Many organizations choose to combine their anti-harassment/anti-discrimination policies and procedures into a single document.The elements of each are discussed separately in this section and the one below.
Identifying and removing systemic barriers in the workplace also makes good business sense.
It may reduce and prevent human rights complaints from being filed, and can make facilities and procedures more comfortable for other groups such as seniors and for all people in general.
Where barriers have been identified, employers must remove them rather than making “one-off” accommodations, unless to do so would cause undue hardship.
Removing existing barriers maximizes integration with the environment, so that everyone is able to participate fully and with dignity.
A fundamental starting point for complying with the In Ontario, about three-quarters of all human rights complaints come from the workplace.
The best defence against these complaints is for employers to be fully informed and aware of the responsibilities and protections the includes.Rather, human rights in employment are a significant concern affecting all employees, prospective employees and employers at one point or another.Implementing the measures outlined in this section will help employers on the path to an inclusive and diverse workplace.Plans for removing barriers should: Anti-harassment and anti-discrimination policies make it clear that harassment and discrimination will not be tolerated, and set standards and expectations for behaviour.Related complaint procedures set out how potential violations of these policies will be addressed in an employment context.All such options would give all existing and future workers the ability to adjust for visual or hearing impairments that exist or might develop.