Employment Equity And Its Effect On Income Inequality

The issue of income inequality in the United States is complicated and does not have a definite answer. Income inequality can be measured in a few different ways. The first measurement for the income inequality in a country is to look at the percentages on households and group them into income categories, called distribution by income category. The second measurement for income inequality is called distribution by quintiles or fifths. This is when you divide the total number of people, households, families into five groups called quintiles to examine the percentage of total before tax income received by each quintile. Each quintile would then be ordered by income and households in the category.

Canadian workplaces today seem to be a fairly diverse place, with a blend of many religions, ethnicities, and genders present. However, although people preach affirmative action and melting pots in current times, many inequality and power issues still abound. One strikingly noticeable example is gender discrimination. Women in the workforce face many challenges like smaller wages, harassment, male privilege in hiring or promotions, and lack of support when pregnant or raising children. One half of the planet is women, and it can be assumed the same for Canada, but they still face judgment at work because they lack the authority to dispute against big corporations or even their male supervisor. It cannot be argued that

Employment Equity For the purposes of employment laws, businesses either fall under federal or provincial/territorial legislation, but not both. Federal employment equity legislation applies to, among others, employers with at least 100 or more employees and certain employers that bid on certain federal government goods or services contracts.

And this solution led to liberal immigration laws that admit 200,000 new immigrants to Canada each year. About 70 percent of recent immigrants to urban Canada are visible minorities; people of color make up nearly 50 percent of populations in Vancouver and Toronto and are the fastest growing communities in Canada’s eight largest cities (J. Y. Yee and G. C. Dumbrill, “Whiteout: looking for race in Canadian social work practice,” inMulticultural Social Work in Canada: Working With Diverse Ethno-Racial Communities, A. Al-Krenaw and J. R. Graham, Eds., pp. 98–121, Oxford University Press, Don Mills, Canada, 2003.) For instance, RBC Financial Group has ensured that 22% of their workforce is comprised of visible minorities (V. Dugale, “The changing color of Canada,” Our Times, vol. 25, no. 5, pp. 24–28, 2006.) Similarly, FedEx has a high proportion of visible minorities (almost 7%) in senior management positions. Its staff represents about 19 nationalities at its Mississauga, Ontario headquarters (R. Robin, “Delivering diversity,” Canadian Business, vol. 77, no. 7, p. 38, 2004.)

Clements. P. & Spinks, T. (2009) The Equal Opportunities Handbook: How to Recognise Diversity, Encourage Fairness and Promote Anti-discriminatory Practice London: Kogon Page ltd

It has been a long and hard journey in Canada to attain gender equality between men and women. Today, most people are unaware of the discrimination in workplaces, schools, and everyday life. Due to the Famous Five who lead the Persons Case that stated women as official persons, and many heroic individuals who lead the Women’s Suffrage Movement, women now have more opportunities than ever before. The Canadian Labour Movement has helped improve many citizens’ careers including those of women, protecting them from discrimination, violence, and harassment at work. Saskatchewan feminism has followed a similar path to Canada concerning women’s rights, most often categorized into three influential periods of time. The gender pay gap is the difference of money that men and women make, that is a crucial example of gender inequality. Gender stereotypes have limited the ability of men and women, judging them with false ideas through the media. All of these have played a major part of women’s rights and gender equality today.

This provision is monumental in Canadian history as it is a step in treating everyone as equal and attempting to prevent discrimination from occurring. The movement towards equality and legal backing to anti-discrimination lead to the creation of the duty to accommodate faced by businesses, school, other public entities, etc. The goal of accommodation is to ensure a level playing field to allow everyone to have equal opportunity as well as to uphold human rights. The goal of section 15 of the Charter and each jurisdictions equality guarantee is to ‘promote substantive equality and not just formal equality.’ Substantive equality requires a person’s differences and historical disadvantages to be taken into account.

Statistics Canada estimates racialized groups will make up a third of Canada’s population by 2031; that is one in every three Canadians (Block & Galabuzi, 2011). With a number being estimated like that, racial discrimination should have been ended a long time ago; that is 1/3 of our future society being discriminated against! Racial discrimination negatively impacted people all over the world, and this is unfortunately true for today as well. Race is based on what we can see; someone’s physical appearance. Inequality between the races become prevalent when people are being treated differently purely due to which race they identify with. Over the years, problems with races and inequality seemed to have decreased rapidly, but has it really? Racial inequality has become prevalent today unfortunately, and it is not being talked about. We are just letting this ‘slip through the cracks’ instead of fighting for the rights of true, unbiased, equality between the races. Although racial discrimination is a sad reality in both Canada and the United States, it is statistically worse (more prevalent) in the United States. This paper will explain the unemployment rates in Canada and the United States between men and women, ‘resume white-washing’, and the wage gap between men and women, and the wage gap between Caucasians and the Visible Minority. It will also explain how your skin colour could negatively affect you in your own career just because of others bias’, whether conscious or

The issues and events examined in these two essays provide a fair and thoughtful discussion of processes that have led to diminished workplace rights among the women and migrant and immigrant workers in Canada. The decisive role in the development of long-term strategies as wage solidarity, the operation

Does Racial Inequality Exist in Canada? Racial inequality is commonly associated with America, as Canada is perceived to be a more multicultural nation, and because there are more cultures Canada is perceived to be more tolerant towards racial and ethnic differences. However, this does not mean that Canada doesn’t have racial inequality. The racial inequality that takes place in Canada is more hidden, to preserve the view that Canada is tolerant towards racial differences.

Employment equity is employers proactively engaging in employment practices to increase the representation of all people and groups. Examples of groups that employment equity looks to represent include women, disabled, and minorities. Employment equity involves companies removing the barriers that may hinder and individual’s ability to be employed by a particular company. Employment equity involves company’s policies for training, retaining, and hiring or minorities and those who are underrepresented in the workplace. Canada has gone so far as to institute the Employment Equity Act which is a federal regulation that applies to all federally regulated industries. The Canadian law applies specifically to women, people with disabilities, aboriginal

Racial discrimination in the workplace has been a persistent theme in Canada’s history as well as present-day times. The occurrence of actions and attitudes that impose a sense of one being less equal than another on the basis of one’s race in Canada’s workplace inhibits both our nation’s ability to move forward as well as strengthen unification within our country. The belief in a more egalitarian society, where one’s race and ethnic background have little to no impact on employees (or potential employees) standings within the job market, would seemingly be reinforced by the majority of Canadians, who consistently show support for Canada’s multicultural identity. Couple that with the noticeable strides Canada has made in the past several

According to the OECD, the term inequality in the opposite of equity can be defined as evenness

Gender inequality has been a long part of Canada’s history with men being the dominant decision makers. Women have had to fight long hard battles and overcome numerous obstacles to prove themselves and demonstrate that they are equal to men and not inferior. Over the course of a century women have achieved suffrage and have become increasingly visible in the political and economic sectors. Despite all the achievements women have made barriers remain in effect leaving women at a social, economic and political disadvantage even in the twenty-first century. The primary obstacles in achieving gender equality are the noticeable absence of women in authoritative economic and political positions, unfair social stereotypes that are still

This assignment deals with the Employment Equity Act of 19 October 1998. It covers the workings of the act in terms of equity and affirmative action and how it was implemented in Defy Appliances Ltd in 1999. It also covers some of the obstacles and challenges that were experienced by the company; as well as its success in other companies in South Africa