Search

Search results

1. 8. Duty to accommodate

   From: Policy on ableism and discrimination based on disability

   Under the Code, employers and unions, housing providers and service providers have a legal duty to accommodate the needs of people with disabilities who are adversely affected by a requirement, rule or standard. Accommodation is necessary to ensure that people with disabilities have equal opportunities, access and benefits. Employment, housing, services and facilities should be designed inclusively and must be adapted to accommodate the needs of a person with a disability in a way that promotes integration and full participation.

2. 8. Démarches précises à envisager

   From: Droits de la personne et services policiers : créer et maintenir un changement organisationnel

   Ces dernières années, on a élaboré de nouvelles stratégies à l’appui du changement organisationnel en matière de droits de la personne dans les organismes policiers. Cette section décrit quelques démarches clés qui ont été prises dans le cadre du projet sur les droits de la personne du service de police de Toronto. D’autres mesures ont également été utilisées par d’autres organismes policiers.

3. 8. Education and training programs

   From: A policy primer: Guide to developing human rights policies and procedures

   A. Description and rationale

4. 8. Housing

   From: Policy on preventing discrimination because of pregnancy and breastfeeding

   Section 2 of the Code protects a woman against discrimination if she is, was or may become pregnant. This right applies to renting, being evicted, building rules and regulations, repairs, harassment, and use of services and facilities.

   The Code also protects against such discrimination in other housing situations, including buying property, negotiating mortgages,^[151] and condominium living arrangements (for example, discriminatory restrictions on the use of shared spaces).

5. 8. Obligation d’accommodement

   From: Politique sur le capacitisme et la discrimination fondée sur le handicap

   Aux termes du Code, les employeurs, syndicats, fournisseurs de services et fournisseurs de logements ont le devoir, aux termes de la loi, de tenir compte des besoins des personnes handicapées qui subissent les effets préjudiciables d’une exigence, d’une règle ou d’une norme. L’accommodement est nécessaire pour veiller à ce que les personnes handicapées bénéficient des mêmes possibilités et avantages, et du même accès, que les personnes non handicapées.

6. 8. Preventing and responding to sexual harassment

   From: Policy on preventing sexual and gender-based harassment

   The ultimate responsibility for maintaining an environment free from sexual harassment rests with employers, housing providers, educators and other responsible parties covered by the Code. From a human rights perspective, it is not acceptable to choose to stay unaware of sexual harassment, whether or not a human rights claim has been made.^[170]

7. 8. Programmes d’éducation et de formation

   From: Une introduction à la politique: Guide d’élaboration des politiques et procédures en matière de droits de la personne

   A. Description et raison d’être

8. 8. Socio-economic status, mental health and addictions

   From: Minds that matter: Report on the consultation on human rights, mental health and addictions

   Many individuals and organizations talked about people’s experiences with poverty. Poverty is a significant concern for people across Ontario with psychosocial disabilities. Unemployment, underemployment, discrimination and the lack of affordable housing for people with psychosocial disabilities were identified as major factors contributing to poverty.

9. 8. Specific actions to consider

   From: Human rights and policing: Creating and sustaining organizational change

   Over the last few years, new strategies to support human rights organizational change in policing organizations have been developed. This section describes some of the key actions that were taken during the Toronto Police Service Human Rights Project, but many have also been used in various shapes and forms by other police organizations.

10. 9. Autres renseignements au sujet des mesures d’adaptation à l’intention des personnes handicapées

    From: Les droits de la personne au travail 2008 - Troisième édition

    L’adaptation en fonction des besoins des personnes handicapées constitue l’une des questions les plus courantes en matière de droits de la personne sur les lieux de travail. Bien que la présente section repose sur les principes décrits auparavant, on y fait ressortir les problèmes particuliers auxquels les employeurs peuvent être confrontés lorsqu’ils prennent les mesures nécessaires pour satisfaire aux demandes d’adaptation des employés handicapés.

Pages