- a distinction—intentional or unintentional, direct or indirect—because of a person’s race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity and expression, age, marital status, family status, record of offences, disability, and
- that has the effect of erecting barriers, or creating obligations, disadvantages or situations of unequal treatment that withhold or limit access to privileges, advantages or political, social or economic rights available to other members of society.
Different types of discrimination
There are different types of discrimination.
The University of Ottawa complies with Ontario’s Human Rights Code, the Occupational Health and Safety Act and the Ministry of Training, Colleges and Universities Act.
Direct discrimination
A person discriminates ‘directly’ when their words or actions result in the unequal treatment of another person. The Policy 67a adresses this type of discrimination.
Example: An employer refuses to consider a pregnant candidate or one who has just had a child for a promotion.
Indirect discrimination
Indirect discrimination means a neutral rule or practice which unintentionally has a negative impact on certain individuals or groups. Indirect discrimination can also occur by the words or actions of one person through another person. The Policy 67a adresses this type of discrimination.
Example: An internal policy that provides an attendance bonus for employees who work over a certain number of overtime hours a year.
Systemic discrimination
Systemic discrimination results when organizational policies, practices, and cultures create or perpetuate unequal treatment of a person or persons. The Policy 67a adresses this type of discrimination.
Example: A policy stipulating that firefighters must meet a height requirement of six feet, which disadvantages most women, for example.
For more information on discrimination, please visit the Ontario Human Rights Commission website.
