Question 1

Define discrimination and describe some of the areas in recruitment and selection that can be discriminatory.

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Question 2

What is employment equity? Which groups are affected by employment equity legislation? Does employment equity mean that unqualified individuals will be hired? What are the benefits of implementing employment equity in the workplace? Give an example of a specific strategy or equity practice an organization has used to increase employment equity.

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Question 3

A situation in which an employer, in good faith, adopts a policy or practice that has an unintended negative impact on members of a selected group is referred to as adverse effect discrimination.

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Adverse effect discrimination, also known as disparate impact discrimination, occurs when a policy, practice, or rule that is neutral on its face has an adverse effect on individuals in a particular protected group, even though the rule was not intended to discriminate.

Question 4

What are the four legal means that affect employment practices in Canada? Identify and briefly describe each one.

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Question 5

Define and give an example of three discrimination prohibitions.

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Question 6

Describe some practical guidelines for HR managers to ensure that recruitment and selection practices are nondiscriminatory.

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Question 7

To what two causes can the success or failure of recruitment be traced? Discuss three important questions an HR manager needs to ask to ensure that an organization's hiring process is legally defensible.

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Question 8

It is never acceptable to ask job candidates if they have a criminal record.

Accepted Answer

Employers can ask about criminal records, but the timing, manner, and extent of such inquiries might be regulated by laws that vary by jurisdiction, aiming to prevent discrimination and give candidates a fair chance at employment.

Question 9

Define and give an example of three important legal concepts in recruitment and selection.

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Question 10

Describe one of the following employment legislations and its relevance to recruitment and selection: labour law, the Employment Standards Act, or privacy legislation.

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Question 11

Accommodation is always applied to a group as opposed to individuals.

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Accommodation can be applied to both a group and individuals.

Question 12

Every province and territory, as well as the federal government, has established a human rights code or act that prohibits discrimination in employment. The grounds for discrimination outlined in the Canadian Human Rights Act are race, colour, religion, age, sex, marital status, and mental or physical disability. Recruitment practices that are free of bias will attract the most qualified applicants. It is a discriminatory practice if interviewing procedures exclude a particular group directly or indirectly on a prohibited ground of discrimination.
Write six questions for each of the six prohibited grounds in all jurisdictions of Canada that you would avoid asking on an application form or during an interview. Reword the questions so that they can be asked to gather information that relates to an applicant's ability to do the job.

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Question 13

During the interview process, inquiries about the applicant's religion may be justified if they seek to establish the existence of a bona fide occupational requirement (i.e., if the job involves communicating religious values).

Accepted Answer

Inquiries about religion may be necessary if the job involves communicating religious values, as it would be a bona fide occupational requirement. However, if religion has no relevance to the job duties, such inquiries would be considered discriminatory.

Question 14

When a manufacturer decides not to hire women in areas requiring heavy lifting, this is an example of indirect discrimination or adverse impact discrimination.

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Question 15

Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.

Accepted Answer

This is the correct definition of reasonable accommodation under employment law.

Quiz 3: Foundations of Recruitment and Selection II