370:
occupations. In contrast, pay equity implicitly recognizes how difficult it is to integrate predominantly male occupations, and instead aims to increase the pay of predominantly female occupations. Employment equity addresses the situation of
Indigenous peoples, visible minorities, and people with disabilities, whereas pay equity addresses solely the dilemma that predominantly female occupations tend to be underpaid.
317:
physical disability." Subsection (2) states that "Subsection (1) does not preclude any law, program or activity that has as its object the amelioration of conditions of disadvantaged individuals or groups including those that are disadvantaged because of race, national or ethnic origin, colour, religion, sex, age or mental or physical disability."
228:, but rather is a non-legislated program that extends employment equity to organizations beyond the scope of the act that provide eligible goods and services to the federal government. The FCP states that suppliers of goods and services to the federal government (with some specified exceptions) must have an employment equity program in place.
316:
states in
Subsection (1) that, "Every individual is equal before and under the law and has the right to the equal protection and equal benefit of the law without discrimination and, in particular, without discrimination based on race, national or ethnic origin, colour, religion, sex, age or mental or
271:
Employment equity is surrounded with controversy, as has occurred with similar programs in the U.S. and other countries. Opponents of employment equity argue that it violates common-sense notions of fairness and equality. Economists
Cristina Echavarria and Mobinul Huq propose that employment equity
108:
The act requires that employers remove barriers to employment that disadvantage members of the four designated groups. Employers are required to institute positive policies for the hiring, training, retention, and promotion of members of the designated groups. Examples of positive policies include
293:
states that the equality provisions do "not preclude any law, program or activity that has as its object the amelioration of conditions of disadvantaged individuals or groups including those that are disadvantaged because of race, national or ethnic origin, colour, religion, sex, age or mental or
283:
Some argue that the act should have been stricter. Others have argued that employment equity should rely more on moral suasion rather than legal remedies. Among those who argue for strictness, the act has been criticized as an example of "soft-law", meaning token penalties combined with an overly
369:
One way of understanding the distinction between employment equity and pay equity (comparable worth) is to note that they take different approaches to dealing with the problem of predominantly female occupations being underpaid. Employment equity aims to increase the number of women in well-paid
288:
which prohibits discrimination on the basis of gender, race, ethnicity, and certain other grounds, since biasing hiring practices to prefer designated groups is necessarily discriminatory against non-designated groups. However, the equality section of the
Canadian Charter of Rights and Freedoms
141:
The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfillment of that goal, to correct the conditions of disadvantage in employment experienced by women, aboriginal
231:
Some provinces use the term "employment equity" in conjunction with their enforcement of provincial-level human rights legislation (for example, British
Columbia). The government of Quebec requires that employers show preference to people with disabilities, which could be considered a form of
208:
is federal legislation, and as such, applies only to a narrow group of industries that are federally regulated under the
Canadian constitution: banks, broadcasters, telecommunication companies, railroads, airlines, private businesses necessary to the operation of a federal act, maritime
284:
casual use of compliance statistics. Other researchers have argued for a more conciliatory approach based on self-regulation, employee participation, and appeals to employers’ sense of self-interest. Some have also contended that employment equity is in conflict with the
105:, and Indigenous peoples. (The actual legislation uses the now-obsolete term, "Aboriginal" peoples.) The act states that "employment equity means more than treating persons the same way but also requires special measures and the accommodation of differences".
142:
peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences.
129:", but decided not to use it because of the emotions and ill will surrounding affirmative action. In its place she created the term "employment equity" for the Canadian context. Abella's report later became the foundation of the
275:
On the other hand, proponents maintain that employment equity is necessary to amend historic wrongs and to ameliorate the economic differences among groups. A particular point of contention has been the category
354:
limits its coverage to the aforementioned four protected groups. In Canada, employment equity is a specific legal concept, and should not be used as a synonym for non-discrimination or workplace diversity.
232:
employment equity. However, while every province has human rights legislation to prohibit discrimination against women and various minorities, no province has a law that is an analogue to the federal
290:
366:, as a Canadian legal term, refers to the legal requirement that predominantly female occupations be paid the same as predominantly male occupations of equal importance within a given organization.
