1. The intent of the Employment Equity Act is to address past systemic discrimination in employment systems that have disadvantaged members of the designated groups.
The intent of the Act is to ensure that all selection requirements are realistic and job related. The Act provides for a review of practices that may constitute systemic barriers to the employment of members from designated groups and for establishing measures to eliminate any of the barriers.
-The Canadian Human Rights Act contains the following section4:
8. It is a discriminatory practice, directly or indirectly,
(a) to refuse to employ or continue to employ any individual, or
(b) in the course of employment, to differentiate adversely in relation to an employee, on a prohibited ground of discrimination.
- The Code states that every person has a right to equal treatment with respect to employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. (http://www.ohrc.on.ca)
-The right to “equal treatment with respect to employment” covers every aspect of the workplace environment and employment relationship, including job applications, recruitment, training, transfers, promotions, apprenticeship terms, dismissal and layoffs. It also covers rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline and performance evaluations.
- Federal employment equity legislation requires all federally regulated employers with 100 or more employees.
-The Federal Contractors Program requires any organization with more than 100 employees and doing more than $1 million of business with the federal government to commit itself to employment equity.
-Organizations may voluntarily adopt employment equity programs in the absence of employment equity...