Please answer according to the ACT in your country, give few example of prohibited ground of discrimination.
The duty to accommodate has limits. Sometimes accommodation is not possible because it would cause an organization undue hardship.
How to balance between prohibited grounds of human rights code and specification based on a BONA FIDE Occupational Requirement (BFOR). Saving Changes...
Well a good example is the ant-free speech laws they brought into Australia (almost as bad as Canada, sorry Canada), where people cannot say what they want, and when they want, provided it does not physically harm anyone or incite violence. This effects the management of employees in very obvious ways. I think restriction of speech is discrimination of expression, and should be in violation of human rights. Saving Changes...
Rajeev SharmaPrincipal Consultant | Strategy, EA CoE | Digital Transformation, AI and Gen-AI| Tech MahindraGurgaon, Haryana, India
Formally discrimination doesn't happen in our industry (ICT) in this part of the world, also Govt formulated rules (ACT) majorly get followed.
However unaccounted subjective incident may encounter (exceptionally) - based on gender stereotype or individual thought process of analyzing performance/payout/opportunity....etc. (can't be treated as ACT violation). even if such incidences come on surface generally condemn by majority. Saving Changes...
In Canada, you cannot discriminate from a hiring perspective based on disability, gender, sexual orientation, religion or political alignment (just to name a few).
As a specific example, in Ontario, we have the 2005 Accessibility for Ontarians with Disabilities Act which requires employers to provide necessary accommodations such that physical environments won't pose a barrier to an otherwise qualified individual from doing a job.
In most cases, such requirements will be part of the scope of a project or will be part of the EEFs influencing a project. In projectized environments with a PM acting as a hiring manager, they will need to adhere to the policies & standards within their organization and geographic location.
Thank you all for your input, Sante I think we have similarities in the Monarchy as we all share the Queen Elizabeth, Kiron Thanks for your contribution I know all the 13 -16 prohibited grounds depends on the province you live in, I am more concern to know the impact of the ACT on HR managing the employee. the disability access you mention is a good point as to the duty to accommodate now even we have gone farther in my organization by providing a WC (water closet) or you may call it washroom, bathroom, restroom, Latrine with marking for non gender specific to be used by third gender i.e. transgender.
However, I would appreciate if you can shed some more light on the impact.
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2 replies by Kiron Bondale and Sante Delle-Vergini, PhD
Jan 30, 2018 3:26 PM
Kiron Bondale
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Riyadh -
in most cases, the impacts will be to the organization as a whole with the responsibility primarily falling on HR, facilities management and the hiring/people manager.
Where this can become a significant short-term impact is for small companies who had avoided adhering to such requirements that are in a growth mode or larger multi-site companies with significant real estate presence.
For PMs, the main impacts as I suggested would be additional non-functional requirements which need to be met for certain types of products or services and heightened EQ, empathy and awareness when staffing roles and team building.
Kiron
Jan 31, 2018 12:43 AM
Sante Delle-Vergini, PhD
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Well Riyadh, the world has become a crazy place. Hard to comment since it is such a political hot potato. Let's just say we can only hope that the madness imposed through some legislation is...corrected.
Thank you all for your input, Sante I think we have similarities in the Monarchy as we all share the Queen Elizabeth, Kiron Thanks for your contribution I know all the 13 -16 prohibited grounds depends on the province you live in, I am more concern to know the impact of the ACT on HR managing the employee. the disability access you mention is a good point as to the duty to accommodate now even we have gone farther in my organization by providing a WC (water closet) or you may call it washroom, bathroom, restroom, Latrine with marking for non gender specific to be used by third gender i.e. transgender.
However, I would appreciate if you can shed some more light on the impact.
Riyadh -
in most cases, the impacts will be to the organization as a whole with the responsibility primarily falling on HR, facilities management and the hiring/people manager.
Where this can become a significant short-term impact is for small companies who had avoided adhering to such requirements that are in a growth mode or larger multi-site companies with significant real estate presence.
For PMs, the main impacts as I suggested would be additional non-functional requirements which need to be met for certain types of products or services and heightened EQ, empathy and awareness when staffing roles and team building.
in most cases, the impacts will be to the organization as a whole with the responsibility primarily falling on HR, facilities management and the hiring/people manager.
Where this can become a significant short-term impact is for small companies who had avoided adhering to such requirements that are in a growth mode or larger multi-site companies with significant real estate presence.
For PMs, the main impacts as I suggested would be additional non-functional requirements which need to be met for certain types of products or services and heightened EQ, empathy and awareness when staffing roles and team building.
Thank you all for your input, Sante I think we have similarities in the Monarchy as we all share the Queen Elizabeth, Kiron Thanks for your contribution I know all the 13 -16 prohibited grounds depends on the province you live in, I am more concern to know the impact of the ACT on HR managing the employee. the disability access you mention is a good point as to the duty to accommodate now even we have gone farther in my organization by providing a WC (water closet) or you may call it washroom, bathroom, restroom, Latrine with marking for non gender specific to be used by third gender i.e. transgender.
However, I would appreciate if you can shed some more light on the impact.
Well Riyadh, the world has become a crazy place. Hard to comment since it is such a political hot potato. Let's just say we can only hope that the madness imposed through some legislation is...corrected.
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1 reply by Riyadh Salih
Jan 31, 2018 1:00 AM
Riyadh Salih
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Yes Sante
Imagine you would be given a chance to change what legislation you want to remove from the ACT!
Well Riyadh, the world has become a crazy place. Hard to comment since it is such a political hot potato. Let's just say we can only hope that the madness imposed through some legislation is...corrected.
Yes Sante
Imagine you would be given a chance to change what legislation you want to remove from the ACT! Saving Changes...
