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I chose this quote months ago when the idea for 150 Words was born. For me, it underscores the importance of our work with employers in promoting respect in the workplace, and the corresponding positive impact this has on people’s working experience: We need human rights. Whether we like it or not, religious, ethnic and
Last year I blogged about a decision of the Human Rights Tribunal of Ontario that considered the definition and scope of the ground of creed. While the decision laid out a clear analytical framework, the facts of the case were unique and of such specificity that it might have been difficult to see how the
Starting our own business gave us the opportunity to create the kind of place where we wanted to work – the kind of working environment that would have us excited about heading to work each Monday, as opposed to lying awake on Sunday night dreading the start of another work week. I am truly grateful
Recently, it seems like all anyone wants to talk about when it comes to transgender inclusivity is bathrooms. Questions about bathrooms dominate recent dialogues and workshops of which I’ve been a part. The US media can’t stop talking about their politicians talking about bathrooms. Large companies like Target are taking positions, leading to praise from
It’s not entirely surprising that the Ontario Human Rights Tribunal (the OHRT) rendered a decision recently, holding that a miscarriage constitutes a “disability” for human rights purposes. What is perhaps less clear is what this will mean for employers. Winnie Mou brought a human rights application against her former employer, MHPM Project Leaders, alleging discrimination
Recently, the Ontario Human Rights Commission released its Policy on preventing discrimination based on creed, updating their previous creed-related policy from 1996. Like other recent Commission policies on topics such as gender identity/expression and family status, the Policy provides clarity on the definition of the ground, while also providing guidance for employers on specific situations
When discussing workplace complaints and conflicts with clients or while delivering training, I regularly hear that the most challenging situations to address are those which seem to involve competing individual rights. Employers are unsure how to proceed when both parties seem to be making a valid argument under the organization’s policies or the Ontario Human
On October 27, 2015, the Ontario government tabled its Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment) 2015 (the “Act”). Last week my colleague Janice Rubin wrote about the implications for employers of the amendments to the Occupational Health and Safety Act. This week, I am considering the implications for Ontario’s colleges
