On December 6, 1989, a male gunman targeted and shot several women students at l’École Polytechnique in Montreal. 14 women died, and 10 others were injured. Every year, on December 6, Canada’s unions join organizations across the country in marking the day, by calling for necessary action to end gender-based violence and femicide.

“We remember those lost and injured that day, targeted because they were women. We also mark December 6, by reaffirming our commitment to act against gender-based violence. We owe it to the memory of those victims, and to everyone lost or injured because of gender-based violence since then, to take decisive action and put an end to this injustice,” said Bea Bruske, President of the Canadian Labour Congress. “The December 6 murders happened over three decades ago, and yet we’re still fighting for proper protections against gender-based violence. At work, women and gender-diverse workers are more likely to be the targets of violent behaviour, particularly by third parties like clients, customers or patients. Every worker deserves to be safe at work, which is why it’s critical that the federal government collaborate with unions and employers to implement ILO C-190.”

ILO C-190 establishes a clear framework for ending violence and harassment in the world of work, and makes governments accountable for preventing and addressing violence at work. The federal government of Canada
ratified ILO C-190 earlier this year but has yet to develop a plan for implementation. Meanwhile, incidents of workplace violence perpetrated against women and gender-diverse workers continue to increase.

Femicide is on the rise: on average, one woman or girl is killed every two days in Canada. We’ve also seen a sharp increase in incidents of misogynist, transphobic and homophobic hate. The alarming proliferation of anti-feminist and anti-trans disinformation online is emboldening perpetrators to commit violence offline. Earlier this year, at the University of Waterloo, a male former student targeted and attacked a woman associate-professor in a gender studies class. Two students were also seriously injured in the attack.

Workers with multiple and intersecting identities, like Indigenous women, girls and Two-Spirit people, face especially high rates of gender-based violence. This is why it’s critical that any government plan aimed at addressing
gender-based violence also include measures to implement the MMIWG inquiry calls to justice.

“Gender-based violence is a violation of human rights, and refusing to act to end it is not an option. Everyone deserves to be safe at work, and that includes putting an end to gender-based violence in the world of work. But we must be intentional in the way we do this work, and any policy aimed at addressing gender-based violence must adequately reflect intersectional experiences,” said Siobhán Vipond, CLC Executive Vice-President. “It is our duty to honour the memory of those we’ve lost, and to honour those who survived, by ending gender-based violence. For over thirty years, Canada’s unions have called for the prevention and elimination of all forms of gender-based violence, and we remain steadfast in our commitment.”

Canada’s unions are ready to get to work, alongside governments and employers, to ensure workers in every sector and every jurisdiction are safe at work, so no one is left behind.

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For too many workers – especially women and gender-diverse workers – the risk of harassment and violence has become a daily reality. Seven in ten workers have experienced harassment and violence at work, often at the hands of third parties such as customers, patients, and members of the public. The risk is particularly high for those in public-facing jobs, like retail, journalism, health care, education, transportation and hospitality, sectors dominated by women and gender-diverse workers.

Following Canada’s ratification of ILO C-190 earlier this year, the government must implement a comprehensive strategy to enhance safety for all workers. Convention 190 is a global treaty aimed at eradicating violence and harassment in the world of work, and is the product of tripartite collaboration between unions, employer groups and governments.

“With Canada’s ratification of ILO C-190, we have a clear mandate to turn decades of advocacy into safer work for everyone,” said Bea Bruske, President of the Canadian Labour Congress. “But we have to get it right. Canada needs a comprehensive strategy to implement the convention, which would not only address immediate workplace safety concerns, but also align and incorporate initiatives outlined in the National Action Plan on Gender-Based Violence.”

In recent years, we have seen numerous equity-deserving groups targeted by an emboldened far right. This rising tide of hate has contributed to higher rates of third‑party violence linked with pervasive forms of discrimination and marginalization. 2SLGBTQI+ workers, Black, racialized, Indigenous workers, and those with disabilities are most likely to be targeted. Public homophobic and transphobic attacks on members of the 2SLGBTQI+ community are spilling over into workplaces, leaving workers feeling unsafe in an increasing number of places within their own lives.

One worker who participated in the CLC’s 2022 report on harassment and violence in the workplace identified that they didn’t find current solutions intersectional. They explained that the harassing and violent behaviours they experience have overlapping roots, based in racism, homophobia and misogyny. Workers with multiple and intersecting identities in particular need strategic and multi-faceted solutions, that will end workplace harassment on all fronts.

“Dismantling gender-based violence at work also requires a unified response against rising hate. We know there won’t be a one size fits all solution to addressing harassment and violence in the workplace. It’s time for the federal government to bring union, employer and government leaders together to develop holistic strategies to prevent and address third-party violence at work,” said Siobhán Vipond, CLC Executive Vice-President. “Together we can close the gaps within existing legislation and regulations, and deepen our collective understanding of violence and harassment at work.”

“Everyone deserves to work free from violence and harassment,” said Bruske. “Unions are ready to work collaboratively with employers and governments on a comprehensive strategy to prevent, address and eliminate third-party violence at work, ensuring that everyone can work without fear and making work a safe and dignified place for all.”

To read the results of the National Survey on Harassment and Violence at work click here. 

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“So much of what we have accomplished when it comes to women’s rights and gender justice at work in Canada is a direct result of union women working together to push for change; sector by sector, workplace by workplace, in our communities and on the national stage. It’s time we celebrate what we can achieve when we work together,” said Bea Bruske, President of the Canadian Labour Congress.

Union women are not strangers to being on the frontlines of advocating for and achieving victories in the name of working women, victories that ultimately benefit all workers and their families. These wins include the introduction of paid maternity and parental leave in Canada back in 1971,  legislated paid domestic violence leave, and progress in organising new bargaining units  in women-dominated sectors like retail. Union women have been leading the charge delivering results for gender justice at work. 

Since the launch of #DoneWaiting, thousands of activists have taken action and committed themselves to championing women’s rights and gender equity in workplaces across Canada. We demanded – and won – progress at all levels of government to end wage discrimination, end sexual harassment and violence, fix the child care crisis and make work fair for women. In the last five years, we won some incredible victories, including: 

• The adoption of federal pay equity legislation in 2018;
• 30 billion dollars pledged in the 2021 federal budget to spend over five years on a new national child care system;
• The introduction, in 2022, of federal child care legislation; and
• Canada finally ratifying ILO C-190 in 2023, committing to a world of work free of harassment and violence, in particular gender-based violence.

“From coast to coast to coast, union women have blazed the trail in the fight for a more feminist and equitable Canada. We are emboldened by our victories to keep pushing the envelope as gender justice champions in every workplace and community,” added Siobhán Vipond, Executive Vice-President at the CLC.

As we look ahead, Canada’s unions are committed to continuing to push decision makers to take further actions to #EmbraceEquity from coast to coast. Our vision includes:

• A commitment to value women’s work by creating a national care strategy to train, recruit and retain workers in care sectors so we can end wage discrimination in a sector that disproportionately employs women, especially racialized and newcomer women;
• Action to end gender-based violence and harassment at work and collaborate with unions, employers and all levels of government to implement ILO C-190 and make work safer for women, trans and gender non-conforming workers;
• Support for the calls of child care advocates and sector workers to advance Bill C-35 on respecting early learning and child care in Canada until the right of every child to accessible, affordable, inclusive and high quality child care becomes enshrined in Canadian law; and
• Investments from our federal government into a Care Economy Commission that will: examine paid and unpaid care work and develop a roadmap to meet the increasing demands for care; reduce and redistribute women’s unpaid care work, including by improving access to public care services for children, the elderly and people living with disabilities; and build a broader and more inclusive labour market strategy to achieve high-quality, equitable care jobs across all care sectors. 

Join us by taking the pledge to be a gender justice champion at work.

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For years, workers and advocates have been drawing attention to the ongoing and widespread issue of harassment and violence at work. However, a shortage of Canadian-specific data made it difficult to know the extent and nature of the problem.

To address this evidence gap, in 2020, the CLC and researchers from the University of Western Ontario and the University of Toronto launched the first National Survey on Harassment and Violence at Work. Nearly 5,000 workers took part in the survey offering a clear snapshot of how workers are experiencing harassment and violence. The initial report, “Harassment and Violence in Canadian Workplaces: It’s [Not] Part of the Job,” was released today.

