“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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Employment
Recommendations to trade unions
Recommendation 2: Provide bystander training and tools to union and labour council members so they are equipped to immediately speak out against discriminatory words or actions when encountered, no matter where they occur.-
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Recommendations to trade unions
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.-
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Recommendations to trade unions
Recommendation 4: Press governments and human rights commissions to invest in better data gathering on the incidence and manifestations of Islamophobia in the workplace.-
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Recommendations to trade unions
Recommendation 8: Advocate and collectively bargain for the creation of workplace human rights committees along the lines of the internal responsibility system, as proposed by the 2000 Canadian Human Rights Act Review Panel (La Forest report).-
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Recommendations to trade unions
Recommendation 9: Press the Government of Canada to restore the legal employment equity requirements for federal contractors.-
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Recommendations to trade unions
Recommendation 10: Press all levels of government to adopt proactive pay equity legislation to eliminate wage disparities between men and Black women, Indigenous and Muslim women.-
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Recommendations to trade unions
Recommendation 12: Outreach and invite Muslim community allies to labour meetings, gatherings and events, and provide space to learn about the experiences and perspectives of Muslims themselves and learn about the work that unions and labour organizations are doing. Small gatherings for sharing and exchanging information, even just conversation can break down barriers and build solidarity.-
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Recommendations to employers
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.-
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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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