153 search results for
Workers
Recommendation 10:
In retail context in particular:
- Establish clear and efficient workflows for status card use, to make this common experience more seamless for all involved.
- Ensure training about the tax exemption, and how to appropriately process the tax exemption.
- Ensure orientation to expected behaviours of staff when processing a status card – including definitions, examples, and negative consequences for displaying racism, discrimination, stereotyping, and microaggressions.
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Recommendation 3:
In light of the prevalence of racist attacks in restaurants, food and grocery establishments, accounting for almost 1/5th of all reported incidents, and the high numbers of Chinese and Asian Canadian essential workers in this sector, specific attention directed towards the protection of workers, operators and customers in these areas is critical.
- Recognize that workers and small businesses in the Chinese and Asian food sector have been impacted doubly: not only by the lockdown measures and economic damage resulting but also from racist attacks and racialized stigmatization of the sector. Provide support to these small businesses and workers in these sectors by ensuring there is robust support and a comprehensive recovery support strategy.
- Equip community, labour and businesses groups from Asian communities with the resources to support local businesses, workers and consumers in responding to racist attacks in these workplaces.
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Recommendation 7:
Implementing Practice Ready Assessments (PRA) of all graduates of international medical schools, including specialists, who meet simple eligibility criteria to determine if retraining is necessary and, if so, to what degree.
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Recommendation 10:
Implementing and/or increasing existing oversight and accountability including enforcement powers (such as Fairness Commissioners) of all aspects of the entry to the medical profession to ensure admission to the profession is: (i) fair and free of discrimination, i.e., inclusive and consistent with the principles of a free and democratic society; (ii) impartial; (iii) objective; (iv) flexible and (v) transparent as defined in the Health Professions Review Board’s Best Practices (BC HPRB, n.d.).
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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.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 75:
Implement interventions to reduce and eliminate precarious work in B.C.
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Recommendation 23:
Implement and implement an urban Indigenous economic development strategy to increase Indigenous inclusion and long term attachment to the Canadian economy.
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Recommendation 40:
Holidays for religious observance and celebration (Eids) happens twice a year. Canadian employers are required by law to give Muslim employees two full days for religious observances in addition to vacation and statutory holidays
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Recommendation 2:
Governments at all levels should ensure their direct and contract employees are paid a living wage that allows them to meet their basic needs, properly support their children and avoid chronic financial stress.
2022 BC Child Poverty Report Card
Group/author:
First Call Child and Youth Advocacy Society
First Call Child and Youth Advocacy Society
Year:
2022
2022
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Recommendation 72:
Funding for staff development and wellness to ensure frontline staff are taken care of.