116 search results for
Sexism
Recommendation 15:
There should be a drive for greater gender and racial equity in gallery exhibitions. For instance, a guiding principle might mandate that Black women artists booking a solo exhibition be paid the same rate as the highest paid white man artist. In fact, institutions should recognize that certain communities deserve to be paid more for their time and adopt an equity payscale. This can be considered another form of restitution for historic and ongoing marginalization of Indigenous and Black individuals and communities, which requires more labour to participate in the industry compared to non-Indigenous, white peers.
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Recommendation 76:
The Ministry of Municipal Affairs should invest in initiatives that support and encourage political parties to engage significantly more in the active recruitment of People of African Descent, regardless of gender identity and expression, across all levels of the party from candidature to youth ranks. The Union of Municipalities’ dedicated programming to support gender equality and equity is a useful model to build on.
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Recommendation 75:
The Ministry of Municipal Affairs must prioritize active recruitment of People of African Descent on all governmental and public boards and committees in the province to strengthen diversity and even out opportunities to build experiential knowledge in public governance for People of African Descent. It is strongly recommended that representation be equitable across age, gender and levels of experience or income.
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Recommendation 34:
The Ministry of Jobs, Economic Recovery and Innovation should ensure that the “Race-based” data legislation provides sufficient levers for business associations and chambers of commerce to collect and use data to evaluate equity of awarding decisions of existing funding schemes along the lines of gender, race, and economic background.
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Recommendation 57:
The Ministry of Advanced Education and Skills Training must encourage BC’s post-secondary schools to have complaint, recruitment, award, leadership, admission, and promotion committees that have racially and gender diverse membership.
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Recommendation 6:
The Minister of Public Safety and Solicitor General should prioritize and support the appointment of People of African Descent to police boards and other oversight and complaint structures and committees to improve their impartiality, inclusiveness, and adequacy in reflecting BC’s diversity in terms of race, gender, age, and income levels.
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Recommendation 40:
The federal government must guarantee:
- Access to clean drinking water; food security based on a traditional diet; critical infrastructure including roads and sanitation systems; and essential health, education, child care, housing, transport, recreational, cultural, and emergency services on every reserve.
- Safe, affordable, and livable housing for every woman on her reserve that is independent of her matrimonial status.
- Affordable child care and licensed day care options on every reserve.
- Complete complement of maternal and infant/child health services on reserve to enable women to remain closer to home to give birth.
- Free public transportation between each town and city located along the entire length of Highway 16 and all other highways, with a number of safe homes and emergency phone booths along the length of all the highways.
- Increase funding on all reserves for programs and services that strengthen traditional and cultural knowledge grounded in Indigenous laws, values, and practices.
- Range of anti-violence services including preventive programs, crisis intervention, victim services, advocacy support, restorative justice circles, shelters, transitional housing, and second-stage housing on every reserve.
- Cultural sensitivity training for all first responders such as police, healthcare professionals, and social workers who assist survivors of violence on reserve.
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- Accessibility ,
- Accessible services and technology ,
- Culture and language ,
- Decolonization and Indigenous rights ,
- Discrimination and hate ,
- Emergency response ,
- Gender-based violence ,
- Health ,
- Health, wellness and services ,
- Housing and homelessness ,
- Poverty and economic inequality ,
- Pre-natal care ,
- Public services ,
- Sexism
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Recommendation 9:
The Director of Police Services must work with the Independent Investigations Office and the Coroners Service to audit deaths and serious injuries in city cells in BC over the past 10 years, including an analysis of race, disability, housing status, and gender, and, make the findings and recommendations for reform publicly available.
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Recommendation 21:
The BC Human Rights Commission to prioritize stigma-auditing areas of law and policy that most directly impact highly stigmatized populations including sex workers in areas such as:
- Public space governance,
- Income assistance and disability policy,
- Housing policy and residential tenancy law,
- Child welfare law and policy,
- Policing law and policy,
- Health policy related to mental health and substance use,
- Privacy law as it relates to people who live in public spaces and people who are criminalized as a result of poverty and substance use.
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- Ableism ,
- Accessibility ,
- Accessible services and technology ,
- Discrimination and hate ,
- Economic inequality ,
- Gender-based violence ,
- Health ,
- Housing and homelessness ,
- Income insecurity and benefits ,
- Mental health and detention ,
- Other ,
- Policing ,
- Policing and the criminal justice system ,
- Poverty ,
- Poverty and economic inequality ,
- Privacy ,
- Public services ,
- Sexism ,
- Tenancy rights ,
- Workers’ rights
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Recommendation 2:
Although this legislative approach is relatively new and untested, its potential for reducing the pay gap, contributing to poverty reduction, and helping other marginalized groups are all significant. Additionally, it approaches the issue in a way that pay transparency and pay equity do not, which ensures that pay discrimination against gender diverse people is identified and rectified. We recommend that this model, and the outcomes from its implementation in Iceland, continue to be studied and considered by policymakers. A pilot implementation period, where the equal pay standard is trialed in a select number of firms or government agencies, or establishing the equal pay standard as a voluntary certification that businesses can independently attain, would be the best ways to determine whether this policy is viable for BC. The BC government should consider consulting with business groups and labour unions about the design of a future equal pay certificate for the province. Such consultations were crucial for getting such a strenuous form of regulation passed in Iceland. These and other efforts to get all affected parties on board with the legislation will all contribute to making this policy more feasible in the future.
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