Avoiding discrimination and managing equality May 2012


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Half day open training event held in Mississauga.

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Avoiding discrimination and managing equality May 2012

  1. 1. Avoiding discrimination and managing equality by Toronto Training and HR May 2012
  2. 2. 3-4 Introduction to Toronto Training and HR 5-7 Challenges faced by minorities in CanadaContents 8-11 Examples of discrimination 12-13 Types of discrimination 14-17 Communication and training 18-20 Addressing specific areas 21-24 Age discrimination 25-26 Discrimination on sex, sexual orientation and gender reassignment 27-31 Mental health and substance abuse 32-37 Stigmas around mental health and substance abuse 38-40 Obesity 41-43 Ontario Human Rights Commission 44-50 Managing equality issues 51-54 Case studies 55-56 Drill 57-58 Conclusion and questions Page 2
  3. 3. Introduction Page 3
  4. 4. Introduction to Toronto Training and HR• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR are: - Training event design - Training event delivery - Reducing costs - Saving time - Improving employee engagement & morale - Services for job seekers Page 4
  5. 5. Challenges faced byminorities in Canada Page 5
  6. 6. Challenges faced by minorities in Canada 1 of 2The lack of representation of minorities in majorcorporations and senior institutions, such asParliamentThe glass ceiling faced by professional women andpersons from ethnic minoritiesThe overrepresentation of racialized minorities inprisons and jail Page 6
  7. 7. Challenges faced by minorities in Canada 2 of 2The ―discovery‖ by some Canadian police forcesthat they have been relying on racial profilingCanada’s reactive refugee and immigrationpolicies, often which seem to regard potential newCanadians with suspicionThe lack of recognition of professional credentialsreceived in other countries, thus resulting inunderemployment of new Canadians Page 7
  8. 8. Examples of discrimination Page 8
  9. 9. Examples of discrimination 1 of 3Rejecting applications from persons with physicaldisabilities on the assumption that they cannotadequately do the jobAsking only female applicants about their day-carearrangementsIsolating co-workers because of their sexualorientation Page 9
  10. 10. Examples of discrimination 2 of 3Denying women promotions to managementbecause the employer believes women are notcommitted to their careersRefusing to hire persons of certain culturalbackgrounds because the employer isuncomfortable with their perceived differencesfrom the "majority" of employees Page 10
  11. 11. Examples of discrimination 3 of 3Rejecting applications of graduate students fromcertain cultures because some group-differencesresearch suggests that they are less intelligentthan candidates from other culturesEvaluating students negatively because theinstructor disapproves of their political beliefs orcultural perspectivesDenigrating ethno-cultural contributions toacademic fields of study and subject material Page 11
  12. 12. Types of discrimination Page 12
  13. 13. Types of discriminationDirectIndirectAssociativePerceptiveVictimizationHarassment Page 13
  14. 14. Communication and training Page 14
  15. 15. Communication and training 1 of 3Make it clear what standards of behaviour arerequired of everyone, what kinds of behaviour willnot be tolerated and the consequences of breakingthe behaviour codesEnsure line managers understand their particularroles in addressing all incidents of harassment andbullying and making sure all employeesunderstand their personal responsibility to treatcolleagues with respect Page 15
  16. 16. Communication and training 2 of 3Use a variety of communication methods andchannels to do thisSeek to monitor the diversity of the workforce byasking employees for relevant personalinformation, guaranteeing confidentiality and thatit will not be used to disadvantage people unfairlyBe seen to act proactively and fairly on allincidents of harassment and bullying Page 16
  17. 17. Communication and training 3 of 3Consider employees networking and supportgroups as a way of making sure employeesunderstand diversity issues and take themseriously in ways that focus on business needsMake equality and diversity policies andstatements easily accessible to all Page 17
  18. 18. Addressing specific areas Page 18
  19. 19. Addressing specific areas 1 of 2Ensure recruitment and selection processes are fairand diversity friendlyTake care in drafting advertisements to avoiddiscrimination and stereotyping through languageand images and aim to attract candidates fromdiverse sourcesIndicate if any occupational requirements apply.Operate transparent and consistent appraisal andperformance management processes Page 19
  20. 20. Addressing specific areas 2 of 2Have clear career paths including promotion andtraining opportunities for all employeesRevise policies and procedures and terms andconditions of employment to ensure fairness andlegal complianceFor example, reward and recognitionpolicies, flexible working practices, dress code andthe design of corporate uniforms Page 20
  21. 21. Age discrimination Page 21
  22. 22. Age discrimination 1 of 3DefinitionIT CAN:affect anybody regardless of how old they areadversely affect employmentopportunities, especially those of older people andyounger peopleresult in failure to consider skills-basedabilities, potential and experience in the workplaceresult in significant legal costs and compensation Page 22
  23. 23. Age discrimination 2 of 3RECOMMENDATIONS FOR EMPLOYERSRecruitment and selectionMedical adviceRewardLearning and developmentPromotionAttrition of employeesLayoffs Page 23
  24. 24. Age discrimination 3 of 3ACTION PLANReviewPolicyKey actions Page 24
  25. 25. Discrimination on sex, sexual orientationand gender reassignment Page 25
