327 search results for
Discrimination and hate
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 80:
Increase youth’s safety and security around online activities to mitigate risks of exploitation and online bullying.
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Recommendation 3:
Increase workplace prevention requirements by explicitly naming violence—including sexual violence, intimate partner violence, bullying and harassment—as workplace hazards in the Workers’ Compensation Act.
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Recommendation 26:
Increase culturally appropriate community based and accessible services for Indigenous people including decolonizing employment, education and life skills training and supports, mental health and substance use, and child and family supports.
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Recommendation 24:
Increase access to culturally relevant human rights services to address racism and other systemic factors leading to the cycle of Indigenous specific poverty.
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Recommendation 15:
Include articles, commentaries or blogs in internal communication networks, so members can learn more about Muslims in Canada and how to help. Quickly deal with any backlash from members on your social networks too.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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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 25:
In the interim, reducing criminalization and stigmatization of community members would alleviate further social divides. Instead, we recommend an approach that allows them to thrive that takes an inclusive approach to housing, employment, social security, and access (services, food, other), which would require cooperative action by all levels of government and stakeholders.
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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 7:
In order to ensure high quality and equitable services, there must be ongoing data collection and evaluation. MCFD should engage the Ministry of Citizen Services and relevant ministries and public bodies to develop and implement a plan that enables:
A cross-ministry plan is to be developed by April 1, 2022 with full implementation of that plan to begin thereafter.
- Longitudinal data collection about young people who have aged out of care in British Columbia.
- Evaluation of post-majority services and supports and the public sharing of the evaluation results.
- Standardized data across the province that is reported regularly, including (but not limited to) the following disaggregated data: identity factors such as ethnicity and gender identity as well as indigeneity – First Nations, Métis and Inuit identity.
A cross-ministry plan is to be developed by April 1, 2022 with full implementation of that plan to begin thereafter.
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