Confronting Workplace Discrimination in Canada: Strategies for a Safer Work Environment

31 of January, 2023

Discrimination in the workplace is a serious issue that affects thousands of Canadians and immigrants each year. Unfortunately, workplace discrimination in Canada is emerging in many companies today.

It is a violation of human rights and can have a damaging impact on employees and organizations alike. In this article, we will explore the different types of workplace discrimination in Canada, the effects of such discrimination, and strategies for confronting it.

We will also discuss employee rights in Canada, the role of employers in preventing discrimination. You will see the resources available to combat workplace discrimination, such as HR reports. Keep reading to discover!

What is Workplace Discrimination?

Workplace discrimination is any form of discrimination or harassment based on a person’s race, gender, religion, age, sexual orientation, or any other protected characteristic. It can take the form of discrimination in hiring, promotion, allocation of resources, or in other aspects of the workplace.

Unlawful discrimination occurs when an employer or supervisor treats an employee differently than others based on one or more of the protected characteristics listed above.

This can include denying an employee a promotion or job opportunity, paying an employee less, or otherwise treating them differently than other employees.

Workplace discrimination also includes workplace harassment. Which is any unwelcome or offensive behaviour, remarks, or comments that are based on a protected characteristic. This can include verbal or physical harassment, sexual harassment, or other types of unwelcome behaviour.

Types of Workplace Discrimination

Workplace discrimination can take many forms, including:

1. Direct discrimination: This occurs when an employer or supervisor treats an employee differently than others based on a protected characteristic.
2. Indirect discrimination: This occurs when an employer or supervisor implements a policy or practice that has a negative impact on a certain group of people based on a protected characteristic.
3. Harassment: This includes any unwelcome or offensive behaviour, remarks, or comments that are based on a protected characteristic.
4. Retaliation: This occurs when an employer retaliates against an employee for speaking out against discrimination or harassment.

Discrimination in the Workplace in Canada

Discrimination in the workplace is unfortunately a reality in Canada. Studies have shown that many Canadians have experienced some form of discrimination or harassment in the workplace. This can include passing other employees over for promotions, paying them less than others, or subjecting them to unwelcome behaviour or remarks.

In addition, there are certain groups that are more likely to be discriminated against in the workplace. This includes visible minorities, Indigenous Peoples, people with disabilities, and LGBTQ2S+ people. These groups are more likely to experience workplace discrimination, harassment, and other forms of discrimination than other groups.

The Effects of Workplace Discrimination

Workplace discrimination can have a serious impact on employees and organizations alike. It can lead to a decrease in morale, productivity, and overall job satisfaction. It can also lead to a decrease in employee retention. Unquestionably, employees who experience discrimination are more likely to leave an organization.

In addition, workplace discrimination can lead to legal and financial consequences for organizations. If an employee files a complaint or lawsuit against an organization for workplace discrimination, the organization could be subject to large fines and other penalties.

Strategies to Confront Workplace Discrimination

There are several strategies that can be used to confront workplace discrimination. These include:

1. Creating a workplace policy: Organizations should create a workplace policy that outlines the types of discrimination and harassment that are not tolerated in the workplace. This policy should include clear definitions of unacceptable behaviour, consequences for violating the policy. Besides a procedure for reporting incidents of discrimination.
2. Training staff: Organizations should provide staff with training on workplace discrimination and harassment. This training should include information on the types of discrimination and harassment that are not tolerated in the workplace. As well as strategies for dealing with such behaviour.
3. Investigating incidents: Organizations should investigate any incidents of discrimination or harassment in the workplace. They should also take appropriate action to address the situation, such as suspending or terminating the employee in question.
4. Creating a safe space: Organizations should create a safe space for employees to report incidents of discrimination or harassment. This can include having a confidential hotline or other reporting system for employees to use.

Employee Rights in Canada

In Canada, all employees have the right to be free from discrimination and harassment in the workplace.

This right is protected by the Canadian Human Rights Act, which prohibits discrimination on the basis of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, and conviction for an offence for which a pardon has been granted.

Employees who experience workplace discrimination or harassment also have the right to file a complaint with the Canadian Human Rights Commission. The Commission can investigate complaints and issue orders to address the situation, such as requiring an employer to pay damages or reinstate an employee.

The Role of Employers in Preventing Discrimination

Employers have a responsibility to create and maintain a workplace environment that is free from discrimination and harassment. This includes creating a workplace policy that outlines what behaviour is not tolerated in the workplace. Also, providing staff with training on workplace discrimination and harassment, and investigating any incidents of discrimination or harassment.

In addition, employers should create a culture of respect and inclusion in the workplace. This includes fostering an environment where employees feel comfortable speaking up about discrimination or harassment, and taking appropriate action to address any incidents.

Resources Available to Combat Workplace Discrimination

There are a number of resources available to help organizations combat workplace discrimination. These include:

1. The Canadian Human Rights Commission: The Commission oversees complaints of discrimination and harassment in the workplace and can issue orders to address the situation.
2. Canadian Centre for Diversity and Inclusion: The Centre provides resources and training programs to help organizations create inclusive workplaces.
3. The Canadian Human Rights Act: The Act outlines the rights of employees in Canada and prohibits discrimination on the basis of certain protected characteristics.

Conclusion

Discrimination in the workplace is a serious issue that affects thousands of Canadians each year. It is a violation of human rights and can have a damaging impact on employees and organizations alike.

To combat workplace discrimination, organizations should create a workplace policy, provide staff with training, investigate incidents, and create a safe space for employees to report incidents. In addition, employers should create a culture of respect and inclusion in the workplace.

You can also keep track using tools like the ones from Sesame HR to understand what happens inside your company. Keeping it all together in one place will make it easier to identify and take action in these kinds of situations.

It is important that organizations take steps to ensure that all employees are treated fairly and with respect. By doing so, organizations can create a safe and inclusive workplace for all. 

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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