165 search results for
Employment
Recommendation 65:
Zero Ceiling is a promising practice that has integrated employment and housing to help bridge youth out of homelessness into a sense of purpose. They provide mental health support and a strong recreation component that helps youth thrive in wellness.
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Recommendation 48:
Youth need support in finding purpose, which provides youth with a reason to access substance use support. This may need to be a two-part process with employers willing to support youth to get connected to the community and support resilience in bouncing back.
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Recommendation 62:
Youth need job training programs that provide case management, wraparound support, employment certificates, and workshops. There should be Indigenous specific programs.
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Recommendation 37:
Work with employees, through bargaining agents or Muslim and/or racialized employee representatives, ensure there are policies and procedures to address workplace harassment, violence or bullying. Reports of such incidences should be reported promptly and appropriate remedies taken.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 1:
Pay transparency would help promote pay equality in BC by highlighting pay gaps that exist within firms and encouraging them to close those gaps. Importantly, this type of legislation provides a foundation for further action by mandating the release of the data needed to identify pay discrimination. The information and data can then be used to inform future policies. In contrast, pay equity legislation would help to address the systematic undervaluation of women’s work by analyzing the pay and value of jobs traditionally segregated by gender. Proactive pay equity is a complementary policy to pay transparency and can further reduce the pay gap by ensuring that people working in female-dominated occupational groups are being paid the same as other occupations of equivalent value.
With that in mind, our research indicates that for any type of pay legislation that BC chooses to adopt, the effect on the gender pay gap is dependent on the details of policy design and adopted tools. Key elements include clear reporting requirements, sufficient guidance for businesses, and a well-funded oversight body.
With that in mind, our research indicates that for any type of pay legislation that BC chooses to adopt, the effect on the gender pay gap is dependent on the details of policy design and adopted tools. Key elements include clear reporting requirements, sufficient guidance for businesses, and a well-funded oversight body.
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Recommendation 1:
We urge various jurisdictions to meaningfully engage Internationally Trained Physicians in all decision-making processes related to their medical licensing so that they can bring their voice, expertise, experiences to the table in order to advocate for more inclusive and fair policies.
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Recommendation 7:
We call upon the federal government to develop with Aboriginal groups a joint strategy to eliminate educational and employment gaps between Aboriginal and non-Aboriginal Canadians.
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Recommendation 29:
We call upon all governments to provide supports and resources for educational, training, and employment opportunities for all Indigenous women, girls, and 2SLGBTQQIA people. These programs must be available within all Indigenous communities.
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Recommendation 157:
We call upon all governments to invest in capacity building, recruitment, and training to achieve proportional representation of Inuit throughout public service in Inuit homelands.
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Recommendation 188:
We call upon all governments to address Métis unemployment and poverty as a way to prevent child apprehension.
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