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Accessing Settlement Services in Ontario is a

Human Right:The role of management in

supporting organizational change

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Resistance

BehavioursActions

Arguments

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Human Rights

OCASI Positive Spaces - Module 3

On December 10, 1948 the General Assembly of the United Nations adopted and proclaimed the Universal Declaration of Human Rights:

“All human beings are born free and equal in dignity and rights”

They internationally guaranteed

They legally protected

They focus on the dignity of the human being

They protect individuals and groups

They cannot be waived/taken away;

They are universal, equal, and interdependent

The right to LIFE, FAIR TRIAL, HEALTH, EDUCATION, PROPERTY, and now WATER

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Regional Human Rights

Arab Charter on Human Rights

African Charter on Human and Peoples’ Rights

American Convention on Human Rights

Asian Human Rights Charter

European Convention for the Protection of HR

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Canada

Canadian Charter of Rights and Freedoms

is a statement of our basic human rights and freedoms. Every government law, policy or action - whether at the federal, provincial, territorial or municipal level - must comply with the Charter

Ontario Human Rights Code

(the "Code") states that it is public policy in Ontario to recognize the dignity and worth of every person and to provide equal rights and opportunities without discrimination.

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Sexual Orientation, Race, Age, Marital Status, Religion, (dis)ability, Sex Citizenship etc...

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What does this mean?

RightsResponsibilities

IndividualService Provider

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Vital to Service Provision- Under the Code, employers, landlords and service providers are required to ensure that they are providing inclusive and non- discriminatory environments. Harassment and discrimination are a violation of the law, and organizations that fail to take adequate steps to prevent and address harassment and discrimination may be held liable

- Under the Code, employers, service providers and housing providers have the ultimate responsibility for ensuring a healthy and inclusive environment, and preventing and addressing discrimination and harassment. They must ensure that their organizations are free from discriminatory or harassing behaviour7

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What does discrimination look like under the Code?

•Harassment•Poisoned Environment•Confidentiality and LGBTQ•Systemic Discrimination •Discrimination because of Association•Discrimination because of perceived LGBTQ status

•Comments or conduct need not be explicit.

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Manifestation of Discrimination

Directly-Refusing services an LGBTQ client

Indirectly-Re-directing LGBTQ clients to other providers, even when services are available at

your Agency

- When an Agency has a policy in place, although neutral, has a negative impact on LGBTQ people

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Balancing Rights: Case Study

Exploratory Questions•Are the rights claims characterized appropriately? •Are valid, legally recognized rights at stake? •Are the needs of both parties truly in conflict? •Is failure to provide service to this couple a denial of their equality rights? (Factors to consider: public service under the Code)•Whether or not a duty to accommodate exists in this particular case.

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Organizational Culture

• Based on: values, assumptions, and norms• Forms the basis for decisions • Informs what you do/don’t do

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Values

• What are the values that drive your organization?

• How do these values manifest themselves in your agency?

• How do you reinforce these values?

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Organizational Culture

• Mission and vision• Values• Strategy • Communication and discussion• Training• Hiring practices• Accountability• Policies and procedures

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Homophobia & Heterosexism

• Result of values and assumptions• Heterosexism is often unconscious• Homophobia creates a poisoned work

environment • Homophobia is a form of harassment • Not noticing and not doing anything about

heterosexism and homophobia is a violation of the OHRC

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Partner work:

Given the presence of heterosexism, homophobia, and resistance within an organization, which specific values would you use to create an LGBTQ-positive space?

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Policies & Procedures

• One way to reinforce values.• Anti-discrimination and anti-harassment

policies are necessary in creating safe and inclusive spaces

• Management is responsible for ensuring they are understood and followed.

• How do you do this in your organization?

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Partner Work:

Discuss & Record:

1. The role of the Board of Directors in creating LGBTQ positive spaces (how to do this, what is needed)

2. Support for the ED in implementing change3.The role of Management in creating and supporting

LGBTQ positive spaces4. How to get staff engaged in the process

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