From: Under suspicion: Research and consultation report on racial profiling in Ontario
We heard many reports about racial profiling from individuals, community groups, academics and others. This section is divided into two parts. The first outlines the results from our racial profiling survey related to:
From: Policy on preventing discrimination because of gender identity and gender expression
Corporate liability involves more than individual instances of discrimination and harassment. Organizations also risk violating the Code if they do not address underlying problems such as systemic barriers, a poisoned environment or an organizational culture that condones discrimination.
There are several steps organizations can take to make sure they are following the Code and human rights principles related to gender identity and expression. Strategies can include developing and implementing:
From: The opportunity to succeed: Achieving barrier-free education for students with disabilities
From: Annual report 2006-2007
(Total = 2337)
|
Accommodation |
8 |
4 |
2 |
|
2 |
From: Policy on human rights and rental housing
The Code provides that every person has the right to be treated equally in the area of housing without discrimination because of any of the grounds set out in the Code. The purpose of anti-discrimination laws is to prevent the violation of human dignity and freedom through the imposition of disadvantage, stereotyping, or political or social prejudice.
From: From Impact to Action: Final report into anti-Black racism by the Toronto Police Service
We have heard the accounts for decades – stories of harm, conflict and fear resulting from anti-Black racism in policing. Some incidents received local, national or global media attention. Others, perhaps more damaging, did not capture the headlines, but are simply shared between friends or within communities.
For all members of society, these accounts can bring sadness, anger or shame. But for Black communities, the impact and pain caused by discriminatory policing run deeper. These are not stories – they are lived experiences.
From: Teaching human rights in Ontario - A guide for Ontario schools
The case studies in the Students' handouts section can be approached in two ways. The first is a forum discussion of each of the case studies. The second has students role-play at a human rights tribunal hearing. Using both approaches will give students a more complete understanding of how the Code is applied.
From: Policy on preventing discrimination based on creed
The Code includes specific defences and exceptions that allow behaviour that would otherwise be discriminatory. Some of these recognize the associational rights of creed-based groups to give preference in certain circumstances to persons who share the same creed beliefs and practices.[221]
From: Human Rights at Work 2008 - Third Edition
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.
From: Human Rights at Work 2008 - Third Edition
This section addresses the many practical issues that arise when an employer is called on to resolve human rights issues using existing human rights policies and complaint resolution procedures. For more information about proactively establishing a human rights strategy to prevent and address discrimination, refer to Section IV-1a) – “Strategy to prevent and address human rights issues.”
