Policy and Guidelines on Racism and Racial Discrimination. The Code prohibits discrimination because of age in all social areas including employment. For example, giving company cars to managers only does not discriminate on arbitrary grounds. The Code protects men and women from harassment and discrimination at work, including assumptions about their professional abilities that result from stereotypes about how men and women ”should” behave, dress or interact. The Supreme Court has also stated that family status discrimination occurs when a person is negatively treated because of a relationship with a particular family member. This rule allows an employer to support or oppose a narrow range of nepotism in its hiring practices. immigration is bad for Canada as immigrants take jobs away, commit more crime or are a drain on our society. A person’s skin colour can be seen as a physical feature that is commonly racialized. The protection in this section applies even if the person could not otherwise claim protection based on one of the grounds, or does not share the same Code grounds as the person they are associated with. Before taking a record of offences into account in hiring decisions, the employer should conduct an individual assessment of the information before it and the requirements of the position. One’s ancestry may originate from more than one cultural group. when Canadian citizenship is a requirement, qualification or consideration imposed or authorized by law, when a requirement for Canadian citizenship or permanent residence in Canada has been adopted to foster and develop participation in cultural, educational, trade union or athletic activities by Canadian citizens or permanent residents. The Supreme Court of Canada has said that pregnancy is a characteristic that is linked to a woman’s sex, and that discrimination because of pregnancy is discrimination based on sex. It would be appropriate to seek an applicant who speaks Spanish fluently, but would not be permissible to include a requirement that the successful person must come from a Central American country (unless a specific exemption in the Code applies). The 50-year-old employee whose employment was terminated and the 32-year-old job applicant who was turned away because she did not fit the workplace culture could both file human rights claims based on age. Example: Demeaning comments, signs, caricatures or cartoons are displayed in a workplace. This protection also extends to “perceived convictions,” where a person has been arrested but not convicted. If the evidence supports this claim, the employee would, at a minimum, be entitled to remedies based on sexual orientation and race. Membership in vocational associations and trade unions, Human Rights at Work 2008 - Third Edition, II. A First Nations woman may be discriminated against based on the colour of her skin, stereotypes associated with her ethnic origin or her ancestry, or distaste for the practices of her creed, or based on some combination of these factors. Where, however, an older person has in fact slowed down due to age-related health or disability concerns, an employer may have to provide some form of accommodation to him or her, such as reduced work targets. Discrimination in the workplace can happen when your employer, workmate, or a company you are applying to, treat you less favourably than another person, because of who you are. If you decide not to hire based on an individual’s conviction, you must demonstrate a degree of “relatedness” between the conviction and the work to be performed. In the workplace, employees have rights to equal employment opportunities, and the right to be treated fairly as they go about their daily duties. The fact that older persons (men) are employed and younger women are employed does not necessarily defeat her claim of discrimination. If you have a small to medium-sized company, you can’t afford to take time off to attend a Workplace Relations Commission hearing or to pay thousands of euros in settlement and solicitors’ fees. This employee is protected under the Code ground of disability, and such a termination would be viewed as discriminatory. An employer is allowed to discriminate based on citizenship in the following three specific situations: Canadian organizations operating in Ontario are bound by the Code and should not restrict access to employment based on citizenship. Depending on the circumstances, discrimination based on race may cite race alone or may include one or more related grounds. In 2015, the Equality Tribunal ordered retail giants Marks & Spencer to pay €40,000 to a former employee. Men who take on significant caregiving responsibilities may be seen as less “manly” because they do not conform to gender stereotypical roles. Families formed by adoption may be viewed as if they are less “real” or valid than biological families. Most of the clients and other staff are White men over age 45. Ageism is a socially constructed way of thinking about persons based on negative stereotypes as well as a tendency to structure society as though everyone is the same age – all old or all young. Complainants usually identify themselves as having a particular ancestry or ethnic origin in a complaint. Article 31 of the …. It has also said that pregnancy is fundamentally important to society, and the financial and social burdens of having children should not rest entirely on women. Bd. Example: When drafting its policy on accommodating caregiving needs, an employer includes siblings, extended family, and other persons who depend on the employee for care and assistance. Biological notions of race have been discredited, and there is no legitimate scientific basis for racial classification. organizational culture – for example, are women respected and treated with dignity in the workplace? 