176 search results for
Workers
Recommendation 4:
Press governments and human rights commissions to invest in better data gathering on the incidence and manifestations of Islamophobia in the workplace.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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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.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
-
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Recommendation 5:
Pending the development and implementation of a congruent whole-of-system response that addresses the push and pull factors contributing to children and youth being lost or missing in the child welfare system, adopt interim practice guidelines that support social workers and care teams to meaningfully engage with and respond to children and youth during and after incidents of them going missing. Interim practice guidelines to be informed by research evidence and effective practices employed in other jurisdictions.
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Recommendation 13:
Partner with service organizations, community groups, schools and places of worship in your community that are providing services or assistance to Muslims.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
-
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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.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
-
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Recommendation 11:
Organizations can promote anti-violence worker’s wellbeing and prevent burnout (which could impact service delivery) by developing occupational health and wellbeing policies that reflect new delivery methods and contexts such as those that utilize more technology, including remote service delivery or work from home situations.
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Recommendation 6:
One of the most valuable ways in which judicial perspectives could be sought as to the level of education and training received across Canada, would be through an in-depth consultation that would identify fundamental flaws within the Canadian legal system (see Martinson & Jackson, 2016). Consultations should include members of the Indigenous legal community, who are best placed to speak to the needs of Indigenous children in Canada (CBA, 2020).
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Category and theme:
- Access to justice ,
- Accessibility ,
- Accessible services and technology ,
- Ageism ,
- Courts ,
- Decolonization and Indigenous rights ,
- Discrimination and hate ,
- Education and employment ,
- Human rights system ,
- Indigenous children and youth in care ,
- International human rights ,
- Policing and the criminal justice system ,
- Poverty and economic inequality ,
- Public services ,
- Racism ,
- Representation and leadership
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Recommendation 9:
MCFD should consider the creation of specialized, equitably-resourced, Indigenous-specific teams as recommended by Jane Rousseau in Struggling toward Indigenous representation and service improvement within the BC Ministry of Children and Family Development
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Recommendation 7:
MCFD should collaborate with Indigenous peoples to create a formal plan for recruitment and retention of Indigenous MCFD staff, with clear principles, goals, milestones, and timelines.
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Recommendation 13:
MCFD must review its policies and practices to increase the use of ADR processes, including changing the definition of family in ADR processes to recognize and honour Indigenous conceptions of family.
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