Affirmitive Action Essay, Research Paper
AFFIRMITIVE ACTION
In the Human Rights Act, Chapter 214 of the revised statutes, 1989, it states
that in recognition that human rights must be protected by the rule of law, this
Legislature affirms the principal that every person is free and equal in dignity and
rights without regard to race, religion, religious creed, colour, sex, physical or
mental disability or ethnic or national origin. Unfortunately though, sometimes this
law is not always abided by. Women, aboriginal people who are physically or
mentally challenged, and visible minorities have often been denied employment
equity, or equal employment opportunities due to discriminatory practices. These
groups should enjoy equal representative share of employment opportunities in all
occupations and at all levels.
An example of discrimination that denies equal opportunity is the practice of
allowing members of these four groups to advance within a company only to a
certain level. The company may appear to be equitable by including members of
these groups in management positions. However, the top executive positions are
still out of reach for members of these groups not because these people are not
qualified for the jobs, but because they are discriminated against. Legislation,
including the federal Employment Equity Act, exists to ensure employment equity.
Such legislation requires employers to report what proportion of their employees
belong to these four groups. Employers must then prove that all groups are equally
represented at all levels within their organizations.
Affirmative action promotes equality in the workplace in such areas as hiring,
training-apprenticeships, promotion, compensation, transfer, layoff, termination and
goals. It also promotes equal employment opportunities for those groups or
individuals who are disadvantaged due to race, religion, creed, colour, disability,
national or ethnic origin, sex, age or marital status. Affirmative action programs are
designed to improve the lot of people who have suffered as a result of past
discrimination.
By the year 2000, white males will likely account for only 15% of new
workers – 85% of new workers will consist of women, aboriginal people, physically
or mentally challenged people, and members of visible minorities. The number of
women and minorities has increased in many occupations because of affirmative
action programs. Some companies actually make a point of advertising that they are
Equal Opportunity Employers.
Application forms and advertisements for employment should not make any
inquiry that directly or indirectly expresses or invites any limitation, specification,
preference or information as to age, race, colour, religion, creed, sex, sexual
orientation, physical or mental disability, ethnic, national or aboriginal origin, family
or marital status, source of income, political beliefs, affiliation or activity. There is
provision for exemption if a bona fide qualification can be established. The burden
of proof lies with the employer, who should apply in writing to the Human Rights
Commission.
Some unacceptable pre-employment inquiries are:
-indicate whether Mr., Mrs., Miss. or Ms.
-any inquiry into gender
-any inquiry into sexual orientation
-any inquiry into pregnancy, childbirth or child bearing plans
-any inquiry as to the applicant s spouse
-request for photograph or the taking of photographs
-any inquiry into religious affiliation or customs