“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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LGBTQ2SIA+
Recommendations to trade unions
Recommendation 20: Work to increase equity representation in CLC committees and on decision making bodies such as Canadian Council.-
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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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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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Recommendations to employers
Recommendation 35: Ensure there is no bias, prejudice or discrimination against employees from diverse backgrounds, including Muslim employees, in wages and compensation.-
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