  26. 26. Discrimination on sex, sexual orientation and gender reassignmentDefinitionIT CAN:adversely affect employment opportunities, forexample those of women and people who arelesbian, gay or transgenderresult in failure to consider skills-based abilities,potential and experience in the workplaceresult in significant legal costs and compensation Page 26
  27. 27. Mental health andsubstance abuse Page 27
  28. 28. Mental health and substance abuse 1 of 4One person in five in Canada (over 6 millionpeople) will have a mental health problem duringtheir lifetimeOne person in seven Canadians aged 15 and older(about 3.5 million people) have alcohol-relatedproblemsOne in 20 (about 1.5 million) have cannabis-related concerns Page 28
  29. 29. Mental health and substance abuse 2 of 4Some have problems with cocaine, speed, ecstasy(and other hallucinogens), heroin and other illegaldrugsMental health and substance use problems affectpeople of all ages, education and incomelevels, religions, cultures and types of jobs Page 29
  30. 30. Mental health and substance abuse 3 of 4REASONS PEOPLE DEVELOP PROBLEMSSome are genetic or biological—people are bornwith themSome come from people’s experiences—such asstressful situations in their childhood, at school orworkSome come from places where they lived withinjustice, violence or warSometimes we simply don’t know why Page 30
  31. 31. Mental health and substance abuse 4 of 4MAKING A DIFFERENCEKnow the factsBe aware of your attitudes and behaviourChoose your words carefullyEducate othersFocus on the positiveSupport peopleInclude everyone Page 31
  32. 32. Stigmas around mental health and substance abuse Page 32
  33. 33. Stigmas around mental health and substance abuse 1 of 5DefinitionStigma includes:having fixed ideas andfearing and avoiding what we don’tPrejudice and discrimination Page 33
  34. 34. Stigmas around mental health and substance abuse 2 of 5LIMITS PEOPLE’S ABILITIES TO:Get and keep a jobGet and keep a safe place to liveGet health care (including treatment for substanceuse and mental health problems) and othersupportBe accepted by their family, friends andcommunity Page 34
  35. 35. Stigmas around mental health and substance abuse 3 of 5LIMITS PEOPLE’S ABILITIES TO:Find and make friends or have other long-termrelationshipsTake part in social activities Page 35
  36. 36. Stigmas around mental health and substance abuse 4 of 5BECOMING INTERNALIZED:This leads them to:believe the negative things that other people andthe media say about them (self-stigma)have lower self-esteem because they feel guilt andshame Page 36
  37. 37. Stigmas around mental health and substance abuse 5 of 5KEEPING PROBLEMS SECRET:As a result:they avoid getting the help they needtheir mental health or substance use problems areless likely to decrease or go away Page 37
  38. 38. Obesity Page 38
  39. 39. Obesity 1 of 2SOME PEOPLE THINK:poor self-disciplinelow supervisory potentialpoor personal hygieneless ambition and productivity Page 39
  40. 40. Obesity 2 of 2TYPES OF DISCRIMINATION:becoming the target of derogatory comments andjokes by employers and coworkersbeing fired for failure to lose weightbeing penalized for weight, through companybenefits programs Page 40
  41. 41. Ontario Human Rights Commission Page 41
  42. 42. Ontario Human Rights Commission 1 of 2AgeAboriginal peopleEmployment rightsFamily statusGender identityHousingMental health Page 42
  43. 43. Ontario Human Rights Commission 2 of 2Pregnancy and breastfeedingRaceReligionSexSexual orientation Page 43
  44. 44. Managing equality issues Page 44
  45. 45. Managing equality issues 1 of 6ACTIONS SHOULD FOCUS ON:Create a culture of respect and dignity of allemployees through effective implementation ofwell designed policies and procedures whichsupport both individual and business needsFoster respect to realize different perspectivesmatter, and that diversity is everyone’sresponsibilityMake the business case for diversity – view this asan opportunity, not a threat Page 45
  46. 46. Managing equality issues 2 of 6ACTIONS SHOULD FOCUS ON:Assign senior level responsibilities for drivingdiversity issues and allocate appropriate resourcesto drive changeThink inclusively when designing diversity policiesand procedures to ensure they are transparent,fair and address different needsContinually check that policies and practices arebias free and fairand working across theorganization Page 46
  47. 47. Managing equality issues 3 of 6ENGAGING PERSONAL COMMITMENT:Making person standards of behaviour clear toeveryone through regular and appropriatecommunications methodsEmphasizing the role of line managers in makingsure policies and practices are acted onProviding suitable training to ensure peopleunderstand what equality and race and religiousdiversity are and how to respond to issues Page 47
  48. 48. Managing equality issues 4 of 6ENGAGING PERSONAL COMMITMENT:Participative workshops, events and campaigns areuseful-it is not sufficient to simply send an emailsaying that a policy is availableAuditing the employee profile to check how diversethis is by monitoring personal characteristics in anopen voluntary and honest way provides hardmanagement data on which to judge progress Page 48
  49. 49. Managing equality issues 5 of 6ENGAGING PERSONAL COMMITMENT:Employees need to feel confident in providingpersonal information and have assurances thatsuch information will be treated sensitively and inconfidence and not be used against them in adiscriminatory wayDo not tolerate harassment and bullying and beseen to act when incidents arise Page 49
  50. 50. Managing equality issues 6 of 6ENGAGING PERSONAL COMMITMENT:Consider introducing diversity support networks toidentify ways of managing diversity issues in waysthat add value to the businessMake equality policies and statements easilyaccessible Page 50
  51. 51. Case study A Page 51
  52. 52. Case study A Page 52
  53. 53. Case study B Page 53
  54. 54. Case study B Page 54
  55. 55. Drill Page 55
  56. 56. DrillPage 56
  57. 57. Conclusion and questions Page 57
  58. 58. Conclusion and questionsSummaryVideosQuestions Page 58