Employment Equity And Affirmative Action Case Study

1330 Words3 Pages

Employment equity and affirmative action are laws designed to aid people from the four designated groups to increase their representation in the work force, these four groups are: women, aboriginals, visible minorities, and people with disabilities. These laws are in place to ensure diversification of the workforce with people from different backgrounds and views. These laws were not created to give anyone from the designated groups an advantage in the hiring process but to remove any systematic barriers to the historically disadvantaged groups. These laws are not new and have been constantly changing over many years and there have always been misconceptions about them. Employment equity and affirmative action are not forms of discrimination, but often people misinterpret them to be reverse decimation when someone from the designated group gets a job or promotion over them. Before getting to the ethical issue, how these laws were formed and evolved is important in regards to why Employment Equity and Affirmative action are not reverse discrimination.
These laws were implemented for the first time around the 1970’s, both laws progressing in
The program introduced a one in five hiring goal for visible minorities to help diversify the workforce. Any complying company can receive funding for reaching the benchmark. The initiative eventually stops receiving money and was shut down because the benchmark goal was not achieved. To answer some of these diversity shortcomings, the Senate Standing Committee on Human Rights began to study the extent in which minorities were being discriminated against and how close they were to reaching their goals in 2004. A few years later they released their findings that employment equity was not where they wanted it to be and released recommendation on how employers could engage in more diverse practices in the

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