The results in this report are unsettling:

• 7 in 10 workers have experienced a form of harassment and violence at work.
• Nearly 1 in 2 workers have experienced sexual harassment and violence in the last two years.
• Women, trans, nonbinary, and gender-diverse workers are experiencing higher rates of harassment and violence.
• Indigenous survey respondents experienced significantly higher rates of harassment and violence (79%) and sexual harassment and violence (47.8%).
• Workers with a disability experienced significantly higher rates of harassment and violence.
• Third-parties (such as customers, clients, and patients) and co-workers were the two most commonly reported perpetrators.
• 70% of workers who experienced harassment and violence had to miss work because of the negative effects.
• 88% of workers who experienced harassment and violence were “transferred, suspended, fired, or lost a shift” due to the harassment and violence.
• 1 in 4 who reported said that reporting made the situation worse.

“The Report provides an important and sobering insight into the state of harassment and violence in Canadian workplaces today” said Bea Bruske, President of the Canadian Labour Congress (CLC).  “We see this as a wakeup call and as an opportunity to reassess what is and is not working. The results will give us a strong evidence-base to decide what actions we need to take next.”

The survey results tell us that workers are not experiencing harassment and violence the same. Indigenous workers, racialized workers, workers with disabilities, and workers who are a part of the 2SLGBTQI+ community are experiencing different forms and higher rates of harassment and violence.

The survey also found that third party violence from customers, clients, and patients is happening at a startlingly high rate, which means we need to do more to protect our members who work with third parties. This important finding will help unions create targeted prevention strategies to keep workers safer.

“We know there is no one-size-fits-all solution and we are ready to do the work to address harassment and violence in all its forms,” said Bruske. “We are particularly concerned by the results around reporting which shows that too few workers are reporting and those that do are often not satisfied with the outcome. Clearly, the reporting procedures that we have in place today are not working.”

The initial Report will help start conversations with members about what changes they want to see from their unions, employers, and governments. Tackling harassment and violence at work will require a commitment from all three. Canada’s unions look forward to working closely with employers and governments to build harassment free workplaces. The CLC is developing a multi-year plan to address harassment and violence that will include education programs, collective bargaining approaches, and a legislative agenda. Targeted reports will dive into the data in more depth to better understand how marginalized workers are impacted by harassment and violence. These will help develop and implement much-needed strategies to help keep all workers safe.

“We want to thank all of the workers who took part in this survey for sharing their stories and experiences. We know that this is an opportunity to create lasting change and the labour movement will not let this opportunity pass. We are prepared to do what it takes to make work safer for everyone,” said Bruske.

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 OTTAWA – Canada’s unions welcome today’s long-delayed child care agreement between Canada and Alberta and thanked all the advocates who have worked so long to make this deal happen.

“With workers and their families facing higher costs for just about everything, bringing affordable, public child care within reach of parents from coast-to-coast-to-coast is a vital way governments can make life more affordable,” said Bea Bruske, President of the Canadian Labour Congress. “So many advocates have worked tirelessly for decades, in Alberta and across Canada. Now we need all governments to reach child care agreements, alongside increased investment in early learning and child care workers.”

Following the announcement of a deal with Alberta, Ontario and New Brunswick remain the largest jurisdictions without affordable child care agreements in place. Bruske urged the federal government to redouble its efforts to reach deals with the remaining provinces and territories.

“Watching Conservative premiers dragging their heels on making child care more affordable has been maddening to watch, especially for all the women pushed to the economic sidelines during the pandemic,” said Bruske. “High costs combined with a lack of affordable spaces have pushed too many parents, mostly women, to the economic breaking point. It is imperative that governments work together on helping women find a path back into the labour force.”

To arrange an interview, please contact:
CLC Media Relations
media@clcctc.ca
613-526-7426

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The declaration reinforces the right to live free from violence and the need for concrete efforts to address and prevent all forms of gender-based violence. It also sets out a common vision, principles, goals and pillars for a National Action Plan to End Gender-based Violence, “which will be an evolving approach to guide our actions in preventing and addressing gender-based violence”. Canada’s unions and our allies in women’s movements have long called for a National Action Plan.

“Over half of women in Canada will experience violence or harassment in their lifetimes,” said CLC Secretary-Treasurer Marie Clarke Walker. “The COVID-19 pandemic has made it even more difficult for survivors to access support. For those who face racism, ableism, homophobia, transphobia and other oppressions, barriers to services sometimes feel insurmountable.”

A National Action Plan would better coordinate efforts across all levels of government to prevent gender-based violence and support survivors to receive timely and culturally appropriate access to services. If done right, it will also complement the Truth and Reconciliation Commission’s Calls to Action and the National Inquiry into Missing and Murdered Indigenous Women and Girls’ Calls for Justice.

“Any effort to tackle gender-based violence must also address workplace violence and harassment,” added Clarke Walker. “Every pillar of the National Action Plan should include recommendations to prevent and address violence and harassment in the world of work that are guided by the International Labour Organization Convention C-190.”

In order for the National Action Plan on Gender-Based Violence to be truly effective, Canada must ratify ILO Convention C-190 – the first-ever global treaty on violence and harassment in the world of work.

C-190 was adopted by the ILO in 2019. It sets out clear, gender-responsive policies for governments and employers to implement in order to work towards the elimination of all forms of violence and harassment at work. It becomes legally binding once a country ratifies it. Canada requires the agreement of all provinces and territories in order to ratify the convention.

Women in Canada are #DoneWaiting for an end to gender-based violence. A national crisis requires bold, national action. We welcome this important first step from Ministers across the country – and look forward to finally moving forward, together.

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December 6 marks the 31^st anniversary of the shooting at Montréal’s École Polytechnique where fourteen women were killed in what was then Canada’s deadliest massacre.

In April of this year that record was surpassed when 22 people were tragically killed in Nova Scotia.

“Both events were motivated by misogyny and both these tragedies spotlight the lethalness of Canada’s gender-based violence crisis,” said CLC Secretary-Treasurer Marie Clarke Walker. “However, this crisis is not limited to mass murder: a woman is killed by an intimate or former partner every six days in this country.”

The COVID-19 pandemic has exacerbated the gender-based violence crisis in Canada. With many workers laid off or working from home, those experiencing domestic violence can become trapped at home with their abuser. They may find it increasingly difficult to seek help, contact family and friends, or to make plans to leave.

Even when women have the courage to leave, there isn’t always a safe place to go. Before the pandemic began, women and children were turned away from domestic violence shelters more than 19,000 times every month in Canada. Now, 61 percent of women’s shelters are reporting a spike in demand for services at a time when they have also been forced to reduce their capacity in order to comply with public health guidelines.

“We welcome the government’s recently announced $100 million investment in women’s shelters and sexual assault centres to help meet the surge in demand. But these investments fall short of what’s needed to truly tackle Canada’s gender-based violence crisis,” said Clarke Walker. “One-time funding boosts will not help repair our crumbling social infrastructure. Anti-violence organizations need long-term core operational funding in order to effectively support survivors and keep everyone safe.”

Trans people, Indigenous, Black, racialized people, women with disabilities, refugee, migrant, and undocumented women all face increased risks and barriers when trying to access support. These communities are often hit hardest by the ongoing strain on services.

“As we honour lives lost to gender-based violence, let’s also take action to prevent future tragedies. No one who is in a violent situation should be rejected or turned away when trying to get help. The time to invest is now,” said Clarke Walker.

Find a virtual vigil for December 6 in your community here.

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“We as a movement are raising our voices to express alarm and outrage over recent incidents of police brutality, including the deaths of Chantal Moore and Rodney Levi,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “We can no longer ignore the systemic racism in this country.”

In light of these tragedies, Canada’s unions reiterate their support for all calls to action calling for reforms of policing and the criminal justice system found within the National Truth and Reconciliation Commission’s final report, as well as the final report of the National Inquiry on Missing and Murdered Indigenous Women.

These incidents also come in the midst of a global health crisis that has, again, exposed inequities faced by Indigenous peoples and communities.

