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35 Cards in this Set
- Front
- Back
Alternate work arrangements
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Nontraditional work arrangements (e.g., flextime, telecommuting) that provide more flexibility to employees, while Meeting organizational goals.
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Apprenticeships
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A form of on-the-job training in which junior employees learn a trade from an experienced person.
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Awareness training
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Training employees to develop their understanding of the need to manage and value diversity.
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Bona fide occupational requirement (BFOR)
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A justified business reason for discriminating against a member of a protected class.
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Canadian Charter of Rights and Freedoms
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Federal law enacted in 1982, guaranteeing individuals equal rights before the law.
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Canadian Human Rights Act
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A federal law prohibiting discrimination.
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Canadian Human Rights Commission (CHRC)
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Supervises the implementation and adjudication of the Canadian Human Rights Act.
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Communication standards
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Formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications.
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Concentration
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A condition that exists when a department or employer has a greater proportion of members of a protected class than are found in the employer's labour market.
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Core dimensions of diversity
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Age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities.
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Cultural norms
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Values and norms that determine behaviours of individuals and groups in different cultures.
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Diversity audits
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Audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity management matters.
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Diversity committee
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A committee entrusted to oversee diversity efforts, implement processes, and serve as a communication link.
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Diversity training programs
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Training programs aimed at importing new skills to motivate and manage a diverse workforce.
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Duty to accommodate
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Requirement that an employer must accommodate the employee to the point of "undue hardship."
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Employment Equity Act
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Federal law to remove employment barriers and to promote equality.
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Employment equity programs
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Developed by employers to undo past employment discrimination or to ensure equal employment opportunity in the future. Called affirmative action programs in the United States.
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Glass ceiling
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Invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover.
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Harassment
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Occurs when a member of an organization treats an employee in a disparate manner because of that person's sex, race, religion, age, or other protective classification.
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Managing diversity
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Ability to manage individual employees with different cultural values and lead teams made up of diverse employees.
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Mentoring programs
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Programs encouraging members of disadvantaged groups (e.g., women) to work with a senior manager who acts like a friend and guide in achieving career success.
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Natural justice
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Minimum standards of fair decision making imposed on persons or bodies acting in a judicial capacity.
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Old boys' network
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Set of informal relationships among male managers providing increased career advancement opportunities for men and reinforcing a male culture.
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Paradigm shift
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Fundamental change in a paradigm, e.g., shift from paper filing systems to electronic information storage and retrieval.
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Provincial human rights law
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All provinces have their own human rights laws with discrimination criteria, regulations, and procedures.
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Reasonable accommodation
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Voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively.
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Regulations
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Legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers.
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Secondary dimensions of diversity
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Education status, language, and income levels.
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Sexual harassment
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Unsolicited or unwelcome sex- or gender-based conduct that has adverse employment consequences for the complainant.
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Skill-building training
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Training employees in interpersonal skills to correctly respond to cultural differences at the workplace.
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Stereotyping
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The process of using a few observable characteristics to assign someone to a preconceived social category.
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Support groups
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Groups of employees who provide emotional support to a new employee who shares a common attribute with the group (e.g., racial or ethnic membership).
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Systemic discrimination
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Any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect.
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Underutilization
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A condition that exists when a department or employer has a lesser proportion of members of a protected class than are found in the employer's labour market.
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Workplace diversity
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Includes important human characteristics that influence employee values, their perceptions of self and others, behaviours, and interpretations of events.
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