153 search results for
Workers
Recommendation 2:
Although this legislative approach is relatively new and untested, its potential for reducing the pay gap, contributing to poverty reduction, and helping other marginalized groups are all significant. Additionally, it approaches the issue in a way that pay transparency and pay equity do not, which ensures that pay discrimination against gender diverse people is identified and rectified. We recommend that this model, and the outcomes from its implementation in Iceland, continue to be studied and considered by policymakers. A pilot implementation period, where the equal pay standard is trialed in a select number of firms or government agencies, or establishing the equal pay standard as a voluntary certification that businesses can independently attain, would be the best ways to determine whether this policy is viable for BC. The BC government should consider consulting with business groups and labour unions about the design of a future equal pay certificate for the province. Such consultations were crucial for getting such a strenuous form of regulation passed in Iceland. These and other efforts to get all affected parties on board with the legislation will all contribute to making this policy more feasible in the future.
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Recommendation 1:
That the BC government, working in collaboration with commercial distribution networks, invest $10M to create regional stockpiles of personal protective equipment (PPE) for future pandemic preparation for B.C.’s health care sector, with an emphasis on seniors’ living and care providers, including non-government home health care operators.
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Recommendation 2:
That the BC government invest $20 million over three years to fund a comprehensive, industry-led health human resource (HHR) strategy for the seniors’ care and living sector to address chronicworker shortages and improve quality of care for residents and clients.
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Recommendation 71:
Support with administrative and operational costs such as buildings and proper infrastructure. It is common in our sector to have “bunk-bed desks”, which don’t work during a pandemic.
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Recommendation 73:
Some youth recommend training for service providers to understand the unique needs of youth and how the pandemic has changed them.
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Recommendation 43:
Some Muslims do not practice shaking hands with an unrelated person of the opposite sex as a sign of modesty and avoid any physical contact with members of the opposite gender;
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Recommendation 3:
Significantly raise income and disability assistance rates to bring total welfare incomes up to the CFLIM after-tax poverty thresholds and index them to inflation. Federal investments must support social assistance adequacy through the Canada Social Transfer and tie investments to adequacy standards.
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 17:
Seek out the leadership of your local Muslim community to keep the communication channels open between the community and your local union and labour council leadership.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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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.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 7:
Restructure provincial and national arts funding in Canada. Funding initiatives for Indigenous peoples are still immensely important. But they need to be managed by Indigenous peoples and redesigned in a way that decentralizes institutional modes of power.
- Indigenous juries should have demographic qualifications, based on Indigenous consultation and development, that will ensure that all juries consist of diverse generations, backgrounds, fields, geographies, and other considerations.
- Granting bodies should shift to Indigenous board, panel, peer-reviewed, or jury led adjudication of professional status. Adjudication that accounts for alternative forms of professional development such as community knowledge and histories of mentorship. Until this is implemented, there should be greater transparency and dialog regarding the process of professional accreditation; namely, the assigning officers, their races and relationships to Indigenous peoples, and their qualifications to make such adjudications on behalf of Indigenous creative communities.
- The management of granting organizations and grant officers should meet demographic quotas that shift the minority and majority interest in Canada’s arts and culture granting institutions. Recruitment campaigns must widen their understanding of who can, and should, occupy these positions, even if that means investing in mentorship.
- Granting programs should strive to be discipline specific and include demographic quotas for diverse Indigenous groups such as Inuit, Black-Indigenous peoples, peoples residing in Reserve communities, folks in regions outside of currently over-represented central Ontario and Vancouver such as the prairies and the East Coast, community artists and vendors, first-time applicants, and other considerations.
- Granting bodies must invest significant resources into strengthening Indigenous self-identification measures, at least when it comes to accessing Indigenous funding lines. This will be a challenging exercise and must be flexible and evolving and ensure an ongoing dialog. Thus, this process requires continued resource investment from cultural institutions.
- Policy should be developed, in consultation with Indigenous communities, around the threshold of number of Indigenous employees to qualify for and receive Indigenous funding, and what precisely constitutes “Indigenous Art” for funding purposes.
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