Employment

1. IX. Employment

   From: Policy and guidelines on discrimination because of family status

   To a significant degree, the workplace is still built on the assumption that families are composed in a ‘traditional’ fashion, of two married heterosexual parents, one of whom is providing full-time caregiving for children, aging relatives, and other family members as necessary. Work schedules, policies and benefits all too often reflect the assumption that employees do not have substantial caregiving obligations. The corollary to this assumption is the belief that workers who do have substantial caregiving obligations are in some way inferior and undesirable employees.

2. Appendix – Workplace policies, practices and decision-making processes and systemic discrimination

   From: Policy and guidelines on racism and racial discrimination

   There are many tools available to assist employers in engaging in employment systems reviews to identify systemic barriers to racialized persons as well as others identified by Code grounds such as women and employees with disabilities.

3. 3. Discrimination and employment

   From: Human rights and mental health research and policy consultation paper

   People with mental health disabilities or addictions often face barriers to finding and keeping jobs. People with serious mental health disabilities tend to have very high rates of unemployment.

4. Human Rights at Work 2008 - Third Edition

   2008 - This is the third edition of Human Rights at Work. Since it was first launched in 2000, Human Rights at Work has been seen as an essential tool for employers and all partners in the workplace. This edition includes an expanded section on how to create a workplace that promotes the values of the Ontario Human Rights Code (the Code).

5. IV. Human rights issues at all stages in employment

   From: Human Rights at Work 2008 - Third Edition

   The right to “equal treatment with respect to employment” protects persons in all aspects of employment, including applying for a job, recruitment, training, transfers, promotions, terms of apprenticeship, dismissals, layoffs and terminations. It also covers rate of pay, codes of conduct, overtime, hours of work, holidays, benefits, shift work, performance evaluations and discipline. A fundamental starting point for complying with the Code in relation to all of these is to have a workplace setting where human rights are respected and applied.

6. Anti-racism and anti-discrimination for municipalities: Introductory manual

   May 2010 - This document is a ”how-to” guide. It gives municipalities directions on how they can start or improve anti-racism and anti-discrimination initiatives. This manual focuses on small and medium-size municipalities but any municipality, large or small, should find it useful.

7. Letter to Minister Raymond Cho

   We agree that accessibility is good for business and that employment is a fundamental issue for people with disabilities. In fact, Canada and Ontario recognize through its international treaty obligations that people with disabilities have the right to work like everyone else.

8. Mental health services for frontline workers

   I am writing to commend the government on its recent announcements regarding investments in mental health services for frontline workers including correctional officers, and Ontario Provincial Police personnel and their families. The Ontario Human Rights Commission (OHRC) welcomes the government’s acknowledgment that many correctional staff and police officers face mental health issues.

9. Addressing Discriminatory Advertising on Facebook in Canada

   This is further to the discussions you had recently with representatives from the Canadian Human Rights Commission (CHRC) and Ontario Human Rights Commission (OHRC).

10. Letter to Secretary of Cabinet Davidson on anti-Black racism in the Ontario Public Service

    Thank you for your letter dated July 26, 2019, and for meeting with the Ontario Human Rights Commission (OHRC) on September 17 to discuss the government’s efforts to address systemic anti-Black racism in the OPS. In addition to our meetings with your office, the OHRC has met with the Black OPS employee network (BOPSers), as well as with individual employees with personal experiences of anti-Black racism in the OPS.

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