131 search results for
Workers’ rights
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 20:
Work to increase equity representation in CLC committees and on decision making bodies such as Canadian Council.
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 212:
We call upon all police services to take appropriate steps to ensure the safety of 2SLGBTQQIA people in the sex industry.
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Recommendation 80:
We call upon all police services to develop and implement guidelines for the policing of the sex industry in consultation with women engaged in the sex industry, and to create a specific complaints mechanism about police for those in the sex industry.
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Recommendation 28:
We call upon all governments to support programs and services for Indigenous women, girls, and 2SLGBTQQIA people in the sex industry to promote their safety and security. These programs must be designed and delivered in partnership with people who have lived experience in the sex industry. We call for stable and long term funding for these programs and services.
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Recommendation 46:
To meet the Black-educator deficit in BC schools, the Province must design a credential recognition system that recognizes and allows qualified Black educators who have immigrated to BC to more easily practice their teaching in BC. A supplementary approach is to encourage and support opportunities for part-time teaching, talks and sessions for Black professionals including interested retirees. The education Ministries can maintain a list of willing participants.
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Recommendation 24:
To address safety concerns expressed by interviewees, there are several larger structural solutions such as increasing the number of safe and affordable housing units, access to health-focused treatment, and equitable employment opportunities. One short-term measure could be to install lighting on streets and in alleyways to help people feel safe during evenings and at night.
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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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