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1. Vers une approche intersectionnelle

   From: Approche intersectionnelle de la discrimination : Pour traiter les plaintes relatives aux droits de la personne fondées sur des motifs multiples

   Les motifs multiples dans la jurisprudence sur le droit à l’égalité et les droits de la personne

2. Equality, human rights and religion or belief in England and Wales

   From: Creed, freedom of religion and human rights - Special issue of Diversity Magazine - Volume 9:3 Summer 2012

   This paper presents selected findings of research commissioned in 2011 by the Equality and Human Rights Commission (the national human rights institution in Britain). The research explores the law in relation to equality, human rights and religion or belief in England and Wales and how it is understood and applied in the workplace, public services and the community.

3. Business Plan 2017/18 - 2019/20

   Section 1: Executive Summary

   The Ontario Human Rights Commission (OHRC) is an arm’s-length agency of the government of Ontario established under the Ontario’s Human Rights Code. The function of the OHRC is to protect, promote and advance respect for human rights in Ontario, as well as identify and promote the elimination of discriminatory practices, all in the public interest. The OHRC works in many different ways to fulfill this mandate, including through education, policy development, public inquiries and litigation.

4. Making International Equal Pay Day an occasion for ALL to celebrate

   The United Nations has designated September 18 as International Equal Pay Day. This recognition is an intentional focus on the disparities of the pay between women and men for work of equal value, where the work requires equal or more skill, effort, responsibility and working conditions.  

5. Sexual Harassment and the Ontario Human Rights Code

   Recent events have triggered a nationwide discussion about the continued occurrence of sexual harassment and violence against women throughout Canadian society. Sexual harassment is against the law. The Ontario Human Rights Code Code prohibits sexual harassment in employment (and in services, housing, and other “social areas”).

6. Pay equity for midwives upheld by Ontario’s highest court

   TORONTO – Today, in a landmark decision – Ontario (Health) v Association of Ontario Midwives – the Court of Appeal for Ontario confirmed the Human Rights Tribunal of Ontario’s decision that Ontario midwives experienced gender-based discrimination and should be compensated equitably to eliminate the gender wage gap.  

7. V. Identifying discrimination in rental housing

   From: Policy on human rights and rental housing

   1. Defining discrimination

   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.

8. Human rights settlement aims to increase gender diversity in Ottawa Police Service

   Toronto - A settlement has been reached with the Ottawa Police in a case that alleged a female police officer was denied training, job placement and promotion opportunities because of her family status, sex and maternity leaves. The Ontario Human Rights Commission (OHRC) intervened at the Human Rights Tribunal of Ontario to address systemic barriers to promotion and advancement that women can face. 

9. Sexualized and gender-based dress codes may discriminate

   From: Not on the menu: OHRC inquiry report on sexualized and gender-based dress codes in restaurants

   Employers can have dress codes, but only if they do not violate the Code. Human rights decisions dating back to the 1980s have found that dress codes that create adverse impacts based on sex violate human rights laws. Any sex-based requirements in the dress code must be legitimately linked to the requirements of the job, or they will be discriminatory.^[11]

10. Policy on eliminating racial profiling in law enforcement

    This policy is about identifying and preventing both individual and systemic racial profiling in law enforcement. It is meant to be a resource, primarily for law enforcement authorities.

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