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In recent years, we have seen important shifts in how employers are working to prevent and address harassment, discrimination, and violence in the workplace. As part of their efforts, employers are increasingly implementing training on these topics as a proactive measure.
Investigators typically follow the same process in every investigation. We gather evidence, usually through interviews, we use that evidence to make factual findings, and we analyse those findings to determine whether a breach of policy has occurred.
Followers of U.S. politics may be paying attention to the ongoing efforts on the part of Florida’s governor to crack down on what he and other conservative politicians view as the “liberal bias” in universities and colleges.
In Canada, an individual subject to a legal process such as a hearing or trial can request an accommodation connected to a human rights-related ground such as a disability. One common accommodation request is for permission to be accompanied by a support person for assistance, as this allows for meaningful participation in the process.
Language discrimination is a harmful reality in many workplaces, and employers need to be proactive in not only preventing it, but in celebrating and promoting language diversity. In a world where 281 million people live in countries other than where they were born, and with a record number of Canadians (13%) reporting a first language other than English or French, this issue is more important than ever. The rise of controversial new voice-altering technology, which perpetuates existing hierarchies about who speaks English with the “right” accent and who does not, adds to this urgency.
Growing up as a young Black girl in a predominately White town, I always wore what we call in the Black communities a “protective hair style.” Specifically, I grew up wearing the single braid hairstyle to protect my hair from breakage caused by Old Man Winter.
A few years ago, my mother was submitting an online job application and mentioned to me that one of the questions asked whether the applicant was a visible minority. She told me that she left the answer blank so that she wouldn’t be used as a “token” to “check a box” – literally and figuratively
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.
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