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  1. III. Background and context

    From: Human rights and creed research and consultation report

    This section examines broader underlying trends shaping contemporary forms of discrimination because of creed. While the OHRC seeks to combat prejudice and intolerance based on creed, and related -isms and -phobias, by educating the public, not all of the issues discussed below can be dealt with under the Code. The Code only prohibits incidents of discrimination and harassment based on creed in specified “social areas.” These areas are:

  2. 8. Meeting the accommodation needs of employees on the job

    From: Human Rights at Work 2008 - Third Edition

    a) Duty to accommodate to the point of undue hardship

    The Code requires an effort, short of undue hardship, to accommodate the needs of persons who are protected by the Code. It would be unfair to exclude someone from the workplace or activities in the workplace because their Code-protected needs are different from the majority. The principle of accommodation applies to all grounds of the Code, but accommodation issues in employment most often relate to the needs of:

  3. 4. Designing application forms

    From: Human Rights at Work 2008 - Third Edition

    a) General principles

    This section outlines key considerations for application forms and parts of application forms that raise concerns about Code violations. Employers can use this information to make sure that the application forms they use are non-discriminatory and relate only to qualifications and requirements relevant to the job and the hiring decision. When application forms include inappropriate questions relating to Code grounds, an inference can be made that such questions may have influenced a decision not to hire.

  4. 5. Interviewing and making hiring decisions

    From: Human Rights at Work 2008 - Third Edition

    This section describes the human rights issues that commonly arise in interviews, some of the types of questions that may or may not be asked, and how to make hiring decisions that do not contravene the Code. Supervisors, managers and human resources staff who are responsible for making hiring decisions must be trained and educated to identify and eliminate discrimination, harassment and barriers to advancement for persons protected by the Code.

  5. 9.5. Intersections with race and related grounds

    From: Minds that matter: Report on the consultation on human rights, mental health and addictions

    We heard about the different types of intersecting discrimination occurring because of race, citizenship, ethnic origin, place of origin, ancestry, colour or creed, in addition to mental health disabilities and/or addictions. We were told how perceptions about people’s disabilities can contribute to negative perceptions based on race in different ways.

  6. 4. The OHRC’s 2008-2012 priorities, initiatives and impacts

    From: Ontario Human Rights Commission Submission regarding Section 57 three-year statutory review of the Ontario Human Rights System

    In November 2008, following public town hall meetings with individuals and groups across the province, the OHRC finalized strategic and business plans to guide its work under its new mandate for the following three years. Our aim is to educate, empower and mobilize partners in communities across the province to raise awareness, help identify concerns and implement solutions.

  7. 2. Why examine racial profiling?

    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]

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