HRM: Canadian Human Rights Act ( RSC , 1985, c. H-6)

Running Head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

HUMAN RESOURCE MANAGEMENT1
Case study 2
Response to question no. 6
Rowina’s case belongs to the jurisdiction of Canadian human rights act (A federal
law preserving discrimination). Rowina’s case is an example of systemic discrimination.
According to the government jurisdiction, they define any kind of disability as a complex
phenomenon (Blackstock, 2016). The Equality Act bill (May 17, 2019) by the United
States House of Representatives speaks about Civil Rights Act (Hunt, 2013). It prohibits
‘discrimination on the basis of the sex, sexual orientation, gender identity, or pregnancy,
childbirth, or a related medical condition of an individual, as well as because of sex-
based stereotypes’.
Response to question no. 7
In Rowina’s case the department manager and supervisor took the ultimate
decision of not hiring Rowina for the organization. As a part of an organization, both the
departmental manager and supervisor should priorities organizational benefits. Their
main responsibility is to think about organizational growth and development. From this
ground both the departmental manager and supervisor took the decision of not
recruiting Rowina. On the other hand, they could consider the past experience of
Rowina’s job profile before taking the decision. However, their standpoint is justified
enough to contribute for the organizational growth.
Response to question – 8

HUMAN RESOURCE MANAGEMENT2
From the humanistic perception, the call center mentioned in this organization
can improve their workforce culture to provide equal opportunities for the disabled as
Rowina. There are organizations that exhibit positive and disabled-friendly workforce
culture. Hence, some recommended steps are mentioned to manage disability in the
organization.
 Investing or trainings and awareness – Awareness makes an organization
empowered. Training with etiquette classes help the employees to get enhanced
insight into cooperation with disabled colleagues.
 Assistive technology – Modern technology can become an active member for the
work environment to maintain disability.
 Outside support – Call center can seek for outside support for providing proper
training.
 Prior accessibility – Make the workplace freely accessible for the employees.
 Application – Proper application of human rights act can up the productivity of the
organization.
Case study 4
Response to question no. 13
The case of Alison can be considered as workplace harassment. It belongs to the
gender-based harassment that is a part of discriminatory behavior for an employee.
This can be considered as an act of human right violation (LaViolette, 2014). Alison
victimized bullies and harassments from the colleague and the supervisor as well. And