Recommendation 6: Expand the post-secondary program options eligible for support under the Single Parent Employment Initiative and, in the absence of enhancements to BC’s refundable post-secondary grants, allow all those on social assistance to retain benefits while attending a post-secondary institution.

Recommendation 6: Expand gendered workforce development programs: Technological disruptions to the nature of work have been accelerated by the pandemic. These changes will disproportionately impact women in jobs most likely to be disrupted (low-waged, clerical, manufacturing, and retail) and jobs least likely to be disrupted (care work such as child care, home care, and long-term care).Given established occupational and industry segregation, and historical disadvantages in the labour market, many women may not be able to access newly created jobs—many of which are being created in male-dominated industries and occupations like engineering, computer science, environmental science, and construction. To mitigate disruptions in women’s labour market participation, a training and skills-building plan is needed that prioritizes women’s access to decent work in emerging sectors (e.g., green economy), as well as those in which they are currently represented.

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.

Recommendation 35: Ensure there is no bias, prejudice or discrimination against employees from diverse backgrounds, including Muslim employees, in wages and compensation.

Recommendation 7: Ensure the Canada Child Benefit, in combination with other income measures, raises all families with children above the CFLIM after tax poverty lines calculated through tax filer data and ensure access to this and other federal benefits for families in population groups with higher rates of poverty.

Recommendation 39: Ensure that the duty to accommodate Muslim employees’ needs concerning religious observance by addressing existing or preventable barriers, for example:

a. Prayers two of the five times a day are during a 9 a.m. to 5 p.m. workday.

b. Washing (ablution) of face, hands, arms, and feet with clean water is required of Muslims before prayer. This can be done in the workplace washrooms, or a place with running water;

c. Friday congregational prayer is about one hour around lunchtime. An employer, in discussion with the Muslim employee, can arrange flexible work hours such as coming in earlier or leaving later on Friday;

d. Fasting during Ramadan is an important practice in Islam. Muslims abstain from food and drink including water from dawn until sunset for one month. An employer, in discussion with the Muslim employee, can arrange:
i. for flexible work hours such as shortening the workday if a lunch break is not taken by the employee; and
ii. for the employee to be exempt from work meetings and events that serve food and drinks during Ramadan.

e. Social and work events celebrating religious holidays of other faiths where alcohol is served may not be comfortable for Muslims. These employees should not be penalized for not participating in such events. Also, a Muslim employee should not be asked to serve or sell religiously offensive (haram) products, such as alcohol;

f. Pilgrimage (Haj) to the city of Mecca, which takes about a week, is required of Muslim adults at least once in their lifetime. Muslim employees may use their vacation days and/or unpaid days to fulfill this rite. The employee and employer should discuss to find available dates and options;

g. Holidays for religious observance and celebration (Eids) happens twice a year. Canadian employers are required by law to give Muslim employees two full days for religious observances in addition to vacation and statutory holidays; h. Clothing and behaviour for Muslims must be modest according to Islam. Muslim men are required to wear loose and non-transparent clothing covering, at a minimum, from their navel to their knees. Some Muslim men wear a small head covering, called a kufi. Some Muslim women wear loose-fitting, non-revealing clothing as well as a hijab, or some a face veil. The employer and Muslim employee may want to discuss workplace dress code exemptions, if necessary;

i. Many Muslim men for religious reasons wear beards. For health and safety reasons in the workplace, employers may require employees with beards to use proper covering such as hairnets or masks;

j. Some Muslims do not practice shaking hands with an unrelated person of the opposite sex as a sign of modesty and avoid any physical contact with members of the opposite gender; and

k. Dietary requirements for Muslims prohibit the consumption of alcohol, pork, and pork by-products according to the Qur’an, Islam’s religious book. Many practicing Muslims will only consume halal meat and poultry slaughtered according to certain standards of slaughter and preparation.

Recommendation 9: Ensure maternity and parental leave benefits are universally available to all parents (regardless of work status) and that the benefit levels are not less than the CFLIM aftertax poverty lines.

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.

Recommendation 10: Enhance Employment Insurance to expand access, duration and level of benefits to reduce inequity for lower-income workers and prevent and reduce child and family poverty, including establishing a minimum benefit floor.

Recommendation 11: Endeavour to purchase materials only from responsible suppliers.