Academic literature on the topic 'Canada. Employment Equity Act'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Canada. Employment Equity Act.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Journal articles on the topic "Canada. Employment Equity Act"
1
Koshan, Jennifer. "Intersections and Roads Untravelled: Sex and Family Status in Fraser v Canada." Constitutional Forum / Forum constitutionnel 30, no. 2 (May 12, 2021): 29–42. http://dx.doi.org/10.21991/cf29420.
Full textAbstract:
It has been a long road to the judicial recognition of women’s inequality under the Cana‑ dian Charter of Rights and Freedoms.1 The Supreme Court of Canada ruling in Fraser v Can‑ ada is significant for being the first decision where a majority of the Court found adverse effects discrimination based on sex under section 15,2 and it was only two years prior that a claim of sex discrimination in favour of women was finally successful at the Court,3 almost 30 years after their first section 15 decision in Andrews v Law Society of British Columbia. 4
1 Part I of the Constitution Act, 1982, being Schedule B to the Canada Act 1982 (UK), 1982, c 11 [Charter], s 15. 2 Fraser v Canada (Attorney General), 2020 SCC 28 [Fraser]. 3 Quebec (Attorney General) v Alliance du personnel professionnel et technique de la santé et des services sociaux, 2018 SCC 17 [Alliance] (majority found sex discrimination under s 15 and rejected the government’s justification argument under s 1 in the pay equity context). See also Centrale des syndicats du Québec v Quebec (Attorney General), 2018 SCC 18 [Centrale] (majority found violation of s 15 but accepted the government’s s 1 argument, also in the pay equity context). For comments on these decisions see Fay Faraday, “One Step Forward, Two Steps Back? Substantive Equality, Systemic Discrimination and Pay Equity at the Supreme Court of Canada” (2020) 94 SCLR (2d) 301; Jonnette Watson Hamilton & Jennifer Koshan, “Equality Rights and Pay Equity: Déjà Vu in the Supreme Court of Canada” (2019) 15 JL & Equality 1. See also British Columbia Teachers’ Federation v British Columbia Public School Employers’ Association, 2014 SCC 70 (a one-paragraph decision restoring an arbitrator’s award allowing a s 15 employment benefits claim by women); Newfoundland (Treasury Board) v NAPE, 2004 SCC 66 (finding a violation of s 15 but accepting the government’s s 1 argument, again in the pay equity context).4 [1989] 1 SCR 143, 56 DLR (4th) 1.
2
Bell, Christine, Angela Hegarty, and Stephen Livingstone. "The Enduring Controversy: Developments in Affirmative Action Law in North America." International Journal of Discrimination and the Law 1, no. 3 (March 1996): 233–60. http://dx.doi.org/10.1177/135822919600100303.
Full textAbstract:
This article seeks to examine the current state of the law on affirmative action in the United States and Canada. Drawing upon developments at both a statutory and constitutional level it considers to what extent the law permits or requires measures to alter the composition of institutions to make them more representative in terms of race or gender. Its primary focus is on employment. It argues that constitutional provisions and judicial interpretation in Canada has been more sympathetic to affirmative action measures, especially in the past decade. After surveying the early development of affirmative action law in the United States it focuses on recent developments, notably the Civil Rights Act of 1991 and recent Supreme Court decisions such as the Adarand v Pena case, to examine the extent to which the scope for affirmative action measures has been reduced. In Canada the article considers both Charter equality jurisprudence and statutory developments such as the Employment Equity Act of 1986. The article concludes by observing that the position remains complex but that there is scope for affirmative action measures in both jurisdictions, perhaps more so in Canada where such measures do not require a backward looking, compensatory rationale. It also suggests that such measures may now have become well established in the human resources strategies of large corporations in both jurisdictions, rendering their disappearance unlikely.
3
C. Jain, Harish, John J. Lawler, Bing Bai, and Eun Kyung Lee. "Effectiveness of Canada’s Employment Equity Legislation for Women (1997-2004): Implications for Policy Makers." Articles 65, no. 2 (August 31, 2010): 304–29. http://dx.doi.org/10.7202/044304ar.
Full textAbstract:
This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to female employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1997 to 2004. Women constitute the largest of the designated groups, so the effectiveness of the law could have major implications for the welfare of a significant proportion of the Canadian workforce. The most significant finding is that employment equity has increased over time, but at a diminishing rate. In fact, there may be something of a downturn in employment equity for women in the industries covered by the EEA. It is clear from our analysis that women employees in the companies covered by the EEA continue to be under-represented, especially in large companies. Monitoring and enforcement of employment equity in these firms by the Canadian Human Rights Commission (CHRC) needs to be undertaken and is essential, since it cannot be taken for granted that larger firms do well in employment equity, overall. Our results and analysis indicate that smaller firms had higher employment equity than larger firms. It may also be necessary for the CHRC to examine the particular occupational groups within larger companies where employment equity is either low or non-existent relative to the Census. The continuing underlying pattern of sex segregation has changed to only a limited extent. For instance, employment opportunities for women continue to be problematic (that is, senior managers, skilled crafts and trades workers) and will require continued and perhaps intensified efforts to resolve. There are large discrepancies between employment equity in primary (i.e., full-time, permanent jobs) and secondary (i.e., temporary and part-time jobs), with employment equity being much lower in the primary sector. Human Resources and Social Development Canada need to have active labour market policies to correct this imbalance.
