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Canada is facing a crisis: Statistics Canada data released earlier this year showed a record jump in hate crimes against 2SLGBTQI+, Muslim, and Jewish communities in 2021. This number continues to increase. This includes an alarming rise in incidences of hate and hate crimes, divisive ideologies, and racist, prejudicial, and discriminatory acts, both online and offline. It is crucial for all Canadians to urgently come together, to confront and combat this hate head-on. 

Canada’s unions are urging the federal government to take immediate action to put an end to the rise of hate in this country. This includes releasing its National Action Plan on Combatting Hate, a much-needed tool to help combat the rapid increase and spread of hate.  

Hate speech also continues to thrive online. This environment allows white supremacist, fascist, and right-wing extremist groups to organize and spread hate-based rhetoric and ideologies, quickly and effectively. The federal government must release its long-promised online harms bill, aimed at countering the deeply troubling trend of online hate, harassment, and violence.  

To combat rising anti-2SLGBTQI+, anti-inclusion, and pro-violence campaigns across the country, Canada’s unions are also calling for the implementation of all 29 policy recommendations in the White Paper on the Status of Trans and Gender Diverse People.   

“This year marks the 75th anniversary of the Universal Declaration of Human Rights. As we mark and reflect on this significant milestone, we must unite against hate in all its forms. Hate—whether rooted in racism, xenophobia, homophobia, transphobia, or any other form of prejudice and discrimination—has no place in our society. It undermines the principles of human rights and jeopardizes the very fabric of our society,” said Larry Rousseau, Executive Vice President of the Canadian Labour Congress (CLC). 

Canada’s unions have long been at the forefront of human rights issues and will continue to fight for a more just and equitable future for all.  

“We will not let anyone roll back hard-won human rights. Every worker deserves to live a life free from fear, prejudice, and bigotry. We remain unwavering in our commitment to confronting hate in our workplaces, unions, and communities,” said Bea Bruske, President of the CLC. “The ongoing rise of hate requires an urgent response, and we’re calling on the federal government to take concrete steps to protect and preserve human rights in Canada. But we also have a collective role to play in confronting and combatting hate. It’s up to each of us, to stand up to hate when we see it and when we hear it. Only together can we make our workplaces and our communities safer for everyone.” 

Everyone in Canada must do their part to confront and combat hate. Join the fight by: 

• Downloading our Workers in Transition Guide to learn more about how you can support trans people in your workplace.  

• Downloading our report on confronting Islamophobia in our workplaces and communities
  Islamophobia at Work: Challenges and Opportunities.  

• Learning more about how right-wing extremism and populism are spreading online and in communities across Canada. 

• Sign the #TransEqualityNow petition to tell the federal government they must act. 

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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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By enacting these policies, these governments have condoned the hateful behaviour of people across the country who are targeting and endangering trans children. In this climate of rising hate, Canada’s schools should be inclusive and safe spaces for children and staff to be present and protected, not places that out kids to potentially unsupportive families. 

Politicians must be held accountable to make evidence-based, compassionate decisions that prioritize human rights and support the protection of marginalized communities such as 2SLGBTQI+ youth from violence and harassment. 

A silver lining in all of this has been the swift action taken by workers and their unions across the country. As news of hate-based marches and protests spread, so too did plans for counter-protests, often organized by unions, labour councils, and federations of labour. Standing in solidarity against hate and injustice has always been a cornerstone of the labour movement, and that was proven again this week. 

I am proud to be part of the fight against regressive and hate-motivated actions like the recent decisions in New Brunswick and Saskatchewan and the increasing harassment of trans youth. 

Canada’s unions will always fight for a fairer, just, and more equitable future for all – including children.  

-Bea 

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“Whether on the shop floor, in union halls or in government spaces, Canada’s unions know that we are stronger together. We will continue to build unity not only to celebrate, but to defend the diversity within our movement. Our commitment to fighting against homophobic and transphobic violence and discrimination is a daily practice that extends beyond just Pride season,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “Pride is an important opportunity for us to highlight this work, but our solidarity and support reaches much further.”

The rise of anti-2SLGBTQI+ phobia and violence has been an alarming trend across Canada and around the world. According to a recent report from Statistics Canada, domestic police-reported hate crimes based on sexual orientation increased drastically – by almost 60 per cent between 2019 and 2021. A 2018 report also found that transgender Canadians are disproportionately more likely to experience violence than their cis-gender counterparts, including in public, online and at work.

According to ACLED, a non-partisan organisation that compiles statistics on violence globally, anti-LGBTQ mobilizations in the United States more than tripled in 2022 compared to 2021. This led to horrific tragedies including the Colorado nightclub shooting, and has raised concerns of a spillover effect in Canada.

In fact, anti-inclusion and pro-violence campaigns are continuing to gain momentum in our country, targeting a growing number of Pride events and related programming. They also seek to undermine important legislative gains aimed at increasing equity and inclusion of 2SLGBTQI+ communities in Canada. This includes disruptions at local drag story-time events and attacks against inclusive curriculum development in schools. Many of these anti-2SLGBTQI+ mobilizations have documented connections to far right and white supremacist groups . These connections include direct funding from and similar strategy to anti-2SLGBTQI+ fascist organisations, based in the U.S. and globally. 

In the face of mounting hate, we will continue to vehemently oppose racism, colonialism, homophobia, biphobia, intersexphobia and transphobia in all of its forms, across Canada and around the world.

“The actions of a hateful few threaten to injure the progressive, inclusive and equitable vision for all that our labour movement has defended for decades. But make no mistake: Canada’s unions will continue to show up to defend these hard-fought gains on 2SLGBTQI+ rights, in the workplace and in our communities. We will fervently defend against the bigotry and ignorance peddled by the far right,” said Larry Rousseau, Executive Vice-President of the CLC.

While the new federal 2SLGBTQI+ Action Plan is an important first step, more direct action is needed to support local organisations, particularly in rural areas. Canada’s unions will continue to lobby governments at every level to support and protect these organisations dedicated to combatting homophobia and transphobia. We are equally committed to helping sustain safe community spaces for 2SLGBTQI+ people across Canada and around the world.

Canada’s unions must also be part of the solution to end homophobia, transphobia and 2SLGBTQI+ phobia internally by showing leadership and challenging discrimination anywhere we see it. We can do this with member education, awareness campaigns, bargaining 2SLGBTQI+ collective agreement language, and participating in pride events every year. 

Show your support by attending Pride events in your community. Be sure to download our Workers in Transition Guide to learn more on how you can support trans people in your workplace.

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“All workers, regardless of their sexuality or gender identity, deserve to work free of violence and harassment. Unfortunately, this reality is especially untrue for 2SLGBTQI+ workers, who often face disproportionate amounts of discrimination and bullying at work.” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. 

