176 search results for
Workers
Recommendation 3:
Put the onus of learning on the actors within cultural institutions. Avoid tasking the decolonizing of an entire organization on one employee especially within Canada’s long running heritage institutions, museums, publications, and galleries, which will have deeply entrenched cultures of white supremacy.
- Avoid the single Indigenous hire into segregated positions. Only diverse, block hires of Black and Indigenous peoples moving forward, coinciding with the realization that this might mean the radical restructuring of institutions (such as retirements and staff changes), and the implementations of Indigenous and Black peoples throughout organizations in self-determined ways.
- Respect the interests of diverse Black and Indigenous peoples, and their varying desires to participate in diversity and decolonizing measures (i.e. Indigenous specific departments and programs, or self-determined integration into wider institutional spaces away from a focus on Indigenous issues).
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Recommendation 18:
Publicly profile and promote union and labour council’s support and efforts in fighting discrimination against Muslims; sending a strong signal to everyone in the community. For example, write a letter to the editor or an opinion piece for local media, co-author it with community allies to show there is widespread support, organize a public statement (like a news release) to publicize your support efforts locally and how that connects with efforts across the country.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 10:
Provide spaces for anti-violence workers and organizations in RRI communities to collaborate, interact, and share their experiences in the spirit of mutual support and solidarity; support the implementation of communities of practice for rural membership such as the Safehomes Community of Practice for rural members that BCSTH is organizing. One anti-violence worker voiced that the development of this kind of interaction would be helpful to countering at times urban centric policies and systems.
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Recommendation 92:
We call upon the corporate sector in Canada to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples and their lands and resources. This would include, but not be limited to, the following:
- Commit to meaningful consultation, building respectful relationships, and obtaining the free, prior, and informed consent of Indigenous peoples before proceeding with economic development projects.
- Ensure that Aboriginal peoples have equitable access to jobs, training, and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects.
- Provide education for management and staff on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations. This will require skills based training in intercultural competency, conflict resolution, human rights, and anti-racism.
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- Culture and language ,
- Decolonization and Indigenous rights ,
- Discrimination and hate ,
- Economic inequality ,
- Education and employment ,
- Human rights system ,
- Income insecurity and benefits ,
- Indigenous rights and self-governance ,
- International human rights ,
- Poverty and economic inequality ,
- Public education and reconciliation ,
- Racism ,
- Representation and leadership
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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.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 13:
Provide assistance & resources to traditional businesses regarding succession planning. Explore opportunities for implementing long-term sustainable and community ownership models such as cooperatives.
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Recommendation 80:
Provide 21 sick days a year for all workers regardless of their immigration status.
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Recommendation 12:
Project participants also expressed the need for training to cover the following topics: genderbased violence; Indigenous rights, identities, and cultures; the role of ongoing colonialism on intergenerational trauma; the potential for communities and families to provide more appropriate solutions to family healing; and the importance of culture and connection to the child’s well-being.
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Recommendation 71:
Prioritize poverty reduction strategies that target those who have a higher risk of living in poverty due to intersectional disadvantage. This includes women, single senior women, single parents, Indigenous and racialized communities, immigrants and refugees, those engaged in survival sex work and other work in grey economies, LGBTQIA2S+ individuals, those living with disabilities (taking into consideration the diverse needs of those with both short and long-term disability needs), those with mental health challenges, and those with substance-use disorders.
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Recommendation 9:
Press the Government of Canada to restore the legal employment equity requirements for federal contractors.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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