{"id":{"repo_id":"bradford","oai_identifier":"oai:bradscholars.brad.ac.uk:10454/19332"},"canonical_url":"https://search.dev.ndltd.org/etd/bradford/oai:bradscholars.brad.ac.uk:10454/19332","repository":{"repo_id":"bradford","name":"University of Bradford","base_url":"https://bradscholars.brad.ac.uk/oai/request"},"display":{"title":"Managing Workforce Diversity in Canada: An Empirical Study of the Factors Affecting the Adoption and Success of Diversity Strategies in Canadian Organisations","abstract":"Equality, diversity and inclusion (EDI) in the workplace continues to be a dominant universal issue. Through its Employment Equity Act (EEA), Canada has acted as an exemplar in influencing equality legislation in other countries. The Canadian government’s thirtieth EEA annual report to Parliament presents a very positive picture of equality in employment for the four designated groups, DG: (women, Aboriginal peoples, persons with disabilities, and visible minorities) in the four industry sectors (Banking, Communication, Transportation, Other) federally regulated under the EEA’s legislated employment equity programme (LEEP). However, this claim of success is challenged in this study as specious in showing uniform take-up using aggregated LEEP data. A theoretical model is developed between variables representing external pressures, at the macro national level, internal pressures, at the meso-organisational level, and their hypothesized relationships with reactive and proactive EDI focused programmes pursued by LEEP organisations. This model is empirically validated by applying partial least squares structural equation path modelling to data collected from 440 LEEP organisations. Findings reveal that all four DGs are substantially under represented, relative to their labour market availability (LMA), in the majority of individual LEEP organisations, despite over three decades following EEA implementation. DG-LMA representation was also found to differ by industry sector. The main contribution to knowledge of this study is the introduction of a validated predictive EDI model developed and empirically validated for the four designated groups in the context of Canada. Applications of this generic model to other countries for benchmarking and comparative studies could contribute to EDI theory, practice and policy, internationally.","abstract_html":"Equality, diversity and inclusion (EDI) in the workplace continues to be a dominant universal issue. Through its Employment Equity Act (EEA), Canada has acted as an exemplar in influencing equality legislation in other countries. The Canadian government’s thirtieth EEA annual report to Parliament presents a very positive picture of equality in employment for the four designated groups, DG: (women, Aboriginal peoples, persons with disabilities, and visible minorities) in the four industry sectors (Banking, Communication, Transportation, Other) federally regulated under the EEA’s legislated employment equity programme (LEEP). However, this claim of success is challenged in this study as specious in showing uniform take-up using aggregated LEEP data. A theoretical model is developed between variables representing external pressures, at the macro national level, internal pressures, at the meso-organisational level, and their hypothesized relationships with reactive and proactive EDI focused programmes pursued by LEEP organisations. This model is empirically validated by applying partial least squares structural equation path modelling to data collected from 440 LEEP organisations. Findings reveal that all four DGs are substantially under represented, relative to their labour market availability (LMA), in the majority of individual LEEP organisations, despite over three decades following EEA implementation. DG-LMA representation was also found to differ by industry sector. The main contribution to knowledge of this study is the introduction of a validated predictive EDI model developed and empirically validated for the four designated groups in the context of Canada. Applications of this generic model to other countries for benchmarking and comparative studies could contribute to EDI theory, practice and policy, internationally.","abstract_has_math":false,"creators":["Haq, Rana"],"institution":"University of Bradford","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Cornelius, Nelarine","Wallace, James"],"committee_chairs":[],"committee_members":[],"year":2019,"date_issued":"2019","date_published":"2019","updated_at":"2026-07-24T01:13:57Z","subjects":["Canada","Aboriginal peoples","Diversity","Employment equity","inclusion","Disabilities","Visible minorities","Women","Equality, diversity and inclusion (EDI)","Canadian organisations","Legislated employment equity programme (LEEP)"],"languages":["en"],"rights":["\"Creative
The University of Bradford theses are licenced under a Creative Commons Licence."],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/10454/19332","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Cornelius, Nelarine","Wallace, James"]},{"key":"dc:creator","label":"Author","values":["Haq, Rana"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2023-03-01T15:56:49Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2023-03-01T15:56:49Z"]},{"key":"dc:date.issued","label":"Date","values":["2019"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Faculty of Management, Law and Social Sciences"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Bradford"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["doctoral"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["PhD"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Canada","Aboriginal peoples","Diversity","Employment equity","inclusion","Disabilities","Visible minorities","Women","Equality, diversity and inclusion (EDI)","Canadian organisations","Legislated employment equity programme (LEEP)"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["\"Creative
