Diversity in Canadian Workplace: An Analysis of Air Canada's Policies

This report analyzes Air Canada's approach to diversity in the Canadian workplace, focusing on how the company addresses diversity as a business priority and a priority for all employees. The report delves into three key issues: harassment, corporate governance, and the benefits of diversity within the organization. Regarding harassment, the report outlines Air Canada's policies, including a code of conduct, human rights policy, and employment policies, to protect employees and ensure a safe work environment. The section on corporate governance discusses the company's policies and committee structures that regulate operations and management, including board composition and voting policies. Finally, the report highlights the benefits of diversity, emphasizing the company's flexible recruitment policy and the advantages of a diverse workforce, such as enhanced social status, innovation, and fulfillment of corporate social responsibility. The report references policies and procedures implemented by Air Canada to promote diversity and create an inclusive workplace. The report also references several sources to support its claims.

Newsletter
Title Newsletter Date
Volume 1 Issue 1
[Company Name] , [Street Address] , [City,
ST ZIP Code]
[Web site] [e-mail] [phone]
I N S I D E T H I S
I S S U E
1. Air Canada
2. Harrassment
3. Corporate
Governance
4. Benefits to Diversity
5. References
“To catch the reader’s
attention, place an
interesting sentence
or quote from the
story here.”
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 (McIsaac, Moody and Mowat Centre for Policy Innovation,
issuing body, 2014).
Diversity in Canadian Workplace
By Author Name

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 (Kenn Oliver Telegram, 2018). The firm has several steps which is being taken by
Air Canada in context with dealing with harassment in their workplace. 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 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.
Harassment
By Author Name

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 (Nicole Rumble Suzie Cusson, 2017). 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. This committee reviews 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.
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.
Corporate Governance
By Author Name
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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. 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
(Neault and et. al., 2011). Moreover, the
firm has been quite vocal about continuing
Books and Journals
Hiranandani, V. (2012). Diversity Management in the Canadian
Workplace: Towards an Antiracism Approach. Urban Studies
Research, 2012. 1–13. https://doi.org/10.1155/2012/385806
Kenn Oliver Telegram. (2018). Equity, diversity critical to improving
workplace; Sexual harassment not only workplace issue facing women.
Chronicle - Herald. Retrieved from
http://search.proquest.com/docview/2012159550/
McIsaac, E., Moody, C., & Mowat Centre for Policy Innovation,
issuing body. (2014). Diversity and inclusion : valuing the opportunity.
Neault, & et. al., (2011). Supporting workplace diversity: emerging
roles for employment counselors. Journal of Employment Counseling.
48(2). 72–80. https://doi.org/10.1002/j.2161-1920.2011.tb00116.x
Nicole Rumble Suzie Cusson. (2017). The Canadian Securities
Administrators Call For Clear And Meaningful Gender Diversity
Disclosure. Mondaq Business Briefing
References
By Author Name
[Company Name] , [Street Address] ,
[City, ST ZIP Code]
[Web site] [e-mail] [phone]