Reference no: EM133096830

Case Study 1 - Metropolitan Hospital 

A large metropolitan hospital in Ontario recently developed an employment equity program. Under the program, the hospital agreed to promote two women into supervisory ranks for each man promoted. This practice was to continue until 40 to 45 percent of all supervisory jobs in the hospital were held by women.

The need for the first supervisory promotion occurred in the medical records department. The manager of medical records was one of the few female managers in the hospital. Nevertheless, she argued that Roy Biggs should become a medical records supervisor, as he was best qualified. Roy had two years of medical school and was a graduate of a medical records program at the local community college. The assistant director of hospital operations agreed that Roy should get the promotion. The equal employment compliance specialist in the human resource department argued that Kate VanDam should get the promotion, because of the employment equity program and because she had more seniority and experience in the department than Roy. The records manager, the assistant administrator, and the compliance specialist decided that the human resource manager should make the final decision.

Explain what level of importance you would assign to:

1. Kate's seniority and experience
2. Roy's superior training
3. The recommendation of the records manager, and
4. The new Employment Equity Program?

What are the implications for the equity program if Roy gets the job? What are the implications for employees presently taking job-related courses if Kate gets the promotion?

What decision would you make if you were the human resource manager? Why?