What could organizations do to improve employee protections

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In the United States, civil rights legislation from the 1960s and later, outlawed job discrimination on the basis of sex, race, color, religion, pregnancy, national origin, age, and disability. The United States and Canada provide similar antidiscrimination protections, although differences do exist. For example, Canadian laws extend to protect employees based on political beliefs and membership in organizations. The United States does not provide these protections for its employees except for membership in a union. Another difference is that the United States offers more extensive provisions to accommodate people with disabilities in employment, which is not as pervasive throughout Canadian jurisdictions.

How does this affect employees in the workplace?

In an inclusive workplace, what could organizations do to improve employee protections?

Reference no: EM132206638

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