Policy Number:                    Policy Subject:

 

AI-003                                    EQUAL OPPORTUNITY, DISCRIMINATION AND WORKPLACE HARASSMENT* PREVENTION

 

*(NOTE:  Workplace Harassment is addressed in Board Policy #CR-13:  Workplace Violence and Harassment Prevention.)

LEGISLATIVE REFERENCE / AUTHORITY

Equal Opportunity is consistent with the principles of the Police Services Act (PSA), section 1, paragraphs 5 and 6; and subsection 47(1). including “the need for sensitivity to the pluralistic, multicultural and multiracial character of Ontario’s society”, and “the need to ensure police services are representative of the communities they serve.”

 

Under the Ontario Human Rights Code, subsections 24(2), 5(1), 5(2) 7(2) and 7(3)(a) employers are required to provide accommodation, unless to provide accommodation would cause undue hardship to the employer, considering the costs, outside sources of funding, if any, and health and safety requirements, if any. 

 

Section 47 of the PSA addresses the accommodation of needs of disabled members of police services in accordance with the Ontario Human Rights Code.

 

DATE APPROVED

25 July 2005

DATE REVIEWED

October 2010

DATE AMENDED

 

DATE TO BE REVIEWED

2013

REPORTING REQUIREMENT

Annual compliance reporting

 

LEGISLATIVE REFERENCE / AUTHORITY

 

Police Services Act (PSA), section 1, paragraphs 5 & 6, state that police services shall be provided throughout Ontario in accordance with certain principles, including “the need for sensitivity to the pluralistic, multiracial and multicultural character of Ontario society”, and “the need to ensure that police forces are representative of the communities they serve.”

 

PSA subsection 47(1) states that, “if an employee of a municipal police force becomes mentally or physically disabled and as a result is incapable of performing the essential duties of the position, the board shall accommodate his or her needs in accordance with the Ontario Human Rights Code.

 

Ontario Human Rights Code, subsection 24(2) states that employers are required to provide accommodation, unless to provide accommodation would cause undue hardship to the employer, considering the costs, outside sources of funding, if any, and health and safety requirements, if any.

 

Ontario Human Rights Code, subsection 5(1) states, “Every person has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability.

 

Ontario Human Rights Code, clause 7(3)(a) states, “Every person has a right to be free from 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 unwelcomed.”

 

DEFINITIONS

 

Workplace:  Section 1 of the Occupational Health and Safety Act (OHSA) defines workplace as, “any land, premises, location or thing at, upon, in or near which a worker works.

 

BOARD POLICY

 

INTRODUCTION

 

The objectives of equal opportunity in the workplace and discrimination prevention, are to ensure that the best qualified and motivated persons are selected for employment, promotion, preferred assignments and career enhancement through lateral transfer.

 

This objective is to be achieved by ensuring that no discriminatory barriers exist in the workplace, that no discriminatory practices or behaviours exist in the workplace, and that the human rights of employees and potential employees are upheld and respected both in rule and in practice.

 

Furthermore, where discriminatory acts or behaviours do manifest, they must be effectively investigated and appropriately addressed.  

 

POLICY REQUIREMENTS

 

It is the policy of the Ottawa Police Services Board with respect to equal opportunity, and discrimination prevention that the Chief of Police will:

 

a)        establish procedures on equal opportunity that are consistent with the principles of the Police Services Act and the Ontario Human Rights Code, including recruitment, selection, career development and promotion;

b)        establish procedures on responding to and preventing discrimination and harassment in the workplace, including stereotyping;

c)         ensure that no sexist, racist or other offensive or derogatory material is displayed in the workplace;

d)        establish procedures on employment accommodation in accordance with the Ontario Human Rights Code and section 47 of the Police Services Act;

e)        implement an employee performance appraisal system that includes key commitments related to diversity and human rights; and

f)          ensure that all officers receive training on race relations, diversity and human rights.