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gender

By Christina Catenacci, BA, LLB, LLM, Ph.D. | 2 Minutes Read January 7, 2016

Alberta the newest province to add gender identity and gender expression to human rights legislation

Effective December 11, 2015, Alberta has added gender identity and gender expression as a prohibited ground of discrimination under its Human Rights Act.

Article by Christina Catenacci, BA, LLB, LLM, Ph.D. / Human Rights / Alberta, employment law, gender, gender expression, gender identity, human rights act

By Alison J. Bird | 4 Minutes Read February 11, 2013

What are an employer’s human rights obligations with respect to gender identity?

Across Canada, there is a trend in human rights law to increase protections for transgendered individuals. Last year, Ontario and Manitoba joined the Northwest Territories in expressly including “gender identity” as a prohibited ground of discrimination under their human rights legislation. Ontario also included “gender expression” as a prohibited ground. In addition, Nova Scotia in 2012 added “gender identity” and “gender expression” to its Human Rights Act to protect transgendered persons from discrimination.

Article by Alison J. Bird / Employee Relations, Human Rights / access to washroom or changing facilities, availability of leave for treatment related to gender identity, discrimination, Dismissal, dress codes, duty to accommodate, employment law, formal human rights policy, gender, gender assigned at birt, gender expression, gender identity, harassment, human rights code, human rights commissions, human rights legislation in Canada, human rights tribunals, investigate and respond to her allegations of discrimination, legal obligation to not discriminate against transgendered persons, manitoba, medical or legal documentation, non-discriminatory environment, Nortwest Territories, Nova Scotia, ontario, poisoned work environment, policies and practices, prohibited ground, sex assigned at birth, the duty to accommodate to the point of undue hardship, transgendered, transgendered persons, undue hardship, workplace investigation

By Occasional Contributors | 5 Minutes Read November 27, 2012

Implicit bias in the workplace studies: The HR implications

We like to think we are all fair and objective. However, implicit bias is apparent in everyone, regardless of if you accept it or not. An Implicit Association Test by Project Implicit at Harvard Universityreminds us that while people don’t often speak their minds, we might actually not even know our minds. Are we purposely hiding something from others, or are we implicitly hiding something from ourselves? When it comes to strategic recruitment, implicit bias plays a big role. There have been countless implicit bias studies done in the field of recruitment and human resource development. Let’s take a look at a few standouts.

Article by Occasional Contributors / Employee Relations, Human Rights, Payroll / and Meritocracy in Organizational Careers, biases, classifications differentiate individuals and groups, compensation, Disability, disabled, discrimination, diversity, Equal Opportunity Employer, fictitious resumes, gender, Harvard University, Implicit Association Test, implicit bias, job postings, labour market study, language, merit-based reward, perception of race, race, recruitment and human resource development, strategic recruitment, workplace studies

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