The University of Bradford theses are licenced under a Creative Commons Licence."]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/10454/19332"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Equality, diversity and inclusion (EDI) in the workplace continues to be a dominant universal issue. Through its Employment Equity Act (EEA), Canada has acted as an exemplar in influencing equality legislation in other countries. The Canadian government’s thirtieth EEA annual report to Parliament presents a very positive picture of equality in employment for the four designated groups, DG: (women, Aboriginal peoples, persons with disabilities, and visible minorities) in the four industry sectors (Banking, Communication, Transportation, Other) federally regulated under the EEA’s legislated employment equity programme (LEEP). However, this claim of success is challenged in this study as specious in showing uniform take-up using aggregated LEEP data. A theoretical model is developed between variables representing external pressures, at the macro national level, internal pressures, at the meso-organisational level, and their hypothesized relationships with reactive and proactive EDI focused programmes pursued by LEEP organisations. This model is empirically validated by applying partial least squares structural equation path modelling to data collected from 440 LEEP organisations. Findings reveal that all four DGs are substantially under represented, relative to their labour market availability (LMA), in the majority of individual LEEP organisations, despite over three decades following EEA implementation. DG-LMA representation was also found to differ by industry sector. The main contribution to knowledge of this study is the introduction of a validated predictive EDI model developed and empirically validated for the four designated groups in the context of Canada. Applications of this generic model to other countries for benchmarking and comparative studies could contribute to EDI theory, practice and policy, internationally."]},{"key":"dc:title","label":"Title","values":["Managing Workforce Diversity in Canada: An Empirical Study of the Factors Affecting the Adoption and Success of Diversity Strategies in Canadian Organisations"]}]}],"canonical_facts":{"dc:contributor.advisor":["Cornelius, Nelarine","Wallace, James"],"dc:creator":["Haq, Rana"],"dc:date.accessioned":["2023-03-01T15:56:49Z"],"dc:date.available":["2023-03-01T15:56:49Z"],"dc:date.issued":["2019"],"dc:description.abstract":["Equality, diversity and inclusion (EDI) in the workplace continues to be a dominant universal issue. Through its Employment Equity Act (EEA), Canada has acted as an exemplar in influencing equality legislation in other countries. The Canadian government’s thirtieth EEA annual report to Parliament presents a very positive picture of equality in employment for the four designated groups, DG: (women, Aboriginal peoples, persons with disabilities, and visible minorities) in the four industry sectors (Banking, Communication, Transportation, Other) federally regulated under the EEA’s legislated employment equity programme (LEEP). However, this claim of success is challenged in this study as specious in showing uniform take-up using aggregated LEEP data. A theoretical model is developed between variables representing external pressures, at the macro national level, internal pressures, at the meso-organisational level, and their hypothesized relationships with reactive and proactive EDI focused programmes pursued by LEEP organisations. This model is empirically validated by applying partial least squares structural equation path modelling to data collected from 440 LEEP organisations. Findings reveal that all four DGs are substantially under represented, relative to their labour market availability (LMA), in the majority of individual LEEP organisations, despite over three decades following EEA implementation. DG-LMA representation was also found to differ by industry sector. The main contribution to knowledge of this study is the introduction of a validated predictive EDI model developed and empirically validated for the four designated groups in the context of Canada. Applications of this generic model to other countries for benchmarking and comparative studies could contribute to EDI theory, practice and policy, internationally."],"dc:identifier.uri":["http://hdl.handle.net/10454/19332"],"dc:language.iso":["en"],"dc:publisher.department":["Faculty of Management, Law and Social Sciences"],"dc:publisher.institution":["University of Bradford"],"dc:rights":["\"Creative
The University of Bradford theses are licenced under a Creative Commons Licence."],"dc:subject":["Canada","Aboriginal peoples","Diversity","Employment equity","inclusion","Disabilities","Visible minorities","Women","Equality, diversity and inclusion (EDI)","Canadian organisations","Legislated employment equity programme (LEEP)"],"dc:title":["Managing Workforce Diversity in Canada: An Empirical Study of the Factors Affecting the Adoption and Success of Diversity Strategies in Canadian Organisations"],"dc:type":["Thesis"],"dc:type.qualificationlevel":["doctoral"],"dc:type.qualificationname":["PhD"]},"updated_at":"2026-07-24T01:13:57Z"}