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Target Area: Institutional Policies

Gender Portrayal Guidelines

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ATTRIBUTES
  • Intersectionality
  • Marketing and Advertising

SOURCE
  • Ad Standards

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • Advertising, Marketing

LINK TO RESOURCE

Gender Portrayal Guidelines

Ad Standards
Advertising Standards Canada administers these guidelines with respect to the representation of women and men in advertisements. The guidelines are part of the Canadian Code of Advertising Standards, which is the Canadian advertising industry’s principal instrument of self-regulation. There are six guidelines:

  • Authority: Advertising should strive to provide an equal representation of women and men in roles of authority.
  • Decisionmaking: Women and men should be portrayed equally as single decisionmakers for all purchases, including big-ticket items.
  • Sexuality: Advertising should avoid the inappropriate use or exploitation of sexuality of both women and men.
  • Violence: Neither sex should be portrayed as exerting domination over the other by means of overt or implied threats, or actual force.
  • Diversity: Advertising should portray both women and men in the full spectrum of diversity and as equally competent in a wide range of activities both inside and outside the home.
  • Language: Advertising should avoid language that misrepresents, offends, or excludes women or men.

To read the full guide, click here.

Assembling the Pieces: An Implementation Guide to the National Standard of Canada for Phycological Health and Safety in the Workplace

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • CSA Group

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation, Institutional Policies

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Legal

LINK TO RESOURCE

Assembling the Pieces: An Implementation Guide to the National Standard of Canada for Phycological Health and Safety in the Workplace

CSA Group
This guide provides direction on the National Standard of Canada for Psychological Health and Safety in the Workplace. The Mental Health Commission of Canada has developed thisstandard to help organizations protect the mental health oftheir employees and encourage their wellness. There are several resources available, including an implementation guide, posters, case study research, and testimonials. Another of these resources is a handbook, which includes a step-by-step guide for organizations to implement the standard in four key phases: build the foundation, identify opportunities, set objectives, and implement.

To access the handbook, click here.

To learn more about the Standard, click here.

A policy primer: Guide to developing human rights policies and procedures

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ATTRIBUTES
  • Intersectionality
  • Workplace Wellbeing and Safety

SOURCE
  • Ontario Human Rights Commission

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

A policy primer: Guide to developing human rights policies and procedures

Ontario Human Rights Commission
This primer provides organizations with practical guidance for developing effective and fair ways to prevent and respond to human rights issues, including harassment, discrimination, and accommodation needs. This resource also lists several components of an effective set of organizational policies, procedures, and practices, such as the importance of establishing commitment from senior leadership, consulting stakeholder and expert groups, as well as understanding the complexity and size of the organization. It also states that all policies, plans, and procedures should reflect the current state of law and policy, consider organizational structural changes and barriers, and identify new human rights issues that may emerge.

The OHRC suggests that a complete strategy to prevent and address human rights issues should include:

  • A plan for preventing, reviewing and removing barriers
  • Anti-harassment and anti-discrimination policies
  • An internal complaints procedure
  • An accommodation policy and procedure
  • An education and training program
  • Stakeholder consultation and communication strategies

To learn more, click here.

10 Keys for Gender Sensitive OSH Practice – Guidelines for Mainstreaming in Occupational Health and Safety

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • International Labour Office

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Institutional Policies, Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Occupational Health and Safety

LINK TO RESOURCE

10 Keys for Gender Sensitive OSH Practice - Guidelines for Mainstreaming in Occupational Health and Safety

International Labour Office
These guidelines help organizations take a gender-sensitive approach to mainstreaming gender into occupational safety and health policies and practices to provide a safer workplace for both women and men. The resource helps integrate gender issues into analyses, formulation, and monitoring of policies, programs, and preventive measures to reduce inequalities between women and men.

