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In our practice as workplace investigators, we regularly conduct investigations into allegations of sexual misconduct. Investigations are critical to ensuring a fair outcome and a safe work environment when these types of serious allegations are made.
Employers and workplace investigators face a continually-evolving understanding of “discrimination” under the Ontario Human Rights Code (the “Code”). In recent years, the case law has recognized that discrimination can occur in a wide variety of forms, often subtle and indirect.
I remember it like it happened yesterday. My colleague and I were packing our briefcases at the end of a long day. Another colleague approached and offered to carry my colleague’s briefcase. She declined his offer, and he offered again. She refused again, and he said, “But you’re such a little thing.” I remember this incident so clearly, even though it happened several years ago. It was disorienting and awkward.
The rights and freedoms of trans people currently dominate certain news cycles, and for good reason. The American Civil Liberties Union is tracking 118 anti-trans health care bills in the U.S., along with a variety of trans athlete bans, public accommodation bans, and education gag orders about gender identity and expression.
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.
Je me suis récemment penchée sur la question de la féminisation des titres de professions et métiers divers. En premier lieu, il y a longtemps que je me demande si, en tant que personne s’identifiant de sexe féminin, mon emploi est celui d’un enquêteur, d’une enquêtrice ou encore d’une enquêteuse?
In a decision earlier this year, considered a win for gender-diverse people, the Quebec Superior Court recognized the harms associated with the misidentification of non-binary and trans people on various forms of government issued identity documents (IDs).
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