372 search results for
Women and gender diverse people
Recommendation 20:
Work to increase equity representation in CLC committees and on decision making bodies such as Canadian Council.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 49:
Women’s shelters on reserve should have the option to incorporate as nonprofit organizations to receive funding directly from INAC, rather than through Band councils, in order to maintain the privacy of those accessing the shelter.
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Recommendation 1:
Pay transparency would help promote pay equality in BC by highlighting pay gaps that exist within firms and encouraging them to close those gaps. Importantly, this type of legislation provides a foundation for further action by mandating the release of the data needed to identify pay discrimination. The information and data can then be used to inform future policies. In contrast, pay equity legislation would help to address the systematic undervaluation of women’s work by analyzing the pay and value of jobs traditionally segregated by gender. Proactive pay equity is a complementary policy to pay transparency and can further reduce the pay gap by ensuring that people working in female-dominated occupational groups are being paid the same as other occupations of equivalent value.
With that in mind, our research indicates that for any type of pay legislation that BC chooses to adopt, the effect on the gender pay gap is dependent on the details of policy design and adopted tools. Key elements include clear reporting requirements, sufficient guidance for businesses, and a well-funded oversight body.
With that in mind, our research indicates that for any type of pay legislation that BC chooses to adopt, the effect on the gender pay gap is dependent on the details of policy design and adopted tools. Key elements include clear reporting requirements, sufficient guidance for businesses, and a well-funded oversight body.
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Recommendation 1:
We urge the government of BC to support a rights-based framework for survivors of sexual assault by committing to provide dedicated, secure, and sustainable funding for community-based assault crisis response teams and integrated sexual assault clinics across British Columbia. We support the submissions made by VASC and WAVAW and encourage the government of BC to implement their recommendations by way of both an increase in funding and a legislated right to a community-based assault crisis services.
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Recommendation 29:
We recommend that CSC invest in qualified, independent behavioural counsellors, occupational therapists and social workers to be available in all men’s and women’s SIUs to provide services to promote mental well being.
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Recommendation 7:
We call upon the federal, provincial, and territorial governments, in partnership with Indigenous Peoples, to establish a National Indigenous and Human Rights Ombudsperson, with authority in all jurisdictions, and to establish a National Indigenous and Human Rights Tribunal. The ombudsperson and tribunal must be independent of governments and have the authority to receive complaints from Indigenous individuals as well as Indigenous communities in relation to Indigenous and human rights violations, and to conduct thorough and independent evaluations of government services for First Nations, Inuit, and Métis people and communities to determine compliance with human and Indigenous rights laws. The ombudsperson and the tribunal must be given sufficient resources to fulfill their mandates and must be permanent.
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Recommendation 81:
We call upon the federal, provincial, and territorial governments, and Canadian law societies and bar associations, for mandatory intensive and periodic training of Crown attorneys, defence lawyers, court staff, and all who participate in the criminal justice system, in the area of Indigenous cultures and histories, including distinctions-based training. This includes, but is not limited to, the following measures:
- All courtroom officers, staff, judiciary, and employees in the judicial system must take cultural competency training that is designed and led in partnership with local Indigenous communities.
- Law societies working with Indigenous women, girls, and 2SLGBTQQIA people must establish and enforce cultural competency standards.
- All courts must have a staff position for an Indigenous courtroom liaison worker that is adequately funded and resourced to ensure Indigenous people in the court system know their rights and are connected to appropriate services.
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Recommendation 36:
We call upon the federal, provincial, and territorial governments to work with Aboriginal communities to provide culturally relevant services to inmates on issues such as substance abuse, family and domestic violence, and overcoming the experience of having been sexually abused.
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Recommendation 102:
We call upon the federal, provincial, and territorial governments to fund further inquiries and studies in order to better understand the relationship between resource extraction and other development projects and violence against Indigenous women, girls, and 2SLGBTQQIA people. At a minimum, we support the call of Indigenous women and leaders for a public inquiry into the sexual violence and racism at hydroelectric projects in northern Manitoba.
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Recommendation 36:
We call upon the federal government to review and reform the law about sexualized violence and intimate partner violence, utilizing the perspectives of feminist and Indigenous women, girls, and 2SLGBTQQIA people.
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