5.2 Leveraging HR Compliance to Support DEI
Human capital is often an organization’s most significant asset. Yet, ensuring compliance with employment laws is typically lower on the list of compliance priorities.
Prioritizing HR compliance not only helps to reduce an organization’s risk exposure, it also demonstrates that an organization is committed to diversity, equity and inclusion (DEI) and treating its employees fairly. This commitment, in turn, may be used as evidence of investment in environmental, social and governance (ESG) programs, as well as a tool to retain and attract talent.
HR compliance means that employers are paying attention to and complying with the basic requirements underlying DEI: human rights, accessibility, pay equity, pay transparency, and employment standards.
Internal auditors can help organizations to reach their DEI goals by including HR compliance in their audits – highlighting where there is room for improvement and where standards are clearly not being met.
In today’s post-pandemic world, some new issues have moved to the forefront of HR compliance. During my presentation, I will highlight new and emerging HR compliance trends in Canada, including:
- Remote work may make you a multi-jurisdictional employer – why does that matter?
- Governments have been expanding employee entitlements and adding novel requirements (e.g., paid sick leave, increasing transparency obligations) – what’s new?
- With the growth of the gig economy, governments are reconsidering the definition of “employee” – what are the implications for employers?
- Accessibility and pay equity – what are the “red-flags” of non-compliance