In fact, the CLC’s most recent survey on harassment and violence in Canadian workplaces found that 73% of gender-diverse respondents reported experiencing multiple forms of harassment and violence at work, a disproportionately high number compared to their cisgender colleagues. LGBTQ2S+ respondents were also more likely to have experienced harassment and violence, particularly sexual harassment and violence.

A 2020 study on Lesbian, Gay and Bisexual earnings in the Canadian labour market also found these populations were more likely to earn lower incomes, experience more discrimination in the workplace and deal with increased barriers to finding and advancing in employment compared to their heterosexual counterparts. And a 2020 Trans PULSE Canada survey report on trans and non-binary Canadians found that less than half of trans respondents were employed full‑time, while 35% were employed part-time.

“While these statistics paint a grim picture of the reality of anti-2SLGBTQI+ sentiments in the workplace, it doesn’t have to be this way. Canada’s unions believe in the power of properly implementing ILO C-190, the newly ratified global standard on harassment and violence at work, as a key part of the puzzle to address discrimination based on sexual orientation, gender identity and expression, and sex characteristics in the workplace,” continued Rousseau

Unions applauded the recent news of Canada’s ratification of ILO C-190, a historic global convention to end violence and harassment at work, first introduced in 2019. However, ratification is only the first step toward meaningful change. There needs to be a strong plan for implementation in all jurisdictions, which requires a coordinated effort involving governments, employers and unions.

“As Pride season commences from coast to coast, there is no better time for governments to take action and bring all stakeholders together to end all forms of violence and harassment at work. 2SLGBTQI+ workers deserve to feel safe at work and it’s time Canada take action to make this a reality,” concluded Rousseau.

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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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OTTAWA––C-190 is the first global treaty that acknowledges the universal right to a world of work free from violence and harassment, and establishes a clear framework for ending it. Once ratified, governments are accountable for preventing and addressing all forms of violence and harassment, including gender-based violence and harassment, and it gives unions the tools they need to make work safer for everyone.

“We know that 7 in 10 workers experience some form of harassment and violence, with women and equity-deserving workers experiencing higher rates and deeper impacts on their jobs, their health, and their well-being,” said Bea Bruske, Canadian Labour Congress President. “Ratifying C-190 not only sends a powerful signal that Canadians believe everyone deserves to work free from violence and harassment – it gives governments, unions and employers a roadmap for preventing it, addressing it, and one day eliminating it.”

Convention 190 is groundbreaking and visionary, but also practical and actionable. It recognizes that everyone in the world of work – governments, employers, unions and individual workers – have a role to play to provide and sustain a work culture that is based on mutual respect and the dignity of everyone.

“We are excited about the potential for proactive, positive change that this ratification represents,” said Bruske. “C-190 is a comprehensive instrument. It’s inclusive in how it defines who is protected and what work situations are covered, it highlights the need for gender-responsive approaches, and it requires that violence and harassment involving third parties – whether they are clients, customers, patients or members of the public – be considered and addressed. For workers whose jobs involve dealing with the public and in public space, this recognition is extremely important.”

“This is truly a convention that leaves no one behind. But to realize its promise and potential, Canada needs a strong plan to implement it in every jurisdiction. Canada’s unions are ready to roll up our sleeves and get to work with governments and employers to develop this plan and to make work safer for everyone.”

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“This day serves as an important reminder of the lethal impacts of Islamophobia and the need for government and all Canadians to commit to taking action against hate for a safer and more inclusive Canada for all,” said Bea Bruske, President of the Canadian Labour Congress (CLC).

Data released by Statistics Canada in 2022 showed a disturbingly sharp increase in reported hate crimes since the start of the COVID-19 pandemic. The report showed a 72 percent increase in hate crimes largely targeting religion, race ethnicity, and sexual orientation. This data reflects incidents reported to police, however, many hate crimes and incidents of hate go unreported.  

Hate was already on the rise before the pandemic: Canada saw a rise in activity of right-wing extremists on the ground in communities, but especially online over the course of several years leading up to the pandemic. A 2020 report of findings from a study conducted by the Institute for Strategic Dialogue (ISD), which tracked the online ecosystems used by right-wing extremists in Canada, showed the growth and expansion of the right-wing extremist movement in Canada between 2015 and 2019. A follow-up report in 2021 showed an increase in activity of right-wing extremists on Facebook, Twitter and 4chan from 2019 to 2020, with the most common ideological subcategory of right-wing extremists operating across online platforms being ethnonationalist.

Ethnonationalist, xenophobic, racist and white supremacist ideology promoted by these growing hate groups has inspired significant violence and has had dangerous and deadly consequences for Muslims. High profile examples of violent incidents include the mosque attack in Quebec City in 2017; the fatal stabbing in 2020 of volunteer Mohamed-Aslim Zafis, as he sat outside the International Muslim Organization in Toronto; and the murder of members of the Afzaal family out for a walk in London Ontario in 2021. This is to name just a few as many other incidents of Islamophobia have followed.

Canada’s unions, along with anti-hate organizations and groups, community members and allies are awaiting the federal government’s introduction of new legislation to address online hate.

“We look forward to seeing government table legislation with sufficient consideration given to the needs of those communities most often targeted and disproportionately harmed by hateful speech,” said CLC Executive Vice-President Larry Rousseau. “Urgent action needs to be taken to confront rapidly growing radicalization, propaganda, hate speech and related violence as soon as possible.”

The labour movement will continue to stand in solidarity with Muslim workers and communities and work with all levels of government in its commitment to advancing anti-Islamophobia efforts and ensuring safer workplaces and communities for all Canadians.

Join us and show your support:

• Join the National Council for Canadian Muslim’s Green Square Campaign to show your solidarity and support for the victims and survivors of the Quebec City mosque attack
• Join or organize a vigil in your community or attend an online event or webinar to mark the National Day of Remembrance of the Quebec City Mosque Attack and Action against Islamophobia on January 29
• Watch the “Islamophobia is” video series to learn more about how Islamophobia manifests and is perpetuated

• Read the CLC’s report on confronting Islamophobia in our workplaces and communities: Islamophobia at Work: Challenges and Opportunities, which includes recommendations for employers, unions, and government on how to address this issue

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We want to extend our heartfelt condolences to the families of those who were killed in this senseless act of violence. Our sympathies go to the families and friends of those who lost their lives.

We were deeply saddened to hear that a member of our labour family was a victim of this tragic attack. Doreen Di Nino, wife of ATU Canada President, John Di Nino, was seriously injured and is currently being treated in hospital. All our thoughts and prayers are with John, Doreen and their family. We wish Doreen well and hope for a quick and fulsome recovery.  

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33 years after the École Polytechnique attack, the CLC’s National Survey on Harassment and Violence at Work exposed the unnerving reality that gender-based harassment and violence remain a persistent threat to workers. The survey also found that third-party violence (from customers, clients, patients and others) accounts for 1 in 3 of these incidents and is a particular threat to women and gender-diverse workers who are more frequently employed in public-facing jobs.

