Running Head: ESSAY ON “EMPLOYMENT EQUITY IS AN ESSENTIAL HIRING PRACTICE IN ORDER TO PROVIDE EQUAL OPPORTUNITY TO DIVERSE INDIVIDUALS” Essay on “Employment Equity is an essential hiring practice in order to provide equal opportunity to diverse individuals.” Name of the Student: Name of the University: Author Note:
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1 ESSAY ON “EMPLOYMENT EQUITY IS AN ESSENTIAL HIRING PRACTICE IN ORDER TO PROVIDE EQUAL OPPORTUNITY TO DIVERSE INDIVIDUALS” What is employee equity in Canada? Employee Equity is defined as the process that establishes the element of equity for conditions of workers that are devoid of any barriers. It also encourages the development of the conditions of employment. Employee Equity also promotes the principle that states its need for accommodating the differences that exist between the four designated groups residing in Canada (Canada, 2019). The Employment Equity Act is responsible for identifying and defining the designated groups like women, Aboriginal peoples (Indian, Inuit, Metis), disabled people (long term disability or the recurrence of physical, mental, sensory, psychiatric, or learning disability), and members who are visibly minor (Canada, 2019). The actisapplicabletothe industriesthatare federallyregulatedor are Crown corporations along with other federal organizations with an employee count exceeding 100. The Employee Equity Act is also applicable to the federal public administrations that are identified in the Schedules I or IV and V of the Financial Administration Act. The power of applying the Act is also vested in The Governor in Councilthat includes the Canadian Forces as well as the RCMP (Canada, 2019). Does it ensure fairness? The basic question that might arise out of the Employment Equity Act is that fact that it means everyone will be treated in a similar fashion. This, however, stands to be a myth. Employee Equity ensures the equal treatment of everyone by considering the differences that exist in people (Agocs, 2018). This also leads to the possibility of inclusion of employees based on their religious observances, along with outfitting the workplace with the help of it being
2 ESSAY ON “EMPLOYMENT EQUITY IS AN ESSENTIAL HIRING PRACTICE IN ORDER TO PROVIDE EQUAL OPPORTUNITY TO DIVERSE INDIVIDUALS” technologically equipped for assisting people who are differently-abled (Prince, 2016). It might also seem that the Employee Equity Act reverses the factor of discrimination. In reality, the act has made the elimination of barriers that are faced by certain people in society. it does not induce the fact that people will lose their job as their employers shall enforce the act by making room for the designated members of the group. Employment Equity Act does not need the employers to fill out quotas as it is strictly prohibited by the Canadian constitution. The Act is about setting practical and achievable targets that allow the employers to make a goal for themselves within a realistic timetable. Employment Equity does not imply lowering the standard of jobs either. The Canadian and Quebec government ensures that the employers are not under any obligation to hire or promote and the individual who is under-qualified (Henry et al. 2017). Does this hiring practice solve discrimination by enforcing arbitrary quotas? According to several types of research that have been conducted on the effectiveness of the Employee Equity Act shows that the act has failed to achieve its goals. It is outdated and extremely limited in its scope. This is proved by the fact the Canadian process of employment is highly discriminatory. The reach of EEA is only limited to the employment sector and leaves out theeducationthatfacesintensediscriminationbasedoncultural,ethnic,andreligious background. No revision of the Act has been carried out ever since it has been conceived and introduced, hence making EEA even more limited in its reach (McDonald & Thornton, 2016). Due to the limitation of the Employee Equity Act, many skilled immigrants in Canada have been struggling in the labour market. They have been subjected to a high level of unemployment and havebeenreceivinglower wagesincomparisontothosewhoarenon-immigrants.The nationalities that came popped up as the victims of discrimination are Chinese, Pakistani, Greek, and Indian. Those resumes which have strong English sounding name have higher chances of
3 ESSAY ON “EMPLOYMENT EQUITY IS AN ESSENTIAL HIRING PRACTICE IN ORDER TO PROVIDE EQUAL OPPORTUNITY TO DIVERSE INDIVIDUALS” being hired. Those who have work experiences in Canada also stand in a higher position of the employer’s priority list than the above mentioned nationalities (McGowan & Ng, 2016). Should companies be required to follow this practice? The reach of the Employment Equity Act is extremely narrow. It is applicable to a limitedgroupofindustriesthatcomeunderfederaljurisdictionsuchasbanks, telecommunicationorganizations,broadcastingindustry,railroads,airlines,andprivate enterprises. EEA is also applicable to those transportation companies that provide interprovincial services, deal with uranium related things, federal crown organizations, along with corporations that are operated by two or more than two provincial governments. In short, the EEA covers only 10% of the workforce in Canada (Canada, 2019). Thus, it implies that the fact that many organization are not under any jurisdictional obligation that requires them to follow the practice of Employment Equity act.
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4 ESSAY ON “EMPLOYMENT EQUITY IS AN ESSENTIAL HIRING PRACTICE IN ORDER TO PROVIDE EQUAL OPPORTUNITY TO DIVERSE INDIVIDUALS” Reference Agocs,C.(2018).CanadianDilemma:IsThereaPathfromSystemicRacismToward Employment Equity for Indigenous People in the Canadian Forces?.Journal of Military and Strategic Studies,19(2). Canada, E. (2019). Employment equity in federally regulated workplaces - Canada.ca. Retrieved 15December2019,from https://www.canada.ca/en/employment-social-development/programs/employment- equity.html Henry, F., Dua, E., James, C. E., Kobayashi, A., Li, P., Ramos, H., & Smith, M. S. (2017).The equity myth: Racialization and indigeneity at Canadian universities. UBC Press. McDonald, J. A., & Thornton, R. (2016). Have pay equity laws in Canada helped women? A synthetic-control approach.American Review of Canadian Studies,46(4), 452-473. McGowan, R. A., & Ng, E. S. (2016). Employment equity in Canada: Making sense of employee discoursesofmisunderstanding,resistance,andsupport.CanadianPublic Administration,59(2), 310-329. Prince, M. J. (2016). Inclusive Employment for Canadians with Disabilities: Toward a New Policy Framework and Agenda.IRPP Study, (60), 1.