122 search results for
Public sector
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 53:
We call upon the Parliament of Canada, in consultation and collaboration with Aboriginal peoples, to enact legislation to establish a National Council for Reconciliation. The legislation would establish the council as an independent, national, oversight body with membership jointly appointed by the Government of Canada and national Aboriginal organizations, and consisting of Aboriginal and non-Aboriginal members. Its mandate would include, but not be limited to, the following:
- Monitor, evaluate, and report annually to Parliament and the people of Canada on the Government of Canada’s post-apology progress on reconciliation to ensure that government accountability for reconciling the relationship between Aboriginal peoples and the Crown is maintained in the coming years.
- Monitor, evaluate, and report to Parliament and the people of Canada on reconciliation progress across all levels and sectors of Canadian society, including the implementation of the Truth and Reconciliation Commission of Canada’s Calls to Action.
- Develop and implement a multi-year National Action Plan for Reconciliation, which includes research and policy development, public education programs, and resources.
- Promote public dialogue, public/private partnerships, and public initiatives for reconciliation.
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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
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
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
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
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
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
Recommendation 2:
No more Indigenous advisory committees. Integrate diverse Indigenous peoples and knowledges throughout corporate structures, on both the creative and business side of organizations, and not just in moments of increased fiscal attachment to monetized identity politics.
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Recommendation 8:
- Open an Indigenous Healing Centre in Victoria for the ASC
- Provide culturally supportive housing
- Operate residence MAP programming
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Recommendation 5:
It is recommended that the Provincial Government immediately fund MNBC to create a Cultural Wellness and Safety curriculum on the Métis population in BC. This curriculum will be a part of San’yas Indigenous Cultural Competency training, and Provincial Government employees and health authority staff will be taught Metis curriculum, to decrease the misconceptions and increase understanding of the unique and distinct Culture of the Métis people.
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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 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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