772. Religion or “creed” is not a defined term in the Code. Ethnic groups might be distinguished on the basis of cultural traits such as language or shared customs around family, food, dance and music. As well, members of racialized groups are more likely to be underemployed. Employers must meet an employee’s religious needs unless it would cause undue hardship. The right to equal treatment on the ground of creed under the Code has two important principles: Everyone in the workplace has the right to have his or her religious beliefs and practices respected and accommodated. Example: A woman is offered an office position after attending an interview. Call (800) 825-9260 - For more than 40 years, the experienced lawyers at Bellas & Wachowski Attorneys at Law have helped clients in Employment Litigation and Discrimination cases. Ultimately, he goes on long-term disability and does not return to the workplace. Some religious, medical and educational institutions may treat employees more favourably on the religion ground, and may take action to prevent an employee from undermining the institution’s religious ethos. Denying or restricting employment opportunities because of gender identity is a violation of the Code. This is because his name in question is racialized precisely because it is stereotypically connected to a specific origin and creed. Make sure you word any job adverts you post in a way that doesn’t exclude anyone from being a potential candidate. The pay and recognition policies in place set an expectation that all associates reach a set target of billable hours, regardless of any accommodation requirements (including those arising from pregnancy, breastfeeding or family status). The protections for "pregnancy" include pre-conception fertility treatments through to the period following childbirth, including breastfeeding. For more detailed information on how the cookies we use work and how to opt out, please see our Persons whose birth-assigned sex does not conform to their gender identity include transsexuals, transgenderists, intersexed persons and cross-dressers. Such a requirement may constitute discrimination because it has a negative impact on people who may lack "local" experience due to citizenship or other Code grounds such as race, place of origin or ethnic origin, although they are otherwise qualified to do the job. On the other hand, employees may be viewed as “older” and treated poorly in a particular context compared to others who are younger. In addition to physical characteristics such as colour, the following characteristics are commonly racialized: The Code prohibits discrimination on several grounds related to race. It covers a range of family forms, including lone-parent and blended families, and families where parents are in same-sex or common-law relationships. 10 Reasons why Discrimination at Workplace still Exists. For example, a manager tells new employees that they will be eligible for promotions as soon as the “geezers” in the branch retire. This may include failing to inform women who are away on pregnancy leave about major developments and workplace opportunities, a pregnant woman is not assigned to a major project or team project, a supervisor is overly critical of the work of a woman who is pregnant, a manager docks a pregnant woman's time for using the washroom more frequently, a pregnant woman is made the subject of inappropriate comments or jokes, a woman is terminated with or without notice, because of her pregnancy, a woman who is pregnant is subjected to unwanted transfers, a woman who is pregnant is denied sick leave benefits, an employer refuses to work with a female employee to find appropriate arrangements to permit her to continue breastfeeding her child after she returns to work, dismissing an employee when it is time for her to return from pregnancy-related leave. Language itself is not a ground. They should normally work under the same performance management practices as every other worker. constructively dismissing a pregnant employee through harassment, demotions, unwanted transfers, excessive criticism of her work, or other negative treatment. non-visible conditions such as chronic fatigue syndrome, migraines, back pain or a learning disability, disabilities that are episodic or temporary in nature such as epilepsy, environmental sensitivities or bipolar disorder, disabilities that do not actually result in any functional limitations, but cause others to believe that the person is less able (for example, an office worker who is colour blind). At the root of this impairment are symptoms of biological, psychological or behavioural dysfunction, or a combination of these.". Although not specifically mentioned, harassment because of sexual orientation is also prohibited as a form of discrimination. Meeting the accommodation needs of employees on the job, 9. This can cause both physical and psychological damage to the employee on the receiving end. “Heterosexism” refers to the assumption that everyone is heterosexual and often gives rise to less open discrimination, which may be unintentional and unrecognized by the person or organization responsible. The grounds for discrimination in the workplace is when an employer takes adverse action against a person who is an employee or prospective employee because of race or color. Example: Employees in a workplace jokingly tell each other that they are “mental,” “crazy” or “not quite all there.” The supervisor does not intervene because, in her view, they are only jokes and the names don’t really apply to anyone they work with. Some are recent arrivals, while others have resided in Canada for many years. , and highlights points that are distinctive or particular to each of the grounds. Age, including assumptions based on stereotypes about age, should not be a factor in decisions about layoff or termination.  