658 search results for
Discrimination and hate
Recommendation 8:
A Provincial Policy detailing people’s right to privacy in tents and informal living structures akin to the right to privacy in private residences.
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Recommendation 96:
A minimum of 30 percent of all units funded by the current National Housing Strategy and the various Building BC Housing Funds must be designated to Indigenous women and families, and be operated by Indigenous housing providers.
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Recommendation 1:
A GBA+ (Gender-Based Analysis, plus “race”, ability, social-economic status, sexual orientation, legal status etc.) approach underpins public policy and spending related to pandemic recovery in BC, informed by a diversity of voices.
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Recommendation 23:
Develop guidelines and education about the intersectional discrimination Indigenous Peoples may face. Intersectional discrimination may be even more difficult to make out, and guidelines and education for how to do this should be provided.
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Recommendation 22:
Develop a baseline of information and understanding of the racism that Indigenous Peoples experience so that individual complainants are not put to a process of proof again and again. Advance research or statements about common areas of discrimination experienced by Indigenous Peoples. This would operate similar to judicial notice of facts that are beyond dispute, as encouraged by the Supreme Court of Canada in cases such as Williams, Gladue, and Ipeelee.
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Recommendation 20:
The BCHRT, partnering with the Office of the Human Rights Commissioner, should create public education and awareness about micro-discriminations against Indigenous Peoples. The focus of the education would be to bring unconscious and pervasive bias to light so that it can be addressed.
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Recommendation 5:
Conduct a peer-led stigma audit to specifically review the operations of City Engineering Services to identify instances of potential discrimination on the basis of social condition.
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Recommendation 13:
Audit the current HR process to identify why Indigenous Peoples are not being recruited or hired. Provide specific training to HR staff on how to actively recruit and fairly assess Indigenous applicants. Seek specific mentoring advice from other organizations with higher Indigenous staff ratios about how to address this underrepresentation. The BCHRT should set yearly hiring targets for the first five years, and report on success in meeting those targets in annual reports.
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Recommendation 15:
Policy work moving forward should prioritize connectivity as a safety necessity for anti-violence work and emergency preparedness. This involves actions such as:
- Ensuring that emergency alerts can reach all Canadians, especially those in areas that are increasingly impacted by climate change-aggravated disasters (infrastructure issues)
- Organizing collaborative emergency planning with participation from a variety of sectors including, for instance, the private sector – particularly companies with access to connectivity technology and infrastructure – and anti-violence organizations. As pointed out by the report, this planning should be informed by and reflect Indigenous land knowledge and practices.
- Researching and investing in sustainable and ecologically wise connectivity infrastructure that is resilient to climate change to ensure the maximum possible protection of community members’ wellbeing, especially those most vulnerable to post-crisis violence.
- Researching and developing a plan for women who need to call emergency services for experiences of violence but have no phone or internet as a result of the disaster
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Recommendation 46:
Partner with other organizations (such as the Office of the Human Rights Commissioner, CLEBC, law schools, Indigenous and legal organizations) to provide bootcamps and other training opportunities for lawyers or law students about Indigenous Peoples’ human rights. This case-based education should address the different elements in bringing a case: What is discrimination on prohibited grounds? Where are examples of evidence? Does the fact that no one witnessed an event mean that no case for discrimination can be brought? Training should include systemic features and intersectionality of the discrimination that Indigenous Peoples experience based on race and gender, geographic and socio-economic status, etc.
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