Report on Diversity Issues, Policies, and Improvements at Air Canada

This report provides an overview of diversity issues within Air Canada, the largest airline in Canada. It examines the gender pay gap, the company's policies, and its improvement strategies. The report also addresses gender identity, outlining the company's policy and reasons for its priority, as well as the ways in which Air Canada is working to improve in this area. Furthermore, the report discusses harassment policies, detailing the company's stance, reasons for its importance, and the measures being taken to address and improve the situation. The report concludes with a list of references used in its compilation, offering a comprehensive analysis of diversity-related concerns and initiatives within Air Canada.

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DIVERSITY ISSUES IN AIR CANADA
System04121
9/20/2019

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Contents
Overview of the Company Air Canada......................................................................................2
Diversity Issues..........................................................................................................................2
Gender pay gap......................................................................................................................2
Policy of the company........................................................................................................2
Reason for priority.............................................................................................................3
Ways the company is improving........................................................................................3
Gender Identities....................................................................................................................3
Policy of the company........................................................................................................3
Reason for priority.............................................................................................................4
Ways the company is improving........................................................................................4
Harassment Policies...............................................................................................................4
Policies of the company Air Canada..................................................................................4
Reason for priority.............................................................................................................5
Ways the company is improving........................................................................................5
REFRENCES.............................................................................................................................6

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Overview of the Company Air Canada
Air Canada is the largest airlines in Canada by the passenger and the fleet size carries. Air
Canada is the flag carrier. The airline was founded in 1937 and it helps in providing arranged
and charter air conveyance for the passengers and the cargo to 207 places in the world. Apart
from this it is a establishment associate of the Star Association. (Meister & Willyerd, 2010).
Diversity Issues
Gender pay gap
A gender pay is the typical amount of dissimilarity among the remuneration for the
men and the women who work in a workplace. The women are most of time paid less as
compared to the men (Lips, 2013).
Policy of the company
1. Gender diversity and programs in order to promote the interests of women are part of
Air Canada Group’s approach to diversity
2. Air Canada has set itself with a goal of having various diverse kinds of views and the
levels of experiences as possible in each of the teams it has.
3. The company Air Canada focuses on the diversity in terms of demographic, ethnic
background and gender to bring composed of a variety of different lookouts and a
way of supporting the modest place of the business.
4. The company believes in seeing that every employee has a fair and full chance in
order to develop his/her abilities and potential, thus having the chance to make his/her
own personal involvement to the success of the company.

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Reason for priority
This is one of the priorities of the company as the difference in pay is something
which can affect the motivation of the employees and it also spoils various relationships in
the company. The company believes that it is significant to grow pay arrangements that are
not only right for the organisation, but reward all workers impartially by providing equal
work and equal pay
Ways the company is improving
The ways the company is trying to improve gender pay gap is that it is bringing out
ways with the help of leadership and human resource the company believes that .Leadership
and human resources must work together. Once management is on boarding, employers must
express with their workers on a distinct level.
Gender Identities
Gender identity simply means the personal sense of an individual of one’s own
gender. It means that gender identity can co-related with the assigned sex or can also differ
from it. In all the societies, there are various categories of gender that are the base of
formation for a person’s identity (Bertrand, Kamenica, & Pan, 2015).
Policy of the company
1. The company’s policy is to make sure that there is equals employment opportunities
without any kind of harassment and discrimination related to gender identity
2. The policy of the Company is to fulfil all the appropriate labour and employment laws
along with all of the other statutes modifiable to the employer-employee relationship
and the workplace environment.

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3. The company says that No employee shall restrict with or react against the employee
who pursues his or her rights under the laws employee relations. And governing
labour
4. If any employee has any inquiries regarding the laws or the policies of the Company
related to the employee relations and governing labour matters, he or she can contact
Culture and Communications or the head of the People Branch of Air Canada or of
the appropriate subsidiary.
Reason for priority
The company believes that the Gender identity is one of the most significant things
since a whole lot of people have one identity, and to them it defines certain part of who they
are. This isn't just around Trans people.
Ways the company is improving
The company is working with its HR team and making it as one of its main priority by
training the employees at all levels about the awareness and importance of diversity and also
in noticing the discriminations at all the levels (Einarsen, Hoel, Zapf, & Cooper, 2011).
Harassment Policies
Harassment involves a wide range of behaviours which also includes an offensive
nature. This is mostly understood as a behaviour that humiliates or embarrasses a person. It is
a thing that can be seen as unlikelihood when it comes toss social and moral reasonableness
Policies of the company Air Canada
1. The policy of the company says the that if any person suffers from this, they should
complain to the HR department in writing immediately

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2. The policy also says that The HR director should support all the complaints related to
harassment even if there is not written report. The HR director can command the
spoken complaint.
3. Acceptance Upon a complaint the HR director should inform the same to the senior
administration and evaluate the complaint with the company's legal guidance.
Reason for priority
The company Air Canada believes that harassment is an enormously significant
matter, which affects both the employees and other individuals Persons who suffer from
sexual harassment face working in a disagreeable environment. Which later on effects the
motivation and productivity and motivation levels and as a result an employ’s career
development can also be exaggerated
Ways the company is improving
 The company has established an operational complaint process and inspire workers to
feel contented any difficulties they face at work, counting any harassment that might
happen.
 The company also communicate its anti-harassment policy.
 The company believes that all the cases should be treated as if it is a court case from
the second it is reported
 Rapidly examine any claims that might occur.

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REFRENCES
Bertrand, M., Kamenica, E., & Pan, J. (2015). Gender identity and relative income within
households. The Quarterly Journal of Economics, 130(2), 571-614.
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2011). The concept of bullying and
harassment at work: The European tradition. Bullying and harassment in the
workplace: Developments in theory, research, and practice, 2, 3-40.
Lips, H. M. (2013). The gender pay gap: Challenging the rationalizations. Perceived equity,
discrimination, and the limits of human capital models. Sex Roles, 68(3-4), 169-185.
Meister, J. C., & Willyerd, K. (2010). The 2020 workplace. New York: Harper Collins
Publishers.