Professional Documents
Culture Documents
Employment
Equity/ Diversity
Case Study
The Peoples Bank of Quebec
Employment Accommodation:
Universal Accommodation: The process of identifying and eliminating
barriers for everyone. This can be done by modifying facilities, policies,
programs, procedures and practices, and ensuring that potential barriers
are identified and resolved before engaging in new corporate actions.
Refer to PBQs Employment Equity Policy for further information regarding
PBQs position on identifying and removing artificial and systemic barriers
to full employment.
Individual Accommodation: An adaptation or adjustment that may be
required to enable an employee to perform his or her essential job
responsibilities effectively. This may involve purchasing equipment,
changing some duties or hours of the employee, reassignment of the
employee, or provision of specific services such as providing attendant
care or sign language interpretation.
Protected Grounds: Under the Quebec Human Rights Code (the Code),
every person has the right to equal treatment with respect to employment
on the basis of: race, ancestry, place of origin, color, ethnic origin,
citizenship, creed, sex, sexual orientation, age, record of offences, marital
status, family status, or disability.
Undue Hardship: Refers to the extent to which an employer must attempt
to accommodate the needs of an employee on grounds protected under
the Quebec Human Rights Code.
Accommodation requires more than a minimal effort on the part of PBQ. As an
employer, PBQ must take all reasonable steps to see if an employee can be
accommodated in the workplace. However, there are limits on how much PBQ is
required to do in accommodating an employee. If PBQ can show that further
efforts to accommodate would create significant hardship for it as an employer,
PBQ has met its legal obligations.
The three factors under the Code that are considered in determining undue
hardship are: 1) cost of the accommodation, i.e., whether or not the cost
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References
http://wx.toronto.ca/intra/hr/policies.nsf/9fff29b7237299b385256729004b844b/1b217717b246f7c585256f020055886a?
OpenDocument
http://www.cdpdj.qc.ca/en/droits-de-la-personne/motifs/Pages/age.aspx
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Purpose
The main objectives of this policy are:
Application
This policy applies to all employees, including full-time, part-time, and temporary
employees, summer students and co-op placements, persons acting on behalf of
the organization (e.g. consultants, contractors), as well as individuals who apply
for employment with the Peoples Bank of Quebec.
Policy description
The Peoples Bank of Quebec demonstrates its commitment to equity and
diversity by providing a supportive work environment and corporate culture that
welcomes members of designated groups. This policy prohibits discrimination in
the workplace, in the provision of goods, services and the administration of
contracts as defined by human rights legislation.
The Quebec Human Rights Code prohibits discrimination on the basis of race,
ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, and sex,
record of offences, marital status, family status, handicap, and sexual
orientation. Under the Canadian Human Rights Act, it is against the law to
discriminate on the basis of race, sex, colour, age, national or ethnic origin,
religion, marital status, family status, disability, sexual orientation and a
pardoned criminal conviction.
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Discriminatory
Personal
Abuse of authority
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Visible minorities - are persons other than Aboriginal persons who are nonCaucasian in race or non-white in colour.
Bona fide occupational requirements are those requirements that:
The employer has adopted in good faith in the belief that they are
necessary to fulfil the purpose or goal
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Employees
Employees are responsible for:
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Summary
We have covered various aspects of the case in an attempt to be as detailed and
inclusive as possible with the material and details provided. However it still came
to our conclusion as we have presented throughout the case that:
1. A clear organization wide communication has not been established to
deliver the advantages of a diversified workforce
2. Managers are reluctant to hire minorities in fear of damaging team
performance
3. The Peoples Bank of Quebec are still very young in the HRMM (Level 1)
although they are federally regulated and are in need of complying and
handing it reports, plans, and targets to be achieved.
4. An evaluation process with clearly defined valid and reliable metrics is not
yet in place and this will affect the reporting aspect in HR auditing.
And this is why we have presented the below throughout the case in an attempt
to provide a strategic framework that will foster the beginning of a culture
shift to a better diversified workforce.
1. 3 Steps from the Employment Equity plan
a. Initial Communication to introduce the plan
b. Communicating the plan
c. Evaluating the plan
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