Terms and Definitions

Diversity refers to the presence of a wide range of human qualities and attributes within a group or an organization and extends beyond the four categories identified in the federal Employment Equity Act. The dimensions of diversity include, but are not limited to, age, gender, race, ethnicity, physical and intellectual ability, sexual orientation, educational background, talent, skill and experience. Diversity is seen as a positive valued concept indicating the richness that exists when people with a variety of backgrounds, orientations, skills and experiences participate in and contribute to an organization’s work environment. Diversity encompasses elements of understanding, acceptance and respect. It emphasizes the need to embrace and celebrate the varied dimensions of diversity within each individual. 

Inclusiveness is an attribute of organizational culture characterized by a demonstrated commitment to diversity. An inclusive organization is one where all employees’ contributions are valued, recognized and rewarded; where employees can realize their full potential, are motivated and engaged; and, where innovation is enhanced as diverse teams bring more perspectives to the table and generate more ideas. Inclusiveness also refers to the extent to which an organization fosters interaction, communication, knowledge-sharing and decision-making. An organization with an inclusive culture distributes accountability and responsibility for diversity across all employees and organizational levels. 

Employment equity is legislated by the federal Employment Equity Act to remove barriers to employment for members of specific equity groups. The four designated equity groups are Aboriginal people, persons with disabilities, members of visible minorities and women. The term refers to the extent to which the representation rates of members of the designated groups within an organization match their representation rates in the Canadian workforce. Employers measure employment equity as part of an ongoing integrated HR business planning process to eliminate barriers, to create positive policies and processes, and to ensure appropriate representation of designated group members. Building a representative workforce requires organizations to hire, develop and promote employees in a manner that reflects the actual and changing face of Canada’s workforce, while fully respecting the merit principle.

What Are The Designated Groups?

The four designated groups are defined as follows:

• Aboriginal peoples are North American Indians or members of First Nations, Metis and Inuit. North American Indians or members of First Nations include "status", "treaty" or "registered" Indians as well as non-status and non-registered Indians.
  
  
• Persons with disabilities are persons who have any long term or recurring conditions or health problem which limits the kind or amount of work they can do in the workplace; OR persons who feel that they may be perceived as limited in the kind or amount of work they can do because of a physical, mental, sensory, psychiatric or learning impairment.
  
  
• Persons in a visible minority group are persons who are non-Caucasian in race or non-white in colour. They include such groups as Blacks, non-white Latin Americans, Chinese, Japanese, Filipinos, South Asians, non-white West Asians, North Africans or Arabs, Southeast Asians and persons of mixed origins.
  
  
• Women are considered to be a designated group in those categories in which they are under-represented in a department.