2/5/2016

 In 2010 Hamilton received 4,003 permanent residents.  Of the permanent residents who arrived in Hamilton in 2010,  nearly 30% were refugees;  23.1% were in the family class  6.5 % were economic immigrants (principal applicants)  4.9% were economic immigrants (spouses and dependents)  5.7% were in other immigration classes. 2/5/2016

The top 10 countries of origin for newcomers to Hamilton from were:  Democratic Republic of Somalia  United Arab Emirates  United Kingdom  Pakistan  Columbia  United States of America  Iraq  People Republic of China  India  Philippines 2/5/2016

While approximately 70% of newcomers to Hamilton from spoke one or both of English and French, the top five mother tongues were Arabic, English, Spanish, Tagalog, and Punjabi. 2/5/2016

 Focusing on inclusion is a key to making Hamilton a safer, more caring and equitable community for all residents.  The best strategies to achieve equity and inclusion include:  increasing community engagement and participation,  building relationships between communities,  reducing disparities between groups, and  promoting education about the effects of social exclusion.  For more information: inclusion/ 2/5/2016

 Rights  Prohibitive Grounds  Types of Harassment  Types of Discrimination  Reporting 2/5/2016

Ontario Human Rights, Section 5(1) Every person has a right to equal treatment with respect to employment without discrimination because of: 2/5/2016 Race Ancestry Place of origin Colour Ethnic origin Citizenship Creed Sex Gender Identity Gender Expression Sexual Orientation Age Record of offences Marital status Family status Disability

Ontario Human Rights 5(2) Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability. 2/5/2016

Ontario Human Rights 7(2) Every person who is an employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by his or her employer or agent of the employer or by another employee. 2/5/2016

Ontario Human Rights 7(3) Every Person has a right to be free from, (a) a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the person where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome; or (b) a reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person. 2/5/2016

Race → common descent or external features such as skin colour, hair texture, facial characteristics Ancestry → family descent Place of origin → country or region Colour → associated with race Ethnic origin → social, cultural or religious practices drawn from a common past Creed → religion or beliefs Sex → includes pregnancy, breastfeeding and gender, that is, persons who are bisexual, transgenderists, trans-sexual, or inter-sexed Citizenship → membership in a state or nation 2/5/2016

Sexual Orientation → includes persons who are lesbian, gay, bisexual or heterosexual Disability → includes temporary and permanent disabilities, being in receipt of Workers Safety and Insurance Benefits in the past or at present, learning disabilities, visible, invisible, and perceived disabilities Age → must be 18 unless no longer under parental control Marital status → includes being single, married, widowed, co-habitation, separation, and same-sex partners Family status → the parent/child relationship or other family relationship Record of offences → provincial offences or pardoned federal offences → in employment only Receipt of public assistance → in housing only Gender Identity and Gender Expression were added to the Code on June 19, There is overlap between the two grounds and their precise meaning is still being explored. 2/5/2016

 Engaging in a course of vexatious [annoying or provoking] comments or conduct, directed at an individual or group, based on one of the fifteen prohibited grounds, that is known or ought reasonably to be known to be unwelcome.  The denial of equal treatment, because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or a disability, as well as discrimination that results from the adverse impact of an apparently neutral requirement on the members of a protected group. 2/5/2016

victimalleged harasser  The primary concern is the impact on the victim not the intent of the alleged harasser intent is irrelevant  The issue of intent is irrelevant when determining whether harassment/ discrimination has occurred consequence result  Consider the consequence or result of your action(s) 2/5/2016

1. Direct May be direct and intentional. This type of discrimination generally arises from negative attitudes and biases relating to a Code ground. 2. Indirect A policy, practice or procedure that is the same for everyone, but has an unequal or negative effect on an individual or group, based on one of the fifteen prohibited grounds. 3. Constructive / Systemic Policies or practices that appear to be neutral on their surface but may have discriminatory effects on individuals based on one or more Code grounds. 2/5/2016

 Make your disapproval known to the alleged offender, where appropriate.  Discuss with your immediate supervisor.  Seek advice from Instructor or Human Resources. SHALL SHALL  Members who witness incidents of workplace harassment SHALL take appropriate steps to attempt to stop the behaviour from occurring, and SHALL notify their immediate Supervisor. 2/5/2016

 Consult with your supervisor, or manager.  Confront offender personally or in writing.  Supervisor or Manager confronts the offender.  Complainants keep a written record. 2/5/2016

 Bill 168  Harassment  Domestic Violence  Communication  Work Refusal 2/5/2016

Workplace Harassment means:  Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.  Workplace harassment may include bullying, intimidating, offensive jokes or innuendos, displaying or circulating offensive pictures or materials, and offensive or intimidating phone calls. 2/5/2016

Workplace Violence means:  The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,  An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,  A statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. 2/5/2016

Domestic Violence means:  Employers who are aware, or ought reasonably to be aware, that domestic violence may occur in the workplace must take every precaution reasonable in the circumstances to protect a worker at risk of physical injury. 2/5/2016

Communication means:  Employers and supervisors must provide information to a worker about a risk of workplace violence from a person with a history of violent behaviour if the worker can expect to encounter that person in the course of work, and if the worker may be at risk of physical injury.  Personal information may be disclosed, but only what is reasonably necessary to protect the worker from physical injury. 2/5/2016

Work Refusal means:  Workers have the right to refuse work if they have a reason to believe they are in danger from workplace violence.  Reprisals by the employer continue to be prohibited.  Certain workers continue to have only a limited right to refuse. 2/5/2016

QUESTIONS ????? ??? ? 2/5/2016