327 search results for
Discrimination and hate
Recommendation 16:
For the foreseeable future, the acquisitions budget of Canadian art institutions must be solely dedicated to the acquisition of Black and Indigenous art. This acquisition campaign must not be merely history art about Indigenous and Black peoples; even if this means collecting primarily contemporary artists.
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Recommendation 1:
EVA BC’s research and consultations in British Columbia have highlighted the need for adequate levels of services and training to enhance knowledge and skills of responders throughout the system of response, and the need to ensure that the justice system is equipped to respond and adjudicate in matters of gender-based violence. We also stress the critical importance of cross sector coordination in responding to gender-based violence, and the involvement and combined efforts and energy of government, support and service organizations, and survivors and their families.
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Recommendation 17:
Establish stand-alone pay equity and pay transparency legislation.
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Recommendation 14:
Establish special economic zones for Chinatown and the DTES to recognize the unique cultural and social assets of these neighbourhoods.
- Provide appropriate support services to traditional businesses.
- Incentivize cooperation with culturally specific infrastructure.
- Legitimize aspects of informal and survival economies.
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Recommendation 5:
Establish cultural knowledge/skills sharing hub that works off of UNESCO’s Intangible Cultural Heritage (2003) Article 14(a), where each State Party shall endeavour, by all appropriate means, to ensure recognition of, respect for, and enhancement of the intangible cultural heritage in society, in particular through:
- educational, awareness-raising and information programmes, aimed at the general public, in particular young people;
- specific educational and training programmes within the communities and groups concerned;
- capacity-building activities for the safeguarding of the intangible cultural heritage, in particular management and scientific research; and
- non-formal means of transmitting knowledge.
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Recommendation 38:
Establish and publicly promote a commitment from leadership, at the top levels of the organization or business, against Islamophobia in the workplace and society.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 35:
Ensure there is no bias, prejudice or discrimination against employees from diverse backgrounds, including Muslim employees, in wages and compensation.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 5:
Ensure the growth of Black and Indigenous cultural workers into senior positions. Ensure Black and Indigenous staff are given the opportunity to interview for senior positions and foster a practice of hiring from within. Where possible and appropriate provide mentorship to those employees and include explicitly in succession planning.
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Recommendation 39:
Ensure that the duty to accommodate Muslim employees’ needs concerning religious observance by addressing existing or preventable barriers, for example:
a. Prayers two of the five times a day are during a 9 a.m. to 5 p.m. workday.
b. Washing (ablution) of face, hands, arms, and feet with clean water is required of Muslims before prayer. This can be done in the workplace washrooms, or a place with running water;
c. Friday congregational prayer is about one hour around lunchtime. An employer, in discussion with the Muslim employee, can arrange flexible work hours such as coming in earlier or leaving later on Friday;
d. Fasting during Ramadan is an important practice in Islam. Muslims abstain from food and drink including water from dawn until sunset for one month. An employer, in discussion with the Muslim employee, can arrange:
i. for flexible work hours such as shortening the workday if a lunch break is not taken by the employee; and
ii. for the employee to be exempt from work meetings and events that serve food and drinks during Ramadan.
e. Social and work events celebrating religious holidays of other faiths where alcohol is served may not be comfortable for Muslims. These employees should not be penalized for not participating in such events. Also, a Muslim employee should not be asked to serve or sell religiously offensive (haram) products, such as alcohol;
f. Pilgrimage (Haj) to the city of Mecca, which takes about a week, is required of Muslim adults at least once in their lifetime. Muslim employees may use their vacation days and/or unpaid days to fulfill this rite. The employee and employer should discuss to find available dates and options;
g. 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; h. Clothing and behaviour for Muslims must be modest according to Islam. Muslim men are required to wear loose and non-transparent clothing covering, at a minimum, from their navel to their knees. Some Muslim men wear a small head covering, called a kufi. Some Muslim women wear loose-fitting, non-revealing clothing as well as a hijab, or some a face veil. The employer and Muslim employee may want to discuss workplace dress code exemptions, if necessary;
i. Many Muslim men for religious reasons wear beards. For health and safety reasons in the workplace, employers may require employees with beards to use proper covering such as hairnets or masks;
j. Some Muslims do not practice shaking hands with an unrelated person of the opposite sex as a sign of modesty and avoid any physical contact with members of the opposite gender; and
k. Dietary requirements for Muslims prohibit the consumption of alcohol, pork, and pork by-products according to the Qur’an, Islam’s religious book. Many practicing Muslims will only consume halal meat and poultry slaughtered according to certain standards of slaughter and preparation.
a. Prayers two of the five times a day are during a 9 a.m. to 5 p.m. workday.
b. Washing (ablution) of face, hands, arms, and feet with clean water is required of Muslims before prayer. This can be done in the workplace washrooms, or a place with running water;
c. Friday congregational prayer is about one hour around lunchtime. An employer, in discussion with the Muslim employee, can arrange flexible work hours such as coming in earlier or leaving later on Friday;
d. Fasting during Ramadan is an important practice in Islam. Muslims abstain from food and drink including water from dawn until sunset for one month. An employer, in discussion with the Muslim employee, can arrange:
i. for flexible work hours such as shortening the workday if a lunch break is not taken by the employee; and
ii. for the employee to be exempt from work meetings and events that serve food and drinks during Ramadan.
e. Social and work events celebrating religious holidays of other faiths where alcohol is served may not be comfortable for Muslims. These employees should not be penalized for not participating in such events. Also, a Muslim employee should not be asked to serve or sell religiously offensive (haram) products, such as alcohol;
f. Pilgrimage (Haj) to the city of Mecca, which takes about a week, is required of Muslim adults at least once in their lifetime. Muslim employees may use their vacation days and/or unpaid days to fulfill this rite. The employee and employer should discuss to find available dates and options;
g. 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; h. Clothing and behaviour for Muslims must be modest according to Islam. Muslim men are required to wear loose and non-transparent clothing covering, at a minimum, from their navel to their knees. Some Muslim men wear a small head covering, called a kufi. Some Muslim women wear loose-fitting, non-revealing clothing as well as a hijab, or some a face veil. The employer and Muslim employee may want to discuss workplace dress code exemptions, if necessary;
i. Many Muslim men for religious reasons wear beards. For health and safety reasons in the workplace, employers may require employees with beards to use proper covering such as hairnets or masks;
j. Some Muslims do not practice shaking hands with an unrelated person of the opposite sex as a sign of modesty and avoid any physical contact with members of the opposite gender; and
k. Dietary requirements for Muslims prohibit the consumption of alcohol, pork, and pork by-products according to the Qur’an, Islam’s religious book. Many practicing Muslims will only consume halal meat and poultry slaughtered according to certain standards of slaughter and preparation.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 29:
Ensure employers, management and employees understand their obligations under the Canadian Human Rights Act to Muslim employees in the workplace and to create a fair and healthy workplace free from discrimination, harassment, prejudice and bias. Provide resources to ensure that racialized and/or Muslim employees know their rights in the workplace.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
-
Category and theme:
Audience:
Groups affected: