Write down some measured to prevent descrimination
Answers
Explanation:
The ultimate responsibility for maintaining an environment free from discrimination and harassment rests with employers, housing providers, service providers and other responsible parties covered by the Code. It is not acceptable to choose to ignore discrimination or harassment based on creed, whether or not a human rights claim has been made.
Organizations and institutions operating in Ontario have a legal duty to take steps to prevent and respond to breaches of the Code. Employers, housing providers, service providers and other responsible parties must make sure they maintain accessible, inclusive, discrimination and harassment-free environments that respect human rights. All of society benefits when people of diverse creed backgrounds are encouraged and empowered to take part at all levels.
Example: A school board develops detailed guidelines supported by policy, procedure, communications and designated staff to manage and inclusively design for religious accommodations in schools. At the start of the school year, students, families and employees are invited to inform the school of any beliefs or practices requiring accommodation through the proactive use and distribution of Religious Accommodations Invitation Forms, and through inquiries during parent-teacher interviews.[570]
Employers, housing providers, service providers and other responsible parties violate the Code where they directly or indirectly, intentionally or unintentionally infringe the Code, or where they do not directly infringe the Code but authorize, condone or adopt behaviour that is contrary to the Code.
Under section 46.3 of the Code, a corporation, trade union or occupational association, unincorporated association or employers’ organization will be held responsible for discrimination, including acts or omissions, committed by employees or agents in their employment. This is known as vicarious liability. Simply put, it is the OHRC’s position that an organization is responsible for discrimination that occurs through the acts of its employees or agents done in the normal course, whether or not it had any knowledge of, participation in, or control over these actions.
Example: Staff in a co-op housing complex refuse to investigate a tenant’s allegation that another tenant is discriminating against her based on her creed and ethnic origin. The board providing the housing would be responsible and potentially liable for condoning discrimination and not responding to this allegation.
Vicarious liability does not apply to breaches of the sections of the Code dealing with harassment. However, because the existence of a poisoned environment is a form of discrimination, when harassment amounts to or results in a poisoned environment, vicarious liability is restored. Further, in these cases the “organic theory of corporate liability” may apply. That is, an organization may be liable for acts of harassment carried out by its employees if it can be proven that management was aware of the harassment, or the harasser is shown to be part of the management or "directing mind" of the organization.[571]
The decisions, acts, or omissions of the employee will engage the liability of the organization in harassment cases where:
The employee who is part of the “directing mind” engages in harassment or inappropriate behaviour that is contrary to the Code, or
The employee who is part of the “directing mind” does not respond adequately to harassment or inappropriate behaviour he or she is aware of, or ought reasonably to be aware of.