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Private sector
Recommendation 13:
Indigenous publications, organizations, galleries, and other cultural institutions should immediately recruit Indigenous editors and department heads, if these positions are still held by non-Indigenous peoples. This might mean investing in mentorship processes and understanding that Indigenous qualifications can look different than non-Indigenous qualifications. This may require re-considering the concept of “quality”, production schedules, and other tools for organizational structure and workplace culture.
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Recommendation 3:
Increase speeds offered in affordable access programs to meet targets in order to help facilitate equitable and meaningful connectivity for all.
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Recommendation 37:
Increase peer support opportunities and engage youth voice in paid focus groups or online surveys.
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Recommendation 23:
Include a Community Economic Development strategy that is based entirely from a culturally and community specific lens. This recommendation includes legitimizing and uplifting the survival economy, informal economy, and other systems that have been pushed to the margins, with measures to increase opportunities for more equitable and inclusive employment.
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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 20:
In communities with no public transit and where people need to drive long distances for services, establish community based passenger van and car share programs.
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Recommendation 6:
Improve multilevel accessibility in both traditional and non-traditional businesses, based on the definitions of accessibility provided in Appendix A. One example of language accessibility issues can be found in Appendix B: Other themes – Signage Accessibility.
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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 4:
Implement cross-cultural marketing that is specific to programs and workshops, and engage across socio economic and cultural lines.
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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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