“We hear heartbreaking stories from workers of harassment and violence from members of the public, their patients, or clients,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “And even more devastating, every year workers in Canada are murdered at work due to rising rates of third-party violence fuelled by misogyny, racism, transphobia, and homophobia. We know that third-party violence is a significant and sometimes deadly threat to workers, yet existing legislation on workplace health and safety does not adequately cover it.”

Inaction can be deadly. In 2019, Deborah Onwu, a youth social worker was killed while caring for a client. In 2021, Julia Ferguson, was murdered at the law firm she worked at. In 2022, Harmandeep Kaur was murdered while working as a security guard on the University of British Columbia (UBC) Okanagan campus. The murder of these three women is a stark reminder of how much work we have yet to do to address gender-based violence and harassment at work and the continued threat of third-party violence.

“We need a gender-responsive and intersectional approach to tackling third-party violence and we can find that approach in International Labour Convention 190 (C‑190),” said CLC President Bea Bruske. “While the Canadian government has taken the first steps to ratify C-190, we need a plan to implement it properly and workers’ voices need to be at the centre of that plan. Labour is ready to do our part, but we cannot do it alone. Governments and employers must work with us to address third‑party violence and its disproportionate impact on women and gender-diverse workers.”

That is why, during this year’s 16 Days of activism, the CLC is calling on the government to bring other levels of governments, unions and workers together for a tripartite summit to examine the issue of third-party violence, its impact on women and gender-diverse workers, and to formulate a plan for addressing this urgent issue as a key step toward implementing C-190. Refusing to act is not an option as workers continue to face life-threatening incidents of harassment and violence at work.

“Together we can make work safer and say Never Again to gender-based violence.”

Read more about third-party violence at work and its impacts on women, two-spirit, trans, non-binary and gender non-conforming workers in this statement by labour leaders.

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

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Canada’s unions are marking Trans Week of Awareness with a renewed commitment to supporting trans people in the workplace by calling for a comprehensive and targeted approach to violence and harassment prevention. Members, governments and employers must work together to ensure a coordinated response.

“The evidence is painstakingly clear. Two spirit, trans, non-binary and gender non confirming people are bearing the brunt of violence and harassment both within and outside of the workplace,” said Larry Rousseau, Executive Vice President at the Canadian Labour Congress (CLC). “Almost three quarters of gender diverse respondents have faced sexual harassment and violence at work. And while no one should ever go through this, these staggering results show that gender diverse individuals are disproportionally impacted. This is compounded by the fact that these folks are also more likely to experience other forms of harassment in their day to day lives, like online harassment.”

The data from the CLC survey is echoed in a forthcoming report from Justice Trans, a national organization dedicated to increasing access to justice for Two Spirit, trans, non-binary and gender non-conforming (2STNBGN) communities across Canada. In a trans-Canadian Access to Justice Legal Needs Assessment for 2STNBGN people, Justice Trans found that 73% of respondents cited experiences of targeted discrimination and harassment as a top legal issue they have faced in their lifetime, and many cited specific instances of transphobic harassment and violence occurring both at work and in union spaces. 

The CLC recently developed Workers in Transition, a guide designed specifically for trade union leaders, union staff representatives, local executives, committee members and shop stewards to take action to support 2STNBGN workers. Some examples of actions unions can take to support trans workers include:

• Negotiating benefit coverage for the medical treatments required for life as a trans person and for gender-affirming transition; 
• Provide educational sessions for members and union reps;
• Negotiate anti-harassment training that includes harassment based on gender identity as well as homophobia and make it clear to employers that the union will challenge any attempts to discriminate against trans workers;
• Negotiate transition plans and support plans that include transition leave, benefit coverage, and plans for transitioning on the job;
• Publicise the union’s support of the rights of trans workers among the membership;
• Encourage delegates to union training and union events to use the pronoun field on name tags and tent cards to avoid misgendering each other; and
• Publish the union’s anti-discriminatory positions and news about the actions the union takes to fight discrimination.

“Trans Week of Awareness is a critical opportunity to not only look outwardly but inwardly too. We all have a role to play to better protect the rights of our trans members and ensure they have the support they need in our workplaces, in our unions and in our communities,” said Rousseau.

TWA is a week-long international visibility and awareness effort to bring to light the challenges faced by trans people in our societies. The week runs from November 13 to 19, just before Trans Day of Remembrance on November 20, which is a day to memorialise the lives of trans people who were murdered due to transphobic violence in the previous year. Learn more about TWA and TDOR here. 

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Across Canada, celebrations and ceremonies highlighting community practices, performances, art and customs of Indigenous peoples will help mark Indigenous Peoples Day on June 21. National Indigenous Peoples Day falls during Indigenous History Month, which is a time to learn about and reflect on the rich history of Indigenous peoples in Canada.

“Our commitment to Indigenous peoples extends beyond a specific day or month. We honour the diverse cultures, heritage and contributions of First Nations, Inuit and Métis peoples in Canada 365 days a year. First Nations, Inuit and Métis communities continue to live with the heavy legacy of residential schools, generational trauma and persistent systemic barriers as a result of Canada’s historic and present-day colonial practices. We must all commit to standing in solidarity with Indigenous peoples and call for swift action towards reconciliation,” said Bea Bruske, President of the Canadian Labour Congress (CLC).

Indigenous peoples and communities continue to face significant hardships due to the impacts of colonization. Their history has been one of struggle and resilience.

The 2022 federal budget fell well short of both the scale of investment needed and pre-budget expectations of Indigenous leaders. Significant investment is required to truly work towards reconciliation and the fulfillment of outstanding promises to Indigenous peoples across the country.

Just one year ago, Tk’emlúps te Secwépemc made the devastating discovery of the remains of hundreds of Indigenous children at the site of the former Kamloops Indian Residential School. Since this discovery, more Indigenous communities in B.C. and across the country have announced similar horrific findings, and more will surely come.

“The discoveries of the graves of thousands of Indigenous children, and the slow degree to which action has been taken to release records on residential schools to survivors and their families, is a sobering reminder of how far Canada has yet to travel on the road to reconciliation with First Nations, Inuit and Métis peoples,” said Lily Chang, Secretary-Treasurer of the CLC.

This National Indigenous Peoples Day, the CLC invites all Canadians to show their support by sharing in the events of the day wherever they are.

“We must all take the time to learn and reflect on the ongoing harm caused by colonialism. It is our responsibility to actively work towards dismantling the systems that continue to perpetuate harm against First Nations, Inuit and Métis peoples,” said Bruske.

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To learn more about the history of Indigenous peoples in Canada, and how you can take action to support justice:

• Read the Truth and Reconciliation Commission Final Report, including the 94 Calls to Action.
• Read the findings of the Final Report by National Inquiry into Missing and Murdered Indigenous Women and Girls, including the 231 Calls for Justice.
• Donate and support Indigenous-led organizations and Indigenous community supports such as the Indian Residential Schools Survivor Society, First Nations Child & Family Caring Society and Legacy of Hope Foundation.
• Read CLC’s recommendations for the federal government on Indigenous rights and justice.

