Diversity & Inclusion Resources
LEGAL FRAMEWORK
Large employers should ensure that their Human Resource (HR) departments keep up with the latest HR practices and developments.
Smaller employers may need more resources. In concrete, employers may have an equality and diversity policy in their staff handbook. It can be as simple as stating that discrimination and harassment in the workplace will not tolerate and making it clear that anyone who discriminates or harasses in the workplace may be dismissed. Other policies and programmes to help create a culture where equality and diversity are valued Here, in brief, is what employers must do when it comes to equality and diversity:
Smaller employers may need more resources. In concrete, employers may have an equality and diversity policy in their staff handbook. It can be as simple as stating that discrimination and harassment in the workplace will not tolerate and making it clear that anyone who discriminates or harasses in the workplace may be dismissed. Other policies and programmes to help create a culture where equality and diversity are valued Here, in brief, is what employers must do when it comes to equality and diversity:
- To ensure they comply with equal pay legislation (pay men and women the same for doing the same (or equivalent) jobs;
- Do not discriminate against job applicants or staff when it comes to benefits, promotion and other workplace matters;
- To do all they reasonably can to prevent discrimination and harassment of staff in the workplace by others;
- To have the right policies in place, give adequate training, and demonstrate strong leadership).
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Federal Legislation
Ensures that no person is denied employment opportunities for reasons other than ability. It aims to achieve equality and correct conditions of disadvantage in the workplace for four specific groups: women, Aboriginal Peoples, members of visible minorities and people with disabilities.
The Act applies to federally regulated industries, Crown corporations and other federal organizations with 100 employees or more, as well as portions of the federal public administration. Entitles all individuals to equal opportunities without regard to race or colour, national or ethnic origin, religion, age, family or marital status, sex (including pregnancy or childbirth), pardoned conviction, disability (either physical or mental or as the result of dependency on alcohol or drugs) or sexual orientation. Organizations are required to ensure that their policies and practices are fair and equitable, and that they help prevent discrimination, harassment or retaliation towards people who work for your organization. The Canadian Human Rights Act applies to only federally regulated businesses.
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Link to the 2022 Employment Equity Act Review Report: What We heard from the Public Service Alliance of Canada (PSAC)
Link to the Ontario Human Rights Code website. |
Provincial Legislation
The code ensures equal rights and opportunities in five social areas including the workplace without discrimination or harassment on a number of grounds. Almost all non-profits fall under provincial jurisdiction for human rights legislation. Employees, independent contractors and volunteers are covered by this protection. Specifically, the right to “equal treatment with respect to employment” covers applying for a job, being recruited, training, transfers, promotions, terms of apprenticeship, dismissal and layoffs. It also covers rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline and performance evaluations.
AODA makes building accessible organizations mandatory in Ontario. All employers must comply, but only those with 20 or more employees must report on their compliance. The Act includes accessibility standards in customer service, information and communications, employment, transportation, and built environment. Learn here: about Ontario’s AODA laws and standards, our action plan and progress in becoming accessible for people with disabilities by 2025.
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