“Islamophobia at Work: Challenges and Opportunities,” published by the Canadian Labour Congress, argues that Canada’s unions and working people should view the development of Islamophobia as deeply alarming, threatening and urgently in need of a response. Canada’s unions have a responsibility to understand, confront and interrupt racism and discrimination in workplaces, organizations and communities.
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Faith groups
Recommendations to employers
Recommendation 29: Ensure employers, management and employees understand their obligations under the Canadian Human Rights Act to Muslim employees in the workplace and to create a fair and healthy workplace free from discrimination, harassment, prejudice and bias. Provide resources to ensure that racialized and/or Muslim employees know their rights in the workplace.-
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Recommendations to employers
Recommendation 30: Develop organizational and workplace policies and practices that are fair, equitable and free from discrimination, harassment or retaliation against anyone, including racialized and/or Muslim employees who work for the organization or those who receive services from it.-
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Recommendations to employers
Recommendation 31: Create and ensure a positive and constructive organizational and workplace culture that is safe and respectful of multiple diversities of their employees, including Muslim employees.-
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Recommendations to employers
Recommendation 32: Review organizational and business policies, practices and services as well as organizational by-laws to remove any existing or potential barriers to a discrimination, harassment and bullying-free workplace for diverse employees including Muslim employees.-
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Recommendation 33:
Make anti-Islamophobia and anti-racism education or training available to leadership, managers and employees
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Recommendations to employers
Recommendation 34: Implement name-blind recruiting and hiring practices at both the staff and management levels, and ensure there is no bias, prejudice or discrimination against employees from diverse backgrounds, including Muslim employees, in the entire employment process including onboarding, retention, and promotion.-
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Recommendations to employers
Recommendation 35: Ensure there is no bias, prejudice or discrimination against employees from diverse backgrounds, including Muslim employees, in wages and compensation.-
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Recommendations to employers
Recommendation 36: Create joint workplace committees with leadership, management and employees through bargaining agents or Muslim and/or racialized employee representatives to develop, monitor, and evaluate anti-Muslim and anti-racism initiatives.-
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Recommendations to employers
Recommendation 37: Work with employees, through bargaining agents or Muslim and/or racialized employee representatives, ensure there are policies and procedures to address workplace harassment, violence or bullying. Reports of such incidences should be reported promptly and appropriate remedies taken.-
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Recommendations to employers
Recommendation 38: Establish and publicly promote a commitment from leadership, at the top levels of the organization or business, against Islamophobia in the workplace and society.-
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