“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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Racism
Recommendations to government
Recommendation 25: Convene open and public cross-country consultations to find new ways to combat discrimination in a new national anti-racism strategy.-
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Recommendations to government
Recommendation 26: Reinstate Canada’s Action Plan Against Racism (CAPAR) to comply with the requirements of the United Nations World Conference against Racism.-
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Recommendations to government
Recommendation 27: Provide more funding to support anti-racism and anti-oppression programs, especially programs to combat Islamophobia.-
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Recommendations to government
Recommendation 28: Act on the 30 recommendations submitted by the Standing Committee on Canadian Heritage in the report, entitled Taking Action Against Systemic Racism and Religious Discrimination Including Islamophobia.-
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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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