The Code states that every person has a right to equal treatment with respect to employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability.
The right to “equal treatment with respect to employment” covers every aspect of the workplace environment and employment relationship, including job applications, recruitment, training, transfers, promotions, apprenticeship terms, dismissal and layoffs. It also covers rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline and performance evaluations.
Relevant policies and guides:
- Policy on removing the "Canadian experience" barrier
- Human rights at work 2008 - 3rd edition
- Guidelines on developing human rights policies and procedures
- Policy on employment-related medical information
- Policy on drug and alcohol testing
- Policy on requiring a drivers license as a condition of employment
- Human rights maturity model (Canadian Human Rights Commission)
August 2011 - The Human Rights Project aims to provide time limited support to MCSCS in its ongoing initiatives aimed at identifying and eliminating any possible discrimination in the employment of MCSCS employees and in the delivery of services by MCSCS. This Project Charter details the agreed upon relationship to be established between the three parties to fulfill these aims.
Monday July 15, 2013, 10 a.m. to 12 noon. Please join us as we launch our new policy addressing this pressing issue.
July 2013 - While the Ontario Human Rights Commission (OHRC) recognizes the significance of all of the barriers newcomers potentially face when trying to access the job market, this policy will focus on “Canadian experience” as an employment or accreditation requirement, and as a practice that raises human rights concerns. The OHRC’s position is that a strict requirement for “Canadian experience” is prima facie discrimination (discrimination on its face) and can only be used in very limited circumstances. The onus will be on employers and regulatory bodies to show that a requirement for prior work experience in Canada is a bona fide requirement, based on the legal test this policy sets out.
Some employers ask people applying for jobs if they have “Canadian experience.” That can make it much harder for people new to Canada to find work. Some “regulatory bodies” (such as the professional associations for accountants or doctors) also ask for Canadian experience.
The Ontario Human Rights Commission (OHRC) believes that asking for Canadian experience can result in discrimination. Employers and regulatory bodies should always have to show why Canadian experience is needed.
Monday July 29, 2013, 1:00 to 2:30 p.m. The OHRC is partnering with the Learning Enrichment Foundation to host a second event in Toronto to introduce the new Policy on removing the “Canadian experience” barrier.
July 2013 - In October 2012, the Ontario Human Rights Commission (OHRC) hosted an online survey to learn more about the experiences of both job seekers and employers in dealing with requirements for Canadian experience. The survey was not about statistics – it was about giving people an opportunity to talk about the barriers they faced, and in the case of employers, the reasons for keeping or removing requirements for Canadian experience. We included many of stories and comments we heard in our new Policy on removing the “Canadian experience” barrier. The following sections highlight some of the recurring themes we heard, and some of the more poignant stories of people facing discrimination because they did not have Canadian experience.
1. What do you mean by a “Canadian experience” requirement?