658 search results for
Discrimination and hate
Recommendation 68:
Amend income and disability benefits assessments so that only relationships that display significant financial dependence or interdependence are relevant for the purposes of eligibility, and remove financial interdependence by default on the basis that a person indicates parental role for a child unless a spousal relationship can be established.
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Recommendation 4:
Always centre care, capacity, realistic timeframes, and meaningful responses when addressing the concerns of Indigenous employees, and only request those perspectives with the expressed consent of employees.
- Make culturally sensitive supports available to employees. Take every claim of harm seriously, and centre genuine concern towards healing and mediating those facets of the institutional culture. Never gaslight employees.
- Always consult from within as opposed to without the organization, putting less focus on tokenistic measures such as business consultants and more focus on the integration of anti-racist structures and cultures, and Black and Indigenous decolonial ideologies and peoples throughout workplaces.
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Recommendation 14:
Although the experience of racism in the use of status cards is near-universal amongst status First Nations, and the mention of status cards elicits overt and numerous racist responses in online forums, there is very little data collected, studies published, or indicators monitored about this experience. Increasingly, there is broad policy support for the collection and monitoring of race-based data to support equity and dignity for all persons. Future work pursuant to this study should continue, and specifically:
- Be a matter of focus of human rights offices and associated studies.
- Indicators and data collection about experience in the use of status cards, and outcomes data related to the experience of racism, should be embedded in surveying and performance monitoring at local, regional, provincial, and national levels, including by First Nations governments in their primary data collection and research projects. These should consider the unique experiences of LGBTQ2S+ persons as well as other groups that are experiencing intersecting and compounding forms of oppression and discrimination.
- Be tied to clear action plans and accountability for change.
- Be rooted in Indigenous data sovereignty.
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Recommendation 2:
Alternatively, the Ministry of Mental Health and Addictions should establish an independent Mental Health Advocate to monitor the performance of public services that impact people with mental health and substance use-related health issues, receive and act on systemic disability related complaints and protect the human rights of people living with illness who access services.
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Recommendation 102:
All supportive housing and shelter providers should prioritize Indigenous women’s participation in service delivery, as well as prioritize Indigenous women as peer workers, staff, and managers.
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Recommendation 77:
All levels of governments should ensure their direct and contract employees are paid a living wage.
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Recommendation 80:
All levels of government should pay living wages to all direct and contracted government employees, and encourage other employers to do the same.
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Recommendation 110:
All levels of government must buy or lease SRO hotels to prevent them from gentrifying and pushing out low-income residents.
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Recommendation 180:
All levels of government must acknowledge that the current state of Indigenous women’s health is a direct result of colonialism and government policies.
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Recommendation 188:
All healthcare workers must believe Indigenous women and treat them as credible experts about their own health.
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