4
Deveau, Jean Louis. "Workplace accommodation and audit-based evaluation process for compliance with the Employment Equity Act: inclusionary practices that exclude—an institutional ethnography." Canadian Journal of Sociology 36, no. 3 (July 30, 2011): 151–72. http://dx.doi.org/10.29173/cjs10479.
Full textAbstract:
Matt kept the operable window in his office open all the time because he needed unlimited access to fresh air. This was terminated after a Heating, Ventilation, and Air Conditioning system was installed in his Government of Canada office building. After Matt’s access to fresh air became mechanically controlled through extra-locally developed air quality standards, the workplace became a barrier for him. Matt was deemed to suffer from a disability known as environmental sensitivity because he became ill every time he spent more than 45 minutes inside his office building. Yet, according to a textually-mediated assessment of Matt’s workplace performed by a Compliance Review Officer from the Canadian Human Rights Commission, his workplace was barrier-free. Using Dorothy E. Smith’s institutional ethnography, this paper explicates how the social organization of workplace accommodation and compliance—processes that were developed to promote inclusion—are exclusionary.
5
Kanter, Arlene S. "A Comparative View of Equality Under the UN Convention on the Rights of PERSONS with Disabilities and the Disability Laws of the United States and Canada." Windsor Yearbook of Access to Justice 32, no. 2 (October 1, 2015): 65. http://dx.doi.org/10.22329/wyaj.v32i2.4682.
Full textAbstract:
In 2006, the United Nations adopted the Convention on the Rights of Persons with Disabilities [CRPD], the first international treaty addressing specifically the rights of people with disabilities, including in the workplace. The purpose of the CRPD is “to promote, protect and ensure the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity....” The CRPD has been ratified by 160 countries, including Canada, but not yet by the United States. Article 27 of the CRPD, entitled Work and Employment, prohibits not only discrimination against people with disabilities in employment, but also the right of people with disabilities to reasonable accommodations, equal remuneration for work of equal value, safe and healthy working conditions, assistance in finding, obtaining, maintaining and returning to employment, rehabilitation, job retention and return-to-work programmes, as well as affirmative action programmes, incentives and other measures to promote equal employment opportunities. As compared to the Americans with Disabilities Act and the Canadian Charter, the CRPD, therefore, goes beyond prohibiting discrimination and instead seeks to ensure greater substantive equality for people with disabilities in the workplace. As such, the author proposes that both US and Canadian legislatures and courts should look to the CRPD to help their respective countries move beyond traditional notions of formal equality towards a new right to substantive equality in the workplace for people with disabilities.En 2006, les Nations Unies ont adopté la Convention relative aux droits des personnes handicapées [CDPH], le premier traité international portant explicitement sur les droits des personnes handicapées, y compris les droits dans le milieu de travail. La CDPH a pour objet de « promouvoir, protéger et assurer la pleine et égale jouissance de tous les droits de l’homme et de toutes les libertés fondamentales par les personnes handicapées et de promouvoir le respect de leur dignité intrinsèque […] ». La CDPH a été ratifiée par 160 pays, dont le Canada, mais les États-Unis ne l’ont pas encore ratifiée. En plus d’interdire la discrimination fondée sur le handicap dans tout ce qui a trait à l’emploi, l’article 27 de la CDPH, intitulé « Travail et emploi », protège le droit des personnes handicapées de bénéficier d’aménagements raisonnables, de l’égalité de rémunération à travail égal ainsi que de la sécurité et de l’hygiène sur les lieux de travail, le droit d’obtenir de l’aide liée à la recherche et à l’obtention d’un emploi, au maintien dans l’emploi et au retour à l’emploi, l’accès à des programmes de réadaptation, de maintien dans l’emploi, de retour à l’emploi et d’action positive, de même que l’accès à des incitations et à d’autres mesures visant à promouvoir l’égalité des chances dans l’emploi. En conséquence, comparativement à l’Americans with Disabilities Act et à la Charte canadienne, la CDPH va plus loin qu’interdire la discrimination et vise à assurer une plus grande égalité réelle pour les personnes handicapées dans le milieu de travail. C’est pourquoi l’auteur propose que les assemblées législatives et les tribunaux des États-Unis et du Canada examinent la CDPH afin d’aider les instances décisionnelles de leurs pays respectifs à dépasser les notions traditionnelles de l’égalité formelle et à promouvoir un nouveau droit à l’égalité réelle dans le milieu de travail pour les personnes handicapées.
6
Odendaal, Barend Röges. "Employment Equity." International Journal for Innovation Education and Research 1, no. 4 (December 31, 2013): 69–83. http://dx.doi.org/10.31686/ijier.vol1.iss4.127.
Full textAbstract:
The Employment Equity Act, 1998, Act 55 of 1998 was created in order to bring about a paradigm shift in South Africa’s labour relations, transforming it into a system based on equality. This change in the political life of all South Africans has brought about huge challenges to employers and employees alike. Seen as a threat to some, others view it as a positive beacon. If the Act was correctly implemented, South Africa will be heading towards a better competitive market and the workforce should be equally representative of the population. This paper aims to illustrate whether the Act has achieved its goals over the past 13 years by means of analysis and assessment of reports and statistical reviews. An overview is offered in the form of a literature review of the Act and defining the current legislation thereof in conjunction with management theory. The paper challenges the perceptions of all South Africans and finding possible solutions to areas in which the Act has failed. The paper further proposes action steps for the effective implementation of the legislation and for the process to follow to ensure that is fair in the sense that all employees can compete on equal terms.
7
Donguiz, Renebeth G. "The Perspective Of The Cordilleran People On The Political, Economic And Socio-Cultural Advantages Of Federalism." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 1481–95. http://dx.doi.org/10.17762/turcomat.v12i4.1388.
Full textAbstract:
The government's ideal focus is to prioritize the citizenry's welfare when they intend to implement governance changes. This would include sustainable political, social, and economic development. In terms of political development, the officials must have a robust value system that motivates them to pursue equality, peace, justice, and overall development and implement policies against hostility and abuse. In terms of social development, the country must pursue the advancement of education, health, culture, information, and the environment. In terms of economic, the government must promote trade, employment, investment, infrastructure, technology, and inclusive growth. And Federalism is recently perceived in the Philippines as an ideal form of governance to eliminate dissidence in the country.
Federalism is being scrutinized in the Philippines since it has advantages, as observed among first-world countries like the USA, Australia, and Canada and developing countries like Mexico, India, and Brazil. Among these advantages include political advantages in which the regions or states could act independently in constitutionally drawn governance areas. Several social and economic drivers include technology, employment, and efficient use of resources pressing the government to change governance. These would require the regions or states to immediately cope with changes that confront them without relying on the government's bureaucratic system. In this manner, the government becomes closer to the constituents, allowing them to govern themselves, rule based on their own beliefs, culture, and joint problems, and pursue their advancement. For example, the states could issue licenses, provide for public health, conduct elections and form local governments, and look after intra-state trade (Tayeb, 2016).
This paper aims to measure the level of agreement of the constituents in the Cordillera Administrative Region (CAR) on the political, social, and economic advantages of Federalism. Moreover, this paper provides theoretical contributions on Federalism since there has been limited literature on Federalism in the Philippines. The study would also provide empirical evidence and findings on Federalism's advantages, particularly in the case of the Cordillera Administrative Region.
8
Daigle, Scott R., Sung Choe, Lynn Quek, Courtney D. DiNardo, Anthony Stein, Eytan M. Stein, Amir T. Fathi, et al. "High Rate of IDH1 Mutation Clearance and Measurable Residual Disease Negativity in Patients with IDH1-Mutant Newly Diagnosed Acute Myeloid Leukemia Treated with Ivosidenib (AG-120) and Azacitidine." Blood 134, Supplement_1 (November 13, 2019): 2706. http://dx.doi.org/10.1182/blood-2019-122590.
Full textAbstract:
Background: Somatic mutations in isocitrate dehydrogenase 1 (IDH1) are reported in 6-10% of patients (pts) with acute myeloid leukemia (AML). Ivosidenib (IVO; AG-120) is an oral, potent, targeted inhibitor of mutant IDH1 (mIDH1) approved for treatment of mIDH1 relapsed/refractory AML, and newly diagnosed (ND) AML ineligible for intensive chemotherapy (IC). Here we report the genetic mutation and multiparameter flow analyses on longitudinal samples collected from pts receiving IVO + azacitidine (AZA) in the phase 1b portion of the ongoing phase 1b/2 study of mIDH1/2 inhibitors + AZA in pts with IC-ineligible ND AML (NCT02677922). Methods: Pts received oral IVO 500 mg daily continuously and subcutaneous AZA 75 mg/m2 on Days 1-7 in 28-day cycles. The secondary efficacy endpoint of complete remission (CR) plus CR with partial hematologic recovery (CR+CRh) rate was sponsor derived, and CRh was defined as CR with absolute neutrophil count >0.5 × 109/L and platelets >50 × 109/L. Genomic DNA from baseline and longitudinal bone marrow (BMMCs) and peripheral blood mononuclear cells (PBMCs) were used for molecular studies. Co-occurring mutation profiling of 20/23 (14 CR/CRh) pts by targeted next-generation sequencing (NGS) using the ACE Extended Cancer Panel was performed, with 500× average target coverage for the full coding region of 1400 genes (detection limit 2%). mIDH1 variant allele frequency (VAF) for 23/23 (16 CR/CRh) pts was also tested by a highly sensitive BEAMing digital PCR assay (detection limit 0.02-0.04%). Multiparameter flow cytometry was conducted centrally on bone marrow aspirate from 14/23 (12 CR/CRh) pts (detection limit 1%). Fisher's exact test (two-sided) was applied for statistical analysis. Results: As of February 19, 2019, 23 pts received IVO+AZA (11 male; median age 76 years [range 61-88]). Median duration of treatment was 15.1 months (range 0.3-32.2); 10 pts remained on treatment as of the data cutoff. Overall response rate was 78% (18/23 pts): CR 61% (14/23), CR with incomplete hematologic or platelet recovery 9% (2/23), and morphologic leukemia-free state 9% (2/23). CR+CRh rate was 70% (16/23). The top 3 most frequently co-mutated genes at study entry were RUNX1 (7/20 pts, 35%), SRSF2 (7/20, 35%), and DNMT3A (4/20, 20%). Given the small sample size, no gene or pathway identified at baseline was statistically associated with clinical response or resistance. Interestingly, CR/CRh was achieved in ND AML pt populations who typically have a poor prognosis, or did not achieve a CR/CRh response to single-agent IVO therapy: 3/3 pts with poor risk karyotypes (local cytogenetics), 1/2 harboring TP53 mutations, and 3/5 with RTK pathway (KRAS, NRAS, PTPN11) mutations. Longitudinal mutation clearance (MC) of mIDH1 and the most frequent baseline co-mutations in CR/CRh and non-CR/CRh pts are summarized in the Table. IDH1-MC in BMMCs was observed in 13/14 (93%) CR/CRh pts by NGS and in 11/16 (69%) by digital PCR. Utilizing the 2-log more sensitive digital PCR assay specific to mIDH1, there was strong concordance in the mIDH1 VAF observed in BMMCs and PBMCs (Pearson correlation coefficient [r]=0.919) with 12/16 (75%) CR/CRh pts achieving MC in PBMCs, and 11/12 (92%) achieving MC in both BMMCs and PBMCs. These IDH1-MC rates are higher than those previously observed in IC-ineligible ND AML pts treated with single agent IVO (Roboz et al. ASCO 2019; NCT02074839). Similarly, in CR/CRh pts with available baseline co-mutation data by NGS, all mutations were cleared in 11/14 (79%) pts, apart from mutations in the "DTA" (DNMT3A/TET2/ASXL1) genes typically associated with clonal hematopoiesis. In contrast, mutations in the "DTA" genes were cleared in 2/5 (40%) CR/CRh pts. Orthogonal evaluation of the depth of these remissions by flow cytometry found that 10/12 (83%) CR/CRh pts achieved measurable residual disease (MRD) negativity. Conclusion: Combination of IVO+AZA in IC-ineligible ND AML leads to a high rate of clinical response with molecular remissions. The strong association between MC, clinical response, and flow cytometry MRD in this phase 1b study warrants further investigation of single gene mIDH1 VAF as a biomarker for monitoring response in pts with mIDH1 AML treated with IVO+AZA. Furthermore, the high concordance of mIDH1 VAF between BMMCs and PBMCs indicates that peripheral blood could be a surrogate tissue for monitoring mIDH1 VAF in these pts. Disclosures Daigle: Agios: Employment, Equity Ownership. Choe:Agios: Employment, Equity Ownership; Agios: Employment, Equity Ownership. Quek:Celgene: Research Funding, Speakers Bureau; Agios: Research Funding. DiNardo:jazz: Honoraria; syros: Honoraria; celgene: Consultancy, Honoraria; notable labs: Membership on an entity's Board of Directors or advisory committees; agios: Consultancy, Honoraria; medimmune: Honoraria; daiichi sankyo: Honoraria; abbvie: Consultancy, Honoraria. Stein:Stemline: Speakers Bureau; Amgen: Consultancy, Speakers Bureau; Celgene: Speakers Bureau. Stein:Daiichi Sankyo, Inc.: Membership on an entity's Board of Directors or advisory committees; Bioline: Membership on an entity's Board of Directors or advisory committees; Genentech: Membership on an entity's Board of Directors or advisory committees; Celgene Corporation: Membership on an entity's Board of Directors or advisory committees; Agios: Consultancy, Membership on an entity's Board of Directors or advisory committees; Astellas Pharma US, Inc: Membership on an entity's Board of Directors or advisory committees; Novartis: Membership on an entity's Board of Directors or advisory committees; PTC Therapeutics: Membership on an entity's Board of Directors or advisory committees; Syros: Membership on an entity's Board of Directors or advisory committees. Fathi:Agios, Astellas, Celgene, Daiichi Sankyo, Novartis, Takeda, Amphivena, Kite, Forty Seven,Trovagene, NewLink genetics, Jazz, Abbvie, and PTC Therapeutics: Consultancy; Amphivena, Kite, Jazz, NewLink Genetics,: Honoraria. Schuh:Jazz: Honoraria, Membership on an entity's Board of Directors or advisory committees; Pfizer: Honoraria, Membership on an entity's Board of Directors or advisory committees; Amgen: Honoraria, Membership on an entity's Board of Directors or advisory committees; Teva Canada Innovation: Honoraria, Membership on an entity's Board of Directors or advisory committees; Astellas: Honoraria, Membership on an entity's Board of Directors or advisory committees; Celgene: Honoraria, Membership on an entity's Board of Directors or advisory committees; Agios: Honoraria; AbbVie: Honoraria, Membership on an entity's Board of Directors or advisory committees. Kantarjian:Agios: Honoraria, Research Funding; Immunogen: Research Funding; Pfizer: Honoraria, Research Funding; Jazz Pharma: Research Funding; Daiichi-Sankyo: Research Funding; Cyclacel: Research Funding; BMS: Research Funding; Novartis: Research Funding; Amgen: Honoraria, Research Funding; AbbVie: Honoraria, Research Funding; Astex: Research Funding; Actinium: Honoraria, Membership on an entity's Board of Directors or advisory committees; Takeda: Honoraria; Ariad: Research Funding. Zhang:Agios: Employment, Equity Ownership; Agios: Employment, Equity Ownership. Winkler:Agios: Employment. Vyas:Celgene: Research Funding, Speakers Bureau; Novartis: Research Funding, Speakers Bureau; Pfizer: Speakers Bureau; Daiichi Sankyo: Speakers Bureau; Forty Seven, Inc.: Research Funding; Abbvie: Speakers Bureau; Astellas: Speakers Bureau. Wu:Agios: Employment, Equity Ownership. OffLabel Disclosure: Ivosidenib is an IDH1 inhibitor indicated for the treatment of AML with a susceptible IDH1 mutation as detected by an FDA-approved test in: 1) adult patients with newly-diagnosed AML who are more than 75 years old or who have comorbidities that preclude use of intensive induction chemotherapy; 2) Adult patients with relapsed or refractory AML. It is being investigated in clinical trials in combination with azacitidine in patients with IDH1-mutant newly diagnosed AML.
9
Leck, Joanne D., and David M. Saunders. "Canada's Employment Equity Act: Effects on employee selection." Population Research and Policy Review 11, no. 1 (1992): 21–49. http://dx.doi.org/10.1007/bf00136393.
Full text
10
Lum, Janet M. "The federal Employment Equity Act: goals vs. implementation." Canadian Public Administration/Administration publique du Canada 38, no. 1 (March 1995): 45–76. http://dx.doi.org/10.1111/j.1754-7121.1995.tb01129.x.
Full textDissertations / Theses on the topic "Canada. Employment Equity Act"
1
Voyageur, Cora Jane. "Employment equity and Aboriginal people in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/nq23086.pdf.
Full text
2
Chabursky, Lubomyr. "A critical examination of the Employment Equity Act /." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=60698.
Full textAbstract:
The Employment Equity Act obliges employers to undertake affirmative action to combat employment discrimination. On October 31st, 1991, a Parliamentary Committee was appointed to review the EEA and make recommendations for its improvement. This thesis assesses the EEA within the historical context of discrimination remedies. The thesis argues that the solution to systemic discrimination in employment cannot consist merely of measures that increase the representation of minorities in the workplace. Rather, the solution must also include measures designed to change traditional attitudes and stereotypes about the employment of minority groups, whether these attitudes take the from of prejudice, paternalism, or inhibitions. A change in attitudes among employers will also help to eliminate apparently neutral employment policies and practices that nevertheless have an adverse effect on the opportunities of women and minorities. The EEA incorporates aspects of all three strategies in a hands-off approach that invites employers to become equal partners in the quest to overcome discrimination in the work place.
3
Leck, Joanne. "Employment equity programs in Canada's federal jurisdiction." Thesis, McGill University, 1991. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=70313.
Full textAbstract:
Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire and promote a representative number of designated group members (especially non-minority women and members of visible minorities). Implications for practitioners and policy makers are discussed.
4
Mgcodo, Yolanda Thandile. "Affirmative action in terms of the Empolyment Equity Act." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/356.
Full textAbstract:
The term affirmative action originated in the United States some 30 years ago to describe a process of liberating minority groups. The objective of affirmative action within an organisational context, is to democratise the workplace by enabling members of previously disadvantaged groups to progress higher up the ranks of the corporate world. The affirmative action drive only took off in South Africa when it became part of the democratisation process and the focus was directed towards liberating the historically disadvantaged black majority. Prior to 1994, the reasons for implementing affirmative action programmes were largely political because of the race-based discrimination. Historically disadvantaged people were a minority in senior positions, the reason being that although the blacks were given a chance to compete with their white counterparts, due to their poor education standards and lack of experience only a few was appointed. The Employment Equity Act 55 of 1998 aims to correct the demographic imbalances in the nation’s workforce by compelling employers to remove barriers to advancement of blacks, coloureds, Indians, women and disabled, and actively to advance them in all categories of employment by affirmative action. The Employment Equity Act consists of two main sections. The first replaces and refines the prohibition on unfair discrimination in item 2(1)(a) of Schedule 7 of the Labour Relations Act. The second aspect deals with imposing a duty to the employers to adopt affirmative action programmes. The Employment Equity Act places a positive obligation on all employers “to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice”. Where unfair discrimination is alleged, the onus of proving that discrimination is fair, or practice is not discriminatory at all, rests upon the employer. Disputes about unfair discrimination must be referred to the CCMA, and if not settled by conciliation, to the Labour Court, which has the power to order compensation or the payment iv of damages, or to direct the employer to take steps to prevent the same unfair discrimination or similar practice occurring in the future in respect of other employees. The second section of the Employment Equity Act deals with the imposition of the duty to designated employers to adopt affirmative action programmes. All employers with more than 50 employees, or which have annual turnovers equal to or above the annual turnovers for small businesses of their class, municipalities, organs of state, and those designated as such by collective agreement, must implement affirmative action measures for people from designated groups. This entails consulting with employers, conducting an analysis of employment policies, practices, procedures and the working environment to identify barriers, drawing up employment equity plans and reporting thereafter to the Director-General of the Department of Labour on progress made in implementing the plan. Any employee may bring alleged contraventions of the Act to the attention of the employer, another employee, or any trade union, workplace forum, labour inspector or the Director- General of the Employment Equity Commission. Labour inspectors appointed under the Basic Conditions of Employment Act may enter and inspect employer’s properties and documents, and are responsible for ensuring that the employer has consulted with employees as required, conducted the pre-equity plan analysis prepared its plan and is implementing it, submitted and published its reports, set up the necessary managerial infrastructure, and informed its employees of progress. Should employers be found not to have complied with these requirements, labour inspectors must request a written undertaking that they will do so. If an employer fails to give such an undertaking, the labour inspector can issue a compliance order setting out inter alia what steps the employer must take and when, and the maximum fine, if any, that can be imposed if the employer fails to comply. If the employer does not pay attention to the compliance order within the prescribed period, the Director-General may apply to have it made an order of the Labour Court. The Director-General may also conduct independent ad hoc reviews of selected designated employers. Failure by an employer to comply with the provision of the Act lead to the employer being liable for the contravention of the Act.
5
Adkins, Jennifer Nora. "The impact of the employment equity legislation on federally regulated organizations in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ38519.pdf.
Full text
6
Koenane, Nonhlanhla Alice. "An evaluation of the employment equity act at uThungulu District hospitals for people with disabilities." Thesis, University of Zululand, 2017. http://hdl.handle.net/10530/1681.
Full textAbstract:
A thesis submitted to the Faculty of Arts in partial fulfillment of the requirements for the Degree of Master Of Administration in the Department of Psychology at the University of Zululand, 2017Equality is a constitutional provision which grants some people with disabilities opportunities of employment. The law that effects the constitutional provision is the Employment Equity Act (1998) where affirmative action measures are prescribed and to be implemented by designated employers. Many years have passed since the promulgation of the equity legislation in South Africa it is therefore justifiable to evaluate its implementation practices. In line with the central argument, the aim of this study was to evaluate the implementation of Employment Equity Act at UThungulu District Hospitals for people with disabilities. Findings revealed that the implementation of Employment Equity Act in public hospitals is self-contradictory; that is, hospitals are thriving to obtain and retain health professionals with the skills that will assist in combatting diseases whereas people with disabilities are characterised by the low levels of literacy. The implementation of the Occupation Specific Dispensation (OSD) in the public health system is an indication of the nature of skills that are a priority in public hospitals. In line with the transformation agenda, positions that do not require high levels of literacy such as cleaning, security, catering and laundry were outsourced thus decreasing opportunities of people with disabilities to be employed. On the other side of the continuum, penalties imposed by the National Department of Labour for failing to submit Employment Equity Plan against the set quota in the public service confirms that the equity legislation was not contextualised in the South African setting during its formulation phase. Budgetary constraints were reported to be one of the contributing factors for the lack of implementing the equity legislation. However, presence of misappropriation of funds and corruption were reported to be some of the major causes of lack of policy implementation in the public service. The results revealed that district hospitals are not ready to socially and economically integrate people with disabilities based on lack of official accommodation, outsourcing of jobs where people with disabilities can be gainfully employed, lack funds to transform the physical environment and the conflicting priorities of the health sector that seeks to prioritise the employment of health professionals with scarce skills in order to combat diseases.
7
Berry, David Michael. "An evaluation of mentoring to develop a strategy for facilitating the objectives of the Employment Equity Act (Act 55 of 1998)." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/127.
Full textAbstract:
The research problem in this study was to identify what mentoring strategies organisations can use to facilitate the objectives of the Employment Equity Act (Act 55 of 1998). To achieve this objective a nine-phase theoretical model for organisational mentoring was presented. The presentation of the theoretical model consisted of the following three sub-processes: -The first consisted of a survey of literature related to the development of the Employment Equity Act (Act 55 of 1998) and the implications of the Act for organisations: The second comprised surveying the literature dealing specifically with the impact of mentoring programmes on career development, organisational success and career satisfaction, particularly in terms of employees from designated groups; The third surveyed the literature dealing with various mentoring strategies and models used by organisations for facilitating management development. The theoretical model served as a basis for drawing up a survey questionnaire to establish the extent to which individuals at different levels in the organisations agree with the theoretical model developed in the study. The survey questionnaire was sent to a random sample of individuals employed in the automobile industries of the Nelson Mandela Metropolitan Municipality and the Buffalo City Metropole. The empirical results obtained from the survey indicated a strong concurrence with the theoretical organisational mentoring model presented in the study. These results were included in the theoretical model, leading to the development of an integrated model for organisational mentoring. From the survey literature and the study it became evident that if organisations plan to introduce mentoring strategies that will contribute towards facilitating their employment equity objectives, it is necessary to ensure that a transformational culture exists. Many South African organisations are currently experiencing problems in recruiting, training and retaining individuals from designated groups. The introduction of a mentoring programme based on the integrated model for organisational mentoring cannot be considered as the sole strategy for alleviating these problems and for facilitating management development to achieve the objectives of the Employment Equity Act (Act 55 of 1998). However, when this programme is effectively managed and incorporated into the overall development programme of an organisation committed to transformation, the potential to ease these problems and achieve the objectives of the Employment Equity Act (Act 55 of 1998) is greatly enhanced.
8
Ring, Grant. "An investigation into the progress made towards achieving employment equity at Calsonic Kansei South Africa (PTY) Limited in terms of the Employment Equity Act no. 55 of 1998." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/104.
Full textAbstract:
The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances of the past as well as creating a workforce, which reflects the demographics of South Africa. The inequalities in employment patterns and practices with respect to access to employment, training, promotion and equitable remuneration especially for black people, women and people with disabilities are addressed in the said Act. The Employment Equity Act is quite specific about the minimum requirements of an organisation’s Employment Equity Plan, which make it easy to identify what progress is being made towards ending discrimination in the workplace. The minimum penalty for contravening the Employment Equity Act is R500 000 and the maximum is R900 000. The question arises as to whether South African organisations are merely implementing Employment Equity policies to adhere to the basic requirements and deadlines of the Act. Or, are these policies genuinely based on commitment to the principles of equality and equal opportunity for all in the workplace. Calsonic Kansei South Africa has put into place various training and succession plans, which will help to achieve the organizational goal of being more equitable in terms of the Employment Equity Act. Employment agency databases have also been analysed to determine the availability of suitably qualified Affirmative Action employees. In this paper the writer will investigate the progress that Calsonic Kansei South Africa has made towards achieving Employment Equity in relation to other organisations within the same industry.
9
Tlhatlosi, Mannete Martha. "Application of the Employment Equity Act and diversity in the mining industry / by Thlatlosi Mannete Martha." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4450.
Full textAbstract:
The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries.
The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part.
In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager.
The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%.
Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories.
The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
10
Pelletier, Lou Allan. "Accounting for the male-female earnings differential : results from the 1986 survey of consumer finances." Thesis, University of British Columbia, 1988. http://hdl.handle.net/2429/28264.
Full textAbstract:
This study seeks to explain the observed differences in the earnings of individual Canadians by sex. The study uses data from the micro data file of the 1986 Survey of Consumer Finances of individuals age 15 and over, with and without income. To a large extent, the study follows the examples presented in other Canadian studies conducted by Holmes (1974), Robb (1978), Gunderson (1980), Goyder (1981) and Ornstein (1983).
Employment earnings account for an overwhelming proportion of the total income received by individuals. Thus, the examination of the earnings differential attempts to address the root causes of many of the problems faced by nontraditional families. Canadian society is no longer largely composed of the traditional family with a working father and the homemaking mother. The growing number of dual-earner couples, single and childless adults, and households headed by women presents a difficult challenge for social policy. The male-female earnings disparity is a key component in exacerbating problems that include the availability of credit for women, the feminization of poverty, access to affordable and adequate housing, and adequate incomes for retirement. To effectively address the problems that have resulted from the interaction of greater female participation in the labour force and the formation of alternate household types, planners and policy makers need to address the root problem of sexual inequality in the labour force, and not solely the symptoms. In the context of changing family structure and the economic position of women, the focus of this study is to identify the size of the male-female earnings gap, and to determine the extent to which the earnings gap can be explained by personal, work and productivity-related characteristics. The impact of these factors are analyzed from two points of view. First, the impact of individual factors on the level of earnings are analyzed through a simple comparison of mean earnings of men and women across a variety of characteristics. Second, the influence of these factors on earnings, and the degree of inequality between the earnings of men and women, is analyzed using multiple linear regression analysis.
Regression analysis is used to estimate separate earnings equations for men and women. From the separate earnings equations, the wage gap can be partitioned into three parts, due to differences in (1) constant terms, (2) mean levels of the independent variables, and (3) the returns of the independent variables. Further, to assess the impact of occupational and industrial segregation on the earnings gap, a second set of earnings equations are calculated that do not include measures of occupational and industrial segregation.