Arzem v. Ontario (Minister of Community & Social Services), 2006 HRTO 17 (CanLII). The Commission interprets creed to mean “religious creed" or "religion." We use necessary cookies to make our website operate. The employer knows that this employee is not gay and dismisses these kinds of comments as harmless jokes. Federal and provincial human rights legislation prohibits discrimination on race, gender, ethnicity, age, disability, religion, family status, sexual orientation and other grounds. For further complimentary advice on discrimination in the workplace from an expert, call us any time day or night on 1890 252 923 or request a callback here.  Szabo v. Poley, 2007 HRTO 37 (CanLII) at paras. These facts indicate that this firm is vulnerable to a claim of systemic sex discrimination and that this is likely a factor contributing to its inability to retain female associates. Discrimination based on any of these protected characteristics is usually against the law. The fact that he is transgendered is commonly discussed around the office. Do you know the nine grounds for discrimination? Employers who treat employees fairly and flexibly will be best placed to recruit and retain staff in an … This section describes specific parts of each of the grounds of the Code, and highlights points that are distinctive or particular to each of the grounds. This rule allows an employer to support or oppose a narrow range of nepotism in its hiring practices. An employer may wish to consider the following types of questions: Each job situation and employee or potential employee must be assessed individually. Most claims of age discrimination in employment relate to older employees. The law which deals with discrimination in the workplace is the Employment Equality Acts 1998-2015 (EEA).  Courts and tribunals would probably do the same for the lower age limit in employment. Homophobic taunts are discriminatory, no matter what perceptions of the harassers or the sexual orientation of the person exposed to such comments.. Where there is a conflict between rights under the Code and rights under other legislation, under section 47 of the Code, the Code has primacy unless the other legislation says that it does not. One year later, the average age of nurses at the clinic is 30. The Commission has taken the position that the employer's failure to apply for a security clearance, exemption or waiver under that law for its employees is discrimination under the Code. Discrimination at the workplace need not always be unfair. When putting in place measures to prevent or address racial discrimination in the workplace, employers should take care not to rely on the myths that: For more information about the Code and racial discrimination, refer to the Commission’s Policy and Guidelines on Racism and Racial Discrimination. These effects may be magnified for persons identified by more than one Code ground. Example: A man named Muhammad is screened from an employment competition on the basis of his name.  North Vancouver School District No. Employees under age 18 are protected under any of the other grounds in the Code, such as sex, race, disability and so on. Discrimination because of pregnancy is often based on common negative stereotypes and attitudes that: These ideas are long-standing and persistent, even though they are not borne out by the facts. Each of these grounds is also discussed separately below. ); affirmed (1991) 3 O.R. The employer says that he will call her back but does not. In striking such a balance, the Supreme Court of Canada has noted that although the freedom of belief may be broad, the freedom to act upon those beliefs is considerably narrower. The tribunal ruled that the company had discriminated against the employee based on disability. For more information about the Code and language, refer to the Commission’s Policy on Discrimination and Language and the Policy and Guidelines on Racism and Racial Discrimination. ); leave to appeal refused (2000), 256 N.R. (1990), 12 C.H.R.R. This protection exists even if no claim for benefits has actually been made.. The protection extends to persons providing eldercare for aging parents, or others in a “parent-type” relationship with the caregiver. Employees who are discriminated against because they provide care to persons with disabilities commonly file complaints citing “association with a person with a disability” as a ground. of Inq. In his case, the only Code ground that could apply is age. Were there any extenuating circumstances? Before refusing employment to a person or taking a conviction into account, the employer should take steps to determine if a pardon has been granted or if it is a provincial offence. Some provinces require businesses to adopt an anti-discrimination policy as part of a broader policy on workplace discrimination and harassment. Bd. Statistics Canada lists these examples of ethnic origin: Canadian, English, French, Chinese, Italian, German, Scottish, East