The key distinction between the two laws is that the Canadian Human Rights Act merely prohibits discrimination, whereas the Employment Equity Act requires employers to engage in proactive measures to improve the employment opportunities of the four specific groups listed above.
What is the main purpose of the Employment Equity Act?
The Employment Equity Act is the law that promotes equity in the workplace, ensures that all employees receive equal opportunities and that employees are treated fairly by their employers. The law protects you from unfair treatment and any form of discrimination.
What is the purpose of the Canadian Human Rights Act?
The Canadian Human Rights Act of 1977 protects people in Canada from discrimination when they are employed by or receive services from the federal government, First Nations governments or private companies that are regulated by the federal government such as banks, trucking companies, broadcasters and …
What do the Canada Labour Code and the Canadian Human Rights Act have in common?
The Canadian Human Rights Act is a broad-reaching piece of legislation that prohibits discrimination on the basis of gender, race, ethnicity and other grounds. … Both the labour rights and responsibilities of employers and employees within federally regulated sectors fall under the Canada Labour Code.
What does the Employment Equity Act cover?
What is Employment Equity? The Employment Equity Act aims at eliminating systemic discrimination against designated group members and accommodate diversity. Four groups are specifically targeted by this legislation: Aboriginal people: includes Status Indians, Non-Status Indians, Inuit or Métis.
Who is excluded from the Employment Equity Act?
2.1 No person may unfairly discriminate, directly or indirectly, against an employee in any employment policy or practice, on one or more grounds including race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, …
What is the difference between employment equity and affirmative action?
EEO is giving everyone the same opportunity to thrive, while affirmative action is actively supporting those who’ve been consistently deprived of fair and equal treatment.
What is the difference between the Canadian Human Rights Act and the Ontario human rights Code?
Human rights law deal only with the right to be free from discrimination, while the Charter addresses a number of other human rights in addition to the right to equal treatment.
What are the four common features that define the Canadian human rights Model?
Today, the Charter guarantees fundamental freedoms (free expression, religion, association and peaceful assembly); democratic rights (such as participation in elections); mobility rights (which protect certain rights of citizens and permanent residents in Canada); legal rights; equality rights (such as gender equality …
What are the 11 grounds protected under the Canadian Human Rights Act?
The Canadian Act offers protection from discrimination on the following grounds: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and a conviction for which a pardon has been granted or a …
What are the 3 workers rights?
The Occupational Health and Safety Act entitles all employees to three fundamental rights: The right to know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others.
What is the purpose of the Ontario Human Rights Code?
The Code’s goal is to prevent discrimination and harassment because of race, sex, disability and age, to name a few of the 17 grounds. All other Ontario laws must agree with the Code. The Code was one of the first laws of its kind in Canada.
What are the 13 prohibited grounds of discrimination under the Canadian Human Rights Act?
3 (1) For all purposes of this Act, the prohibited grounds of discrimination are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been …
What is the difference between employment equity and pay equity?
FOR PAY EQUITY TO EXIST, MEN AND WOMEN IN OCCUPATIONS THAT RECEIVE THE SAME NUMBER OF POINTS SHOULD BE PAID THE SAME. … IN COMPARISON TO PAY EQUITY, WHICH ADDRESSES WAGE ISSUES ONLY, /// EMPLOYMENT EQUITY COVERS A RANGE OF EMPLOYMENT ISSUES SUCH AS RECRUITMENT, SELECTION, TRAINING, DEVELOPMENT, AND PROMOTION.
What does the Employment Equity Act require of employers?
Chapter 3 of the employment Equity act requires that employers take certain affirmative action measures to achieve employment Equity. Employers must analyse all employment policies, practices and procedures, and prepare a profile of their workforce in order to identify any problems relating to employment Equity.
What are the four designated groups that are protected in the Employment Equity Act?
Under the Employment Equity Act, the government is required to strive to meet representation levels, based on estimated workforce availability, for the four employment equity designated groups: women, Aboriginal peoples, persons with disabilities and members of visible minorities.