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The Code states that every person has a right to equal treatment with respect to employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability.

The right to “equal treatment with respect to employment” covers every aspect of the workplace environment and employment relationship, including job applications, recruitment, training, transfers, promotions, apprenticeship terms, dismissal and layoffs. It also covers rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline and performance evaluations.

Relevant policies and guides:

Chief Commissioner commends government's consultation on mandatory retirement

October 21, 2004

Toronto - Chief Commissioner Keith Norton of the Ontario Human Rights Commission today praised the government’s consultations on the issue of mandatory retirement. "The Ministry’s initiative is a welcome step in the right direction. Older workers should be judged on their ability to perform a job, and not have to leave their work just because they reach a certain age," stated Chief Commissioner Keith Norton.

Submission of the Ontario Human Rights Commission to the Ministry of Labour regarding the consultations on ending mandatory retirement

September 2004 - This submission is in response to the Ministry of Labour’s public consultation on ending mandatory retirement.The Ontario Human Rights Commission (“OHRC”) commends the Ministry for these steps towards ending mandatory retirement.

Paying the price: The human cost of racial profiling

October 2003 - The Report begins with a brief explanation and definition of racial profiling. In addition, the Report explains the human cost of racial profiling on the individuals, families and communities that experience it. It details the detrimental impact that profiling is having on societal institutions such as the education system, law enforcement agencies, service providers and so forth. It also outlines the business case against profiling – in essence the economic loss sustained as a result of racial profiling.

Chief Commissioner commends plans to allow flexibility and choice in retirement

May 30, 2003

Toronto - Chief Commissioner Keith Norton of the Ontario Human Rights Commission today praised the government's move to act on providing more flexibility and choice in the area of retirement. This is consistent with the Commission's recommendation made in June 2001 for Ontario workers aged 65 or older. "The Bill introduced by the government yesterday respecting the age of retirement is significant and a step in the right direction. For some older workers, maintaining or even obtaining employment can have profound implications on their sense of worth, their dignity and their economic security. They should be judged on their ability to perform a job, and not have to leave their work just because they reach a certain age," stated Chief Commissioner Keith Norton, adding that, "Although the Bill provides for a transition period until January 1, 2005, it does not prevent any forward-looking employer and bargaining agent from implementing the provisions before that date."

How far does the duty to accommodate go? (fact sheet)

2000 - Business inconvenience, resentment or hostility from other co-workers, the operation of collective agreements and customer "preferences" cannot be considered in the accommodation process. When a person with a disability needs supports in order to work, use a service or access housing, the employer, service provider or landlord has a duty to provide these supports. There are limits to this duty, and these limits are called undue hardship.

Policy on drug and alcohol testing

September 2000 - Drug and alcohol testing are of particular concern in the workplace, notably for those Ontario employers that have safety sensitive operations, and/or that are subject to U.S. regulatory requirements (e.g. the trucking industry) or to the policies of U.S. affiliates with “zero tolerance” for the consumption of drugs or alcohol. For this reason, this Policy focuses on the workplace. However, it applies to other social areas as well.

Discussion paper: Human rights issues in insurance

October 1999 - The objective of the Paper is twofold: to promote dialogue on protecting human rights in the insurance industry and to examine alternatives to current practices by obtaining input from experts, regulators and consumers. Access to insurance in our society raises significant issues about distributive justice and fairness in the public sphere, issues that have received scant attention in Canada and in Ontario where rate setting has traditionally been viewed as a private matter.
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