The calculations of separate earnings equations for men and women, for the selected sample, produced an unadjusted earnings ratio of 0.66. After adjustments were made for the ten productivity and productivity-related factors considered in the analysis, including occupational and industrial distributions, the ratio increased to 0.79. This left an earnings gap of $5,985 (1985 dollars) that could not be assigned to any of the measured variables. While part of the unexplained residual may be explained by variables not included in the analysis, or by more careful measurement of existing variables, it seems likely that at least 20 percentage points of the earnings gap is attributable to "an amalgam of different forms of discrimination which, taken together, disadvantage women relative to men", (Denton and Hunter, 1982). Discrimination is defined as different returns in earnings for equal productivity characteristics, as given by the regression coefficients. Of the total earnings gap of 34 percent, approximately 60% of this is attributable to wage discrimination, and approximately 40% is due to differences in productivity-related characteristics
Occupational and industrial segregation account for a large proportion of the earnings gap. The adjusted earnings ratio, when occupational and industrial segregation are not considered endowments, is 0.69. Thus, the difference between the full-regression equation and the partial regression equation indicates that occupational and industrial segregation accounts for approximately 30% of the earnings gap.Applied Science, Faculty of
Community and Regional Planning (SCARP), School of
Graduate
Books on the topic "Canada. Employment Equity Act"
1
Canada. Employment and Immigration Canada (Commission). Employment Equity Branch. Employment Equity Act and reporting requirements. Ottawa]: Employment and Immigration Canada, 1986.
Find full text
2
Brooks, Olga Jacqueline. Educating for equity and the emergence of the Federal Employment Equity Act. Ottawa: National Library of Canada = Bibliothèque nationale du Canada, 1993.
Find full text
3
Canada. Dept. of Employment and Immigration. Employment Equity Act and reporting requirements. Ottawa: Employment and Immigration Canada, 1986.
Find full text
4
Branch, Canada Employment Equity. Consultations in preparation for the review of the Employment Equity Act. [Ottawa]: Employment and Immigration Canada, Employment Equity, 1991.
Find full text
5
Canadian Advisory Council on the Status of Women. Re-evaluating employment equity: A brief to the House of Commons Committee on the Review of the Employment Equity Act. Ottawa, Ont: Canadian Advisory Council on the Status of Women, 1992.
Find full text
6
Canada. Parliament. House of Commons. Special Committee on the Review of the Employment Equity Act., ed. Re-evaluating employment equity: A brief to the Special House of Commons Committee on the Review of the Employment Equity Act. Ottawa, Ont: Canadian Advisory Council on the Status of Women, 1992.
Find full text
7
Women, Canadian Advisory Council on the Status of. Re-evaluating employment equity: A brief to the Special House of Commons Committee on the Review of the Employment Equity Act. Ottawa, Ont: Canadian Advisory Council on the Status of Women, 1992.
Find full text
8
Commission, Canadian Human Rights. Framework for compliance audits under the Employment Equity Act: Audit process and statutory requirements. [Ottawa]: Canadian Human Rights Commission, 2007.
Find full text
9
Canada. Standing Committee on Human Resources Development and the Status of Persons with Disabilities. Review of the Employment Equity Act: Government of Canada rsponse to the 9th report of the Standing Committee on Human Resources. Ottawa: Standing Committee on Human Resources Development and the Status of Persons With Disibilities, 2002.
Find full text
10
Promoting equality in the Federal jurisdiction: Review of the Employment Equity Act : report of the Standing Committee on Human Resources Development and the Status of Persons with Disabilities. [Ottawa]: The Committee, 2002.
Find full textBook chapters on the topic "Canada. Employment Equity Act"
1
Hunt, Gerald, David Rayside, and Donn Short. "Chapter 7. The Equity Landscape for Sexual Minorities in Canada." In Employment Equity in Canada, 156–75. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-010.
Full text
2
Hughes, Patricia. "Chapter 8. Remedying the Experiences of Vulnerable Workers: Links with Employment Equity." In Employment Equity in Canada, 176–94. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-011.
Full text
3
Pilon, Allison. "Chapter 9. Employment Equity in the Federal Public Service: A Union Perspective." In Employment Equity in Canada, 195–216. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-012.
Full text
4
Cornish, Mary, Fay Faraday, and Jan Borowy. "Chapter 10. Securing Employment Equity by Enforcing Human Rights Laws." In Employment Equity in Canada, 217–41. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-013.
Full text
5
Stein, Michael Ashley. "Chapter 11. The Employment Equity Mandate of the United Nations Convention on the Rights of Persons with Disabilities: Some Preliminary Observations for Canada." In Employment Equity in Canada, 242–58. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-014.
Full text
6
Martin, Natasha. "Chapter 12. New Narratives, Same Old Problems: The Risk of Diversity-Centred Workplace Decision-Making in a “Post-Racial” America." In Employment Equity in Canada, 259–83. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-015.
Full text
7
Abella, Justice Rosalie Silberman. "Foreword." In Employment Equity in Canada, vii—viii. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-001.
Full text
8
Agócs, Carol. "Acknowledgments." In Employment Equity in Canada, ix—x. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-002.
Full text
9
Agócs, Carol. "Introduction. Perspectives on Employment Equity in Canada." In Employment Equity in Canada, 1–12. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-003.
Full text
10
Lynk, Michael. "Chapter 5. Employment Equity and Canada’s Aboriginal Peoples." In Employment Equity in Canada, 99–132. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442668515-008.
Full text