From: Policy on preventing discrimination because of gender identity and gender expression
The Code prohibits discrimination that results from requirements, qualifications, or factors that may appear neutral but have an adverse or negative effect on people identified by Code grounds.[82]
From: Policy on preventing discrimination because of gender identity and gender expression
Everyone involved in the accommodation process has a duty to cooperate to the best of their ability. In some cases, an organization may have met its procedural and substantive duty to accommodate where the person requesting accommodation did not sufficiently take part in the process, refused or otherwise could not take part at all. While a person may ask for a certain type of accommodation, both sides should be willing to explore options that appropriately meet the person’s needs.
From: Policy on preventing discrimination because of gender identity and gender expression
Trans people and other gender non-conforming individuals who believe they experienced discrimination or harassment should try to raise the matter or make a complaint with their employer, union or other vocational association, landlord or service provider.
From: Policy on preventing discrimination because of gender identity and gender expression
Organizations have a legal duty and ultimate responsibility to maintain an environment free from discrimination and harassment because of gender identity and expression. They must take steps to prevent and respond to violations of the Code or they may be held “liable” and face monetary penalties or other orders from a tribunal or court.
It is unacceptable to choose to remain unaware, ignore or fail to address potential or actual human rights violations, whether or not a complaint is made.[101]
From: Policy on preventing discrimination because of gender identity and gender expression
Corporate liability involves more than individual instances of discrimination and harassment. Organizations also risk violating the Code if they do not address underlying problems such as systemic barriers, a poisoned environment or an organizational culture that condones discrimination.
There are several steps organizations can take to make sure they are following the Code and human rights principles related to gender identity and expression. Strategies can include developing and implementing:
From: Policy on preventing discrimination because of gender identity and gender expression
Section 30 of the Code authorizes the OHRC to prepare, approve and publish human rights policies to provide guidance on interpreting provisions of the Code. The OHRC’s policies and guidelines set standards for how individuals, employers, service providers and policy-makers should act to comply with the Code.
From: Policy on preventing discrimination because of gender identity and gender expression
The words people use to describe themselves and others are very important. The right terms can affirm identities and challenge discriminatory attitudes. The wrong ones can disempower, demean and reinforce exclusion. While these terms and explanations are considered current and appropriate at the publication of this policy, their meaning and use can evolve and change over time. Generally, when in doubt, asking a person how they self-identify is the most respectful approach.
From: Policy on preventing discrimination because of gender identity and gender expression
Le Code ne définit pas les motifs de l’identité sexuelle, de l’expression de l’identité sexuelle ou du sexe. Notre compréhension de ces notions et de termes connexes, et son incidence sur le Code et les politiques de la CODP, évoluent plutôt à la lumière des décisions des tribunaux administratifs et judiciaires, de la recherche menées en sciences sociales, de l’auto-identité et de l’usage que l’on fait de ces termes et notions au quotidien.
En 1999, la CODP prenait position en indiquant qu’il était possible d’interpréter le motif de sexe prévu dans les lois relatives aux droits de la personne de façon à y inclure le droit des personnes transgenres de vivre à l’abri de la discrimination et du harcèlement.
