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  1. 1. Introduction

    From: Under suspicion: Research and consultation report on racial profiling in Ontario

    …[R]acial profiling occurs and is a day-to-day reality in the lives of those minorities affected by it. 

    …[R]acial profiling cannot be tolerated. It is offensive to fundamental concepts of equality and the human dignity of those who are subject to negative stereotyping. It fuels negative and destructive racial stereotyping of those who are subjected to profiling.

  2. Appendix C - Asian Canadian angler inquiry commitments

    From: Fishing without fear: Follow-up report on the Inquiry into assaults on Asian Canadian anglers

    1. Association of Municipalities of Ontario (AMO)

    1. Are the initiatives completed? If they are longer term, are they in development?
      The initiatives are completed.
    2. Has the organization committed time, resources and money to the issue?
      AMO facilitated space at its conference to address this issue, and incorporated these issues into existing research.
  3. IV. Human rights issues at all stages in employment

    From: Human Rights at Work 2008 - Third Edition

    The right to “equal treatment with respect to employment” protects persons in all aspects of employment, including applying for a job, recruitment, training, transfers, promotions, terms of apprenticeship, dismissals, layoffs and terminations. It also covers rate of pay, codes of conduct, overtime, hours of work, holidays, benefits, shift work, performance evaluations and discipline. A fundamental starting point for complying with the Code in relation to all of these is to have a workplace setting where human rights are respected and applied.

  4. 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:

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