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Canada’s unions have long called for the federal government to ratify and implement ILO Convention 189 Concerning Decent Work for Domestic Workers (C-189) and ILO Convention 190 on Violence and Harassment (C-190). Both global conventions prioritize labour rights and standards, with C-189 establishing rights and protections specifically for domestic workers. C-190 recognizes the right of all people to a world of work free from violence and harassment, including gender-based violence and harassment.

“Domestic workers are crucial in supporting Canadian families, households and the broader economy. From cleaning, to cooking, to caring for children, older people and people with disabilities, the work of domestic workers is critical and life-sustaining,” said Bea Bruske, President of the Canadian Labour Congress. “By signing and ratifying ILO C-189 and C-190, Canada has the opportunity to recognize the true value of domestic workers and start to put in place the infrastructure needed to protect their rights.”

Despite playing an important role in Canada’s care economy, domestic workers continue to be denied decent work and are often subjected to exploitation, poor working conditions and limited pathways to permanent immigration status. In addition, COVID-19 heavily impacted domestic workers in Canada and globally. In Canada, domestic workers experienced reduced hours, job losses, unpaid wages and increased precarity and struggled to access social protections, services or programs such as employment insurance.

UN Women estimates that one in every 25 women workers around the world are employed in domestic work, with one in six workers being migrants. In Canada, racialized and migrant women make up the majority of domestic workers, providing essential labour that is part of Canada’s care economy, supporting families and households across the country.

It’s time for our government to ensure decent and safe work for domestic workers across the country. It’s time for Canada to ratify ILO C-189 and C-190.

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Learn about migrant care worker exploitation in Canada during COVID-19.

Learn more about the campaigns to Ratify C-189 and C-190.

Read more about our calls for pathways to permanent residency for migrant workers.

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Canada’s unions are calling on the federal government to ratify the International Labour Organization’s Convention No. 190 (ILO C-190) and affirm the right to a world of work free from harassment and violence. The government must also implement a federal LGBTQ2S+ action plan that addresses a range of action areas including health care, mental health, poverty reduction, justice reform and international assistance, among others. This should be backed by funding for 2SLGBTQI organizations providing essential services and supporting 2SLGBTQI people across the country.

“Pride season is a time for celebration and support for 2SLGBTQI communities. But racist and anti-gender movements have become increasingly bold, putting human rights and peoples’ lives at risk,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “Whether it be the wave of homophobic and transphobic bills being introduced across the United States, to increased hate crimes against 2SLGBTQI people here in Canada, we are seeing unprecedented and calculated assaults on 2SLGBTQI rights. We are committed to standing in solidarity with 2SLGBTQI folks and calling on our governments to do more to protect everyone’s basic right to live free from harassment and violence.”

2SLGBTQI people also experience other forms of violence and discrimination, which can impact access to health care, housing and employment. Just last month, the CLC and researchers from the University of Western Ontario and the University of Toronto released initial findings from a national survey on workplace harassment and violence in Canada. It found that 73 percent of gender-diverse respondents reported having experienced sexual harassment and violence at work.

“We have some important victories to celebrate this Pride season, like the fact that conversion therapy is now illegal and the end to the discriminatory blood ban. But we remain vigilant and continue to fight for the rights of 2SLGBTQI people,” said Larry Rousseau, Executive Vice‑President of the CLC. “From the ratification of ILO C-190, to improving access and inclusion across all public services, there is still much work to be done.”

Following muted Pride festivities throughout the first two years of the pandemic, this year, there is a shift back towards in-person events. We urge labour councils, local unions and union members to take part and show your support for 2SLGBTQI rights, whether in-person or online.

Together, let’s move #ForwardWithPride.

–

Unions across Canada will be participating and visible in Pride events in their regions. Click here for a full list of Pride events and to find one near you.

Send a tweet to Canada’s Minister of Labour calling on Canada to take action to address violence and harassment at work by ratifying C-190.

Check out the CLC’s Workers in Transition Guide on how to best support trans workers and combat transphobia in the workplace.

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“Across the globe, we are seeing unprecedented attacks on the rights of 2SLGBTQI people,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “In 2022 alone, we’ve witnessed the introduction of more than 240 anti-LGBTQ bills in the United States, and increasing criminalization and violence against 2SLGBTQI populations in regions including Eastern Europe and West Africa.”

A concrete first step in advancing protections for 2SLGBTQI workers and reaffirming a commitment to protecting those with diverse sexual orientations, gender identities, gender expressions and sex characteristics is for the government to ratify ILO C-190 and affirm the right to a world of work free from harassment and violence.

The CLC and researchers from the University of Western Ontario and the University of Toronto recently released the initial findings of a national survey on workplace harassment and violence in Canada. The findings are unsettling, with 7 in 10 workers reporting having experienced a form of harassment and violence at work. The survey also found that women, trans, nonbinary and gender-diverse workers are experiencing higher rates of harassment and violence. 73 percent of gender-diverse respondents reported having experienced sexual harassment and violence at work, compared to 46 percent of women and 38 percent of men. Nearly 5000 workers took part in the survey.

“Violence and harassment is not part of the job. Governments and employers must do more to make workplaces safer and more inclusive for all,” said Larry Rousseau, Executive Vice‑President of the CLC. “These eye-opening survey results should push governments and employers to address and prevent all forms of gender-based violence and harassment in the world of work, including homophobic and transphobic violence and harassment.”

ILO C-190 is the first international standard of its kind that acknowledges the universal right to a world of work free from violence and harassment, and establishes a clear framework for ending it. Once ratified, governments are accountable for preventing and addressing all forms of violence and harassment, including gender-based violence and harassment. It also gives unions the tools they need to make work safer for everyone.

The Convention was adopted in June 2019, by the ILO at the International Labour Conference, and came into force in June 2021. To date, 12 countries have ratified the Convention.

In recent years and during the course of the pandemic, hate crimes targeting sexual orientation have increased. Statistics Canada reports that people belonging to sexual minority groups are almost three times more likely to experience violent victimization than heterosexual people. This reinforces reports of how COVID-19 has exacerbated pre-existing inequities and impacted various populations differently.

IDAHOTB was first recognized in 2004 to raise awareness and mobilize to end discrimination and violence faced by 2SLGBTQI people globally. May 17 was chosen to commemorate the day on which the World Health Organization decided to declassify homosexuality as a mental disorder in 1990. Today, IDAHOTB is celebrated in over 130 countries around the world.

