Diversity Equity and Inclusion

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Types of Discrimination

Discrimination in Canada can manifest in various forms, targeting different groups based on factors such as race, ethnicity, religion, gender, sexual orientation, disability, age, and socioeconomic status. Here’s a summary of some of the main types of discrimination in Canada:

  1. Racial Discrimination: This occurs when individuals or groups are treated unfairly or disadvantaged because of their race or ethnicity. It can include prejudice, stereotypes, unequal access to opportunities, and systemic biases.
  2. Religious Discrimination: Discrimination based on religion involves treating individuals differently because of their religious beliefs or practices. This can manifest in employment, housing, education, or public services.
  3. Gender Discrimination: Gender discrimination refers to treating individuals unfairly or unequally based on their gender identity or expression. It can include unequal pay, limited job opportunities, sexual harassment, or gender-based violence.
  4. Sexual Orientation Discrimination: Discrimination against individuals based on their sexual orientation, such as being lesbian, gay, bisexual, or queer (LGBTQ+). This can involve harassment, exclusion, or denial of rights and services.
  5. Disability Discrimination: Discrimination against people with disabilities occurs when they are treated unfairly or denied opportunities because of their physical or mental impairments. This can include inaccessible facilities, employment discrimination, or lack of accommodations.
  6. Age Discrimination: Ageism refers to discrimination against individuals based on their age, particularly against older adults or younger people. This can manifest in employment, healthcare, or social interactions.
  7. Socioeconomic Discrimination: Socioeconomic status can also be a basis for discrimination, where individuals are treated unfairly due to their income level, education, or social class. This can lead to unequal access to resources and opportunities.
  8. Indigenous Discrimination: Indigenous peoples in Canada, including First Nations, Métis, and Inuit, have faced historical and ongoing discrimination. This includes systemic inequalities in areas such as education, healthcare, housing, and justice.
  9. Intersectional Discrimination: Discrimination often intersects with multiple aspects of a person’s identity, such as race, gender, and disability. Intersectional discrimination recognizes that individuals may face compounded forms of discrimination based on these intersecting identities.

Canadian laws, such as the Canadian Human Rights Act and provincial human rights codes, prohibit discrimination and promote equality. However, despite legal protections, discrimination persists in various forms and contexts across Canada, necessitating ongoing efforts to address systemic inequalities and promote inclusivity.

Overt versus subtle discrimination

1. Overt Discrimination:

  • Overt discrimination involves explicit and intentional actions or behaviors that directly target and harm individuals or groups based on their identity. These actions are usually clear-cut and easily recognizable as discriminatory.
  • Examples include using racial slurs, refusing to hire someone because of their religion, or displaying signs stating preferences for certain genders or ethnicities in housing advertisements.

2. Microaggressions:

  • Microaggressions are subtle, often unintentional actions or comments that convey derogatory or negative messages toward marginalized groups. They can be verbal, nonverbal, or environmental cues that communicate bias or prejudice.
  • Examples include asking a person of color “Where are you really from?” implying they are not truly Canadian, or telling a woman she’s “too emotional” during a disagreement, perpetuating gender stereotypes.

3. Subtle Discriminatory Actions:

  • Subtle discriminatory actions are behaviors that may not be overtly hostile or intentionally harmful but still contribute to inequality and disadvantage for certain groups.
  • Examples include consistently assigning men to leadership roles while assigning women to administrative tasks, or assuming that a person with a disability needs help without asking first, undermining their independence.

It’s important to note that while overt discrimination is generally easier to identify and address, microaggressions and subtle discriminatory actions can be more insidious and challenging to address because they may be less noticeable or easily dismissed. However, they can still have significant negative impacts on individuals’ well-being, sense of belonging, and opportunities for advancement. Recognizing and addressing these subtler forms of discrimination is essential for creating more inclusive and equitable environments.

Examples of discrimination as per the Canadian Human Rights Commission: 

  • A bank has lending rules that make it unreasonably difficult for new immigrants to get loans. This may be a case of discrimination based on two grounds — race and national or ethnic origin.
  • A person is systematically referred to secondary screening at airports due to the colour of their skin. This may be a case of discrimination based on the ground of colour.
  • An employer assigns her employees to weekend shifts without recognizing that some employees observe the Sabbath and cannot work on those days. This may be a case of discrimination based on the ground of religion.
  • An employer’s physical fitness requirements are based on the capabilities of an average 25 year old instead of being based on the actual requirements of the job. This may be a case of discrimination based on the ground of age.
  • A female employee with an excellent performance record announces that she is pregnant. Immediately, her employer begins to identify performance issues that lead to her dismissal. This may be a case of discrimination based on the ground of sex.
  • A policy provides benefits to some married couples but not to others. This may be a case of discrimination based on two grounds — sexual orientation and marital status.
  • After having a child, a woman cannot find childcare to continue working overnight shifts, and her employer does not allow flexibility by scheduling her on day shifts. This may be a case of discrimination based on the ground of family status.
  • An employer requires all employees to have a valid driver’s licence. People who cannot drive due to a disability are not given an opportunity to show how they could still perform the job by, for example, using public transit. This may be a case of discrimination based on the ground of disability.
  • A person is denied a job because of a previous conviction for which a pardon has been granted or a record has been suspended. This may be a case of discrimination based on the ground of pardoned conviction.
  • Someone is denied a job because they shared the results of their genetic testing with a potential employer. This may be a case of discrimination based on the ground of genetic characteristics.
  • A policy requires that a person identifies themselves as either male or female. This may be a case of discrimination based on gender identity or expression.