Diversity in the Canadian Workplace

This report discusses the diversity issues in the Canadian workplace, focusing on Air Canada. It covers topics such as harassment, corporate governance, and benefits of diversity. The report highlights the steps taken by Air Canada to address these issues and improve diversity within the company.

DIVERSITY IN THE
CANADIAN
WORKPLACE

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Diversity refers to a procedure which is adopted by organisations in which they
effectively work upon having distinct elements within their workplace. In any organisation, this
practice concentrates on having employees coming from a range of different backgrounds and
orientations who work together in a flexible and contributing work environment (Barak, 2016).
The report below is based on Air Canada, which is an effective organisation working towards
providing aviation facilities to people within the country as well as internationally. It includes
three diversity issues and how the firm is dealing with the same.
MAIN BODY
Air Canada is one of the most diverse employers of the country as reflected by the “2019
Canada's Best Employers” analysis. Thus, with such a range of distinct aspects within the
company, there are several issues which the company has responded upon while providing its
effective services to people of the country.
The very first issue within the firm is Harassment. It refers to a range of offensive
behaviour which tends to humiliate, demean or embarrass an individual working within the
company. The firm has several steps which is being taken by Air Canada in context with dealing
with harassment in their workplace (Corporate Policy and Guidelines on Business Conduct,
2019). As an example, the company has drafted a detailed code of conduct, which governs
policies the firm has taken to combat this issue. Human Rights policy within the firm protects
individuals within the workplace from any sort of harassment by ensuring a framework which
does not support this activity. Furthermore, the employment policy of the company also works
against harassment as it focuses on the aspect that equal employment opportunities are available
with individuals free from any sort of malpractice throughout their tenure with the firm. In
addition to this, its discrimination and harassment policy highlights a strict prohibition to activity
of such sort. A strict action is assured by the company through its range of policies which would
be protecting individuals within the company from this diversity issue. The reason for which this
issue is a priority for the company as the firm believes that protection of its employee is its most
important duty as well as an obligation which the firm tends to have in relation to its workforce.
Air Canada has improved this diversity issue within the company by implementing a code of
conduct within the firm and its working. For example, it has several procedures lined up for
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employees to follow, such as, safe and appropriate use of computers within the workplace, so as
to protect individuals from harassments. Moreover, on grounds of discipline, strict actions like
punishments and terminations are implemented within the company to protect its employees and
ensure an ethical working within the company (Ng and Rumens, 2017).
Another issue is Corporate Governance. It refers to an effective amalgamation of rules,
laws and processes by which operations and functions within a company are regulated and
managed. In context with Air Canada, the firm has an appropriate and long-term standing policy
related to Corporate Governance. Within the same, the firm has a whole committee which
undertakes its implementation of several aspects under governance of Air Canada. As an
example, this committee undertakes formation of the board in an effective manner, which serves
appropriately in order to conduct operations in a fair and just manner (Board of Directors, 2019).
This committee review criteria for Board composition and appointment and retention of
directors. Moreover, it also makes recommendations regarding the governance guidelines that
must be followed by the members of the board as well as the committee. Another policy in
context with this diversity issue is Majority Voting Policy which undertakes formation of
appointment of directors who have unanimous support from the board. Such governance policy
is quite effective in context with setting up the company in ways which is appropriate and
contributes in an effective and sustainable manner. This issue is on priority of the company as its
structure is based on strong leadership and effective management, which requires setting up a
competent team which could guide the subordinates as to how best the firm could function. To
improvise the same, the Air Canada is focusing on policy related to CSR of the company.
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Illustration 1: Air Canada’s Materiality Matrix
(Source: Air Canada’s Materiality Matrix, 2018 )
Above is stakeholder analysis of the company, which showcases an essential
transparency along with specific issues which are important to both stakeholders as well as
business. These issues are related to CSR of the company, which is now an effective part of this
diversity issue. Thus, policies under these include sustainability, fairness and consideration that
aims at achieving improvements in the corporate governance of the firm (2018 Corporate
Sustainability Report, 2019).
Another prominent issue within the company is Benefits to Diversity. As mentioned
above, diversity is having a range of employees working in a flexible environment (Gröschl and
Bendl, 2015). The firm is known to have quite a diverse workforce and thus, there are several
policies which govern this aspect within the organisation.
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Illustration 2: RECRUITMENT FROM 2016 TO 2018
(Source: 2018 CORPORATE SUSTAINABILITY REPORT, 2019)
As reflected by the analysis above, the company's recruitment policy is quite flexible in
attracting different candidates, belonging to several distinct orientations. Moreover, there is a
board diversity policy as well, under which the organisation would be having directors chosen on
merit basis regardless of their personal or religious background. It is quite an essential issue for
the company and definitely a priority, seeing overall management of the firm being based on
diversity (Bendl and et. al.. 2015). Moreover, there are several benefits which the company is
experiencing due to the same. Seeing an enhanced social status, as well as better and innovative
management, all are results of having a diverse workforce. In addition, the firm also considers
the same as a priority as it also helps them fulfil their corporate social responsibility, as well as
gaining effective trust of the customers. To improvise the same, the firm is further strengthening
its diversity policy and focusing on promoting equal and effective career opportunities to
women, people with disabilities, aboriginal individuals, LGBTQ community and so forth.
Moreover, the firm has been quite vocal about continuing on that tangent for a foreseeable future
(Inclusion and Diversity, 2019).
CONCLUSION
Thus, it is concluded by the report above, that diversity is an essential aspect within an
organisation, which is essential in order to incorporate a distinct and effective workforce.
Moreover, it is also essential for an organisation to undertake analysis of several diversity issues
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and focus on policies as to how those issues could be responded and improvised. Lastly, it is
essential for companies to maintain diversity in order to attain consistent growth and
sustainability.
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REFERENCES
Books and Journals
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bendl, R. & et. al.. (2015). The Oxford handbook of diversity in organizations. Oxford
University Press.
Gröschl, S., & Bendl, R. (Eds.). (2015). Managing religious diversity in the workplace:
Examples from around the world. Ashgate Publishing, Ltd..
Ng, E., & Rumens, N. (2017). Diversity and inclusion for LGBT workers: Current issues and
new horizons for research. Canadian Journal of Administrative Sciences. 34(2). 109-
120.
Online
2018 Corporate Sustainability Report. 2019. [Online] Available Through:
<https://www.aircanada.com/ca/en/aco/home/about/corporate-responsibility/corporate-
sustainability-reports.html#/par2_accordion>
Board of Directors. 2019. [Online] Available Through:
<https://www.aircanada.com/ca/en/aco/home/about/corporate-governance/board-of-
directors.html>
Corporate Policy and Guidelines on Business Conduct. 2019. [Online] Available Through:
<https://www.aircanada.com/content/aircanada/ca/en/aco/home/about/corporate-
governance/corporate-policy.html>
Inclusion and Diversity. 2019. [Online] Available Through:
<https://careers.aircanada.com/pages/inclusion-and-diversity>
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