How to Protect Yourself from Discrimination Based on Age, Gender, or Disability

Discrimination at the workplace can take various forms and it is evident that age, gender and disability continue to be among the most prevalent reasons why individuals are not treated fairly in the workplace. The employee protection provisions in Canadian law are very strong, and the majority of employees do not understand what to look at to identify discrimination and what to do to protect themselves. Learning about what the law addresses and what you are able to do in actuality may enable you to place yourself in a better and more assertive position in addressing discrimination in the workplace.

Being Familiar with Employment Rights

The federal and provincial legislation on human rights granted to Canadian employees prevents the discrimination. These pieces of legislation inhibit employers to take any or every personalistic-based, age-based, gender-based or disability-based decision concerning recruitment, advancement, salary, or dismissal. The employees should understand that protection is not only implemented against any obvious acts such as wrongful dismissal but against more underhanded forms of workplace conduct such as repeatedly being overlooked when it comes to promotion.

The next fact that needs to be mentioned is that these protections are applicable in union and non-union locations. Any worker, regardless of his or her status and sector, is entitled to work in a place free of discrimination and injustice. The initial point in doing something about discriminatory behavior is knowing the different legal rights so that when discriminatory behavior occurs, one can challenge it.

Identifying Indications of Discrimination

Discrimination in the workplace does not manifest itself in the open. In most instances it may manifest itself in comments of a negative nature that are repeated, not being included in projects or in a non-uniform application of workplace policies. Patterns of behavior that leave employees disadvantaged in terms of qualification or experience when compared with peers of the same qualification or experience should be noticed by the employees.

Examples of age-related discrimination may include compelling someone to retire early or refusing someone the chance to train. Sex discrimination may be as simple as discrimination in terms of salary. The discrimination based on disability can be characterized by poor working arrangements or unwillingness to make the job responsibilities more flexible. The awareness of such indicators enables the employees to act promptly and request appropriate assistance.

Recording Workplace Experience

Workers who suspect that they are being discriminated against must start writing down what they are going through as quickly as possible. Documented notes of discussions, emails, or performance assessment might also be helpful in the event that the problem gets out of hand. The records should be made in a clear form to give a trustworthy account of what occurred.

A close record is always an asset in support of any future complaint or claim of law. In the absence of documentation, it might also be hard to demonstrate that discrimination has taken place because employers can refute what the employee has told them about what happened. The credibility of an employee is established and supported by well-organized documentation.

The Professional Advice Role

A call to an employment lawyer Calgary can make employees aware of the alternatives available under the employment law and the human rights law. Lawyers can clarify whether particular practices are regarded as the legal definition of discrimination and how claims may be made.

This is also because having an attorney can help employees take advantage of any form of remedy, whether it comes in the form of reinstatement, financial restitution or even change of policy in the workplace. Although an employee might not know whether he or she should take legal action, he or she can consult a professional to gain some peace of mind and have a better idea about what rights he or she has.

Developing Internal and External Support

Complaints at most work places are handled internally and employees are advised to report such discriminating behavior to a supervisor or a human resources department. Internal reporting can be unpleasant but it is a chance to solve a problem before it becomes even more complicated. The employers are required to conduct investigations to discrimination allegations in a reasonable manner and as soon as possible.

Where internal remedies fail to yield a just solution, there exist external options. Workers can either complain to human rights commissions or seek legal redress in the courts. During this phase, the services of an employment lawyer can prove to be invaluable in identifying the most appropriate course of action to undertake and meeting deadlines and procedures.

It takes awareness, proper documentation, and knowing how to get assistance when necessary to protect yourself against workplace discrimination. Employees should be aware of their legal rights and act when they feel or believe that they are being discriminated against because of their age, gender, or disability. The employees can help to ensure that they protect themselves and help to create a more equal workplace environment by becoming more aware of the signs, maintaining records, and engaging with the appropriate sources.