176 search results for
Workers
Recommendation 8:
MCFD must review hiring and human resource policies to remove barriers for Indigenous applicants and make workplaces safe for Indigenous employees
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Recommendation 10:
MCFD must ensure that efforts are embedded at all organizational levels including by training supervisors, providing opportunities for Indigenous managers, and promoting the involvement of Indigenous employees in strategic planning and practice development
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Recommendation 4:
Mandate the new provincial health sector occupational health and safety organization (announced in 2019) to analyze injury levels and risk factors in assisted living, and develop an injury-prevention strategy and plan for the sector.
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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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Recommendation 55:
It is important that any dedicated anti-racism action plan emphasizes the need for evaluation and assessment systems that consider and account for conscious and unconscious biases. Such biases on the part of students and members of review committees tend to work against the career advancement of academics and administrators of African Descent, and of other racialized groups.
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Recommendation 3:
Invest in educating members about the threat to workers represented by Islamophobia and its destructive consequences for workers’ human rights, solidarity, and labour organizations.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 2:
Introduce paid leave provisions for survivors of sexual violence and intimate partner violence.
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Recommendation 13:
Indigenous publications, organizations, galleries, and other cultural institutions should immediately recruit Indigenous editors and department heads, if these positions are still held by non-Indigenous peoples. This might mean investing in mentorship processes and understanding that Indigenous qualifications can look different than non-Indigenous qualifications. This may require re-considering the concept of “quality”, production schedules, and other tools for organizational structure and workplace culture.
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Recommendation 68:
Increased transparency from government organizations on the recovery plan.
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Recommendation 67:
Increased and sustained funding to manage additional expenditures of housing and supporting youth. Funding for wages should be adequate, so organizations are able to hire qualified and trained staff to offer meaningful support to youth.
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