“The CLC supports the calls from the Assembly of First Nations for a dedicated plan in response to the unique realities that have made Indigenous communities vulnerable to the impacts of COVID-19,” said Rousseau. “This day is one occasion to celebrate the history and cultures of First Nations, Inuit and Métis peoples across this northern part of Turtle Island, also known as Canada, but they cannot be ignored for the other 364 days.”

The Assembly of First Nations has pointed to the remoteness of many First Nations, Inuit and Métis communities, inadequate housing that is often over-crowded, a lack of safe drinking water and more.

“Continued inaction is not an option. We must cement our solidarity as trade unionists in the struggle for justice that Indigenous communities face every day across Canada,” concluded Rousseau.

You can mark National Indigenous People’s Day 2020 with us by reading and reviewing the final report of the Truth and Reconciliation Commission, as well as the final report of the Inquiry on Missing and Murdered Indigenous Women. In both reports, you will find specific calls to action and calls to justice for organizations, individuals and governments. Do what you can in your communities to support these calls to action and pressure all levels of government to take immediate action to implement them.

Check out the links below to find out about virtual events and calls to action being organized by Indigenous organizations across Canada to mark National Indigenous People’s Day 2020:

Assembly of First Nations
Congress of Aboriginal Peoples
Inuit Tapiriit Kanatami
Metis National Council
Native Women’s Association of Canada
Pauktuutit Inuit Women of Canada

For further reading on Indigenous history and racism in Canada:

• Children of the Broken Treaty : Canada’s Lost Promise of One Girl’s Dream by Charlie Angus
• #IdleNoMore by Ken Coates
• Clearing the Plains by James W. Daschuk
• Peace Pipe Dreams by Darrell Dennis
• Surviving Canada: Indigenous Peoples Celebrate 150 Years of Betrayal, Edited by Myra Tait and Kiera Ladner
• Indigenous Relations: Insights, Tips & Suggestions to Make Reconciliation a Reality by Bob Joseph
• Seven Fallen Feathers: Racism, Death and Hard Truths in a Northern City by Tanya Talaga

Find more resources here.

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Although there is still much we do not know about this tragedy, now the deadliest massacre in Canadian history, it has come to light that the killer began his shooting spree by assaulting his intimate partner.

Women’s shelters in Nova Scotia and across the country have called on the media and police to call the recent massacre what it is: an act of gender-based violence.

“We must acknowledge that these murders were rooted in misogyny,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress. “They are not ‘senseless,’ ‘random’ or ‘isolated’. They are part of the nationwide crisis of violence against women. It is the same crisis that sees a woman or girl killed every three days in this country.”

Research shows that in the majority of mass shootings there is a history of domestic violence. Misogyny was also at the root of Canada’s other deadliest killings: the 1989 École Polytechnique massacre in Montreal and the 2018 Toronto van attack.

While misogynist violence can touch any woman, some groups of women are impacted disproportionately: Indigenous women, young women, women with disabilities, and trans women and non-binary folk all experience higher rates of domestic violence.

Other groups of women face barriers to support and to accessing justice. Black and Indigenous women, refugees and migrant women, and trans women may be reluctant to seek the support of police or social services because these systems may expose them to other forms of structural violence and discrimination. Accessible services are difficult to find for deaf women and women with disabilities. Few such services exist in rural and remote communities.

“This pandemic, along with the public health recommendation to stay at home has put women further at risk,” said Clarke Walker. “Canada’s unions applaud governments’ efforts to ensure that shelters and other support providers have the resources they need to manage an increase in demand and to assist women whose homes are not safe.”

Over the last five years, the Canadian labour movement successfully fought for and won paid domestic violence leave both federally and in the vast majority of provinces and territories. Now, we must go further.

Canada needs a National Action Plan on Violence Against Women and Girls. A Plan would help plug the gaps in anti-violence services while establishing clear targets for progress and ensuring consistency across and within jurisdictions. Although the federal government has signaled its intent to develop a Plan, it needs to establish the funding and the process to see it through.

The federal government needs to step up and accelerate these efforts. Women and non-binary people – especially those who are marginalized – are literally dying while we wait.

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“It takes 16 months for women’s median earnings to catch up to what men make in twelve. We mark Equal Pay Day to draw attention to the continued realities of wage discrimination and gender inequality in our country,” said Marie Clarke Walker, Secretary Treasurer of the Canadian Labour Congress. “This year we must also recognize the gendered impact the COVID-19 crisis will have. The pandemic has exposed the lack of concrete protections for workers, especially for workers in sectors where women are often employed, and for women who work in low-wage and precarious jobs.”

The pandemic has demonstrated how important the work traditionally performed by women is to the maintenance of healthy and safe communities. Many undervalued workers have now been deemed essential, but these workers are still underpaid. Their work is often invisible and unrecognized, marked with poor working conditions, exposure to violence and harassment and other health and safety risks, limited job security and access to benefits, including paid sick leave.

“These workers are putting themselves and their families at risk so the rest of us can stay home to slow the spread of COVID-19,” said Clarke Walker. “Not only do these workers deserve higher wages, they should have predictable hours and job security, paid sick days and emergency leave, access to the equipment to do their job safely, support to meet their child care needs, and access to Employment Insurance and health benefits.”
“It’s time to usher in a new normal for our most vulnerable—and valuable—workers.”

According to the Canadian Centre for Policy Alternatives, 13 percent of all working women in Canada are at risk of layoff, compared to nine percent of working men. Low-wage workers, who are disproportionately women, are most at risk.

Canada’s unions say that this is a time for bold, feminist action to recognize the value of women’s work and to end wage discrimination. Canada must make women’s economic justice a priority in the COVID-19 response and in the plan for recovery.

“This crisis has exposed who falls through the gaps in our system. The government has taken an important step with the Canada Emergency Response Benefit, but much more needs to be done to ensure that we leave no one behind as we respond to COVID-19. Every level of government must apply a gender-based analysis plus (GBA+) to how it’s responding to this crisis,” said Clarke Walker.

Join the cross-country Equal Pay Day Virtual Rally on April 4 at 1:00 p.m. by registering here: https://register.gotowebinar.com/register/9119266283687928587

To learn more about Equal Pay Day, go to the Ontario Equal Pay Coalition website.

Click to access the CLC COVID-19 Resource Centre.

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The recommendation that people stay in their homes, along with added financial pressure and stress, can elevate the risk of violence and further entrenches isolation, which increases opportunities for abusers to exert power and control.

Women’s shelters and transition houses across the country are doing their best to remain open for those fleeing domestic violence, despite the current challenges. Federal and provincial governments have announced some new spending to support these necessary services during this critical time.

We all have a role to play.

How to help someone you know or those suffering in your community

What should you do if you are concerned about a co-worker, friend or family member that you believe is experiencing abuse?

• Remind them that you care about their health and well-being.
• Encourage them to reach out to their local shelter to get support and to develop a safety plan.
• Keep the lines of communication open to reduce isolation.
• Union representatives who have been assisting members with workplace safety planning can work with them and a shelter worker to adapt it to the new context.

How can you help in your community?

• Consider donating to local shelters so they can continue to offer services during this crisis. Contact your local organization to find out how you can help.

What to do if you need help

• Reach out to any women’s shelter or helpline, which will provide information, support and referrals to other services. You do not need to seek shelter to get help.
• Even if leaving does not feel like an option, shelter workers can provide assistance with developing a safety plan, offer a listening ear and help you better understand your situation.
• If you belong to a union, create or adapt a workplace safety plan with your union representative. If you don’t belong to one, work with your employer and a shelter worker.
• If you are in immediate danger, call 911. You do not need to tell the 911 operator why you are calling if you are afraid of your partner’s reaction. Even if you just say “I would like to order a pizza”, police will come to your home.

Useful links

Sheltersafe provides information and can help identify a shelter in your community. Crisis and distress lines are available in most provinces and territories, and 211 can identify local sources of support in many communities.

Remember, employers must ensure that Employee Assistance Programs (EAPs) remain accessible during the pandemic. These may be useful for those experiencing violence right now.

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“We know some steps the federal government can take right now to be a global leader in gender equality—if they are bold enough,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress.