Send a tweet to Canada’s Minister of Labour calling on Canada to ratify C-190

Check out the CLC’s Workers in Transition Guide on how to support trans workers and combat transphobia in the workplace

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November 25 marks the beginning of the internationally commemorated 16 Days of Activism Against Gender-Based Violence. Gender-based violence and harassment infiltrates every aspect of Canadian society, from our homes, to our community spaces, to the world of work. Violence and harassment is a daily reality for far too many workers in Canada, heightened even further by the COVID-19 pandemic.

 “The argument that harassment and violence is inevitable in certain workplaces is unacceptable. All workers deserve to feel safe at work,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “We want concrete action from the government to prevent and end gender-based violence and harassment at work. That starts with ratifying C-190.

C-190 is the first international standard of its kind that acknowledges the universal right to a world of work free from violence and harassment, and establishes a clear framework for ending it. Once ratified, governments are accountable for preventing and addressing all forms of violence and harassment, including gender-based violence and harassment, and it gives unions the tools they need to make work safer for everyone.

Jobs and sectors dominated by women workers are disproportionately impacted by workplace harassment and violence. Women and gender diverse workers who also face discrimination based on sexual orientation and gender identity, race, disability, Indigeneity, immigration or migration status or other social identity are also more likely to experience workplace harassment and violence, and face additional barriers to reporting. Too often, workers are not protected by existing legislation, leaving them vulnerable to abuse and threatening their safety at work.

“Now is the time for action. The pandemic has increased incidents of harassment and violence against health care and other frontline workers,” said Siobhán Vipond, CLC Executive Vice-President. “And incidents of domestic violence for those working from home have also increased over the past 20 months. C-190 is comprehensive and inclusive. It gives us the tools we need to prevent and address gender-based violence at work, and work toward ending it.”

Join us in marking the beginning of the 16 Days of Activism Against Gender-Based Violence by asking the new Minister of Labour to ratify C-190 to protect all workers in Canada.

On December 7^th we invite everyone to join the CLC’s virtual webinar on gender-based violence at work and learn how ILO C-190 will impact workers in Canada.

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“There is no place for homophobic, transphobic or biphobic violence in our communities,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress (CLC). “Two Spirit, lesbian, gay, bisexual, trans and intersex people face disproportionately high levels of violence in our workplaces and in our communities. The federal government must act immediately to address this alarming trend.”

The most recent Statistics Canada report on police reported hate crimes highlights a record high rate of hate crimes targeting individuals in the 2SLGBTQI community. Although members of the 2SLGBTQI community are less likely to report violent incidents to the police than other Canadians, the data indicates a 41% increase in hate crimes against 2SLGBTQI reported to the police, between 2018 and 2019. Over half of those reported crimes were violent.

Canada’s unions will join other organizations across the country in providing input to help shape Canada’s LGBTQ2 Action Plan. The CLC also created a new Workers in Transition handbook to help combat transphobia in the workplace.

“We are always recommitting ourselves to eradicating all forms of discrimination and harassment, whether it is on the shop floor, at the union meeting or at a community event,” said Rousseau. “We want to set an example for workers around the world, that inclusion is necessary for true worker solidarity.”

Canada’s unions continue to organize and fight for anti-harassment policies and awareness initiatives at work that ensure safer workplaces and unions for everyone. Even in the midst of a pandemic, unions are continuing to lead the way in advocating for every worker’s right to safety in the workplace. This includes a national survey on harassment and violence at work in Canada launched late last year.

The International Day Against Homophobia was first created in 2003 in Quebec, and was later amended in 2009 and 2015 to include transphobia and biphobia respectively. You can learn more about the history of IDAHOTB here.

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The International Trans Day of Visibility is celebrated around the world on March 31^st as an opportunity to highlight the contributions of trans and non-binary community members.

“It’s challenging to celebrate a day like today when many trans and non-binary community members continue to fear for their safety and well-being. Trans people face disproportionately high levels of violence and harassment, both in the workplace and in the community,” said Larry Rousseau, Executive Vice-President of the CLC. “Furthermore, transphobic violence has worsened during the pandemic. The federal government must take action to make workplaces safer by immediately ratifying ILO convention C-190. Everyone has a right to enjoy a workplace free from harassment and violence.”

Convention C-190 was adopted by the ILO in 2019 and is the first-ever global treaty on violence and harassment in the world of work. 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.

The numbers paint a stark picture. According to research by Égale Canada, 30 percent of Canadian LGBTQ2SI workers report experiencing discrimination in the workplace. For trans workers, the economic impacts of this kind of discrimination are particularly dire. Forty-nine percent of trans people are turned down or suspect they are turned down from a potential job opportunity because they are trans.

Racialized trans and non-binary people experience harassment at even higher rates. A recent report from Trans PULSE Canada on the health and wellbeing of racialized trans and non-binary people during the pandemic found that 72 percent had experienced verbal harassment in the past five years and almost half of respondents had been harassed at work or school. The majority also worried about being stopped or harassed by police or security because of who they are.

Download your copy of Workers in Transition today to learn how to be a workplace advocate for trans workers

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The Proud Boys, the Base, Atomwaffen, and the Russian Imperial Movement have been listed as terrorist entities. This means that these groups can no longer raise money or organize.

“These groups are a direct threat to the safety and wellbeing of workers of all backgrounds and specifically to those who are Indigenous, Black, Jewish, Muslim, or who represent other minority communities,” said Hassan Yussuff, President of the Canadian Labour Congress (CLC). “We have seen a drastic resurgence in far-right extremist behaviour over the past several years. Letting these groups operate unchecked is dangerous and poses a real threat to our democracy and to the wellbeing of our communities. Today’s announcement is a welcome step in addressing this scourge.”

Unions in Canada have a long history of organizing against racism through advocacy and education. But far-right groups have thrived online, and the use of social media in particular has made it difficult to stem their use of misinformation to recruit new members and to mobilize.

Last year and for the first time ever, the federal government added two white-supremacist groups to the list of terrorist organizations.

“The reality is that white supremacist groups have not faced the same scrutiny as other racialized groups and that has allowed them to mobilize with relative freedom and impunity,” added Yussuff. “Furthermore, under anti-terror legislation, stereotypes and guilt by association have led to the over-surveillance of Muslim and Arab communities. Public safety measures must not stigmatize specific communities.”

According to counter-terrorism experts in Canada, there were 100 alt-right or white supremacist groups operating in Canada in 2015. There is widespread concern that those numbers are growing.

“Attacks by white supremacists tend to be targeted, and do not happen in isolation. The climate of hatred they foster puts workers’ health and safety at risk,” said Larry Rousseau, Executive Vice-President at the CLC. “Incidents of intimidation at work and online harassment are on the rise, and must stop. Everyone deserves to live free from violence and harassment.”

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 are appalled and outraged by the relentless attempts to disrupt and undermine the Mi’kmaq fisher fleets and their right to a moderate livelihood as guaranteed by the Supreme Court of Canada,” said Hassan Yussuff, President of the Canadian Labour Congress. 

