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1. 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).

2. 9. Services, goods and facilities

   From: Policy on preventing discrimination because of pregnancy and breastfeeding

   Section 1 of the Code prohibits discrimination in “services, goods and facilities” based on pregnancy and breastfeeding. This includes educational institutions, hospitals and health services, insurance providers, public places like malls and parks, public transit, and stores and restaurants. This means that women who are pregnant, or who bring their babies to a restaurant or a theatre, cannot be denied service or access unless there is a bona fide reason for doing so.

3. 10. Making complaints

   From: Policy on preventing discrimination because of pregnancy and breastfeeding

   People who believe they have experienced discrimination based on pregnancy or breastfeeding should try to raise the matter or make a complaint with their employer, union or other vocational association, landlord or service provider.

4. 11. Corporate liability

   From: Policy on preventing discrimination because of pregnancy and breastfeeding

   Organizations have a legal duty and ultimate responsibility to maintain an environment free from discrimination and harassment because of sex. 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.^[164]

5. 12. Preventing and responding to discrimination

   From: Policy on preventing discrimination because of pregnancy and breastfeeding

   12.1. Organizational reviews, policies and education

   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 pregnancy and breastfeeding. Strategies include developing and implementing:

6. Appendix A: Purpose of OHRC policies

   From: Policy on preventing discrimination because of pregnancy and breastfeeding

   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.

7. 3. Grossesse et autres motifs de discrimination dans le Code

   From: Politique sur la prévention de la discrimination fondée sur la grossesse et l’allaitement

   3.1. La grossesse et les motifs connexes prévus par le Code

8. 4. Formes de discrimination fondées sur la grossesse et l’allaitement

   From: Politique sur la prévention de la discrimination fondée sur la grossesse et l’allaitement

   Le Code stipule que toute personne a droit à un traitement égal, sans discrimination fondée sur la grossesse, dans les domaines sociaux de l’emploi, du logement, des services, des biens ou installations, des contrats et de l’adhésion à une association commerciale ou professionnelle. La législation relative aux droits de la personne a pour but de prévenir les affronts à la dignité humaine en éliminant les obstacles et en s’assurant que tous les membres de la collectivité ont la même possibilité de vivre à l’abri de la discrimination.

9. 5. Exigences établies de façon raisonnable et de bonne foi

   From: Politique sur la prévention de la discrimination fondée sur la grossesse et l’allaitement

   Dans certaines circonstances, une décision, une politique, une pratique ou une procédure constitue de la discrimination fondée sur la grossesse, mais se justifie parce qu’elle est raisonnable et de bonne foi (légitime). La Cour suprême du Canada a établi un cadre de travail pour déterminer si l’exigence de bonne foi a été démontrée^[67]. S’il est déterminé qu’il y a discrimination à première vue, l’organisation doit démontrer, selon toute probabilité, que la norme, le facteur, l’exigence ou la règle :

10. 6. Obligation d’accommodement

    From: Politique sur la prévention de la discrimination fondée sur la grossesse et l’allaitement

    Les femmes ne devraient pas avoir à choisir entre leur propre santé ou celle de leur bébé, et leur emploi, leur logement ou la participation à un service. Par exemple, un tribunal des droits de la personne a affirmé l’importance de tenir compte des besoins des femmes au travail :

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