Grounds of Discrimination

1. Grounds of Discrimination Human Rights and the Law

2. Employment Everyone has a right to ‘equal treatment’ with respect to employment This includes:

3. Exceptions Under the Law • Certain actions are not considered discriminatory if they are ‘reasonable and justifiable under the circumstances Example: Higher insurance fees for younger drivers

4. Exceptions Under the Law Bona Fide Occupational Requirement • In some cases, specific skills are required to do a certain job • A qualification that would normally be considered discriminatory but it is necessary for proper or efficient job performance Example: Requiring delivery drivers to have a valid driver’s licence

5. Exceptions Under the Law Affirmative Action • Gives advantages to groups who have been discriminated against in the past • Often practiced in organizations that serve a particular community Example: Women prison guards at a women’s prison

6. Types of Discrimination Constructive Discrimination • Neutral requirements found in employment policies that inadvertently exclude certain individuals, resulting in discrimination • More difficult to detect than direct discrimination Example: Police departments had a minimum height requirement that effectively excluded most women and minority groups

7. Types of Discrimination Direct Discrimination • An overt act of discrimination; discrimination that is practiced openly Example: Refusing service or employment to someone simply because of his or her membership in a particular group

8. Duty to Accommodate Accommodate • Eliminate or adjust requirements or conditions to enable a person to carry out the essential duties of an activity or job • Supreme Court has ruled that an employer has a legal duty to accommodate an employee’s individual needs Example: Employers must resolve conflicts, such as employees needing time off for religious observances, to be mutually satisfactory to both parties

9. Duty to Accommodate Undue Hardship • The result of a change that would affect the economic viability of an enterprise or produce a substantial health and safety risk that outweighs the benefit of the accommodation • Employer has the duty to prove accommodating an employee would cause undue hardship for the business Example: It would be expensive for an employer to install an elevator to accommodate the needs of one disabled worker required to carry boxes up a flight of stairs Exchange of some duties with a another employee might be attempted first

10. Harassment in the Workplace Harassment • Everyone has the right to be free from persistent or humiliating behaviour that violates the human rights of the victim • Outlined in provincial human rights codes • Racial, sexual, or religious slurs for example can be considered harassment if they are repeated or ongoing • Employers are responsible for ensuring that the conduct of employees does not constitute harassment

11. Harassment in the Workplace Sexual Harassment • Unwelcome sexual contact, remarks, leering, demands for dates, requests for sexual favours, and displays of sexually offensive pictures or graffiti Poisoned Environment • An uncomfortable or disturbing atmosphere created by the negative comments or behaviour of others Example: Female employee hearing disparaging comments from male co-workers such as “Women just aren’t as capable as men”

12. Accommodation and Facilities Accommodation • All people have the right to equal treatment in accommodation and is protected under provincial human rights codes • May be long term such as renting or purchasing a home or temporary including staying at a hotel or college residence • Right to be free from discrimination based on age, marital status, or sources of income • Unmarried women with children and are on social assistance are often refused rental of apartments

13. Accommodation and Facilities Facilities • Areas or buildings designated for public use including parks, concert halls, or hockey rinks • Treatment of groups differently who use the same facility can be considered a human rights violation Example: A facility manager cracks down on fans who are jeering men's soccer teams but does not provide the same treatment for female players when they complain about jeering fans

14. Meeting Special Needs • Human rights codes prevent discrimination on the basis of disability • Needs of workers with psychological, emotional, or physical disabilities must be accommodated by employers • Persons with disabilities have the right to full integration and participation in society • Employers, landlords, service providers, and others have a duty to consider special needs

15. Meeting Special Needs Buildings, programs, procedures, and services must be designed to include all persons equally and fully Undue Hardship • Special arrangements must be made where it is impossible to remove barriers • To prove undue hardship, three criteria exist: • Cost • Sources of funding • Health and safety

16. Goods and Services • Goods generally refer to merchandise that can be purchased such as iPods, books, and clothing • Services provide a way to meet consumer needs that do not involve the purchase of tangible good such as banking, dry cleaning, and taking a bus • Under human rights legislation, everyone has a right to equal access to goods and services