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  1. 5. Collecting data in a Code-consistent way

    From: Count me in! Collecting human rights-based data

    Collecting information about characteristics based on Code and non-Code grounds may lead to fears that the information might be used to treat a person or group in a discriminatory way, give unmerited preference to a particular group that does face historical discrimination, or lead to individuals being identified or “outed.” To address such fears, the following guidelines are strongly recommended to make sure that data involving Code and non-Code grounds is collected and used in a legitimate and appropriate way:

  2. 5. Context for the report findings

    From: OHRC Response to the Race Data and Traffic Stops in Ottawa Report

    The results from the OPS data collection project are situated within a context of historical police/community relations with racialized and Indigenous peoples in Ottawa and Canada generally. Many Supreme Court of Canada decisions and research studies show that systemic discrimination in policing is a reality. The York University researchers’ findings are similar to the results of other research conducted on police bias.

  3. 5. Emerging human rights protections

    From: Policy on preventing discrimination because of gender identity and gender expression

    5.1 Ontario

    In 1999, the OHRC took the position that the ground of sex under human rights law could be interpreted to include the right of transgender people to be free from discrimination and harassment.

    In 2000, the OHRC released its ground breaking Policy on discrimination and harassment because of gender identity (the original version of this policy). The OHRC and others successfully litigated that policy over the years, with tribunals and courts recognizing more and more the human rights of trans people.

  4. 5. Employment

    From: Policy on discrimination against older people because of age

    Assumptions and stereotypes about older workers are unfortunately all too prevalent in our workplaces. Older workers are often unfairly perceived as less productive, less committed to their jobs, not dynamic or innovative, unreceptive to change, unable to be trained or costly to the organization due to health problems and higher salaries. These ideas about older workers are simply myths that are not borne out by evidence. In fact, there is significant evidence that older workers:

  5. 5. Harcèlement sexuel dans le domaine de l’éducation

    From: Politique sur la prévention du harcèlement sexuel et du harcèlement fondé sur le sexe

    L’éducation, dans son sens le plus large, est un « service » en vertu du Code[127]. L’article 1 du Code garantit le droit à un traitement égal en matière de services, sans discrimination fondée sur le sexe. Le harcèlement sexuel, en tant que forme de discrimination sexuelle, est par conséquent interdit dans le milieu de l’éducation[128].

  6. 5. Interviewing and making hiring decisions

    From: Human Rights at Work 2008 - Third Edition

    This section describes the human rights issues that commonly arise in interviews, some of the types of questions that may or may not be asked, and how to make hiring decisions that do not contravene the Code. Supervisors, managers and human resources staff who are responsible for making hiring decisions must be trained and educated to identify and eliminate discrimination, harassment and barriers to advancement for persons protected by the Code.

  7. 5. Mesures émergentes de protection des droits de la personne

    From: Politique sur la prévention de la discrimination fondée sur l’identité sexuelle et l’expression de l’identité sexuelle

    5.1 Ontario

    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.

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