658 search results for
Discrimination and hate
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.
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
Recommendation 29:
Ensure that women and children fleeing violence have priority for decent social housing.
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
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
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
Recommendation 24:
Ensure that residents of all non-profit social housing, including SRO rooms, supportive housing projects and emergency shelters, have full tenant rights under the Residential Tenancy Act.
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
Recommendation 205:
Ensure that people with mental health and/or substance use-related disabilities have a means to enforce their human rights related to accessing and maintaining their housing and employment.
-
Category and theme:
Groups affected:
Location of recommendation:
Recommendation 27:
Ensure that immigration status is not a barrier to social housing
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
Recommendation 20:
Ensure K–12 public education funding is sufficient to mitigate inequities between high- and low-income neighbourhoods, school districts and families and to ensure appropriate inclusion of students with diverse learning needs. This includes enhancing funding to school districts for special education assistants, arts programming, libraries, student support services, and deferred maintenance, among other areas that still require urgent attention in future provincial budgets. Schools need additional funds to implement public health response measures arising from the COVID–19 pandemic.
2022 BC Child Poverty Report Card
Group/author:
First Call Child and Youth Advocacy Society
First Call Child and Youth Advocacy Society
Year:
2022
2022
-
Category and theme:
Audience:
Groups affected:
Location of recommendation:
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:
Location of recommendation:
Recommendation 5:
Engage in proactive education with municipalities to ensure that zoning and regulatory bylaws, and related public consultation processes, do not discriminate based on social condition.
-
Category and theme:
Groups affected:
Location of recommendation:
Recommendation 2:
Engage in formalized, proactive education with professionals in healthcare settings, police, and private service providers (such as landlords and private security companies) to raise awareness of social condition as a prohibited ground of discrimination.
-
Category and theme:
Audience:
Groups affected:
Location of recommendation: