181 search results for
Workers
Recommendation 22:
Working with Muslim community associations, human rights bodies, trade unions and civil society organizations, and other stakeholders, develop a strategy to combat the growth of anti-Muslim hate groups and online and social media dissemination of Islamophobia.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 6:
Work with First Nations to establish a complaints protocol(s) or process(s) to support continued learning amongst retailers and service providers, and a safe experience for status card users.
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Recommendation 37:
Work with employees, through bargaining agents or Muslim and/or racialized employee representatives, ensure there are policies and procedures to address workplace harassment, violence or bullying. Reports of such incidences should be reported promptly and appropriate remedies taken.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Category and theme:
Audience:
Groups affected:
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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Category and theme:
Audience:
Groups affected:
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 65:
We call upon institutions and health service providers to ensure that all persons involved in the provision of health services to Indigenous Peoples receive ongoing training, education, and awareness in areas including, but not limited to:
- the history of colonialism in the oppression and genocide of Inuit, Métis, and First Nations Peoples;
- anti-bias and anti-racism;
- local language and culture; and local health and healing practices.
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Recommendation 177:
We call upon all governments, in partnership with Métis communities, organizations, and individuals, to design mandatory, ongoing cultural competency training for public servants (including staff working in policing, justice, education, health care, social work, and government) in areas such as trauma-informed care, cultural safety training, antiracism training, and understanding of Métis culture and history.
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Recommendation 151:
We call upon all governments to ensure that in all areas of service delivery – including but not limited to policing, the criminal justice system, education, health, and social services – there be ongoing and comprehensive Inuit-specific cultural competency training for public servants. There must also be ongoing and comprehensive training in such areas as trauma care, cultural safety training, anti-racism training, and education with respect to the historical and ongoing colonialism to which Inuit have been and are subjected.
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Recommendation 15:
There should be a drive for greater gender and racial equity in gallery exhibitions. For instance, a guiding principle might mandate that Black women artists booking a solo exhibition be paid the same rate as the highest paid white man artist. In fact, institutions should recognize that certain communities deserve to be paid more for their time and adopt an equity payscale. This can be considered another form of restitution for historic and ongoing marginalization of Indigenous and Black individuals and communities, which requires more labour to participate in the industry compared to non-Indigenous, white peers.
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Recommendation 15:
The Public Service Agency should commit to hiring more employees of African descent. At the very minimum, it is imperative that a People of African Descent youth internship program be implemented before the end of the Decade to recruit future People of African Descent graduates and undergraduates in jobs showing high demands for qualified workers at all skills levels. The PSA should also commit to support and establish a People of African Descent Leadership program that will provide dedicated mentoring, coaching and career development services to employees of African descent in middle-management positions.
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