41) Saleem a new immigrant with a master's degree in : 1404246
41) Saleem is a new immigrant with a master's degree in management. Despite his qualifications, Saleem has worked as a clerk in the shipping department of a company for the last year. This is an example of:
A) indirect discrimination.
B) occupational segregation.
C) a BFOR.
42) Employment equity legislation aims to:
A) remove employment barriers and promote equality for the women, visible minorities, aboriginal people and persons with disabilities.
B) request employers under federal and provincial jurisdiction to have a better representation of the designated groups at all levels within the organization.
C) bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force.
D) request employers under provincial jurisdiction to have a better representation of the designated groups at all levels within the organization.
E) remedy discrimination on the basis of gender, race, and disability.
43) An employment equity program is designed to:
A) achieve a balanced representation of designated group members.
B) increase representation of men in corporate board.
C) reduce effects of a poisoned environment.
D) reduce harassment and related complaints.
E) increase occupational segregation.
44) For an employment equity program to be successful:
A) an employment equity policy statement should be filed in the company's HR policies and procedures manual.
B) an employment equity committee should be given ultimate authority.
C) senior management should be responsible for the implementation process.
D) a senior official should be appointed with the authority to discipline those failing to comply.
E) a written policy endorsed by senior management and posted throughout the organization or distributed to every employee, is an essential first step.
45) The term that applies to data-tracking designated group members by employment transactions and outcomes is:
A) transactional analysis.
B) an employment systems review.
C) utilization data.
D) stock data.
E) flow data.
46) Steps in the employment equity process typically include:
A) obtaining senior-management commitment and support; data collection; employment systems review; training; and follow-up.
B) obtaining senior-management commitment and support; data collection and analysis; employment systems review; and diversity training.
C) obtaining senior-management commitment and support; employment systems review; implementation; and follow up.
D) obtaining senior-management commitment and support; data collection and analysis; employment systems review; plan development; implementation; and monitoring.
E) obtaining senior-management commitment and support; employment systems review; diversity training; and systems review.
47) Comparison data must also be collected on the number of designated group members available in the labour markets from which the organization recruits. This data may be obtained from:
A) workers compensation boards.
B) provincial legislatures.
C) Statistics Canada and women's directorates.
D) women's directorates.
E) Statistics Canada.
48) The comparison of an employer's internal work force profile with external work force availability data is known as:
A) a transactional analysis.
B) flow data.
C) stock data.
D) an employment systems review.
E) a utilization analysis.
49) A bank is collecting the following information for an employment equity program: number of designated group members that have applied for jobs with the firm, been interviewed, been hired and given opportunities for training, promotions and terminations. What type of data is this organization collecting?
A) utility analysis data
B) stock data
C) statistical data
D) internal data
E) flow data
50) Employment systems typically reviewed during an employment equity audit include:
A) stock data and flow data.
B) regression charts.
C) profitability analysis.
D) employee opinion survey.
E) examination of internal policies and procedures.