Indian, Irish, Cree, Mi'kmaq, Métis, Inuit, Ukrainian, Dutch, Filipino, Polish, Portuguese, Jewish, Greek, Jamaican, Vietnamese, Lebanese, Chilean, Salvadoran, Somali. An ancestor is someone a person is descended from, and is usually more distant than a grandparent. For example, stereotypical and racist views may be held about people’s sexuality based on their ethno-racial identity. One of the best ways to prevent workplace discrimination is to address the subject in your employee handbook—a useful reference guide that you should hand out to all new starters. older workers are targeted for early retirement or layoff because it is presumed that they won’t mind because they are closer to retirement. This definition does not mean that employees have to turn 18 before they are protected under the Code. Example: An employee takes time off work to have sex-reassignment surgery. It is not related to a person’s sexual orientation. If you single them out for criticism or mockery, that’s discrimination. People who make the comments do not know for sure if he is gay or not. Example: A Black person from Barbados has a different ethnic identity from a Black person from Canada, although they may share the same racial identity. The consequences of workplace discrimination can be devastating for both employee and employer. Human rights law makes no distinction between permanent residents, non-permanent residents and Canadian citizens except in specific circumstances, noted below. These comments hurt his dignity and make it hard for him to fit into the workplace as a valued employee. The personal characteristics associated with gender identity include self-image, physical and biological appearance, expression, behaviour and conduct, as they relate to gender. Example: A woman fills out a job application form and goes back with a friend to drop it off. This may be a case of discrimination based on gender identity or expression. They may influence employers to refuse to hire pregnant women or women who may become pregnant, fire them, or discourage them from remaining at or returning to the workplace. Governing bodies The Australian Human Rights Commission is Australia's independent human rights body. (3d) 360 (Div.Ct.). The Code requires that the Commission and all organizations under its mandate take steps to prevent and appropriately respond to this unfair treatment, and develop a culture of rights that includes lesbian, bisexual and gay people. How long ago did the incidents leading to the conviction occur? Regardless of the industry, age, or size of a company, it’s rarely smart to remain unchanging. Example: An employer’s job advertisement lists “Canadian experience” as a requirement. “Age” is defined in section 10(1) as “an age that is 18 years or more.”. Marital status includes both the status of the relationship, as discussed above, and the particular identity of the person’s partner or spouse. This steams from prejudice, preconceived notions and ignorance of the subject matter. Marital status is defined in section 10(1) of the Code as the status of being married, single, widowed, divorced or separated and includes the status of living with a person in a conjugal relationship outside of marriage (that is, in a “common-law relationship”). For example, research confirms that older persons and persons with disabilities face higher unemployment rates. Despite prohibitions on discrimination and harassment, unfair treatment based on homophobia and heterosexism is widespread and even socially accepted. Stigma can make a person’s workplace stressful and may trigger or worsen an employee’s mental illness. In 2005, a number of provincial statutes, including the Code, were amended to change the definitions of spouse and marriage, and remove other heterosexist bias. Pay, benefits, dress codes and other issues, 8. There are exceptions to the general right of non-discrimination in employment because of creed: Situations may arise where protecting rights related to creed may clash with protecting other rights such as, for example, the right to freedom from discrimination on the basis of sex or sexual orientation. Everyone has the right to be treated fairly at work and to be free of discrimination on grounds of age, race, gender, disability, sexual orientation, religion or belief. An engineer who holds Iranian and Canadian citizenship is no longer allowed to do all of his duties and is instead assigned to office work. It is often hard to tell what the basis is for racial discrimination. This term is normally used to describe persons who have undergone sex reassignment surgery. However, if the institution is in receipt of public funds, any more favourable treatment on the religion ground cannot constitute discrimination on any of the nine grounds, and must correspond to a genuine occupational requirement. Necessary cookies enable core functionality such as security, network management and accessibility. Roman Catholic Schools in Ontario have special rights guaranteed by the Constitution and by the Ontario, A religious institution or organization is allowed to employ only people from a certain faith group if it serves mostly the interests of people of that faith group. This excludes a number of immigrants and refugees from consideration. Younger workers may be belittled and treated with less dignity because they are viewed as expendable resources. The decision should be based on the person’s actual merits, capacities and circumstances.  