Deck 3: Equity and Diversity in Human Resources Management

Question 1

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

Answer 1

A

Question 2

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

A) The organization could be fined up to $50 000.
B) The HR professional could be imprisoned.
C) The HRPA would remove certification for a year.
D) The HR professional would be denied employment in the future.

Answer 2

B

Question 3

How does representation of the four designated groups in the labour force compare with the Canadian population?

A) All four groups are underrepresented in the labour force.
B) Only women are underrepresented in the labour force.
C) Only Aboriginals are underrepresented in the labour force.
D) Women are overrepresented in the labour force.

Answer 3

A

Question 4

Which of the following requires large firms bidding on federal government contracts worth $1 million or more to have an employment equity plan?

A) the Canada Labour Code
B) the Federal Contractors Program
C) the Abella Commission
D) the Pay Equity Act

Question 5

In Canada, what is a key characteristic of the occupations in which 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 6

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 7

Which of these jurisdictions has no pay equity legislation or formal pay equity policy?

A) Quebec
B) Newfoundland and Labrador
C) Manitoba
D) Alberta

Question 8

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

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

Question 9

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 10

Which organization is responsible for investigating complaints of violations of the Canadian Human Rights Act?

A) the Employment Equity Commission
B) the Canadian Human Rights Association
C) the Canadian Human Rights Commission
D) the Canadian Labour Relations Board

Question 11

Which group is projected to be one-third of all Canadians by 2036?

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

Question 12

Green Acres 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 13

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

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

Question 14

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 15

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 16

"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 upstairs" 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 17

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 18

In comparative terms, what is the median pay for Aboriginals in Canada?

A) more than the median pay for the Canadian population
B) less than the median pay for the Canadian population
C) about the same as the median pay for the Canadian population
D) about the same as the mean pay for the Canadian population

Question 19

A large accounting firm has 30 percent female UFE-certified accountants on staff. Women make up approximately 51 percent of the population and UFE-certified women make up approximately 15 percent of the labour force. Based on this information, what is the best description of the situation for women at this large accounting firm?

A) They are concentrated.
B) They are underrepresented.
C) They are underutilized.
D) They are discriminated against.

Question 20

Which of the following are two factors that compound barriers to employment for Aboriginals?

A) low educational attainment and lack of job experience
B) merit pay and cultural values
C) teamwork and lack of job experience
D) cultural values and teamwork

Question 21

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 22

What is another term used for unintentional discrimination by organizations?

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

Question 23

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 24

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 25

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

A) psychological harassment such as bullying
B) compensation decisions
C) privacy
D) unequal pay for equal work

Question 26

Which of the following recruiting methods is very susceptible to creating systemic discrimination?

A) word-of-mouth
B) online ads
C) ads in widely circulated newspapers
D) ads in community newspapers

Question 27

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 28

Which of the following is done during the data collection phase for employment equity purposes?

A) voluntary self-identification
B) mandatory self-identification
C) surveys of similar employers
D) surveys of supervisors

Question 29

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 30

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 31

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 32

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 33

A key goal of employment equity is to ensure that an organization has a representative workforce. What does "representative" mean in this context?

A) when there are equal numbers of all groups represented in all jobs
B) when there are equal numbers of the four designated groups in the organization
C) when males and females are equally represented
D) when the organization's workforce reflects the demographic composition of the external workforce

Question 34

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

A) doing a job analysis
B) examining the workforce analysis
C) developing a strategic plan
D) setting numerical goals

Question 35

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

A) stock data
B) HR spreadsheet
C) flow data
D) employer profile

Question 36

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 37

What are two sources of the employer's duty to prevent sexual harassment?

A) human rights legislation and employment standards legislation
B) pay equity legislation and common law obligations
C) pay equity legislation and common law obligations
D) human rights legislation and common law obligations

Question 38

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 39

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 40

Which of the following is NOT normally done in implementing employment equity in organizations?

A) collecting/analyzing data
B) establishing a workplan
C) ensuring pay equity
D) getting senior management commitment

Question 41

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 42

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

A) to help train organizational leaders
B) to avoid human rights complaints
C) to comply with Canadian legal requirements in relation to pay
D) to capitalize on emerging markets around the world

Question 43

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 44

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 45

Equity implies fairness and impartiality.

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

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 48

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 49

Proponents of diversity management contend that diversity-related initiatives can help Canada with enlarging its global markets. What is this argument an example of?

A) reverse discrimination
B) the business case
C) reasonable accommodation
D) employment equity

Question 50

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 51

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 52

Women are underrepresented as technicians and semi-skilled professionals.

Question 53

Visible minorities are the fastest growing of the four designated employment equity groups in Canada.

Question 54

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 55

Human rights legislation is the cornerstone of equity legislation.

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. 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 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 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 58

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 59

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

Question 60

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

Question 61

Pay equity legislation has ensured that there is no pay gap between men and women.

Question 62

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

Question 63

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 64

An example of a bona fide occupational qualification (BFOQ) for age is the argument that a younger employee will project a better, more energetic image to the public.

Question 65

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 66

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

Question 67

Federal law prohibits discrimination based on sexual orientation.

Question 68

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

Question 69

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 70

The Charter guarantees certain rights for all Canadians.

Question 71

Pay equity is based on the principle of equal pay for work of comparable value.

Question 72

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

Question 73

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

Question 74

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 75

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 76

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

Question 77

Pay equity means equal pay for men and women.

Question 78

Every workplace in Canada is covered by human rights legislation.

Question 79

Prohibited grounds of discrimination in employment vary between provinces.

Question 80

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