Employment Equity and Discrimination Quiz

What is direct discrimination?

• When an employer adopts a policy that indirectly affects a protected group.

• When an employer adopts a practice that, on its face, discriminates on a prohibited ground.

• When an employer adopts a policy for sound economic reasons.

• When an employer refuses to hire someone based on their skills.

What is employment equity?

• The practice of hiring only from protected groups.

• The elimination of discriminatory practices that prevent the entry or retention of members from designated groups in the workplace.

• The practice of promoting only women and minorities.

• The practice of hiring based on economic efficiency.

What are protected groups?

• Groups that are defined as “prohibited grounds” for discrimination under the Canadian Human Rights Act.

• Groups that are designated under the Employment Equity Act.

• Groups that are not allowed to work in certain industries.

• Groups that are protected by labor unions.

What is a bona fide occupational requirement (BFOR)?

• A requirement that a person must possess to perform the essential components of a job in a safe, efficient, and reliable manner.

• A requirement that a person must possess to be eligible for a promotion.

• A requirement that a person must possess to be considered for a job interview.

• A requirement that a person must possess to be part of a protected group.

What does "Sufficient risk" refer to in the context of a BFOR defence?

• The risk of financial loss to the employer.

• The risk of not meeting production targets.

• The risk that an occupational requirement discriminates against a protected group but is necessary for successful work performance.

• The risk of legal action against the employer.

What must an employer show to use the "Reasonable Alternative" defence related to BFOR?

• That the alternative is more cost-effective.

• That no reasonable or practical substitute exists for the discriminatory practice.

• That the alternative is preferred by the majority of employees.

• That the alternative is easier to implement.

What does "Accommodation" refer to in the context of employment practices?

• Providing housing for employees.

• Modifying employment practices to meet the needs of protected group members.

• Offering flexible working hours.

• Increasing employee salaries.

What is "Individual accommodation" in recent rulings?

• Providing individual offices for employees.

• Making it necessary for employers to accommodate candidates with disabilities, even if the person is the only one with that disability applying for the job.

• Offering personalized training programs.

• Allowing employees to work from home.

What does "Undue hardship" refer to?

• The financial burden of hiring new employees.

• The limit beyond which employers and service providers are not expected to accommodate a member of a protected group.

• The difficulty in training new employees.

• The challenge of meeting production deadlines.

What was the Employment Equity Act passed by the Canadian Parliament in 1986 created achieve in the workplace?

(a)