In 1995, 189 governments, including Canada’s, signed on to the Beijing Declaration and Platform for Action, which set out a clear roadmap to achieve gender equality and the human rights of women. 

“Despite recent progress, there is still so much work to do. At the current rate, women will have to wait 164 more years before Canada closes the economic gender gap,” added Clarke Walker.

This year, the Generation Equality Forum will mark the 25^th Anniversary of the Beijing Declaration and Platform for Action. With gatherings in Mexico and France, this forum will engage women’s rights activists, governments and other stakeholders in a global public conversation. Together, these groups will take stock of progress and set an agenda of concrete action to realize gender equality before 2030. 

The Platform for Action committed governments to taking strategic, bold action in 12 critical areas: poverty, education and training, health, violence, armed conflict, economy, power and decision-making, institutional mechanisms, human rights, media, environment and the girl child.  

“The number one thing our federal government can do immediately is to restore core funding to women’s rights organizations and feminist movements,” said Clarke Walker. “For far too long, these organizations have struggled for necessary resources to fund their important, and often life-saving, work. Funding that covers core operational costs can build strong, independent women’s movements that drive change.”

Canada’s unions are committed to building strong, vibrant feminist movements. Working together, we can be a powerful force for women’s economic justice.

The Canadian Labour Congress is inviting Canadians to mark International Women’s Day by taking the following actions:

• Write to the Minister of Status of Women and the Prime Minister and ask them to demonstrate real commitment to women’s equality and economic justice.
• Read “Unfinished Business”, a civil society report on Canada’s progress in implementing the Beijing Platform for Action.
• Share the top 20 actions the government can take in 2020 to show leadership on women’s rights and gender equality.

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Every year since, communities across the country have mourned those, and innumerable others, lost to gender-based violence with a National Day of Remembrance and Action on Violence Against Women.  

While recent federal initiatives have progressed the drive to end institutionalized violence and harassment, the solutions are a patchwork and not enough to address the systemic current crisis. That’s why Canada’s unions mark this important anniversary with a demand for our newly elected federal government: commit to action to end violence and harassment, hold perpetrators accountable and make Canada’s workplaces safe.

“Canada’s unions are calling on our government to commit to a national action plan that includes ratifying C-190—a new global Convention on Violence and Harassment in the World of Work,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress. “It’s time for federal leadership that will set a standard for provinces and municipalities across the country.”

Earlier this year, the international community came together at the Centenary Conference of the International Labour Organization (ILO) to adopt a new convention on violence and harassment in the workplace. C-190 is a historic convention that Canada’s government played an instrumental role in negotiating.

“Canada has an opportunity to be amongst the first countries in the world to ratify this convention,” said Clarke Walker, who served as Worker Vice-Chair, leading the negotiations on C-190 on behalf of the global trade union movement. “We mark today by remembering those lost to gender-based violence and by recommitting ourselves to the elimination of institutionalized violence and harassment. With leadership and action, we can end sexual harassment and violence in workplaces.”

For more information about the École Polytechnique Massacre and National Day of Remembrance, click here. And to stand in solidarity with communities across the country, find a December 6^th vigil near you.

Write to Prime Minister Trudeau today and urge him to make workplaces safe for everyone by ratifying C-190. 

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Convention C-190 was adopted at the Centenary Conference of the International Labour Organization (ILO) earlier this year. The ILO is the UN system’s only tripartite agency, bringing together governments, employers and workers to set labour standards, develop policies and create programs promoting decent work for all.

The ILO Convention is legally binding once it is ratified by a country. 

Convention C-190 and its supplementing Recommendation set out clear policies grounded in social dialogue and requiring an integrated, gender-responsive approach to the prevention and elimination of violence and harassment in the world of work.

“Over half of women in Canada will experience physical or sexual violence in their lifetime,” said CLC’s Secretary-Treasurer Marie Clarke Walker. “We have made progress in recent years, and ratifying this convention will send a clear message that all workers have the right to a world of work free from violence and harassment.”

Join us in marking the beginning of the 16 Days of Activism Against Gender-Based Violence by asking our Prime Minister to begin the process of ratifying Convention C-190 before the end of 2020.

Write to him now.

Since 1981, women’s rights advocates have marked November 25^th as the International Day for the Elimination of Violence Against Women. You can learn more about the history of this work here.

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“Gender Equality Week was created to celebrate recent gains while reflecting on the work that needs to be done to improve gender equality and women’s rights across Canada,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress (CLC). “With a federal election underway, we are asking political leaders to take this opportunity to prove their commitment to women’s rights and gender equality.”

Gender Equality Week runs from September 22 to 28, 2019 and was first introduced by the federal government in 2018 through Bill C-309, the Gender Equality Act. This year’s theme is #EveryoneBenefits and is inspired by the vision of a gender equal society and the benefits of advancing gender equality to women, men and people of all gender identities.

“On election day, voters will have the chance to reject the politics of division by voting for a party that stands firmly for gender equality and women’s rights,” said Clarke Walker. “We hope to make that choice much easier by asking candidates to distinguish themselves through concrete platform commitments.” 

The CLC’s plan for “A Fair Canada for Everyone” asks political parties to commit to taking action on five key priorities for working people and their families – actions that can make a real difference for women and help promote gender equality.

Women deserve good jobs, liveable wages and fair working conditions.

Unions are calling for action on pay and employment equity, access to universal, affordable child care and a federal task force on care work and care jobs.

Women deserve opportunities to learn and advance their careers. They deserve adequate support to balance work, family and personal time.

Women should not face barriers in accessing medication.

Many women do not have workplace benefits and face difficult choices when they or a loved one requires medication they cannot afford. Everyone in Canada deserves a universal, single-payer, public prescription drug plan that would guarantee pharmacare for all.

Women deserve retirement security.

Thanks to the persistent gender pay gap, senior women are among Canada’s poorest populations. After a lifetime of hard work (whether paid or unpaid), no one should have to struggle to make ends meet. Action on retirement security means improved Old Age Security benefits and a reformed Guaranteed Income Supplement.

Women must be at the centre of climate action.

The climate crisis will have a disproportionate impact on women and marginalized populations. Smart investments in a clean future will put people at the centre of climate action. Investments in renewable energy, clean technology and green manufacturing can provide a source of good, green jobs for women. Climate action can also include investments in social infrastructure to help create and support good jobs and resilient communities.

Women deserve a government focused on equity and inclusion.

Canadians need a government committed to challenging hate and intolerance in all its forms. They need a government ready to improve our immigration and refugee policies, track and report on hate groups, and commit to strengthening Canada’s action plan against racism.

They also need an action plan to implement the recommendations of the National Inquiry into Missing and Murdered Indigenous Women and Girls and the Truth and Reconciliation Commission.

“The CLC’s election campaign outlines a plan that would promote gender equality and make a real difference in the lives of women and their families,” said Clarke Walker. “Everyone benefits if we unite together to challenge racism, welcome refugees and support real reconciliation with Indigenous peoples. This election we are demanding fairness.”

This Gender Equality Week, unions are calling on voters to attend local election town halls and debates to ask candidates what their party is prepared to do to promote gender equality and a fairer Canada for everyone.

CLC Secretary-Treasurer Marie Clarke Walker will be hosting a Facebook Live event on Wednesday, September 25 at noon EST featuring a conversation about what is at stake for gender equality in the federal election.

Voters can sign up for real-time election updates from the CLC as the campaign progresses.

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After over a year of negotiations with governments, employers, and workers, the Centenary International Labour Conference adopted the new framework at its convention in Geneva.

“It is a historic day,” said CLC’s Secretary-Treasurer Marie Clarke Walker, who served as Worker Vice-Chair for the negotiations. “We set out to draft a standard that would stand the test of time, that would carry us forward into the next century of the ILO, and would meet the challenges of the future world of work.”

The ILO is a United Nations agency whose mandate is to advance social justice and promote decent work by setting international labour standards.

The ILO Convention and Recommendation set out clear policies, grounded in social dialogue and requiring an integrated, gender-responsive approach to the prevention and elimination of violence and harassment in the world of work. The Convention is legally binding, while the Recommendation provides advice.

“I truly believe what you have before you today are texts that we can all be proud of – instruments that are both ground-breaking and visionary, but also practical and actionable,” said Clarke Walker in a speech to delegates at the conference.

