Offices in Ottawa and Perth
(613) 722-1500

CONTACT US (613) 722-1500

Employer Human Rights Best Practices In Hiring And Retention

Employer Human Rights Best Practices In Hiring And Retention

By:

Mann Lawyers

Posted June 18, 2019

There are practices that an employer can put into play at the outset of the hiring process to ensure that they are reaching out to a diverse talent pool.  This could extend to posting job advertisements more broadly in community papers or through special affiliation groups.  In hiring, best practice is to use the same merit-based questions for all candidates.  Otherwise, there is a tendency to hire based on “fit,” which often means that people hire those who are like them – who enjoy the same hobbies and run in the same circles.  This doesn’t mean that a workplace cannot seek out values such as integrity or ambition, but it’s helpful to be mindful of the factors that are contributing toward hiring decisions.

Naturally, during the employment relationship, an employer must be receptive to accommodating religious or cultural beliefs, without holding that against an employee.  This may mean allowing a Muslim employee time to attend Friday prayers or creating a prayer space at work.  It may mean considering employee food-related religious beliefs at work lunches and dinners, such as a Jewish employee who eats kosher, a Hindu employee who does not eat beef, a Muslim employee who does not eat pork.  These steps can allow an employee to feel included in the work environment.   An employer should also be conscious of the barriers that it is unknowingly creating. If an employee is Mormon, for instance, and does not drink, this may make after-work drinks uncomfortable for him or her. Or the employee who leaves to attend Friday prayers may miss out on after-work functions.  This sometimes translates into lost promotional opportunities as important networking can happen at these events.  It may also be seen unfairly as a lack of commitment to a business or a failure to be a team player.

Discrimination in these forums is often indirect or systemic, so it requires changes to practices and policies to correct.  Larger organizations are encouraged to conduct a diversity inventory to assess whether they have representation from different cultural/racial/religious groups within and in management-level roles.  While not required, implementing cultural competency training for management and staff can also help to promote diversity and assist with integration and retention.  It is not enough to simply onboard those with different religious and cultural beliefs.  Rather, it is critical that they feel welcome, integrated, and respected.  This, in turn, may better position them for promotion.

This blog post, an adaptation of a Question and Answer with Dr. Helen Ofosu of I/O Advisory Services, was written by Alayna Miller, a member of the Employment team.  She can be reached at 613-369-0374 or at alayna.miller@mannlawyers.com.

More Resources

Blog |
Wills, Trusts and Estates, Business Law, Real Estate
By: 

Posted May 28, 2024

The recent announcement from the Federal Government regarding an increase in the capital gains inclusion rate for individuals, trusts, and corporations has sparked significant discussion.[...]
Blog |
Family Law
By: 
When couples part ways, the shared ownership of a matrimonial home often becomes a contentious issue. In Ontario, the law recognizes two forms of co-ownership:[...]
Blog |
Real Estate
By: 
If you are purchasing a home in Ontario, you likely know that you should retain a real estate lawyer to close the transaction for you.[...]
Blog |
Wills, Trusts and Estates
By: 

Posted May 14, 2024

This is often a question that arises when someone dies with debts and the estate trustees  are at a loss as to what to do[...]
Blog |
Business Law
By: 

Posted May 9, 2024

Every story has to start somewhere. When buying or selling a business, the journey usually begins with a well drafted letter of intent. A letter of[...]
Blog |
Wills, Trusts and Estates
By: 

Posted April 23, 2024

In this day and age, social media is at the forefront of everything – it’s where people obtain news, it’s where people spend numerous hours[...]

Subscribe to Our Newsletter

"*" indicates required fields

Name*
Consent*
This field is for validation purposes and should be left unchanged.