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1. Working together on policing and human rights

   Windsor - A new project, aimed at preventing discrimination and racism in policing, launched today in Windsor. The Windsor Police Service, Windsor Police Services Board, Ontario Police College and Ontario Human Rights Commission (OHRC) announced a major joint initiative to address policing and human rights issues. Police Chief Gary Smith, Board Chair Eddie Francis, Police College Acting Director Bill Stephens and Human Rights Chief Commissioner Barbara Hall made the announcement during today’s public Board meeting at Windsor Police Service headquarters.

2. Windsor Police Project reaches two-year milestone

   From: Annual report 2012-2013 - Rights, Partners, Action!

   As Ontario’s communities change and grow, the organizations that serve them must also adapt to meet new needs. In recent years the OHRC has developed a human rights organizational change approach, to help organizations eliminate bias and discrimination, be more inclusive, and fully respect and accommodate the dignity, worth and rights of all people.

3. Why We Still Need Human Rights Institutions

   Today is my first day on the job as Ontario’s new chief human rights commissioner and, already, I am keenly aware of the need to convince Canadians of the continuing relevance of statutory human rights bodies like the Ontario Human Rights Commission. 

4. Whether the para-transit services provided by public transit services in the cities of Toronto, Hamilton, London, and Windsor are special programs under the Ontario Human Rights Code

   2006 - Public transit in cities across Ontario is fundamental to the ability of many people to participate meaningfully in the life of their communities. Public transportation is used to access employment, education, public and social services and community activities. Equal access by persons with disabilities to public transportation is a right protected under the Ontario Human Rights Code (“Code”). Equal access to transit services in not a reality for many citizens of the Province and despite its importance in our daily lives, barriers to public transit services remain.

5. Where driving is not an essential duty of a job

   From: Policy on requiring a driver's licence as a condition of employment

   A driver's licence contains personal information about an individual which could lead to the classification of a job applicant according to a prohibited ground of discrimination, contrary to subsection 23(2) of the Code. Therefore, unless a driver's licence is required to enable a person to perform the essential duties of a job, it should not be requested in an application form or during an employment interview.

6. Where driving is an essential duty of a job

   From: Policy on requiring a driver's licence as a condition of employment

   For positions where driving is an essential duty of the job, a question relating to whether or not an applicant is licensed to drive, and/or the type of vehicle the applicant is licensed to drive, would be appropriate. The legitimate needs of the employer and the concerns of the applicant might be served by including the following statement on an application form or in a job advertisement:

   This position requires the successful candidate to have a valid driver's licence. The successful candidate would have to provide proof that s/he has a valid driver's licence upon being hired.

7. Where do we go from here?

   From: Consultation report: Human rights issues in insurance

   Insurance Industry Practices

   Several insurance practices routinely distinguish between people based on, among other things, age, sex, marital status and disability. The exceptions or defences under the Code (see Appendix) justify many such practices if they can be shown to be for valid business reasons based on sound and accepted practices, such as actuarial evidence.

8. When faith and public service collide: the Christian Horizons decision

   From: Annual report 2008-2009

   In April 2008, the Human Rights Tribunal of Ontario released its decision in the case of Connie Heintz v. Christian Horizons. The decision has a significant impact for faith-based and other organizations that provide services to the general public. Such organizations must make sure their hiring policies and practices do not unreasonably restrict or exclude the employment of persons based on grounds under the Ontario Human Rights Code.

9. What the OHRC has heard

   From: Public consultation paper: Human rights and mental health strategy

   From the people and organizations it has met with thus far, the OHRC has heard that numerous issues intersect with one another, posing considerable human rights concerns for people with mental health disabilities and addictions. Participants described a “domino effect”, whereby barriers in one area (such as education or employment), lead to barriers in other areas (such as housing). All of these barriers contribute to experiences of poverty.

10. What is racial profiling? (fact sheet)

    2003 - For the purposes of its inquiry, the Commission’s definition for "racial profiling" is any action undertaken for reasons of safety, security or public protection, that relies on stereotypes about race, colour, ethnicity, ancestry, religion, or place of origin, or a combination of these, rather than on a reasonable suspicion, to single out an individual for greater scrutiny or different treatment.

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