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This digital document is an article from Relations Industrielles/Industrial Relations, published by Relations Industrielles on September 22, 1998. The length of the article is 5990 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

From the supplier: The objectives of this paper are: first, to determine whether layoffs disproportionately affect members of employment equity designated groups; and, second, to assess the importance of seniority in any adverse impacts. Our hypothesis is that seniority is an important criterion for layoffs and that, on average, designated group members tend to have less seniority and would therefore be disproportionately affected by layoffs. If this hypothesis is correct, then layoffs may constitute systemic discrimination since there is a reasonable alternative policy in the form of reduced hours through worksharing, which would affect all groups similarly. Empirical tests confirmed that the probability of a layoff was higher for designated group members. The role of the seniority system in this relationship, however, was contrary to our hypothesis since the relationship between the probability of a layoff designated group status was weaker at unionized workplaces than at nonunion workplaces. We conclude that the case for worksharing is strengthened by its potential to reduce the systematic discrimination against designated groups which results from the use of layoffs. (Reprinted by permission of the publisher.)

Citation Details
Title: Are seniority-based layoffs discriminatory? The adverse impact of layoffs on designated groups.
Author: Gangaram Singh
Publication:Relations Industrielles/Industrial Relations (Refereed)
Date: September 22, 1998
Publisher: Relations Industrielles
Volume: 53 Issue: 4 Page: 730(2)

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This book clarifies the distinctions between three key concepts - Anti-Racist Practice (ARP), Anti-Discriminatory Practice(ADP) and Anti-Oppressive Practice (AOP). Critically and constructively analysing these three approaches to practice it reappraises their potential in the light of emerging equality issues in the health service. With contributions from leading teachers and practitioners in the field, Equalising Opportunities provides students and practitioners in health and social care with a clear overview of an area where there is much confusion and imperfect understanding..
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