Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

31 Cards in this Set

  • Front
  • Back
groups in the population that make up the workforce that can be distinguished because of some outward features
visible minorities
people management that makes every effort to accommodate and avoid discrimination as regards distinctive features of individuals or groups in the employment context
Bias-free HRM
refers to distinctive groups or attributes in the population that make up the workforce
demographic diversity
the HRM approach to dealing with the features that differentiate groups and individuals in the workforce
diversity management
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
work design tailored to accommodate distinctive individual or group needs as they occur in a diversity agenda
alternative work arrangements
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
Canadian Charter of Rights and Freedoms
refers to the HR approach to groups or individuals in the workforce who display distinguishable attributes, shortcomings or features
diversity management
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
discriminatory practices
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
distinguishable features of individuals or groups that cannot legally form the basis for employment decisions by employers
prohibited grounds for discrimination
policies and practices for 'positive discrimination' that attempt to make more realistic the aim of equal opportunity in employment for disadvantaged groups
affirmative action
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
sufficient risk
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
bona fide occupational requirement (BFOR)
refers to the principle that individual workers must be treated equally for purposes of pay or other employment practices
employment equity
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
a practice or rule that, on its face, discriminates on a prohibited ground, with prescriptions for legal compliance in screening and selection
direct discrimination
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
last chance' agreements
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
individual accommodation
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
sufficient risk
a duty on the employer to show that no reasonable or practical alternative exists for a discriminatory practice
reasonable alternative
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
duty to accommodate
a policy or practice that has an unintended, negative impact on members or a protected group
adverse effect discrimination
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
reasonable accommodation
occurs when the selection rate for a protected group is lower than for the relevant comparison groups
adverse impact
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
Federal Contractors Program for Employment Equity
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
Employment Equity Act
workforce surveys, reviews of policies and procedures, employment equity plans, and the filing of annual reports
employment equity measures
a programmed approach to actively eliminate employment standards and practices that tend to discriminate on the grounds of race, creed, sex or national origin
affirmative action
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
employment equity
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
designated groups