The objective，of course，is to make the workplace reflect Canadian society.However，this does not necessarily mean setting and enforcing quotas (配额)．Rather，it means identifying the barriers to employment and designing measures，with achievable goals and clear timetables，to remove them.

　　For example，according to the Canadian Union of Public Employees—Canada’s largest union，it would be unrealistic in the short term to insist that because half of the working age population is women，half of the employees of an engineering firm should be women.At this moment，there would not be enough qualified female engineers.

　　A reasonable numerical goal would be based on the number of women who actually are engineers (8%) and those who are studying to become engineers (25%)．A short term goal of 13% would be appropriate without running the risk of hiring unqualified people.

　　Equally important is to ensure people who have been disadvantaged the chance to become qualified for new opportunities.If aboriginal people (土著居民)，for example，can’t qualify for certain jobs because they haven’t had access to appropriate educational

　　opportunities，then an

　　employment equality program would have to address that problem with training programs.

　　Employment laws in this country cannot be considered displeasing if they guarantee all Canadians fair and equal access to the workforce.

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