Search

Search results

1. 10. Specific cases

   From: Policy on preventing discrimination based on creed

   10.1 Creed-based holidays, leaves and ritual observances

   Work and service schedules in Ontario have traditionally been structured around a Christian calendar. Many creeds require their members to engage in specific acts of worship and celebration at particular times of the day, week or year. When these observances do not coincide with existing work or service schedules, break times and statutory holidays, people may be adversely affected.

2. 10. Training, promotions and advancement

   From: Human Rights at Work 2008 - Third Edition

   a) Training and mentoring

   Organizations benefit from having a workforce where all employees are motivated to learn, enhance their skills and make greater contributions to the organization’s success. The costs of not providing equal access to training or other learning opportunities can be significant. In addition to potential liability under the Code, affected employees fall farther behind over time and may be less able to advance compared to colleagues who have had training opportunities.

3. 11. Accommodations

   From: Right to Read inquiry report

   Introduction

   As discussed in section 8, Curriculum and instruction, the Ontario curriculum should incorporate a universal approach to reading instruction that includes systematic, explicit instruction in foundational word-reading skills. Schools should supplement this universal approach with evidence-based reading interventions (discussed in section 10, Reading interventions), for students who require more support to learn to read.

4. 11. Accommodement des besoins

   From: Rapport sur l’enquête « Le droit de lire »

   Introduction

5. 11. Indigenous spiritual practices

   From: Policy on preventing discrimination based on creed

   Indigenous peoples practice diverse spiritual traditions in Ontario,^[487] reflecting the diversity of Indigenous peoples in Ontario and Canada.^[488] This section addresses the duty to accommodate Indigenous spiritual beliefs and practices in areas covered by the Code.^[489]

6. 11. Managing performance and discipline

   From: Human Rights at Work 2008 - Third Edition

   The Commission recognizes the right of the employer to manage its workforce, including relying on discipline when necessary. A progressive performance management approach that takes into account accommodation needs, and is consistently applied and documented, is a best practice.

   a) Evaluating and managing performance

   It is in an organization’s best interest to follow good human resources practices, such as regular performance appraisals and documented progressive performance management of all employees.

7. 11. Pratiques spirituelles autochtones

   From: Politique sur la prévention de la discrimination fondée sur la croyance

   En Ontario, les peuples autochtones suivent une variété de traditions spirituelles^[487] qui reflètent la diversité des peuples autochtones de l’Ontario et du Canada^[488]. La présente section porte sur l’obligation d’accommodement des convictions et pratiques spirituelles autochtones dans les domaines protégés par le Code.^[489]

8. 110 days short of equality for working women

   Women make up half of Ontario’s workforce. But whether it’s on the factory floor or in the boardroom, the disturbing reality is that women continue to earn less than men. Racialized women, young women, old women, single mothers, women who care for aging parents, religious women, and women with disabilities or addictions suffer an even greater wage gap.

9. 12. Preventing and responding to discrimination

   From: Policy on preventing discrimination based on creed

   The ultimate responsibility for maintaining an environment free from discrimination and harassment rests with employers, housing providers, service providers and other responsible parties covered by the Code. It is not acceptable to choose to ignore discrimination or harassment based on creed, whether or not a human rights claim has been made.

10. 12. Professional assessments

    From: Right to Read inquiry report

    Introduction

    In this report, professional assessments refer to assessments by psychologists and speech-language pathologists. Assessments by psychologists are called psychoeducational assessments or psychological assessments.

Pages