2. What is "discrimination"?
From: Human Rights at Work 2008 - Third Edition
a) Defining discrimination
Discrimination is not defined in the Code but usually includes the following elements:
From: Human Rights at Work 2008 - Third Edition
Discrimination is not defined in the Code but usually includes the following elements:
From: Policy and guidelines on disability and the duty to accommodate
Section 10 (1) of the Code defines “disability” as follows:
“because of disability” means for the reason that the person has or has had, or is believed to have or have had,
From: Policy on ableism and discrimination based on disability
Defining disability is a complex, evolving matter. The term “disability” covers a broad range and degree of conditions. A disability may have been present at birth, caused by an accident, or developed over time. Section 10 of the Code defines “disability” as:
From: Human rights and policing: Creating and sustaining organizational change
Human rights organizational change: The process of moving an organization to be more inclusive, and to fully respect and accommodate the dignity, worth and rights of all people.
Human rights organizational change is a planned change process aimed at understanding and complying with human rights obligations in all employment and service practices.
From: Count me in! Collecting human rights-based data
In the human rights context, both quantitative data (numbers, for example) and qualitative data (stories, for example) is collected on Code and non-Code grounds. An organization may decide to collect both kinds of data for many reasons.
Some organizations may collect data to:
From: Under suspicion: Research and consultation report on racial profiling in Ontario
Racial profiling is a specific type of racial discrimination that pertains to safety and security. The OHRC currently defines racial profiling as:
[A]ny action undertaken for reasons of safety, security or public protection that relies on stereotypes about race, colour, ethnicity, ancestry, religion, or place of origin rather than on reasonable suspicion, to single out an individual for greater scrutiny or different treatment.[22]
From: Politique sur la discrimination fondée sur l'âge à l'endroit des personne âgées
Selon le paragraphe 10 (1) du Code, le terme « âge » s’entend de dix-huit ans ou plus.
Les personnes âgées peuvent déposer une requête en matière de discrimination fondée sur l’âge dans tous les domaines d’activité sociale, y compris :
Cette politique constitue une révision et une mise à jour complètes du document original de la Commission ontarienne des droits de la personne (CODP) intitulé Politique sur la discrimination et le harcèlement en raison de l’identité sexuelle, publié pour la première fois en 2000.
Conformément au Préambule du Code, cette politique a pour but :
From: Politique sur la prévention de la discrimination fondée sur la croyance
La présente politique représente une révision et une mise à jour complètes de la Politique sur la croyance et les mesures d’adaptation relatives aux observances religieuses de 1996 de la CODP. Elle définit la position de la CODP en ce qui a trait à la croyance et à l’accommodement des observances relatives à la croyance.
From: Les droits de la personne au travail 2008 - Troisième édition