“Having a global minimum standard to prevent and address violence and harassment in the world of work will bring hope to millions of workers – hope that a world of work free from violence and harassment is possible,” she added.

Canada’s unions congratulate Clarke Walker and all of the participants in the standard-setting process.

“This is a great achievement,” said Hassan Yussuff, CLC President. “Now that we have secured this ground-breaking convention, we urge Canada to be among the first countries to ratify. We stand ready to ensure its effective implementation, so everyone can fully enjoy the right to work free from violence and harassment.”

Read the full text of the new Convention and Recommendation here.

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Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress (CLC), serves as the Worker Spokesperson and will continue as a key leader in the effort to strengthen obligations to end violence and harassment at work.

Representatives of the ILO’s 188 member states will be meeting from June 10 to 22, 2019 to negotiate the ILO’s Centennial Declaration. The ILO Centenary provides an important moment to look back and celebrate the ILO’s history and achievements, but also to reaffirm its social justice mandate. Workers are calling for a new Social Contract that guarantees a fair deal for all working people to change the current model of globalisation that puts profit ahead of working people. The thematic focus for the event is the “Future of Work,” aiming to respond to the global drivers of change, including global economic policy, climate change and technology.

This year, discussions will lead to the development of a specific Convention and a Recommendation aiming to end violence and harassment in the world of work. This Convention would be a legally binding international treaty, which, when ratified by ILO member states, would commit them to apply the Convention in national law and practice, while a Recommendation is a guideline providing more details on its application. Worker representatives are advocating for language to enshrine the right for all people to a work environment free from violence and harassment. A priority focus will be on gender-based violence, reflecting the prevailing gender inequalities in the world of work and that victims of violence and harassment are overwhelmingly women.

The CLC’s Marie Clarke Walker was appointed last year to serve the two-year term as the Worker Spokesperson on the ILO Standard Setting Committee. Her role in the Committee is that of chief negotiator representing workers. Two weeks of intense discussions aim to lead towards a consensus with concerned parties on the language for new instruments on ending violence and harassment in the world of work.

“There can be no decent work with violence at work,” said Clarke Walker. “Few countries provide protection against violence in the workplace, especially gender-based violence. A strong ILO Convention and Recommendation are important instruments to recognize and close this gap.”

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The numbers are staggering.

More than 800 million women globally have experienced some form of violence and harassment, ranging from physical assault to verbal abuse, bullying and intimidation, according to the International Trade Union Confederation.

Here in Canada, a 2018 Angus Reid study found that 1 in 2 women reported experiencing sexual harassment in the workplace. Two-thirds of women told pollsters that they were personally impacted by the #MeToo movement.

Indeed, #MeToo and similar movements have helped expose the scale of the problem in the world of work, encouraging women to speak out and demand justice. While women are overwhelmingly and disproportionately affected, men are not immune. And discrimination against certain groups exacerbates violence and harassment.

A study by Canada’s federal government found that 94% of complaints of sexual harassment in federal workplaces were made by women. The study found that women with disabilities or who were a member of a visible minority were more likely to experience harassment.

In response to the overwhelming evidence of this phenomenon, the federal government passed Bill C-65 last year with the input of unions and employers. The legislation focuses on prevention, effective responses and support for affected employees.

This was an important step. However, no sector, whether formal or informal, public, private or voluntary is immune to this scourge. There are far too many workplaces in which workers are continuously at risk, with few safeguards or supports. This is one of the main reasons Canada’s unions launched a campaign called #DoneWaiting in 2018, which includes a call to end violence and sexual harassment at work.

In particular, higher rates of violence and harassment are consistently recorded in sectors such as transport, health and social care, hotel and restaurant, media and entertainment, agriculture, and in domestic work. Violence and harassment at work can come from managers, supervisors, co-workers, customers and clients. Furthermore, research conducted by the Canadian Labour Congress (CLC) and the University of Western Ontario found that 1 in 3 workers have experienced domestic violence, another form of violence that can impact them at work.

It can happen at the physical workplace, at work-related social events or training, while getting to and from work, or anywhere the worker is required to be because of her or his work. Abusive workplace practices can also contribute to the toll of violence and harassment, with work-related stress and mental illness at an all-time high.

There is a window of opportunity to take decisive action to hold employers accountable, across sectors.

This month, the International Labour Organization (ILO), the United Nations (UN) agency responsible for setting global legal standards for working conditions, will complete negotiations on a new law to prohibit, prevent and remedy violence and harassment. The aim is to ratify a global treaty during the ILO’s centenary conference taking place between June 10-21.

If the negotiations are successful, the new international law will place clear responsibilities on employers and governments for tackling violence and harassment in the world of work. Workers, too, will have responsibilities to refrain from acts of violence and harassment and to comply with any policies, procedures or other steps taken by their employers to prevent it.

While there are differences to settle on the final content of the new law, there is broad support for its adoption amongst trade unions, governments and some employers.

Negotiations with companies include introducing or strengthening measures like paid leave for victims of domestic violence, providing easy access to information, advice or counselling, and flexible working hours to minimise the risk of stalking by violent ex-partners.

Violence and harassment in the world of work is a global problem, requiring global solutions.

The negotiations at the ILO are timely, not least, as the UN agency celebrates 100 years of its existence this year. Trade unions were campaigning for this new law long before the painful revelations of #MeToo. Our government and employers must now play their part in making this a reality.

No one should go to work fearing for their safety and well-being.

Marie Clarke Walker is the Secretary-Treasurer of the CLC.

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“We can’t take abortion rights in Canada for granted. We are not immune to the attitudes and tactics at play south of the border. There is an alarming and well-funded effort by anti-choice groups in Canada to elect politicians who support restrictions on reproductive health services and rights,” said Hassan Yussuff, CLC President. “When Conservative politicians attend anti-choice rallies and express their desire to make abortion ‘unthinkable’ it’s time to take a clear stand. We will resist any attempt to take us backwards.”

Canada’s unions have a deep and longstanding commitment to sexual and reproductive health and rights. Unions and labour activists joined the call to decriminalize birth control and abortion in the 60s and 70s. In its 1968 submission to the Royal Commission on the Status of Women, the CLC observed that “if a woman in the pursuit of her career wishes to arrange the timing of her pregnancies in a manner consistent with the demands of her occupation, to limit the size of her family, or, indeed, to have no children at all, then this should be a matter for her discretion”.

Since the 1988 Morgentaler decision, the labour movement has worked with feminist organizations and other allies to resist attempts to introduce new restrictions to abortion rights and access. In May 2008, the CLC awarded Dr. Henry Morgentaler with its highest honour, the Award for Outstanding Service to Humanity, for his work promoting health and equality for women.

Canada’s unions have long called for public coverage of medical procedures and medication to allow people to decide whether and when to have children, promote maternal health, affirm their gender identity and meet other sexual and reproductive health care needs. They have also called for better access to abortion services in regions where it remains difficult to obtain sexual and reproductive health care. And unions continue to support comprehensive sexuality education, access to health care for trans people, and protections for pregnant people in unsafe working conditions.

“The labour movement’s support for reproductive justice includes our fight for decent work, for good jobs, for maternity and parental leaves, and for child care for all families,” said Marie Clarke Walker, CLC Secretary-Treasurer. “Economic justice and reproductive health and rights are linked, and are fundamental to gender equality.”

Access to abortion services remains a problem, especially in rural, remote and Indigenous communities, for young people, for those with precarious immigration status or who don’t have the means to travel. In some provinces, like New Brunswick and Prince Edward Island such services are virtually non-existent on account of provincial policies that restrict access or impose limits on funding. The lack of access to sexual and reproductive health care and rights has disproportionate impacts on people who experience various forms of marginalization, such as Indigenous women, Black and racialized women, women with disabilities, trans and non-binary folk, immigrant, migrant and refugee women.

“Canada’s unions will not tolerate any attempt to roll back abortion rights. We will keep calling on governments to address gaps and barriers to access, to ensure that everyone is equally able to access sexual and reproductive health care, including abortion,” said Yussuff.

