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Employment equity (Canada)
Employment equity, as defined in Canadian law by the Employment Equity Act, requires employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, Aboriginal peoples, and visible minorities. The Act states that "employment equity means more than treating persons the same way but also requires special measures and the accommodation of differences."〔Employment Equity Act (1995, c. 44) (Act current to April 16th, 2010 )〕
The Act requires that employers remove barriers to employment that disadvantage members of the four designated groups. The term reasonable accommodation is often used for the removal of such barriers to employment. Examples of employment barriers are wheelchair inaccessible buildings, or practices that make members of a designated group uncomfortable, such as holding management meetings in strip clubs. Employers are also required to institute positive policies for the hiring, training, retention, and promotion of members of the designated groups. Examples of positive policies include recruitment in Aboriginal communities, job advertisements in a Chinese-language newspaper, or an apprentice program directed toward people with disabilities
== History ==
The roots of employment equity are in the 1984 Abella Commission, chaired by Judge Rosalie Abella. She considered the US term, affirmative action, but decided not to use that term because of the emotions and ill will surrounding affirmative action. In its place she created the term “employment equity” for the Canadian context. Judge Abella’s report later became the foundation of the Employment Equity Act of 1986, later amended as the Employment Equity Act of 1995. The purpose of the Act, as stated in the legislation itself, is:
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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