94 search results for
Private sector
Recommendation 11:
Support the work of the Alliance of Canadian Cinema, Television and Radio Artists (ACTRA)’s Diversity Committee in increasing the participation and representation of Muslim actors and characters in TV, film, radio and other cultural media in Canada, and in resisting the vilification and stereotyping of Muslim people in media content in Canada.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 11:
Streamline/improve processes for permitting & inspection (including language accessibility).
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Recommendation 43:
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;
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Recommendation 17:
Seek out the leadership of your local Muslim community to keep the communication channels open between the community and your local union and labour council leadership.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Audience:
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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.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Audience:
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Recommendation 14:
Restitution should be embedded in fee structures. Indigenous artists should receive higher resale fees, especially communities that have been historically exploited by the market (such as Inuit). Regardless of industry standards, Black and Indigenous artists should receive fees for showing in private and commercial galleries.
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Recommendation 15:
Policy work moving forward should prioritize connectivity as a safety necessity for anti-violence work and emergency preparedness. This involves actions such as:
- Ensuring that emergency alerts can reach all Canadians, especially those in areas that are increasingly impacted by climate change-aggravated disasters (infrastructure issues)
- Organizing collaborative emergency planning with participation from a variety of sectors including, for instance, the private sector – particularly companies with access to connectivity technology and infrastructure – and anti-violence organizations. As pointed out by the report, this planning should be informed by and reflect Indigenous land knowledge and practices.
- Researching and investing in sustainable and ecologically wise connectivity infrastructure that is resilient to climate change to ensure the maximum possible protection of community members’ wellbeing, especially those most vulnerable to post-crisis violence.
- Researching and developing a plan for women who need to call emergency services for experiences of violence but have no phone or internet as a result of the disaster
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Recommendation 5:
Research whether additional “light” or “lightweight” versions of websites can be developed in order to decrease demand on the internet for individuals trying to access these sites ( CBC news recently launched “CBC Lite” to make news more accessible to rural and remote Canadians. https://www.cbc.ca/news/canada/montreal/introducingcbc-lite-1.5943819)
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Recommendation 6:
Recognize that competition is endemic within art industries and ensure that policies and structures are implemented that ensure management, senior curators, senior editors, and other high-level positions are held accountable for gatekeeping, racist and misogynist micro-aggressions, preferential treatment of white employees and men, and workplace bullying, gossip, and other toxic cultures of white supremacy and misogyny in the ways they work, and the cultures they thereby promote within their organizations.
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Recommendation 3:
Put the onus of learning on the actors within cultural institutions. Avoid tasking the decolonizing of an entire organization on one employee especially within Canada’s long running heritage institutions, museums, publications, and galleries, which will have deeply entrenched cultures of white supremacy.
- Avoid the single Indigenous hire into segregated positions. Only diverse, block hires of Black and Indigenous peoples moving forward, coinciding with the realization that this might mean the radical restructuring of institutions (such as retirements and staff changes), and the implementations of Indigenous and Black peoples throughout organizations in self-determined ways.
- Respect the interests of diverse Black and Indigenous peoples, and their varying desires to participate in diversity and decolonizing measures (i.e. Indigenous specific departments and programs, or self-determined integration into wider institutional spaces away from a focus on Indigenous issues).
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