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“Today, in 2019, the numbers are appalling,” says Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress, “Women overall are making 32 percent less than men, with Indigenous women and women with disabilities facing the steepest gender pay gaps making between 45 and 56 percent less.”

This Equal Pay Day, under the banner of the #DoneWaiting campaign, Canada’s unions are calling for the timely and effective implementation of Canada’s new pay equity legislation.

This year is especially important, as this is the first Equal Pay Day since the introduction of federal pay equity legislation in December 2018.

“Fourteen years after the Pay Equity Task Force report, pay equity finally became the law,” said Marie Clarke Walker. “However, our wait is not yet over. Since the new law does not take effect until regulations are developed, it could be another few years before working women see any real difference in our paycheques.”

In addition, trade unions and pay equity experts have identified a number of concerns with the bill that did not get fixed before it passed. Therefore, the Canadian Labour Congress is calling on the federal government to:

• Work with unions and employers to develop pay equity regulations in a timely fashion;
• Ensure the regulations close any loopholes that would allow an employer to avoid meeting their obligations;
• Introduce pay transparency measures, including an obligation to file pay equity plans as well as details about compensation for workers in all equity-seeking groups; and
• Ensure the office of the Pay Equity Commissioner has enough funding to implement the legislation and hold employers accountable.

The CLC encourages all workers to write to their Member of Parliament today and join the call for the full implementation of pay equity legislation from coast to coast.

The CLC also supports calls from the Equal Pay Coalition of Ontario and the Ontario Federation of Labour to mount a provincial campaign calling on Members of Provincial Parliament to implement the 2018 Pay Transparency Act. You can learn more about this campaign here.

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In the four years since the release of the first-ever pan-Canadian study on the impact of domestic violence at work, unions, employers and governments have embarked on a remarkable joint project to help protect jobs and promote workplace safety.

We now have a common understanding of the magnitude of this problem and we must work together to support workers, mostly but not exclusively women, who are experiencing domestic violence. The evidence is clear. Domestic violence affects attendance, productivity, and retention. It follows people to work and puts jobs and safety at risk.

While it’s not the role of employers or unions to eliminate such a complex societal problem, workplaces can have an effect on how a worker is able to respond. The money a woman earns through employment can help her from becoming trapped and isolated in violent relationships, and ensures she can support herself and her children should she decide to leave.

And while not every abusive relationship will escalate to serious injury or death, it happens to women far too frequently – and workplace safety is at risk for her and potentially for her colleagues, as an abuser may look for their target at work.

That’s why, together, governments, employers and unions are taking action. The first step was passing Bill C-65, which clearly recognizes harassment and violence as a workplace hazard. The federal government has provided workers with job-protected, paid domestic violence leave. Employers and unions have negotiated additional paid leave and other workplace supports and accommodations. Unions have built a series of educational tools to better equip union representatives and promote awareness among members.

Our next step is to develop strong regulations on workplace violence that clearly lay out the steps that workplaces should take to respond to domestic violence at work, to manage and reduce risk, and to support workers who are affected. This work should build on positive steps that have already been taken across many organizations.

We are embarking now on a collective effort to promote awareness and ensure that workplaces are prepared.

With support from the Government of Canada, FETCO and the Canadian Labour Congress have partnered with the Centre for Research & Education on Violence against Women & Children at Western University to provide practical, workplace solutions including policies, tools and training materials that clearly delineate employer responsibilities related to domestic violence in the new harassment and violence regulations.

By promoting greater awareness about domestic violence, we hope to challenge the stigma and break the silence that enables the violence to continue – and which can put everyone at the workplace at risk if an abuser’s behaviour escalates.

Abusers seek control over the woman in their life, and isolation is a tool to keep the woman separate from others. People stay silent when they witness or suspect that someone close to them may be experiencing abuse for many reasons. Sometimes it’s uncertainty about whether what is happening is actually abuse. Maybe it’s not understanding how risky a situation really is. It might be that we don’t want to embarrass our co-worker by putting her on the spot, or we think the person is capable of handling it. Or maybe we just aren’t sure what we can do to help.

Breaking the silence is the critical first step for a woman to end the abuse she is experiencing. By giving workers, managers, human resource staff and union representatives tools they need to recognize the warning signs of domestic violence, we can better support and empower people experiencing abuse to safely speak with their friends and co-workers.

Clear workplace policies will be essential to helping manage risk and respond to specific situations. There is no one-size-fits-all approach to addressing domestic violence at work. Each worker will need different supports, and their situation and risk may change over time. But with better awareness and access to training and other resources, we are confident that workplaces will be better prepared to respond, keeping everyone safer, healthier and more productive.

Hassan Yussuff is the President of the Canadian Labour Congress, Derrick Hynes is the President and CEO of the Federally Regulated Employers – Transportation and Communications (FETCO), and the Honourable Patty Hajdu is the Federal Minister of Employment, Workforce Development and Labour.

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#DoneWaiting is a campaign for women’s economic justice. Launched one year ago, the campaign began with a call for federal government action to end sexual harassment and violence, fix the child care crisis, and end wage discrimination.

After months of digital actions and lobbying, we had a major victory in December of 2018: pay equity became the law in Canada. The new Pay Equity Act requires all federally-regulated employers to create proactive pay equity plans and will introduce a new federal Pay Equity Commissioner.

“This is an historic moment for women in Canada”, said Marie Clarke Walker, Secretary-Treasurer of the CLC, “There’s still work to do on the regulations before the Act comes into force, but the Act’s adoption is a testament to what can be achieved when we are united in our fight for women’s economic justice.”

We’ve made progress toward an end to sexual harassment and violence. Seven provinces, as well as the federal government, have introduced paid domestic violence leave, and new federal occupational health and safety legislation offers better protections for workers who experience violence and harassment at work.

“We’ve seen that our messages are being heard and we are making progress. Let’s celebrate how far we’ve come. Also remember: we’re not done yet.” said Clarke Walker.

With a federal election on the horizon, Canada’s unions are expanding the conversation about women’s economic justice by looking more closely at the issue of working life and workplace culture. We want women’s voices at the centre as we consider our next calls to action. So we are asking women to share their stories about #BeingAWomanAtWork. Even though study after study shows that more women in the workforce will help grow the economy and improve everyone’s lives, we know that the working world isn’t working for women.

Too many women still face significant barriers to success at work. Many have trouble finding a good job or advancing at their workplace, and many more struggle with low-wage, precarious work.

“It’s time for leadership to reduce barriers for women’s labour force participation” said Clarke Walker, “There is a role for our federal government, employers, and unions to play. We must work together and ensure that the future of women and work means good jobs and fair treatment for all, especially for the most marginalized.”

Everyone has a story. Speak up now and help us keep up the pressure for change in 2019.

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With hate crimes on the rise, the Canadian Labour Congress is encouraging people to endorse the Charter for Inclusive Communities which promotes “inclusive, just, and respectful communities in Canada”.

Recent data released by Statistics Canada shows that police-reported hate crimes in Canada rose dramatically in 2017, up by 47% over the previous year. Incidents targeting the Muslim community rose by 151%. Hate crimes targeting Jewish people rose by 63% and those targeting Black people rose by 50%.

“The hate crime numbers are profoundly disturbing,” said CLC President, Hassan Yussuff. “Canada has been a proud champion of human rights, at home and abroad. These numbers illustrate the impact of ongoing normalization of hatred. While Canada continues to address its painful legacy of colonialism, it must additionally do more to promote values of diversity, acceptance, and inclusion. We must work collectively to confront all forms of racism, xenophobia, and Islamophobia.”

As well, Canada’s unions have joined in the call for January 29^th to be recognized as a National Day of Remembrance and Action on Islamophobia. The date marks the tragic anniversary of the Quebec mosque massacre in which a gunman killed six people and severely wounded eight more.

In the 2018 budget, the federal government committed to additional funding to help support anti-racism initiatives. In addition to $2 million already allocated to anti-racism engagement, the government announced:

• $21 million was added to strengthen the Multiculturalism program’s resources for anti-racism and discrimination community support. This included additional funding for events and projects that address racism and discrimination with a priority on Indigenous Peoples as well as women and girls;
• $19 million was allocated to enhance local community supports for Black Canadian youth and to develop research in support of more culturally focused mental health programs for Black Canadians.

