Equity and Diversity in Human Resources
Management

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Your TA: Tingting Zhang

tt.zhang@utoronto.ca
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Announcements
• News Briefings are to be half a page, single spaced
– Include the link or copy/paste the article into the word/pdf document you submit
– Put your name and student # on the actual word or pdf document please!

• Class hastag for really cool stuff I find; I encourage you to use it too!
#RSM361

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News Briefings
• Summarize your article for us and how it relates to the class material (1 min max)
• Open the floor for discussion after each article has been presented.
• 15-20 min for news briefings per class
• I will moderate as we have material to cover 
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Lecture Objectives
After this lecture, you should be able to:

Explain the reasons for equity legislation and identify the legal framework.

Describe pay equity and strategies for implementing it.
Discuss the Employment Equity Act and describe how it’s implemented in organizations.
Discuss sexual harassment as an employment equity issue.
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Employment Equity
Status of designated groups: •
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Women
Aboriginal people
Visible minorities
People with disabilities 7

Women

“We are delighted that Google and other companies are being more transparent about the percentage of women in their workforce,” Whitney said. “That being said, the numbers are not good. Google’s technical workforce is made up of only 17 percent women, which is lower even than the abysmal norm of 20-24 percent.”

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The Legal Framework
• The Canadian Charter of Rights and
Freedoms
• The Canadian Human Rights Act (CHRA)
• Provincial laws

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Exemptions
Bona Fide Occupational Qualification (BFOQ)
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A justifiable reason for discrimination based on business reasons of safety or effectiveness

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The Enforcement of
Provincial Human Rights Laws
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File a written complaint
Investigation and submission of report
If complaint is substantiated, settlement
If no agreement, then a tribunal

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Pay Equity
Equal pay for work of equal value.

• Pay Equality
• Equal pay

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The Employment Equity Act (1995)
• Organizations regulated under the Canada
Labour Code

• More than 100 employees

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The Implementation of Employment
Equity in Organizations
Step 1: Senior Management Commitment and
Assignment of Accountable Senior Staff
Step 2: Data Collection and Analysis
• Stock data
• Flow data
• Self Identification Form

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The Implementation of Employment
Equity in Organizations
Step 3: Employment Systems review
• Systemic discrimination
• Special measures
• Reasonable accommodation

Step 4: Establishment of a Workplan
Step 5: Implementation
Step 6: Evaluation,