Unit 3

Front 1

groups in the population that make up the workforce that can be distinguished because of some outward features

Back 1

visible minorities

Front 2

people management that makes every effort to accommodate and avoid discrimination as regards distinctive features of individuals or groups in the employment context

Back 2

Bias-free HRM

Front 3

refers to distinctive groups or attributes in the population that make up the workforce

Back 3

demographic diversity

Front 4

the HRM approach to dealing with the features that differentiate groups and individuals in the workforce

Back 4

diversity management

Front 5

a refusal to employ or continue to employ a person, or unfair treatment of current employees, on the basis of their membership in a protected group, e.g., race, religion, creed, age, sex, marital status, physical/mental challenges

Back 5

discrimination

Front 6

work design tailored to accommodate distinctive individual or group needs as they occur in a diversity agenda

Back 6

alternative work arrangements

Front 7

enacted in 1982 as part of our new Constitution, providing such guarantees as the freedom of association, according to which any inconsistent law or ruling can be found unconstitutional

Back 7

Canadian Charter of Rights and Freedoms

Front 8

refers to the HR approach to groups or individuals in the workforce who display distinguishable attributes, shortcomings or features

Back 8

diversity management

Front 9

actions or policies that distinguish, restrict, exclude or prefer groups or individuals based on improper grounds, e.g., race, gender, and physical or mental handicap

Back 9

discriminatory practices

Front 10

efforts in an employing organization to make changes needed by employees or applicants with disabilities or other differentiating features, such as purchasing special equipment or making structural changes to a work environment

Back 10

accommodation

Front 11

distinguishable features of individuals or groups that cannot legally form the basis for employment decisions by employers

Back 11

prohibited grounds for discrimination

Front 12

policies and practices for 'positive discrimination' that attempt to make more realistic the aim of equal opportunity in employment for disadvantaged groups

Back 12

affirmative action

Front 13

in a BFOR defence, an employer might argue that a job requirement that discriminates against a protected group is reasonably necessary to ensure that work is done successfully and in a manner that does not pose harm or danger to employees or the public

Back 13

sufficient risk

Front 14

a provision that allows a discriminatory employment practice or policy on the grounds that it was adopted in an honest and good-faith belief that it was reasonably necessary to the efficient and economical performance of the job

Back 14

bona fide occupational requirement (BFOR)

Front 15

refers to the principle that individual workers must be treated equally for purposes of pay or other employment practices

Back 15

employment equity

Front 16

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 who are being affected by the employment practice or procedure

Back 16

accommodation

Front 17

a practice or rule that, on its face, discriminates on a prohibited ground, with prescriptions for legal compliance in screening and selection

Back 17

direct discrimination

Front 18

often negotiated between a union and an employer to save the job of a person who has a drug or alcohol addiction or other potentially curable problem; a last resort in cases where the employer would have 'just cause' for termination

Back 18

last chance' agreements

Front 19

a broadened duty of accommodation that requires the employer to make all its policies and practices 'neutral' with respect to differences among individuals that do not fall under the heading of BFOR

Back 19

individual accommodation

Front 20

refers to the argument in a BFOR defence that a discriminatory practice or policy is necessary to ensure that work is performed successfully, in a manner that does not endanger fellow employees or the public

Back 20

sufficient risk

Front 21

a duty on the employer to show that no reasonable or practical alternative exists for a discriminatory practice

Back 21

reasonable alternative

Front 22

a legal obligation to make alterations in the workplace or in work design as are necessary to allow employment of individuals with special needs or attributes

Back 22

duty to accommodate

Front 23

a policy or practice that has an unintended, negative impact on members or a protected group

Back 23

adverse effect discrimination

Front 24

employer's duty to modify practices or procedures to meet the needs of a protected group that would otherwise suffer adverse effects. In a BFOR defence, an employer must show that accommodation would cause undue financial or operational hardships

Back 24

reasonable accommodation

Front 25

occurs when the selection rate for a protected group is lower than for the relevant comparison groups

Back 25

adverse impact

Front 26

an Act of the Canadian Parliament that extends the intent and specific provisions of the Employment Equity Act to contractors and other parties that receive contracts from the Canadian government

Back 26

Federal Contractors Program for Employment Equity

Front 27

a 1986 Act of the Canadian Parliament designed to achieve equality of opportunity for members of four designated groups in employment in the federal sector

Back 27

Employment Equity Act

Front 28

workforce surveys, reviews of policies and procedures, employment equity plans, and the filing of annual reports

Back 28

employment equity measures

Front 29

a programmed approach to actively eliminate employment standards and practices that tend to discriminate on the grounds of race, creed, sex or national origin

Back 29

affirmative action

Front 30

elimination of discriminatory practices that prevent the entry or retention of members from designated groups in the workplace, and to the elimination of unequal treatment in the workplace related to membership in a designated group

Back 30

employment equity

Front 31

groups identified in the federal government's Employment Equity Act as needing legal protection in employment policies and practices due to underrepresentation in the workplace: women, aboriginal peoples, visible minorities, and people with disabilities

Back 31

designated groups