“It’s imperative that any new funding support the varied needs of communities”, said Yussuff. “This means the federal government must continue to consult with those most impacted by racism, and ensure their voices inform policies intended to remove barriers to participation. This is how we can truly promote inclusive communities.”

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This year, Canada’s unions are taking action to specifically address gender-based violence in the workplace. Violence and harassment are a daily reality for far too many workers in Canada. The #MeToo movement has demonstrated how gender-based violence, including sexual harassment, remain a significant barrier for women, trans and gender diverse workers. Canada’s unions are calling for government action to prevent and stop violence and harassment at work.

Globally, Canada’s unions have united behind the effort to negotiate a new convention at the International Labour Organization (ILO). This binding convention would hold governments and employers accountable for preventing and addressing all forms of violence and harassment at work.

“This important convention establishes a common understanding of what harassment and violence is, how it manifests at work, and who faces greater risk or is most vulnerable to its effects. It will help drive government regulation and employer action,” said CLC Secretary-Treasurer, Marie Clarke Walker. Walker is the worker spokesperson for the negotiations.

In Canada, governments are now recognizing gender-based harassment and violence as an issue that requires action in every workplace. Earlier this fall, workers in the federal sector and those living in Newfoundland and Labrador won paid domestic violence leave. That brings to five the number of provinces where paid domestic violence leave exists.

But there still remains much work to do.

Over the next 16 days, the CLC will encourage online actions through our #DoneWaiting campaign to keep up the pressure on elected officials to make further progress on these issues.

The CLC will host two interactive video events during the 16 days of action.

• “Building Consent Culture in Workplaces” Facebook live discussion on November 26 at 6:00 p.m. EST. Register here.
• “How to Win Paid Domestic Violence Leave” webinar on December 3 at 12:00 p.m. EST. Register here.

To learn about events and vigils in your community, visit this 16 days of action calendar of events.

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Fair pay means that the work women and men do is equally respected and valued. Unfortunately, this is not the reality for many workers in Canada, where there is still a big gap between what women and men earn. Thanks to the labour movement, this pay gap is already much less for women with unions, but income equality for all working women is the ultimate goal.

For decades, the labour movement and women’s organizations have pushed for improvements to the federal pay equity system, calling for a shift from a complaints-based approach toward proactive legislation.  This was a key demand of the Canadian Women’s March 2000, when thousands of women, trade unions and national women’s organizations mobilized for a comprehensive strategy to end poverty and violence against women.

In 2001, a federal Pay Equity Task Force was appointed, and after an extensive and exhaustive process, made over a hundred important recommendations to address the gender wage gap in Canada. Their 2004 report also recognized that wage discrimination exists for people with disabilities, Indigenous workers and racialized workers.

Canada’s unions have been hard at work to ensure the Task Force recommendations are put in place. They condemned the current Liberal government’s decision to delay any action on pay equity until 2018, despite the lofty campaign promises and publicly stating that having a gender wage gap in Canada today is unacceptable. After two years in power, they have also failed to eliminate the Conservative’s Public Sector Equitable Compensation Act, legislation takes away the right of women federal public servants to equal pay for work of equal value.

Only two provinces – Ontario and Quebec – have proactive pay equity laws covering both public and private sector workers. Under these laws, employers must take active steps to identify and eliminate wage discrimination. Several provinces have no pay equity legislation at all. Unions push for proactive pay equity laws in all jurisdictions to make sure that workers in both the public and private sectors have their rights respected.

Collective bargaining and pay equity measures significantly reduce the wage gap for women. That’s because together, women and their unions negotiate pay that reflects their skills, education and responsibilities. And that fair pay puts more into women’s pockets to spend on their families and in their communities.

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In 1994, Françoise David took the helm of the Québec Women’s Federation (FFQ) with a mission to advance the fight against poverty and social exclusion.

To put pressure on the newly elected government of Jacques Parizeau, David organized a mass march, branded “Bread and Roses”. Bread symbolizing work and better economic conditions and roses symbolizing a better quality of life – the theme was a deliberate tribute to the 1912 textile workers’ strike in Lawrence, Massachusetts that was lead by women and inspired generations of union and social justice organizers.

David’s plan was to use the march to build public support for a list of demands that included increasing the minimum wage, pay equity laws, freezing tuition fees, greater social supports and improved collection of support payments.

Starting May 26, 1995, women from across Québec spent ten days marching to the provincial capital. They marched through 57 villages and followed three routes from Montréal, Longueil and Rivière-du-Loup. More than 800 women joined the march for more than one day, including 525 women who marched the 250 km from Montréal to Québec City. They converged at a rally on June 4 outside the province’s National Assembly.

The government agreed to most of the marchers’ demands, in one form or another, and put Québec well ahead of other provinces on many issues from pay equity, to child care.

The theme song of the march, Du pain et des roses, composed by Hélène Pedneault and Marie-Claire Séguin remains an anthem of the labour movements of Quebec and Canada.

The solidarity of the march inspired the 2000 “World March of Women” that continues to this day as an international project aimed at improving the lives of women around the world. Its focus on ending poverty and violence against women built solidarity and laid the foundation for work that many of Canada’s unions continue today.

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“Violence and harassment should never be part of the job. It’s time for our government to commit to ensuring that any worker who experiences homophobic and transphobic harassment and violence has the support they need,” said CLC President Hassan Yussuff.

May 17 is the International Day Against Homophobia, Transphobia and Biphobia (IDAHOTB), marking the anniversary of the World Health Organization’s (WHO) decision to remove homosexuality from its list of mental disorders and illnesses.

Canada’s unions have long championed LGBTQ2SI rights and safe and healthy workplaces, free from discrimination, violence and harassment. However, homophobia, transphobia and biphobia continue to affect LGBTQ2SI workers on the job and in communities. According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

“LGBTQ2SI workers face more barriers when it comes to reporting these crimes and accessing support services to deal with the impact of violence and harassment,” said Yussuff.

Later this month, the International Labour Organization (ILO) will begin negotiations for a new labour standard on violence and harassment in the workplace. Trade unions from around the world will be pushing for an inclusive standard to protect all workers and address the full spectrum of workplace violence and harassment.

The CLC is calling on Canada’s government to champion a standard that will protect workers who experience harassment and discrimination based on sexual orientation, and gender identity and expression.

“With leadership, education and action from our federal government, we can end harassment and violence and make workplaces safe for all workers, regardless of their sexuality or their gender identity and expression,” said Yussuff.

Add your voice and speak up against violence and harassment.

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“Harassment and violence are serious barriers to equality, particularly for LGBTQ2SI workers, who are disproportionately affected by violence, harassment and bullying. Canada’s unions have proudly negotiated anti-harassment, anti-violence and anti-discrimination policies in workplaces across the country, but there is more work to do,” said CLC Executive Vice-President Larry Rousseau.

For those of us who identify as gay, lesbian, bisexual, trans, non-binary and Two Spirit, harassment and violence can be exacerbated by other forms of discrimination, like racism, sexism or ableism. This is a daily reality for far too many people.

According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

An Egale Canada report states that bullying can have long-lasting effects on an individual’s mental health, which can increase the risk of suicide. Studies confirm that suicide rates and suicidal thoughts are significantly higher in LGBTQ youth when compared to their non-LGBTQ peers.

The CLC’s groundbreaking research on the impact of domestic violence at work also revealed that trans workers reported substantially higher rates of experiencing domestic violence.

The International Day of Pink started in Nova Scotia when high school students intervened in support of a fellow student who was bullied for wearing pink. These students purchased pink shirts and encouraged their classmates to arrive at school wearing pink, in solidarity with their bullied peer. Everyone participated, effectively challenging homophobic and transphobic bullying in their school. The Day of Pink has since become a movement, with awareness-raising events taking place in across Canada and around the world.

In addition to helping raise awareness by participating on the Day of Pink, Canada’s unions continue to press for safer workplaces and an end to homophobic, transphobic and gender-based violence and harassment. This includes calling for a clear definition of violence and harassment to be applied to the recently-introduced federal legislation, Bill C-65, so that workers are protected from transphobic and homophobic harassment and violence, including bullying.

