Chern Case – Chapter 3
The “Canadian” Legal Context

Possible inequities: | Cause? | Solution? | Table A-2There seems to be preference in the selection of Asians, males and Hispanic persons | When analyzing Table A-2, which compares the percentage of males, females, Whites, Blacks, Asians, and Hispanics employed in a job category with their availability in the relevant population of qualified people interested in the position, we’ve come to the conclusion that the company’s staffing practices are underutilizing certain groups. The basis for this conclusion is because three groups, specifically Females, Whites and Blacks seem to be underutilized when compared to the other three groups (Males, Asians, and Hispanics). Moreover, all current Females, Whites and Blacks sales associates all have a 5% lower percentage when compared to the availability of Sales Associates in that relevant population percentage. Even though it may not be intentional, this is a clear sign there is a sex discrimination as there are utilizing more females than males. | They can identify possible problem with the HR recruitment process. Education and recruitment training officers in terms of diversity awareness training. | Table A-3SexEthnicity | Disparate treatment of males over females. Men had a selection rate of 8% whereby women had a selection rate of 11.43%Adverse disparate effect to blacks and Hispanics, where Asians had the highest selection rate of 11.17% compared to approximately 8%. | Chern could review their sourcing and advertising strategy to better position the company for effective targeting.Chern could enhance their selection process to eliminate ethnical biases. This could be achieved by offering training on biases to HR employees as well as providing a diversified selection committee. Strengthen their sales associate selection process by integrating the 80 0r 4/5