“We are also alarmed that even in the midst of the escalating violence by non‑Indigenous fishers, there have been troubling reports of the RCMP’s failure to protect the Mi’kmaq people, further entrenching a relationship of distrust between Indigenous communities and law enforcement,” added Yussuff. “This points to systemic racism that cannot be left to stand. Law enforcement must take the appropriate actions to end the violence.”

All levels of government have a duty to uphold the inherent rights of Indigenous peoples, as per section 35 of the Constitution, the Peace and Friendship Treaties, and relevant court decisions. Canada’s unions call on the federal government to:

1. Uphold the rule of law and respect treaty rights. The Department of Fisheries and Oceans must negotiate in good faith with the Sipekne’katik First Nation representatives, to work out a reasonable solution to the fishery dispute that respects the Marshall Decision;
2. Address the threats, attacks and discrimination against Mi’kmaq people; and
3. Ensure the safety and security of Mi’kmaq people as they exercise their legal treaty rights.

Justice for First Nations, Métis, and Inuit (FNMI) peoples is long overdue, and Canada’s unions are committed to ensuring the calls to action of the Truth and Reconciliation Commission are fully implemented. Reconciliation is only possible when the rights of First Nations, Metis and Inuit peoples are fully respected.

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Canada’s unions are committed to standing in solidarity with racialized and Indigenous communities in upholding principles of equity, justice, and human rights. These are principles central to the labour movement.

The efforts required to undo systemic racism will necessitate difficult and ongoing conversations and the formulation of deliberate strategies to educate, empower, and engage all workers. We all have a responsibility towards dismantling systems that perpetuate racism and inequality and towards rebuilding new ways of promoting the health and well-being of our entire collective.

Following the spate of tragic killings and abuse of racialized and Indigenous people at the hands of police in both the United States and in Canada, a key demand that has emerged from human rights advocates and targeted communities includes a call to defund the police.

The context and meaning of this demand is critical. While the brutal killing of George Floyd earlier this past summer was a galvanizing moment helping to propel anti-Black racism and its impacts into the public consciousness, the long history of police brutality is a key factor.

The traumatic legacies of slavery, oppression and colonization continue to reverberate throughout society and this includes in the ways in which law enforcement agencies have been overpolicing, surveilling, and at times, even killing, members of racialized and Indigenous communities. Racial profiling, so-called ‘random’ street checks, the disproportionate number of Black and Indigenous people in prison, the presence of police in schools and the disproportionate number of violent interventions by police must all be addressed.

The call to divert funding away from police services towards community support is justified when cuts to youth programming, investments in affordable housing and mental health supports, and other key social programs have hurt far too many vulnerable communities. In fact, over the last few decades, there have been considerable increases in police budgets, at the same time as austerity measures eroded public funding for community and social programs and services throughout various levels of government.

In far too many Canadian municipalities, provinces and territories, budget allocations for police services outweigh combined spending on other priorities like public transit, libraries and parks and recreation. This spending has accompanied the increased militarization of police services in Canada, reflected in the purchase of armored vehicles and tactical gear more suited for battlefields than urban and suburban neighbourhoods. Due to the chronic underfunding of social programs, police services are expected to address a host of societal challenges and crises – situations for which their training, culture and mandate are ill-suited.

It is incumbent on working people to demand that public services be assigned towards lifting communities up and helping people reach their fullest potential.

Canada’s unions support efforts to reduce federal, provincial, territorial and municipal budget allocations to police services, and to reinvest these funds toward alternatives to policing, such as community-based health and social services and programs, mental health supports and crisis intervention, public transportation, cycling and pedestrian infrastructure, services to prevent and address gender-based violence, addiction treatment and harm reduction programs, among others.

On a broader scale, increased government investments in affordable housing, mental health care, child care and employment supports would have a direct impact on the health and well-being of our most marginalized communities, promoting public safety and addressing the root causes of violence.

Canada’s unions stand in solidarity with the call to defund police budgets, which have continued to grow exponentially as public services, have been reduced or eliminated. The labour movement further supports efforts to look at the ways in which law enforcement agencies have upheld legacies of harm, as well as to re-examine how resources could be better allocated towards strengthening our communities and helping the most vulnerable.

Furthermore, leaders within Canada’s unions reiterate their commitment towards advancing human rights within our own unions; among our staff and leadership, and in collaboration with communities. This will require ongoing efforts, which include education, advocacy, training and resources. We will continue to strive to achieve and model the highest standards of equity and hold ourselves accountable throughout.

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“It is important that we recognize the significant economic contribution of domestic work  – work performed in or for a household or households – as valuable work, and acknowledge the effect that the current pandemic has had on these vulnerable workers,” said Hassan Yussuff, President of the Canadian Labour Congress. “Many have lost work because employers are following public health guidelines on physical distancing or because their employers have lost income and can no longer afford these services.”

The COVID-19 pandemic has meant loss or reduction of income for many domestic workers, leaving them unable to support themselves and their families.

According to UN Women, 83 per cent of domestic workers worldwide are women, and a majority of those are racialized women. Wages are low and working conditions can be challenging – even abusive. The pandemic’s impacts are not gender neutral. There are increased demands on workloads with children at home from school, child care centres closed and more demands on household responsibilities in general.

Internationally, many domestic workers are migrants or part of the informal economy. In Canada, the pandemic has exacerbated the precarity of their situation, making them ineligible for government income supports. Moreover, migrant care workers should be granted fair and accessible pathways to citizenship in Canada.

“The pandemic has laid bare just how essential the labour of domestic workers is – cleaning, cooking, caring for children, the elderly and people with disabilities. All of this work is necessary to sustain our economy,” said Yussuff. “It is time we cared for those who care for us.”

Read more about Domestic Workers and COVID-19: https://idwfed.org/en/covid-19

Resources for Domestic Workers on COVID-19: https://idwfed.org/en/covid-19/the-idwf/educational-awareness/stay-safe-what-do-you-need-to-know-about-covid-19

Recommendations for employers, governments, and others: https://idwfed.org/en/covid-19/advocacy-to-the-target-groups

Read more on the campaign to Ratify C189: https://idwfed.org/en/campaigns/ratify-c189

Caregivers Action Centre: http://www.caregiversactioncentre.org/

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The fight against anti-Black racism and police brutality is based in the long, despicable history of slavery, oppression and colonization of Indigenous communities and Black people in North America. The impact of which continues to be felt today.

There is no reason that Black people in Canada should die at the hands of our police services. Yet the deaths of Black Canadians, Abdirahman Abdi, Bony Jean-Pierre, D’Andre Campbell and most recently under investigation, Regis Korchinski-Paquet, demonstrate that anti-Black racism continues to be a leading cause for the loss of Black lives.

“Anti-Black racism is a destructive force in our society afflicting families and communities,” said Hassan Yussuff, Canadian Labour Congress (CLC) president. “Canada’s unions are committed to fighting all forms of discrimination and are urgently calling for accountability and systemic change.”

