Exam 3: Equity and Diversity in Human Resources Management

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

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?

Once an employment equity program has been implemented, what is the most important thing to do?

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?

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.

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?

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

Which of the following is NOT an example of sexual harassment?

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.

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

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

An example of a BFOQ for age is the argument that a younger employee will project a better, more energetic image to the public.

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

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

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

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

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.

What is the difference between pay equity and pay equality?

What are some of the disadvantages in employment faced by the four designated groups in Canada?

An effective sexual harassment policy includes all of the following EXCEPT which one?