices, what is this situation an example of?

Accepted Answer

This is an example of hostile work environment harassment, as the behavior of the male co-worker is creating a hostile and uncomfortable work environment for the female co-worker.

Question 3

Which of these are NOT barriers that designated group members could conceivably face?

Accepted Answer

Customer service barriers are not typically considered a barrier specific to designated group members, as they can affect anyone regardless of group membership.

Question 4

An employer is thinking about developing an employment equity plan. Which of the following has to be the case before an employment systems review is undertaken?

Accepted Answer

An employment systems review is typically undertaken when there is under-representation of certain groups in the workforce, to identify barriers and develop strategies for achieving equity.

Question 5

Which of the following statements exemplifies appropriate employment equity efforts?

Accepted Answer

Employers setting goals and timetables for the hiring and promotion of designated group members is an example of appropriate employment equity efforts. This approach encourages employers to actively seek out and consider members of underrepresented groups in their hiring and promotion processes, without unfairly excluding others. It also provides a measurable way to track progress and ensure that efforts are being made to address any disparities in the organization. Options A, B, and C involve more rigid, quota-based approaches that may not be effective or equitable in practice.

Question 6

Which of the following is NOT a purpose of employment equity legislation?

Accepted Answer

Employment equity legislation aims to remove barriers and promote equal opportunities for designated groups, such as women, Indigenous peoples, and persons with disabilities. The purpose is not to fulfill quotas, but to create a fair and inclusive workplace where all individuals are treated with respect and have an equal chance to succeed.

Question 7

In a company, designated group members are substantially under-represented in employment decisions. What is this statement the definition of?

Accepted Answer

The statement is the definition of disparate impact, which refers to employment practices that, while not intentionally discriminatory, disproportionately exclude members of a protected group from employment opportunities. In this case, "designated group members" are likely members of a protected group based on characteristics such as race, gender, age, or disability.

Question 8

In the context of occupational health and safety, which of these rights do employees NOT have?

Accepted Answer

Employees do not have the absolute right to work, but rather they have the right to a safe and healthy workplace. This means that employers have the responsibility to ensure that the work environment does not put workers at risk of injury or illness.

Question 9

Which of the following statements represents a situation in which the employer may avoid liability for sexual harassment?

Accepted Answer

If the employer can demonstrate that they took reasonable care to prohibit sexual harassment (such as implementing a policy, providing training to employees, and taking prompt action to investigate and address complaints), they may avoid liability for sexual harassment. Option A is irrelevant to determining liability for sexual harassment. Option B is incorrect, as the presence of tangible effects is not necessary for harassment to be considered illegal. Finally, option D is incorrect, as an employer may still be liable for harassment even if they lacked knowledge of the behaviour, if they should have known about it through reasonable diligence.

Question 10

Which of the following actions is NOT a critical component of a company's establishing "reasonable care" to prohibit sexual harassment?

Accepted Answer

While investigating and taking action when complaints are made, training employees and managers on avoiding sexual harassment, and establishing a sexual harassment policy are critical components of a company's efforts to establish "reasonable care" to prohibit sexual harassment, firing any employee or manager accused of sexual harassment should not be made without due process and a thorough investigation of the allegations. Simply firing an accused employee without sufficient proof can result in legal consequences for the company. Therefore, firing should be a decision made only after a fair investigation and determination of wrongdoing.

Question 11

Policies pertaining to inappropriate use of company technology (for example, email) in order to prevent liability for sexual harassment of employees are becoming more common. Which type of policy is most common?

Accepted Answer

Zero tolerance policies for inappropriate use of company technology, including email, are becoming more common as companies seek to prevent liability for sexual harassment of employees. These policies often include clear prohibitions on the use of company technology for any form of harassment or discrimination, as well as strict consequences for violating the policy. The goal is to create a culture of respect and professionalism that minimizes the risk of harassment and protects the rights and dignity of all employees.

Question 12

The representation of designated group members in the employer's workforce is less than that in the appropriate segment of the Canadian workforce. Which of the following situations has occurred?

Accepted Answer

Under-representation means that the designated group members are proportionally less represented in the employer's workforce compared to the Canadian workforce. Under-employment refers to a situation where the designated group members are employed but not in jobs that match their qualifications, skills, or experience. Underutilization is a broader term that includes both under-representation and under-employment, as well as other factors that limit the full use of skills and abilities, such as discrimination or lack of opportunities. Underrequirement is not a recognized term in this context.

Question 13

Which of the following lists those who have found it the hardest to obtain employment opportunities?

Accepted Answer

Aboriginals, visible minorities, women, and persons with disabilities are all recognized as groups that historically face higher barriers to employment opportunities. While other groups may also face challenges in the job market, these are the four groups that are most commonly cited as experiencing the most difficulty.

Question 14

Which of these is NOT a standard typically governed under the Canada Labour Code or an employment standards act?

Accepted Answer

Sexual harassment is a human rights issue that is typically governed under human rights legislation, not the Canada Labour Code or an employment standards act.

Question 15

Sometimes, an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions. Which of the following problems is the individual experiencing?

Accepted Answer

The individual is experiencing a hostile environment harassment where the working conditions have become intimidating or offensive, affecting their work performance or psychological well-being.

Question 16

How does employment equity categorize those people whose employment opportunities have been the most limited?

Accepted Answer

Employment equity categorizes those people whose employment opportunities have been the most limited as designated group members, which includes women, visible minorities, people with disabilities, and Indigenous people. These groups have historically faced barriers to full participation in the workforce and are considered underrepresented in many sectors. The designated group members are the focus of employment equity measures to address these systemic barriers and create a more diverse and inclusive workplace. Protected classes and diverse group members are not commonly used terms in the context of employment equity, and affirmative action groups are a broader concept that includes any group targeted for preferential treatment in hiring or promotion.

Question 17

On which of the following does an effective employment equity program depend?

Accepted Answer

An effective employment equity program depends on consulting and collaborating with employee representatives to ensure that the program is inclusive and addresses the needs and concerns of the workforce.

Question 18

Which of these types of analysis compares the representation of designated group members on the employer's workforce with the representation in the appropriate segments of the Canadian workforce?

Accepted Answer

The answer of Which of these types of analysis compares...

Question 19

Which of the following areas does labour legislation govern?

Accepted Answer

The answer of Which of the following areas does labour...

Question 20

Which of the following terms applies to a Canadian program, practice, or piece of legislation intended to provide access to employment for people in designated groups who have been the object of some form of discrimination?

Accepted Answer

Employment equity is a Canadian program aimed at providing equal employment opportunities for individuals who have faced discrimination, including women, Indigenous peoples, visible minorities, and people with disabilities. Affirmative action is a similar concept, but it is more commonly used in the United States. Reverse discrimination refers to discrimination against individuals from a majority group, while fair employment is a general term for the fair treatment of workers, but does not specifically refer to programs aimed at correcting discrimination.

Quiz 3: Legal Environment of Equal Employment and Diversity