297:
In July 2010, controversy arose when a
Caucasian woman, Sara Landriault, was barred from applying for employment in a federal agency because she was not in a racial minority. This incident led
313:
101:), requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities,
213:, and corporations controlled by two or more provincial governments. Overall, federal employment equity legislation covers 10% of the Canadian workforce. Thus the scope of the
1089:
272:
be redesigned so that employers are required to remove barriers to men applying for female-dominated jobs, as well as barriers to women applying for male-dominated jobs.
528:
474:
109:
recruitment in
Indigenous communities, job advertisements in minority-language newspapers, or an apprentice program directed toward people with disabilities.
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deals with both private and public sector employers that are federally regulated, and is responsible for conducting audits of employers' compliance.
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245:
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requires employers to engage in proactive measures to improve the employment opportunities of the four specific groups listed above. Note that the
522:
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is quite limited, and the vast majority of employers, including nearly all retailers and manufacturing companies, fall outside its jurisdiction.
1118:
1176:
244:
Oversight of employment equity is shared among three federal government agencies. For private sector employers that are federally regulated,
808:
Mentzer, M. S.; Fizel, J. L. (1992). "Affirmative action and ethnic inequality in Canada: The impact of the
Employment Equity Act of 1986".
1035:
177:(the Indigenous people of the Arctic). The term "Indigenous" is now preferred, although the actual wording of the law uses "Aboriginal".
919:
Grundy, John; Miriam Smith (September 2010). "Evidence and equity: Struggles over federal employment equity policy in Canada, 1984–95".
263:
In addition to the above, Employment and Social
Development Canada is responsible for oversight of the Federal Contractors' Program.
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transportation companies, other transportation companies if inter-provincial in nature, uranium-related organizations, federal
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687:
Agocs, Carol (2002). "Canada's employment equity legislation and policy, 1987-2000: The gap between policy and practice".
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1181:
180:
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1005:
280:, which lumps together numerous ethnic groups, some of whom are affluent and some of whom are severely disadvantaged.
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253:
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The term "racialized persons" is now preferred, although the actual wording of the law uses "visible minorities".
322:
285:
954:
Falkenberg, L. E.; L. Boland (1997). "Eliminating the barriers to employment equity in the Canadian workplace".
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170:
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has long prohibited discrimination on the basis of gender, race, ethnicity, and certain other grounds. The
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102:
765:
Hum, D.; Simpson, W. (1 September 1999). "Wage opportunities for visible minorities in Canada".
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explicitly permits (but does not require) affirmative action type legislation. Subsection 2 of
1147:
Employment equity in federally regulated workplaces (Employment and Social Development Canada)
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837:"The relative earnings of visible minorities in Canada: New evidence from the 1996 census"
94:
1121:. Ontario Pay Equity Commission / Queen's Printer for Ontario. 2005-01-06. Archived from
404:
588:
Neal, Christopher (1982-09-02). "Major Firms Told to Draft Hiring Plans for Disabled".
302:
256:
oversees the administration of employment equity in the federal government itself. The
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991:
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Mentzer, M. S. (2002). "The Canadian experience with employment equity legislation".
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Burke, R. J.; Black, S. (1997). "Save the males: Backlash in organizations".
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of 1995. The purpose of the act, as stated in the legislation itself, is:
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726:"Visible minorities under the Canadian Employment Equity Act, 1987-1999"
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673:
853:
836:
742:
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173:(people of mixed Indigenous-French ancestry in western Canada), and
650:"Redesigning Employment Equity in Canada: The Need to Include Men"
248:
collects data from employers and conducts research related to the
174:
155:
designates four groups as the beneficiaries of employment equity:
1061:"Frequently Asked Questions About the Canadian Human Rights Act"
1006:"Frequently Asked Questions About the Canadian Human Rights Act"
1157:
Status of Women Canada (an agency of the Canadian government)
1156:
1161:
564:
314:
Section 15 of the Canadian Charter of Rights and Freedoms
334:. The key distinction between the two laws is that the
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of Canada, to announce a review of employment equity.
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The Canadian federal government also administers the
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65:
55:
50:
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445:Report of the Commission on Equality in Employment
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397:"Frequently Asked Questions on Employment Equity"
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422:
878:International Journal of Value-Based Management
495:Human Resources and Social Development Canada.
