Canada is composed of people from all walks of life and from every race, color,creed and ethnic background imaginable. Despite our varied lifestyles and beliefs, we areall equal and are entitled to the same treatment before the law and in the workplace. Although we have this diversity, discrimination is something that unfortunately, mostpeople have to deal with it at some point in their lives. Provincial human rights codes tryto prevent this unpleasantness, by prohibiting any type of discrimination in service,accommodations and employment. Zero tolerance grounds are based on Discrimination

by: race, gender, ancestry, place of origin, color, citizenship, creed, sexual orientation,age, family status and handicap.Discrimination can also include harassment based on both race, and ethnic origin, as well as sexual harassment.

Despite these codes, discrimination is not guaranteed to never occur. In fact,everyday people lose their jobs or promotions because of discrimination, and women areharassed at work or people with disabilities are denied opportunities.

Harassment, whether by a supervisor or co-worker, creates a barriere to equality by demeaning its victims, interfering with their

As you have seen sexual discrimination and harassment are two acts that go hand and hand, and unfortunately they are both issues that are delt with much too often. If all workplaces joined together and made similar policies that are strictly enforced, perhaps our world would be a little more equal, and discrimination would be unheard of.

Apart from the adverse publicity, human rights laws have penalties such as a monetary awards, public apologies, reinstatement of employees or orders of financial compensation for lost time, expenses incurred, and damages to professional or personal reputation and fires. Human rights officials can also order companies to make a job offer to a complainant, begin an affirmative action program in the company or sen staff to the discrimination awareness seminars. If a company has a government contract , the board may even seek cancellation of that contract.

In Ontario, the board of inquiry has the authority to direct the offending party to do anything necessary to comply with the code, such as ordering restitution for monetary loss and awarding up to $10 000 for mental anguish.

Employers could be held liable by a court or tribunal if they or their managers do not act to put an end to discrimination or harassment in their workplaces.

ability to work effectively and, in some instances, even forcing them to resign. Eventhough there is plenty of publicity surrounding this issue, studies consistently show that women continue to face harassment in the workplace.

law, such as unusual language or physical requirements, unless it can be proven essential to the job. Application forms should be reviewed and interviews should avoid any conduct or comments that could be perceived as discriminatory. The third step is to monitor the workplace. Management has an obligation to intervene if there is any evidence of harassment or discriminatory behavior. Consider providing a hotline whereby employees can report to.

No organization can afford to lose the talent of its female staff because of outdated attitudes, the imposition of higher standards for women, or a failure to give women the opportunity to acquire relevant experience in key areas of the organization. There is a

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