CBC News Summary

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

For example, racialized nurses in Canada may experience multiple forms of everyday racism in their working lives, including instances of tokenism, bullying or invisibility, excessive monitoring, lack of recognition, and verbal put-downs because of race and ethnicity (Das Gupta 2009; Estachio and Saidy-Khan 2014). The micro-racism in the nursing workplace also intersects other negative identity markers such as race, gender, class, and ability to amplify the exclusions or invalidations. Clearly, then, a contradiction is in play: Individuals may be equal before the law in terms of equal opportunities, yet still be slighted or excluded if their identities and realities are misrecognized or discredited through the racialized tone of everyday rhetoric (see Levey 2013). Formal citizenship rights may be real, but they must be exercised in everyday contexts neither constructed to reflect minority realities nor designed to Canadian Ethnic Studies/Études ethniques au Canada advance their interests (Fleras

This essay will discuss Justin Trudeau’s interview in the Ottawa Citizen, titled “Q and A: Why Justin Trudeau says he’s the real alternative”, where he shares his plan to increase taxation on the rich in order to give the middle class a tax break. This plan is in response to the larger issue of income inequality in Canada. Analysing the income inequality from a liberal “justice as fairness” perspective, one can conclude that Justin Trudeau is taking the correct action, as taxation on the rich is in compliance with the two principles of justice as described by John Rawls.

Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

Canadian workplaces today seem to be a fairly diverse place, with a blend of many religions, ethnicities, and genders present. However, although people preach affirmative action and melting pots in current times, many inequality and power issues still abound. One strikingly noticeable example is gender discrimination. Women in the workforce face many challenges like smaller wages, harassment, male privilege in hiring or promotions, and lack of support when pregnant or raising children. One half of the planet is women, and it can be assumed the same for Canada, but they still face judgment at work because they lack the authority to dispute against big corporations or even their male supervisor. It cannot be argued that

This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with work.

An employee is refused e.g. training or lost a job, because of their beliefs, race or sexuality

This provision is monumental in Canadian history as it is a step in treating everyone as equal and attempting to prevent discrimination from occurring. The movement towards equality and legal backing to anti-discrimination lead to the creation of the duty to accommodate faced by businesses, school, other public entities, etc. The goal of accommodation is to ensure a level playing field to allow everyone to have equal opportunity as well as to uphold human rights. The goal of section 15 of the Charter and each jurisdictions equality guarantee is to ‘promote substantive equality and not just formal equality.’ Substantive equality requires a person’s differences and historical disadvantages to be taken into account.

This chapter focuses on anti-oppression and anti-discrimination practice. We will be looking at what is meant by these terms and the law which underpins them. We will explore the different ways people are affected by oppression and how to combat it. Evaluate society’s stereotypical images of groups of people in society and the principles of positive action and anti-oppression.

He appealed his termination and applied for reinstatement, but was refused, so took his complaint of discrimination to the Alberta Human Rights Commission. At this time, Mr. Vriend was told he was unable to make a complaint under the Individual’s Rights Protection Act (IRPA) of Alberta

Racial discrimination in the workplace has been a persistent theme in Canada’s history as well as present-day times. The occurrence of actions and attitudes that impose a sense of one being less equal than another on the basis of one’s race in Canada’s workplace inhibits both our nation’s ability to move forward as well as strengthen unification within our country. The belief in a more egalitarian society, where one’s race and ethnic background have little to no impact on employees (or potential employees) standings within the job market, would seemingly be reinforced by the majority of Canadians, who consistently show support for Canada’s multicultural identity. Couple that with the noticeable strides Canada has made in the past several

“Train your managers in the implementation of the anti-discrimination policy with the expectation that prevention is their responsibility” (Heathfield, 2012).

This means that within my workplace each member of staff has to adhere to this legislation and ensure that everyone that comes into our building is treated with dignity and respect, they are not discriminated against in any way and everyone receives the correct level of treatment as and when needed.

This occurs if a person is discriminated against in the following areas; employment, education and training, provision of facilities, access to public premises, etc…