471:"Federally Regulated Businesses and Industries"
139:
117:The roots of employment equity are in the 1984
841:Relations Industrielles / Industrial Relations
358:Employment equity should not be confused with
346:protects a wider range of minorities (such as
529:Human Resources and Skills Development Canada
475:Human Resources and Skills Development Canada
338:merely prohibits discrimination, whereas the
165:Aboriginal peoples, a category consisting of
8:
87:, as defined in federal Canadian law by the
30:
1090:"Overview: Resolving Disputes: Pay Equity"
648:Echevarria, Cristina; Mobinul Huq (2001).
29:
852:
741:
362:, which is an entirely distinct concept.
309:Distinct from other human rights concepts
246:Employment and Social Development Canada
379:
330:continues to be in force alongside the
1036:"Tories take aim at employment equity"
835:Swidinsky, R.; Swidinsky, M. (2002).
350:and religious minorities), while the
27:Canadian law for equitable employment
7:
1162:Treasury Board of Canada Secretariat
428:Employment Equity Act (1995, c. 44)
99:Loi sur l’équité en matière d’emploi
1192:Affirmative action in North America
724:Jain, H. C.; Lawler, J. J. (2004).
46:An Act respecting employment equity
25:
690:International Journal of Manpower
1094:Canadian Human Rights Commission
1065:Canadian Human Rights Commission
1010:Canadian Human Rights Commission
933:10.1111/j.1754-7121.2011.00179.x
449:. Ottawa: Government of Canada.
403:. 27 August 2009. Archived from
401:Canadian Human Rights Commission
258:Canadian Human Rights Commission
125:. She considered a U.S. term, "
1042:. CTVglobemedia Publishing Inc
921:Canadian Public Administration
497:"Employment Equity Act Review"
133:of 1986, later amended as the
1:
224:(FCP). This is not under the
1177:Canadian federal legislation
1152:Federal Contractors' Program
1096:. 2008-04-08. Archived from
1067:. 2008-07-25. Archived from
1040:The Globe and Mail (Toronto)
1012:. 2008-07-25. Archived from
592:. Southam Inc. pp. D12.
524:Federal Contractors' Program
222:Federal Contractors' Program
181:Indigenous peoples in Canada
1034:Friesen, Joe (2010-07-22).
430:Act current to May 28, 2024
77:Status: Current legislation
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956:Journal of Business Ethics
606:Journal of Business Ethics
254:Treasury Board Secretariat
190:
178:
703:10.1108/01437720210432220
344:Canadian Human Rights Act
336:Canadian Human Rights Act
328:Canadian Human Rights Act
323:Canadian Human Rights Act
286:Canadian Human Rights Act
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1197:Discrimination in Canada
563:Tribunal, Human Rights.
301:, then president of the
162:People with disabilities
968:10.1023/A:1017995522325
890:10.1023/A:1013021402597
730:Relations Industrielles
619:10.1023/A:1017991421416
565:"Human Rights Tribunal"
1187:Human rights in Canada
767:Canadian Public Policy
654:Canadian Public Policy
590:The Gazette (Montreal)
441:Abella, R. S. (1984).
294:physical disability."
169:, Non-status Indians,
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98:
352:Employment Equity Act
340:Employment Equity Act
332:Employment Equity Act
250:Employment Equity Act
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226:Employment Equity Act
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206:Employment Equity Act
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135:Employment Equity Act
131:Employment Equity Act
90:Employment Equity Act
31:Employment Equity Act
18:Employment Equity Act
1202:Employment in Canada
407:on 27 September 2007
240:Regulatory oversight
1182:Canadian labour law
121:, chaired by Judge
32:
1119:"About Pay Equity"
278:visible minorities
211:crown corporations
187:Visible minorities
127:affirmative action
103:visible minorities
348:sexual minorities
147:Designated groups
119:Abella commission
85:Employment equity
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61:December 15, 1995
36:Act of Parliament
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1075:2010-04-14
1046:2010-08-04
1020:2017-10-07
574:2019-07-17
549:2009-08-07
481:2010-04-14
374:References
364:Pay equity
360:pay equity
291:Section 15
42:Long title
992:189899544
976:0167-4544
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863:0034-379X
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175:Inuit
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159:Women
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