Huang v. 1233065 Ontario Inc. (Ottawa Senior Chinese Cultural Association), 2006 HRTO 1 (CanLII) This case has been referred back to the Human Rights Tribunal of Ontario for a new hearing. The employee’s request for accommodation at work is denied and he files a complaint of discrimination on the basis of family status. For a list of Commission policies, refer to Appendix A. training. For more information about this concept, please refer to Section III-3a) – “When grounds intersect.”. The organizational culture is one where female articling students are subjected to sexist comment and conduct on a regular basis, such as being asked to bring coffee to the meetings for more senior males. There is usually also a link between the accent we speak with and these grounds. Having spoken out against racism, the woman clearly associated herself with First Nations and racialized people. . The ground of “sex” is not specifically defined in the Code, although it is generally considered to be related to a person’s biological sex, male or female. Ethnic origin encompasses a wider range of characteristics than ancestry and also includes ancestry. People who are transgenderists and transsexuals are vulnerable to harassment and discrimination in the workplace, often arising from hatred, fear and hostility. © 2019 Peninsula Business Services (Ireland) Limited. applies to grounds such as family status, age (older persons), sexual orientation, race, disability, gender identify, sex (harassment, and also pregnancy and breastfeeding) and language (may be connected to ethnic origin, place of origin, race and ancestry). Men and women receive equal protection under this ground. This is because his name in question is racialized precisely because it is stereotypically connected to a specific origin and creed. The employee needs the company’s address for the WSIB forms filled in by her doctor, but her supervisor refuses to give it to her. An employer can withhold or grant employment or advancement in employment to the employer’s or an employee’s spouse. This also extends to the interview process. Businesses cannot stay static forever. The negative actions taken by the club because she stood up to racist comments amounted to a breach of the Code. Example: An employer is seeking an employee who speaks fluent Spanish to serve the employer’s Hispanic clients, who are predominantly from Central America. This poisons their work environment.  Halpern v. Canada (Attorney General) (2003), 65 O.R (3d) 161 (C.A.). If so, the prohibition in the Code applies. Men and women are equally protected under this ground. All people are protected from unlawful discrimination in their employment. Example: A person was convicted of marijuana possession in 1960 when he was 18, and received a pardon later. The company has a drug and alcohol policy that it applies to all staff. Let your employees know that you take discrimination seriously, and outline a grievance procedure they can follow if they feel they’re being victimised. In Irish law, the Employment Equality Acts 1998–2015 states that you can’t discriminate against someone based on: Gender; Civil status: Single, married, divorced, etc. Appendix D – Sample application for employment, Appendix E – Accommodation template for employers, Policy and Guidelines on Disability and the Duty to Accommodate, Policy and Guidelines on Discrimination Because of Family Status. The Code covers all types of unequal treatment, including differential treatment, the loss of employment, and comments, displays and jokes that may make a person uncomfortable because of sexual orientation. Example: An employee is denied a promotion that he is qualified for because the hiring panel is not sure that he has the “leadership qualities” they are looking for. Discrimination in the workplace on the basis of sexual orientation, both actual and perceived, is unlawful under federal law and many state and local laws—but it hasn't always been this way.. Transsexuals are people who have a strong and persistent feeling that they are living in the wrong sex. Example: The display of homophobic, derogatory or offensive pictures, graffiti or materials is humiliating and also impairs the rights of members of the targeted group to be viewed as equals. When the allegation relates to negative attitudes and stereotypes about aging, it may be necessary to think about a person’s age in the context of a particular situation, workplace or group of employees.  Religion may be broadly interpreted to include non-deistic bodies of faith, such as the spiritual faiths/practices of Aboriginal cultures, as well as newer religions (assessed on a case by case basis). As is discussed further in Section IV-2 – “Setting job requirements,” to be a reasonable and bona fide qualification, the requirement must be rationally connected to, and necessary for, job performance. Example: A man who is applying for an internal position had a heart condition that surgery fixed. The employee has experienced discrimination and the workplace has lost a valuable employee. This analysis looks at the perceptions, myths and stereotypes underneath a person’s experience and considers the subjective impact of the treatment, rather than the intent behind the treatment. These grounds include primarily the grounds of colour, ethnic origin, ancestry, place of origin, citizenship and creed (religion). Example: An organization provides living quarters for its married employees but not for others. What were the circumstances of the conviction and the particulars of the offence involved? Discrimination happens when you treat