Pronouns in the workplace
As awareness and understanding of gender diversity grows, more transgender, non-binary, and gender non-conforming persons are feeling supported and empowered to express their gender identities in the workplace.
Category: Discrimination
Upon reflection — Why Pride month is still a protest
It is readily acknowledged that the origins of “Pride” started on June 28, 1969, when police officers raided New York City’s Stonewall Inn in Greenwich Village, beating and harassing bar patrons and arresting 13 employees who were considered in violation of various gendered state legislation.
Put on your lens! The importance of having a critical race theory (CRT) lens when conducting a race-based workplace investigation
Like many of you, over the last couple of years, I have been hearing the buzz around the ban of the now controversial critical race theory (CRT) from some of our neighbours south of the border.
Rumour. Gossip. Hearsay.
Sometimes, allegations of workplace misconduct will be clearly articulated and will be backed up by first-hand evidence of inappropriate behaviour or harassment, and employers will take the appropriate steps to conduct a fair and impartial investigation to determine whether such allegations are well founded.
Respect at Work Training – why now?
We’ve been hearing much talk about the “Great Resignation” – specifically, between April and September 2021, more than 24 million American employees left their jobs, an all-time record. While the same hasn’t yet been seen in Canada, experts speculate that this may just be delayed…
Raising allegations of discrimination in the workplace: Is it what you say, or how you say it?
In October 2021, my colleague Dana Campbell-Stevens wrote a blog in which she addressed how the law views an individual’s gut feeling about being a victim of discrimination. A recent case from the Saskatchewan Court of Appeal, Thomas v. Saskatchewan Indian Gaming Authority Inc., raises issues respecting the potential implications of an individual voicing such a gut feeling.
Supreme Court revisits what is a “factor” in discrimination
In human rights law, courts and tribunals will often find it useful to determine whether a claimant has established a prima facie case of discrimination. The test requires that the complainant has a protected characteristic under the relevant human rights legislation; that the complainant suffered disadvantage or adverse impact; and that the protected characteristic was a factor or had contributed to the disadvantage or adverse impact.
Bald assertions not sufficient to establish discrimination
The nature of discrimination is such that it is often based on an individual’s “gut feeling” about an experience or interaction, rather than anything that is overtly said or done. The courts have recognized time and again that discrimination is often subtle and not overt.
