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  1. Applying an intersectional approach

    From: An intersectional approach to discrimination: Addressing multiple grounds in human rights claims

    An intersectional analysis based upon a two-pronged approach has been suggested by Professors Aylward, Pothier, and Iyer. It requires a shift from a single ground perspective to an analysis based on the assumption that an individual’s experiences are based on multiple identities that can be linked to more than one ground of discrimination. The second component of the two-pronged model requires the analysis to proceed to consider contextual factors, based on the facts of the case.

  2. Next steps

    From: An intersectional approach to discrimination: Addressing multiple grounds in human rights claims

    This paper has explored the need for a more holistic understanding of how people experience discrimination. The Commission has already started applying an intersectional approach to some of the complaints that have come before it. In addition, an intersectional analysis has been added as one of the lenses through which policy work is conducted. An understanding of discrimination as largely a product of the social construction of identity, based on social, historical, political and cultural factors, is informing the Commission’s work in all areas.

  3. 3. The intersection of age with other grounds of discrimination

    From: Policy on discrimination against older people because of age

    The experience of age discrimination may differ based on other components of a person’s identity. For example, certain groups of older persons may experience unique barriers as a result of the intersection of age with gender, disability, sexual orientation, race, ethnicity, religion, culture and language. Please see Time for Action for a more detailed discussion of “age and intersectionality” and the particular barriers faced by certain groups.

  4. 5. Employment

    From: Policy on discrimination against older people because of age

    Assumptions and stereotypes about older workers are unfortunately all too prevalent in our workplaces. Older workers are often unfairly perceived as less productive, less committed to their jobs, not dynamic or innovative, unreceptive to change, unable to be trained or costly to the organization due to health problems and higher salaries. These ideas about older workers are simply myths that are not borne out by evidence. In fact, there is significant evidence that older workers:

  9. VIII. Discrimination

    From: The Ontario Safe Schools Act: School discipline and discrimination

    Nearly all the interviewees identified discrimination – direct and systemic – as the main reason why the application of discipline in schools has a disproportionate impact on racial minority students and students with disabilities. Some interviewees also pointed out that there are multiple and intersecting grounds of discrimination, including race, disability, poverty and immigrant/refugee status.

    A. General Perceptions

    1. Black Students

    Many Black students who are suspended or expelled believe that it is because of discrimination:

  10. What is racial profiling?

    From: Paying the price: The human cost of racial profiling

    While many of the existing definitions of racial profiling, primarily originating in the United States, focus on law enforcement, the Ontario Human Rights Commission’s Terms of Reference define racial profiling more broadly to include 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 rather than on reasonable suspicion, to single out an individual for greater scrutiny or different treatment.

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