Employment Equity And Its Implications For Human Resources Management

1461 Words6 Pages
Anuja Indirakumar
Lecturer: Cathy Tadres
HRM701
3 December 2016
Employment Equity
Introduction
This paper will look into the topic of employment equity, by looking into the designated groups affected, as well as its implications for human resources management. Employment equity is employing designated groups that have been disadvantaged, without biases (Belcourt 90). These groups are “women, visible minorities, Aboriginal people, and persons with disabilities” (Belcourt 90). While we look at these four groups separately, we need to acknowledge that there is quite a bit of overlap within the categories. The more labels an individual has, the more disadvantaged they become. Employment equity interested me, as both of my parents are immigrants to Canada. Had this act not come into effect, I cannot imagine what other possibilities there would have been for their employment other than to start their own business, which has a certain amount of risk. Especially for my mother, who, being a woman, a minority, and a stay home mother up until recently, she would often question who would hire her at this age and after being out of the work force for so long. Just recently, she signed up with an agency and has started going for temporary work. The other reason is that around this time last year, I worked at Best Buy. After I was hired, a few weeks later, the store conducted an interview with an individual living with a disability and was hired. When I and other coworkers introduced
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