  1. Taking a gender mainstreaming approach to reviewing and developing OSH legislation
  2. Developing OSH policies to address gender inequalities in OSH practice
  3. Ensuring consideration of gender differences in risk management
  4. OSH research should properly take into account gender differences
  5. Developing gender-sensitive OSH indicators based on sex-disaggregated data
  6. Promoting equal access to occupational health services and health care for all workers
  7. Ensuring the participation of both women and men workers and their representatives in OSH measures, health promotion, and decision making
  8. Developing gender-sensitive OSH information, education, and training about the differences in the way women and men may be exposed to risks at work
  9. Designing work equipment, tools, and personal protective equipment for both men and women
  10. Working time arrangements and work-life balance

To read the full guidelines, click here.

Developing a Flexible Working Arrangement Policy

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ATTRIBUTES
  • Workplace Flexibility
  • Workplace Wellbeing and Safety

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Developing a Flexible Working Arrangement Policy

Workplace Gender Equality Agency (Australia)
This briefing note provides guidance on the key features of a flexible working arrangements policy. Organizations leading the way in workplace gender equality have in place a policy that specifically supports flexible working arrangements for all employees.

The key features of a flexible working arrangements policy are:

  • Statement
  • Purpose
  • Guideline (i.e. definitions, eligibility and exclusions, process, and performance and review)
  • References and resources (i.e. existing legislation and internal policies)

To learn more, click here.

Developing a Workplace Accomodation Policy

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Leadership
  • Recruitment, Retention and Promotion

SOURCE
  • Canadian Human Rights Commission

TYPE OF RESOURCE
  • TTemplate

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Developing a Workplace Accomodation Policy

Canadian Human Rights Commission
This resource, developed by the Canadian Human Rights Commission, includes a drafted template of a workplace accommodation policy to help employers seeking to develop a policy for their organization.

The template includes the following sections:

  • Policy Statement – Organizational commitment to intersectional inclusion, respect, dignity, and equal opportunity
  • Application – Who the policy applies to and what aspects of employment
  • Definitions – Definitions of relevant language (e.g. accommodation, undue hardship)
  • Responsibilities and Expectations – The responsibilities of the organization, supervisors, and employees or job applicants (e.g. the organization is responsible for providing individual accommodation to the point of undue hardship; supervisors are responsible for dealing with requests for accommodation in a timely, confidential, and sensitive manner; and employees are responsible for helping to identify potential accommodation options)
  • Procedures for Accommodation – The step-by-step process for employees or job applicants of claiming an accommodation and the supervisor’s process of meeting the duty to accommodate
  • Appeals – What employees or job applicants can do if they are not satisfied with the offered accommodation
  • Privacy and Confidentiality – Statement of confidentiality regarding requests for accommodation
  • Review – Assignment of responsibility/accountability to review the accommodation procedures annually
  • Enquiries – Contact information in case of questions or concerns

To learn more, click here.

A Guide for Business: How to Develop a Human Rights Policy

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Intersectionality

SOURCE
  • United Nations Global Compact

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

A Guide for Business: How to Develop a Human Rights Policy

United Nations Global Compact
This resource provides a comprehensive outline on how to develop a human rights policy to help an organization express its commitment to respect internationally recognized human rights standards. All companies have a responsibility to respect human rights, which means to avoid infringing on the human rights of others and to address these impacts where they occur. Thus, developing a human rights policy shows that a company understands its responsibility and provides a basis for embedding it through all business functions.

All policies should at minimum comprise an explicit commitment to respect all international recognized human rights standards (e.g. International Bill of Rights and ILO’s Declaration on the Fundamental Principles and Rights at Work); stipulations on company’s expectations of personnel, business partners, and other relevant parties; and information on how the company will implement its commitment.

These are the steps provided in this guide to develop a human rights policy:

  • Assign senior management responsibility to drive the process
  • Involve cross-functional personnel (human resources, legal, procurement, security, etc.) in the process to build understanding, know-how, and a sense of common purpose
  • Identify and draw on internal and/or external human rights expertise
  • Map existing company policies to identify human rights coverage and gaps
  • Conduct a basic mapping of the company’s key potential human rights impacts
  • Consult internal and external stakeholders to identify and respond to their expectations
  • Communicate the policy internally and externally
  • Reflect human rights policy in operational policies and procedures

To learn more, click here.