Case Study Analysis And Equity Assignment
Added on 2022-08-24
4 Pages741 Words21 Views
|
|
|
Running head: CASE STUDY ANALYSIS: EMPLOYEE EQUITY
Case Study Analysis: Employee Equity
Name of the Student
Name of the University
Author Note
Case Study Analysis: Employee Equity
Name of the Student
Name of the University
Author Note
CASE STUDY ANALYSIS: EMPLOYEE EQUITY1
Employment Equity is a Canadian concept as established under the federal law of
Canada that requires employers or business owners to implement proactive measures that will
increase representation of four specific groups within their organization, namely, the aboriginal
people, people who are disabled, visible minorities and women (Chan, 2019). According to the
Employment Equity Act of Canada, the term employment equity entails not just treating all
employees the same way but also the accommodation of differences and the implementation of
special measures to ensure the wellbeing of the four designated groups mentioned above
(MgGown & Ng, 2016). This assignment compares the initiatives that have been undertaken by
CP Rail for the advancement of women employees by implementing a six step program for this
purpose, and it also reviews the highlights in the HRM 3 course, namely retention strategies to
discuss what more can be done by CP Rail to assist the advancement of women employees by a
considerable degree.
According to the recommended six step program for employment equity, employers
should take necessary steps to ensure that the implementation program is going to be successful
by assigning accountability and responsibility and developing a proper communications strategy,
to identify under-representation, to identify barriers to employment so as to prepare for the
removal of the same, to go ahead and implement the initiatives, to engage in monitoring and
evaluation activities (Ramos & Li, 2017). The initiatives that have been undertaken by CP Rail
are aimed at addressing the matter of diversity, since all of the departments are to have diversity
goals, mentoring programs are to be established for females, to have senior women to discuss
career prospects at public forums and creating a program known as Women on Track so that
female employees are offered increased opportunities. It can be said that the initiatives that have
been undertaken by CP Rail are in keeping with the recommended six step strategy for employee
Employment Equity is a Canadian concept as established under the federal law of
Canada that requires employers or business owners to implement proactive measures that will
increase representation of four specific groups within their organization, namely, the aboriginal
people, people who are disabled, visible minorities and women (Chan, 2019). According to the
Employment Equity Act of Canada, the term employment equity entails not just treating all
employees the same way but also the accommodation of differences and the implementation of
special measures to ensure the wellbeing of the four designated groups mentioned above
(MgGown & Ng, 2016). This assignment compares the initiatives that have been undertaken by
CP Rail for the advancement of women employees by implementing a six step program for this
purpose, and it also reviews the highlights in the HRM 3 course, namely retention strategies to
discuss what more can be done by CP Rail to assist the advancement of women employees by a
considerable degree.
According to the recommended six step program for employment equity, employers
should take necessary steps to ensure that the implementation program is going to be successful
by assigning accountability and responsibility and developing a proper communications strategy,
to identify under-representation, to identify barriers to employment so as to prepare for the
removal of the same, to go ahead and implement the initiatives, to engage in monitoring and
evaluation activities (Ramos & Li, 2017). The initiatives that have been undertaken by CP Rail
are aimed at addressing the matter of diversity, since all of the departments are to have diversity
goals, mentoring programs are to be established for females, to have senior women to discuss
career prospects at public forums and creating a program known as Women on Track so that
female employees are offered increased opportunities. It can be said that the initiatives that have
been undertaken by CP Rail are in keeping with the recommended six step strategy for employee
End of preview
Want to access all the pages? Upload your documents or become a member.