We also offer ongoing training and resources to help people address discrimination and create safer workplaces and communities free of gender-based violence, including homophobic and transphobic bullying.

The CLC recently launched #DoneWaiting, a campaign that outlines concrete steps the federal government can take to remove barriers to equality in Canada – which includes eliminating violence and sexual harassment in the workplace.

On the international stage, we are working with the global union movement to call for a new ILO Convention on gender-based violence in the world of work which explicitly includes protections for LGBTQ2SI workers.

“Violence and harassment should never be part of the job. We encourage everyone to challenge discrimination if and when they see it,” said Rousseau.

“On this Day of Pink we call on the federal government to make it safe for workers to report harassment and violence by implementing anti-reprisal measures, including whistleblower protection, to hire and train more federal health and safety officers to recognize and address all forms of harassment and violence, and to recognize domestic violence as a workplace hazard,” Rousseau added.

To learn more about CLC’s #DoneWaiting campaign visit donewaiting.ca. Read our LGBTQ2SI bargaining guide.

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“Canada’s unions have been advocating for paid domestic violence leave for years. What started as a relatively modest undertaking with a national study, resulted in important insight into the impact of domestic violence in the workplace. Now we are seeing real progress,” said CLC President Hassan Yussuff.

Yussuff commended Manitoba for being the first province to introduce paid domestic violence leave in 2016. Manitoba now provides all workers the right to five paid days of domestic violence leave, plus an additional ten unpaid days. When necessary, a worker can request up to 17 weeks of unpaid leave without jeopardizing their employment. Earlier this year, Ontario also introduced five paid days of leave for survivors of domestic and sexual violence and if necessary, up to 15 weeks of unpaid leave.

“Paid domestic violence leave for people experiencing violence helps them take steps that can help keep themselves and their children safe. Dealing with violence is time consuming – especially when it comes to tasks like finding housing, opening a bank account, or meeting with lawyers and the police, a lot of which has to happen during office hours,” said CLC Secretary-Treasurer Marie Clarke Walker.

Momentum for paid leave is building across Canada. Many local unions have now negotiated domestic violence leave clauses. However, Canada’s unions want this right extended to all workers, so across Canada, workers are calling on their provincial and territorial governments to amend their Employment Standards and offer paid domestic violence leave to any worker who needs it.

Paid leave is one of many forms of support people who experience domestic violence can access in their workplace. The CLC has developed training for stewards and union representatives, to empower them to identify and respond when a member is dealing with domestic violence. Our Domestic Violence at Work Online Resource Centre has resources for individuals, representatives and unions who want to learn more and support others. Canada’s unions are also proud to have negotiated support for victims of domestic violence in many workplace collective agreements.

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Celebrated on March 8 every year, International Women’s Day (IWD) is fundamentally a political protest about conditions in the workplace and society. The day has moved around over the past century finally settling on March 8^th in 1975. Its roots go back to a 1909 protest organized by the Socialist Party of America in New York in honour of the women garment workers’ strike held the year before. Protest continues in the coming years on the last Sunday in February calling for improved working conditions and equal rights.

The idea for a formal day of action belongs to Luise Zietz, who initially championed the cause at the 1910 International Women’s Conference in Copenhagen, organized to precede a general meeting of the Second International. Delegates from 17 countries agreed to promote equal rights and voting rights for women on an annual basis. On March 19^th, 1911, protests in Germany, Austria, Denmark and Switzerland marked the first truly international day. Over 1 million women and men rallied to demand the right to vote, the right to work, to vocational training and to end workplace discrimination.

During World War I, women in Europe protested on March 8^th, 1914, calling for an end to war and to express worker solidarity.  In 1917, Russian women called for a “Bread and Peace” strike on the last Sunday in February, which fell on March 8^th in the Gregorian calendar – an event that marks the start of the Russian Revolution.

The day was finally entrenched on March 8^th in 1975, when the United Nations declared International Women’s Year (IWY). In Canada, IWD and IWY have been platforms to demand equal citizenship, voting rights, pay equity, reproductive rights, Indigenous rights, childcare, equality and justice.

Today, unions work with community groups, national organizations and international partners to win a better deal for women and their families including: comprehensive pay equity, a national public child care program, workplace support for victims of domestic violence, and ending the culture of discrimination and harassment.

Women and their unions are #donewaiting and working together for fairness from employers and governments.

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The CLC’s #donewaiting campaign outlines concrete ways the federal government can remove three key barriers to women’s economic justice: wage discrimination, sexual harassment and violence and the child care crisis.

“Women in Canada want equal pay for work of equal value. We want to be able to go to work feeling safe and secure. And we want to be able to go to work knowing our kids are safe and well cared for,” said CLC Secretary-Treasurer Marie Clarke Walker.

“Our campaign will build on mounting public pressure for decision makers in Canada and around the world to move beyond rhetoric to take action that will make feminist rhetoric a feminist reality,” she added.

The #donewaiting campaign highlights how different women experience these barriers differently.

“We know that Indigenous women, racialized women, and women with disabilities face higher rates of violence and barriers to support, wider wage gaps, and have a harder time finding and paying for the child care they need to be able to work or study,” said Clarke Walker.

The campaign invites people to write to their Member of Parliament to take action, and to share the campaign on social media.

CLC President Hassan Yussuff said that although the campaign is being launched in time for International Women’s Day, it will continue through until the next federal election.

“This campaign is about shaping an agenda for women’s economic justice in the 2019 federal election,” he said.

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The campaign is an opportunity to reflect on the impact of gender-based violence on our lives, work and communities, and to take action to eliminate it. In Canada, unions and many other organizations hold events and actions on December 6, the day set aside to remember the women murdered at Montréal’s École Polytechnique in 1989.

This year, in the wake of #MeToo and in recognition that too many women experience sexual harassment and other forms of gender-based violence at work, the Canadian Labour Congress is issuing a challenge to governments, to unions, and to men in the labour movement.

It’s time to up our game.

“If we are truly going to eliminate violence against women, men need to step up,” said CLC President Hassan Yussuff. “We need to acknowledge our complicity in perpetuating a culture that tolerates toxic masculinity. Men need to own up to our own behaviour and hold ourselves and each other accountable. And we need to make a commitment to change – in our workplaces, but also in our own organizations.”

The CLC has developed a partnership with the producers of the documentary film A Better Man. The film portrays a series of conversations between a survivor of domestic violence and her former abuser. It is a powerful film, intended to provoke conversations about accountability, healing, and the possibility of restorative justice.

On November 24, the CLC will launch a discussion guide for unions, using the film as a launching point for a broader conversation about domestic violence and how individuals, unions, and workplaces can act to break the silence and end the cycle of violence.

“We are encouraging union members – and especially men – to watch the film, and to talk about their reactions, whether it’s on social media, at a union event or around the kitchen table with friends and neighbours,” said Yussuff. “We also want to make sure that talk leads to action, to change in behaviour and to change in legislation.”

Following on our groundbreaking survey on Domestic Violence at Work, the CLC has taken action by:

• Launching an education program to empower union representatives to recognize and respond to domestic violence at work, to promote awareness of the issue in workplaces, and to help keep members safe and supported at work.
• Developing collective bargaining language to assist unions in negotiating workplace supports, including paid domestic violence leave and women’s advocates.
• Lobbying governments in all jurisdictions to amend health and safety legislation to recognize domestic violence as a form of workplace violence (as is the case in Ontario), and to follow Manitoba’s example and amend employment standards to give all workers paid domestic violence leave.
• Working with the global labour movement to press for an international labour standard on violence and harassment in the world of work.

The work of union members, unions, and federations of labour has seen results. Ontario will join Manitoba in establishing five paid days of domestic violence leave, and discussions are underway in a number of other jurisdictions. Legislation on harassment and violence in the federal sector was recently tabled, and the latest Budget Implementation Act establishes unpaid family violence leave. Canada’s unions will continue to push for this leave to be paid, and for harassment and violence legislation to clearly define and establish processes to address harassment and violence at work.

On November 25, watch A Better Man on TVO or stream it on TVO.org. Visit our online resource centre to download the discussion guide. Throughout the 16 Days of Action, follow @CanadianLabour for tips and tools, and participate in the conversation using hashtags #16Days and #DVatWork.

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