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Serious insight for serious situations.

Serious insight for serious situations.

Québec cases we should all know about, part 1: Navigating gender-based harassment in the workplace: A look at Lippé v. Québec

Québec case law often goes unnoticed in the rest of Canada and remains inaccessible to most workplace investigators across the country, primarily due to linguistic reasons. This situation is quite unfortunate since Québec courts, tribunals, and adjudicators render interesting and innovative decisions every year in various areas of interest, including human rights and labour law.

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Quelques décisions du Québec que vous devriez connaître, partie 1: Comprendre le harcèlement fondé sur le genre : un regard sur Lippé c. Québec

La jurisprudence québécoise passe souvent inaperçue dans les autres provinces canadiennes et demeure inaccessible pour la grande majorité des enquêteurs et enquêteuses en milieu de travail du pays, et ce, pour des raisons principalement linguistiques. Cette situation est malheureuse, puisque chaque année, les tribunaux québécois rendent des décisions intéressantes et innovatrices dans plusieurs domaines d’intérêt, dont en droits de la personne et en droit du travail.

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“Accent translation” software? It’s time to flip the script on linguistic hierarchies

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.

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