It’s important to highlight the severe lack of mental health supports, the lack of access to prescription medication and poor working conditions facing many workers who are often Black and racialized. Research clearly shows that Black communities have diminished health outcomes compared to the broader population as a result of historic neglect on the part of our system. This is playing out in this current pandemic, with early indications of a disproportionate impact on Black, Indigenous and other racialized communities.

“It’s time to hold some very uncomfortable conversations and reflect on the policy decisions and choices that have led us here,” continued Yussuff. “The whole country is looking to our government for leadership and immediate action that will lead to real and meaningful changes in the way Black communities are treated.”

The CLC is committed to raising awareness on the role of Canada’s labour movement to combat anti-Black racism, including providing educational opportunities to union members, as well as to the broader public, and publicly advocating for accountability and systemic change at the policy level.

For further reading related to anti-Black racism in Canada:

Policing Black Lives by Robyn Maynard

White Fragility by Robin DiAngelo

The Skin We’re In by Desmond Cole

BlackLife: Post-BLM and the Struggle for Freedom by Rinaldo Walcott and Idil Abdillahi

There’s Something In The Water by Ingrid R. G. Waldron

Until We Are Free: Reflections on Black Lives Matter in Canada edited by Rodney Diverlus, Sandy Hudson, and Syrus Marcus Ware

Find more resources here.

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The latest escalation in this long-fought struggle is the recent introduction of national security legislation by the Chinese government which will allow Chinese state security forces to operate in Hong Kong.

“Our Brothers and Sisters are in the fight of their lives to save the core freedoms and principles of democracy in Hong Kong,” said CLC president Hassan Yussuff. “Canadian workers condemn the new security legislation and all attempts to strip people of their freedoms.”

Hong Kong holds separate governance status from China as a Special Administrative Region. This legislation is in direct violation of the Basic Law that mandates local legislation on national security matters, with Hong Kong in formal control of the police and judiciary. The new security law will broaden Beijing’s power over Hong Kong.

This is the latest in a series of actions aimed at broadening Beijing’s power over Hong Kong including last year’s extradition law. These moves have sparked fierce dissent from pro-democracy activists, which has been met with excessive use of force by authorities.

The annual Hong Kong vigil, held every June 4, marking the anniversary of the Tiananmen Square crackdown, has been banned for the first time in 30 years. Concerns about the deterioration of rights are growing with dissent and protest in Hong Kong now routinely being labelled as terrorism and accounts of Chinese authorities imposing limitations on movement and assembly under the guise of preventing the spread of COVID-19.

When the Hong Kong administration passes the new law, the free exercise of fundamental rights, including the trade union right to freely associate and liaise with international organisations, will be suppressed in the name of national security. A frightening prospect ahead of elections planned in September.

The international community must keep watch and call attention to what is happening in Hong Kong.

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Israel’s new coalition government has announced it will move forward with the process of annexing West Bank settlements and the Jordan Valley as early as July.

The unilateral annexation of territory has been strictly prohibited under international law since 1945 when the Charter of the United Nations was adopted. Israel’s control of the Palestinian territories has been denounced as illegal under international law and in violation of United Nations Security Council Resolutions 242 and 338 and the Geneva Convention.

Under Israeli occupation, Palestinians have been forced to live under heavy restrictions that limit their access to work, health, housing and social affairs. As Israel has expanded its settlements and built a separation wall around Palestinian lands – illegal acts under international law – Palestinians have been subject to evictions and displacement, confiscation of land, settler violence and loss of access to natural resources.

This annexation will have devastating social and economic implications. It is expected that this would disconnect around 200,000 Palestinians from their communities and livelihoods. It will also advance the annexation of Jerusalem and destroy the establishment of a Palestinian capital in the city, breaking the territorial contiguity between East Jerusalem and the West Bank. This contiguity is essential for the fabric of life for Palestinians.

The government of Canada must send a strong message in opposition to the illegal and unilateral annexation of Palestinian lands and officially recognize the State of Palestine, based on the pre-1967 borders. Canada must consider a forceful response, including revisiting the Canada-Israel Free Trade Agreement and other bilateral agreements and the imposition of economic sanctions against Israel.

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2SLGBTQI peoples are more vulnerable to discrimination, violence, harassment and stigma on the basis of sexuality and gender identity right now. The lockdown makes it more difficult to find support and to escape a less than accepting situation at home.

“COVID-19 has amplified the inequities in our society, including the discrimination faced by 2SLGBTQI peoples,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “We may all be practicing social distancing, but that doesn’t mean marginalized communities are less impacted by the reality of homophobic, transphobic and biphobic intolerance and violence.”

As the first waves of lockdown hit communities across Canada, over 100 2SLGBTQI organizations sounded the alarm in a letter addressed to Canada’s federal government.

According to data collected by Egale, 53 per cent of Canada’s 2SLGBTQI households have been impacted by job losses since mid-March, compared to 39 per cent of the general population. Further, 42 per cent of 2SLGBTQI respondents to Egale’s recent survey said they have experienced negative mental health impacts due to the added stress, compared to 30 per cent of the general public.

“We need action from the federal government to support 2SLGBTQI organizations dealing with an increase in demand from community members struggling with a lack of resources due to the pandemic,” continued Rousseau. “We also need federal and provincial governments to mandate collection of disaggregated data across Canada to give health officials and policy makers a greater understanding of the disproportionate impact of this pandemic on marginalized communities, including 2SLGBTQI people.”

Learn more about the specific impacts of COVID-19 on 2SLGBTQI communities in Canada here, and learn more about the history of IDAHOBIT 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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While many us are making sure that we #stayathome, we still need to be aware of the threat of homophobic and transphobic violence that persists online, at home, and for those on the front lines.

“This year, we are taking action online to take a stand, joining people around the world for a #VirtualDayofPink,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “Solidarity is a key strength of our union movement. The #VirtualDayofPink is an opportunity for leaders in the trade union movement, in business and government, as well as everyday people, to stand together against homophobia and transphobia everywhere and in all of its forms.”

Canada’s unions have a role to play in educating and empowering our members so that all workplaces are welcoming and inclusive for all. In the context of COVID-19, our federal government needs to step up to ensure that 2SLGBTQI people are not left behind during and after this pandemic.

Around the world, 2SLGBTQI communities face disproportionately high levels of harassment and violence.

According to research from EGALE Canada, “Approximately 47 per cent of LGB workers (in Canada) have experienced workplace harassment and/or violence based on their sexual attraction (orientation), while approximately 90 per cent of transgender and gender variant employees report experiencing workplace harassment and/or violence stemming from their gender identity and expression.”

“Everyone has a role to play to better protect the rights of 2SLGBTQI people and ensure that they have the support they need in our workplaces, in our unions and in our communities,” said Rousseau “Our federal government must lead efforts with a dedicated gender-based plus analysis of the pandemic’s impacts, and by ensuring that additional emergency funds are available to support 2SLGBTQI organizations and communities to survive this crisis.”

