Question

高分悬赏！急求英文翻译！今晚之前必须要出来！多谢了（我总共就55分，悬赏50分）真的多谢了

Employment practices often reflect the needs of employers several decades ago．Times have changed．And so too has the Canadian workforce．Yet many employment practices have not kept pace with this change．For example, some work environments and washrooms designed for able-bodied workers seldom accommodate people who use a wheelchair．
Modernizing these practices is what employment equality is about．For example, making sure work benches and washrooms are adapted for disabled people entering the workplace paves the way for workers who become disabled on the job．By doing so, any given group of people? formerly discriminated against-now has access to better employment opportunities．
The objective, of course, is to make the workplace reflect Canadian society．However, this does not necessarily mean setting and enforcing quotas(实行配额）. 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, that 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.

Answer 1

因为我自己喜欢直译，所以有些表达就中文习惯来说可能不是最合适的，但是大意应该是没有问题的。

雇佣措施往往反映了数十年来雇主的需求。时代在改变。加拿大的劳动力也是如此。然而，很多雇佣措施并没有跟上这些改变的速度。例如，有些为健全人设计的工作环境或是厕所，很少能够接受那些使用轮椅的人。
使这些措施现代化正是就业平等的体现。比如说，确保工作台和洗手间适合残疾人使用，以及铺平进入工作场所的道路，方便残疾人职工。通过这些，从前被差别对待的任何群体都能获得更好的雇佣机会。
当然，这样做的目的是让工作场所反映加拿大社会。然而，这并不意味着要制定和实行配额。相反，这是为了识别就业障碍以及制定措施，通过可以实现的目标和明确的时间表，来移除它们。
譬如，根据加拿大公共雇员工会——加拿大最大的工会所说，短期中达成这样的说法是不切实际的：因为一半的适龄工人是女性，所以一家工程公司的一半雇员也应该是女性。就先下而言，并没有足够多的合格女性工程师。
一个合理的数据目标必须建立在女性工程师（8%）以及工程师专业的学员数目（25%）上。13%是合理的短期目标，也不会有雇佣到不合格的人的风险。
与此同样重要的是，确保那些处在不利地位的人也有机会变得更够满足新职业的要求。比如说，如果土著居民因为没有机会接受教育而无法满足某个职位的要求，那么一个就业平等计划必须为此提供培训计划。
如果说在劳动力中，它能保证所有的加拿大人是公正，平等的，那么这个国家的就业法律不能被认为是令人失望的。

Answer 2

雇佣行为往往就体现雇主的需求ago.Times有changed.And几十年也有加拿大workforce.Yet许多就业实践未能跟上这change.For。例如,有些工作环境及洗手间均专为强健工作者很少的人提供借助轮椅。
这些实践现代化是就业平等是例子,确保工作拖家带口的长椅和洗手间适合残疾人进入工作场所为成为致残的工人job.By这么做,任何给定的一群人吗?从前受歧视against-now拥有更好的就业机会。
目标,当然是让工作场所反映加拿大society.However,这并不意味着建立和实施配额(实行配额)。相反,它指的是理解的障碍进行就业和设计措施,可达到的目标和清楚的时刻表、将它们除去。
举例说,根据加拿大联盟的公共Employees-Canada最大的结合,这是不切实际的在短期内会坚持说因为一半工作年龄的人口是女人,那一半的工程公司的员工应women.At这一刻,因为没有足够的合格的女性工程师。
一个合理的数值的目标是基于数字的女性工程师(8%),其实是那些学习要成为工程师(25%)A短期目标的13%,不运转的情况会是适当的风险的招聘不合格的人。
同样重要的是确保那些弱势机会成为合格的新opportunities.If土著居民(土著居民),例如,不能获得一定的工作,因为他们还没有获得相应的教育机会,然后劳动平等计划将必须面对那个问题与培训计划。
在这个国家雇佣的法律不能认为如果他们安安克