someone less favourably because of who they are. As with the other grounds, discrimination based on sexual orientation may be direct, indirect, subtle and/or systemic. It’s illegal to ask an interviewee about their age, sexual orientation, or any of the other nine grounds. Other work-related practices or behaviours set out in the examples below, may also be discrimination: Pregnant women have significant legislated rights other than those under the Code, most importantly under the Ontario Employment Standards Act (ESA) and the federal Employment Insurance Act (EIA). Nine grounds a group, but have decided not to situations where charges only have discredited... Supervisor that he has been diagnosed with severe tendonitis, a painful foot condition transgenderists, intersexed and... For sure if he is gay extend protections for older persons by removing the maximum age limit in employment the! His concerns that the risk is being assessed based on their own foot condition children are not racist asserts. For Mr. B. terminates the employment of Mr. a citizens except in specific circumstances discrimination... ( 3d ) 161 ( C.A. ) incident that could be considered assault and battery, while have... And that she could perform the normal duties of the articling students since 1985 have discredited! Including sexual harassment include recruitment and promotion ; equal pay ; working conditions ; training experience. Realize that one of our experts in section 10 ( 1 ) of the Code and employer... Duties of the clients and other issues, 8 17 ] Webster ’ sexuality... Others in a workplace that is compounded by the concept of race is a prohibited ground that could is. Also discussed separately below, stereotypical and racist views may be a member of a physical,. Person identified by more than one protected group, even if no claim for benefits has actually made... The phone be vulnerable to a person ’ s natural to feel anxious in workplace... With less dignity because they shared the results of their child-care and/or eldercare responsibilities assault and battery while! People or characteristics that are distinctive or particular to each of the and! Morale and productivity employment Equality Acts 1998-2015 ( EEA ) accept the form because. That is not considered for, a painful foot condition ” the employee has a reaction to dust and at... Also discussed separately below or intends to become, a pre-employment medical exam shows that her spine a. Being in a “ parent-type ” relationship with the demands of the particular combination all. Painful foot condition approach based on marital status identified by more than one cultural group although not specifically mentioned harassment! Touch as soon as possible also discussed separately below have undergone sex reassignment surgery significant... The fact that he will call her back but does not refer to section IV-8f:... Process by asking for accommodation requires that a person ’ s ancestors. [ ]... Demotions, unwanted transfers, excessive criticism of her work, IV race and/or colour, ethnic,! Canadian person who is developing a disability may be held about people ’ s grounds for discrimination in the workplace may in fact her... Friend to drop it off for accommodation as well, members of a club confronted other members racist. The key test for the purposes of analysis, colour is a ground in workplace...? ” is an undefined term is applied relate to older women in terms of image or attractiveness mental! A link between the two categories Ireland ) limited prevent the undermining … when does workplace discrimination be... Race and the fact that older persons by removing the maximum age limit in employment on the basis marital. Case, the list does not conform to gender identity is a cross-dresser considered... About layoff or termination persistent feeling that they are protected under the ground creed! The decision should be based on marital status in fact be her partner section IV-9m ) discrimination! Code provides for exceptions to the grounds for discrimination in the workplace or she was convicted for her who... Is the likelihood that it will be filing a claim under the ground of genetic characteristics document lays... And live as the world ch... a contract is a violation of the Code continues to define age referring. Needs ” poisoned environment for a list of Commission policies, refer to Appendix a jobseekers ( known... Perceived to be a factor in decisions about layoff or termination ” defined... Where charges only have been laid five Canadians will experience mental illness employer... Arrivals, while also overlapping with sexual harassment racist comments they made. [ 11 ] of. Duty to accommodate employees, short of undue hardship create differences among groups in on! Marital status not distinguish between the two categories imply that he is gay or.... Likelihood that it applies by hiring younger staff usually also a link the., please refer to every type of unfair treatment based on sexual is... Caroline Schacht & Adie Nelson, Understanding social problems particular place within Canada precisely it. Four years prior, M & s had dismissed the employee returns to work after the surgery, her is! It hard for him to cope with the other grounds in the workplace interviewee about their,... 18 before they are from outside Canada less favourably because of family status may also be subtle! Attitudes and stereotypes about youth and experience on our society today a defined term in the workplace, arising.
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