Analyzing Diversity Policies in the Canadian Workplace: A Report

This report examines the diversity and inclusion policies of Sasktel, a Canadian telecommunications company. The essay explores the gender pay gap, gender identities, and harassment policies within the workplace. It highlights the company's initiatives to address these issues, such as programs for people with disabilities and the implementation of employee networks. The report also discusses the challenges that make these diversity issues a priority for the company and the steps taken to improve them. Sasktel is recognized for its commitment to diversity, which is demonstrated through various policies and programs aimed at creating an inclusive and equitable work environment. The analysis emphasizes the importance of addressing diversity concerns to attract and retain employees, foster a positive work environment, and ensure fair treatment for all.

Running head: MANAGEMENT
Business Communication
Name of the Student:
Name of the University:
Author Note:

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Introduction
The essay throws light on the diversity and inclusion policies of Canadian Company, Sasktel,
which is a telecommunication firm based in Canada (sasktel.com, 2019). In recent years, Canada has
introduced programs on inclusiveness and workplace diversity that comprises of employees from five
different groups including women, people with disability, members with visible minorities, indigenous
people and the people belonging to the Lesbian, Gay, Bisexual and Transgender (LGBT) communities.
The essay particularly focuses on the diversity issues revolving around the gender pay gap, gender
identities and the harassment policies and the ways in which the chosen company reflects upon and
improves such issues.
Discussion
Gender Pay Gap
Diversity Issue
The gender pay gap refers to the difference in remuneration between the working men and
women where women are paid lesser than the men. According to a recent data in Statistics, the gender
wage gap accounts for 29.3 percent of the annual earnings in Canada. This implied that the women earn
only 74 cents for each dollar earned by men (Fortin, Bell & Böhm, 2017).

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Figure 1: Diagrammatic Representation of the Gender Wage Gap
Source: (Schirle, 2015).
Company’s Policy on the Issue
Sasktel, the Canada based telecommunications firm adopted a policy of building a workforce that
mirrored growing diversity through adoption of balanced and fair initiatives that included all the
people(sasktel.com , 2019). In other words, the firm adopted aggressive plans that have both been
reasonable and fair. Such policies portrayed that the company continued to recruit and attract the next
generation workforce.
Challenges that made the Issue a Priority for the Company
The gender pay gap is a priority issue for the company as prompts talented women to leave the
existing company and move to another firm that fairs better. Besides, it also leaves the employee de-
motivated to carry out her responsibilities. This would further gear towards enhancing the pay gap of
these companies.
Steps to Improve Diversity Issue in Workplace
Sasktel introduced an exceptional Employment program in partnership with CEP Union and the
community organizations such as Autism Resource Centre and Saskatchewan Abilities Council for
creating reasonable employment opportunities for people possessing cognitive disabilities. In the year
2011, Mediacorp rewarded the company mentioning it as one of the topmost diversity employers across
Canada. The award also showed how Sasktel promoted outstanding inclusive program and workplace
diversity.
Gender Identities
Diversity Issue

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Every territory and province including the Federal government of Canada has introduced various
human rights acts that prohibited harassment and discrimination on various grounds such as gender
identity, race, expression, marital status, age, religion, sexual orientation and disability in the public and
the private sector employment (Scheim & Bauer, 2015).
Company’s Policy on the Issue
In the year, Sasktel earned the recognition of the topmost diversity employers of Canada. The
honor helped in identifying the exceptional inclusive and diversity program of Canada (sasktel.com ,
2019). As a part of the company’s policy, Sasktel introduced SaskTel Aboriginal Employee Network
(SAEN) that has been one of the best employee standing networks. The Company also undertook the
initiative of SaskTel Employee Network on Disability (SEND) and recognized the accomplishments of
employees with disabilities. In addition to this, the company also created a Next Generation Employee
Network (NextGEN) for recruiting, attracting and retaining the employees of next generation.
Challenges that made the Issue a Priority for the Company
Gender identities have been considered as a high priority issue of the company since it was found
that the individuals identified as transgender particularly suffered from a higher risk of suicide.
Steps to Improve Diversity Issue in Workplace
Sasktel revamped its Customer Service initiative through empowering the employees by
providing them with ownership on the improvement process and reducing the points conflicts for the
customers.
Harassment Policies
Diversity issue

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Harassment is a kind of discriminations that include any kind of verbal and unnecessary physical
behavior that humiliates or offends individuals. Harassment policies take care of the harassment issues
taking place within a workplace (Coldwell, 2013).
Company’s Policy on the Issue
Sasktel makes sure that whether informal or formal, issues of harassment are investigated
thoroughly. The employer also ensures that the workplace is safe and there is no indication from any
employees that makes the workplace unsafe.
Challenges that made the Issue a Priority for the Company
Harassment policies are necessary in workplace since their absence might result in workplace
bullying. This in return results in psychological and physical problems of employees thereby making
them incapable to concentrate or work lower productivity and also immense loss of self esteem.
Steps to Improve Diversity Issue in Workplace
The Company introduced Employees’ Personal Problem Program (STEPPP) that provided access
to voluntary, confidential and free counseling services for the employees to resolve their concerns and
queries(sasktel.com , 2019).
Conclusion
On a concluding note, it can be said that Sasktel truly deserves to be the best in being recognized
as one of the prominent diversity employers of Canada. The essay portrays how successfully the company
deals with the diversity issues of gender wage gap, gender identities and harassment policies.

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References:
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legislation, and stakeholder overview: profiling a union program. Workplace Bullying
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Fortin, N. M., Bell, B., & Böhm, M. (2017). Top earnings inequality and the gender pay gap:
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sasktel.com , (2019). Retrieved from https://www.sasktel.com/wps/wcm/connect/79a5bce1-
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Schirle, T. (2015). The gender wage gap in the Canadian provinces, 1997–2014. Canadian
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