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  1. The Human Rights process and race discrimination complaints

    From: Race Policy Dialogue Papers

    Published: December 2004

    (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.)

    by Bill Black

    Bill Black is a professor at the U.B.C. Faculty of Law. He was a member of the Canadian Human Rights Act Review Panel and in 1994 wrote a Report on Human Rights in British Columbia. He is a former director of the University of Ottawa Human Rights Research and Education Centre.

  2. Other approaches to multiple grounds

    From: An intersectional approach to discrimination: Addressing multiple grounds in human rights claims

    As discussed above, the intersectional approach is the preferred one for complaints and cases that cite multiple grounds. Nevertheless, there are other ways in which multiple grounds matters are being handled by human rights bodies, courts and international bodies such as the United Nations (the “UN”). In some instances, the grounds are looked at sequentially to see whether discrimination can be made out on the basis of each one in turn.

  3. Part 2 - The policy framework

    From: Policy and guidelines on racism and racial discrimination

    3. Types of racial discrimination

    It is not possible to slot people’s experiences of racial discrimination into clear categories. Manifestations of discrimination blur together and overlap to a large degree. However, for the purposes of this policy, it is necessary to describe the different ways in which racial discrimination can take place. Therefore, what follows is a discussion of the main ways in which racial discrimination can occur that are helpful in understanding and addressing the experience of racial discrimination.

  4. 2. Setting job requirements

    From: Human Rights at Work 2008 - Third Edition

    a) Make sure that job requirements are reasonable and made in good faith

    All jobs include performing certain tasks that may be considered requirements. A requirement, qualification or factor that is neutral and non-discriminatory on its face, may nonetheless exclude, restrict or prefer some persons because of a ground set out in the Code. This is often called "adverse effect” or "constructive" discrimination and is prohibited under section 11 of the Code. See also Section III-2g) – “Workplace rules that are not bona fide”.

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