You can mark the International Day of Pink right by:

1. Tagging your union and snapping a photo of you in pink to share online with the hashtag #VirtualDayofPink.
2. Downloading the CLC’s newest resource: Workers in Transition and learn how to be a Trans ally in your workplace today.
3. Read, share and support the demands of over 100 2SLGBTQI organizations amid the COVID-19 pandemic.

Learning more about International Day of Pink and how you can join #VirtualDayofPink here.

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Health care workers are working overtime, playing a critical role for their patients across the country and around the world, often without access to adequate personal protective equipment.

“These essential health care workers are making unimaginable sacrifices, losing time with their loved ones, and risking their own health,” said Canadian Labour Congress President Hassan Yussuff. “At a time when these workers are being asked to go above and beyond – sometimes acting as the only support for patients because of quarantine – we need to make sure they have every piece of equipment they need to reduce their own risk and any risk to their families.”

Canada’s unions stand in solidarity with all health care workers. These jobs are always challenging – with a lack of funding, threat of violence in the workplace, the trauma and stress faced by many, and an ongoing shortage of professionals ­– but more challenging now than perhaps ever before.

“We need to pay tribute to these workers, and demonstrate our thanks by following the best advice of public health officials – washing our hands, not touching our faces, and staying home whenever possible,” said Yussuff. “We owe it to all essential workers to do everything we can to stop the spread of COVID-19.”

At the end of this crisis, when the recovery starts, Canada’s unions will continue to press for adequate funding to ensure health care workers always have what they need to provide Canadians with the best possible care. This includes funding for national, public pharmacare, which would reduce hospital visits from those who can’t afford to take their medications as prescribed.

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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 that universal, public pharmacare will be less expensive and keep more people healthy and out of the hospital,” said Hassan Yussuff, President of the Canadian Labour Congress. “For 7.5 million Canadians that are uninsured or underinsured, pharmacare won’t just change their lives, it can save them.”

Canada’s minority governments have a history of advancing public policies that have significantly improved the lives of millions of families. On top of pharmacare, labour activists are also pressing the need for a $15 federal minimum wage, protections for worker pensions and the ratification of ILO Convention 190 on ending violence and harassment at work.

“On C-190, Canada brought this to the ILO and we have an opportunity to show real leadership by becoming one of the first countries to ratify it,” said Yussuff.

The creation of a federal minimum wage for workers in federally regulated workplaces would lift up more than 70,000 workers. These workers have been without a minimum wage since 1996, it is long overdue.

It has also been too long that workers have been told they have to wait for the creditors to be paid before they get the pensions they are owed. The government needs to protect these workers so they can retire with confidence.

“This government has a historic opportunity, and mandate, to build a more progressive Canada,” added Yussuff. “When Canadian workers come together, our collective voice has real weight with decision-makers. Canada must grasp this opportunity to make pharmacare a reality and improve Canadians’ lives.”

The Canadian Labour Congress is the voice of Canada’s labour movement representing over 3 million union members who work in every industry across the country.

To arrange an interview, please contact:

CLC Media Relations
media@clcctc.ca
613-526-7426

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“Canada’s unions stand with the Muslim community today as we mark three years since the deadly attack on a Quebec City mosque.

Our hearts are with the community of Quebec City’s Islamic Cultural Centre, and across Canada and to the friends and families of the six men killed that day.

As we remember this tragedy, we must also remind ourselves of the obligation we all share to challenge racism, Islamophobia and hatred of any kind whenever and wherever we see it.

The CLC is proud to have put together a report to help our members confront Islamophobia in their workplaces. These are difficult but necessary conversations.

We believe that there is no better way to remember the victims and demonstrate our solidarity than designating January 29^th as a National Day of Remembrance and Action on Islamophobia. This is especially important in the face of the rising right-wing populism we see in the world today.

Racism harms us all.”

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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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“From increasing health coverage, to tackling climate change, to improving working conditions, this new minority government has set benchmarks for success,” said CLC President Hassan Yussuff. “Pharmacare has been an issue the CLC has been heavily advocating for over the last few years. Nobody should have to choose between paying for groceries and paying for medication they need—Canada is ready for universal pharmacare.”

In another move towards fairness, the throne speech announced the government’s intent to establish a federal minimum wage as a standard across Canada. This announcement comes as welcomed news to Canada’s unions and workers across Canada struggling at low-wage jobs.

“Not only will a federal minimum wage benefit tens of thousands of Canadians directly, it will put pressure on the provinces to follow suit,” added Yussuff. “Lifting people out of poverty, an increased minimum wage will have an important impact on the Canadian economy.”

Canada’s unions are also looking to the federal government to lead the way on finding the right balance between protecting jobs and reducing greenhouse gas emissions. Today’s commitments on climate change begin to transition Canada towards a more sustainable future.

“We need bold targets to fight climate change, we owe that to our children,” said Yussuff. “We also owe the next generation good jobs and commitments to minimize the impact on workers. Today’s commitments move us towards a greener economy.”

Creating protections for workers facing domestic violence has been a focus for the CLC over the past few years, working internationally to end gender-based violence.

“Building a national action plan on ending violence against women will go a long way,” added Yussuff.

Over the coming months, Canada’s unions will work with this minority government to ensure today’s commitments become a reality. The CLC is looking forward to getting to work building universal pharmacare and ensuring this government is building a fairer Canada for everyone.

For more information and to set up an interview, please contact:

media@clcctc.ca
613-526-7426

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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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This year, we mark the 20^th anniversary of the Transgender Day of Remembrance (TDOR), an internationally recognized day to celebrate and honour the lives of trans, non-binary and two-spirit people whose lives have been lost due to transphobic violence.

“Canada’s unions remain steadfastly committed to ensuring that our workplaces and our unions are inclusive and supportive of our trans and non-binary members,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “Every worker has the right to work free from violence and harassment, and unions play an important role in realizing that right – through member awareness, collective bargaining and legislative advocacy.”

Although we have seen many gains in recent years towards transgender inclusion in Canada, including the adoption of the Gender Identity and Human Rights Act in 2017, trans people, especially racialized trans feminine people, continue to be disproportionally targeted by gender based violence.

 “Our work to address and eliminate violence and harassment at work must be informed by the unique needs and experiences of trans, non-binary and two-spirit workers,” said Rousseau. “Left unchecked, remarks, jokes and innuendo can escalate. We need to send a strong signal that transphobia is harmful and unacceptable. By challenging transphobia head on, we can make work safer for everyone.”

Learn more about the history of TDOR here, attend an vigil or event near you and take action to support trans workers in your workplace.

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This October 4, Canada’s unions are echoing calls from Indigenous families, communities and organizations for the implementation of all 231 Calls for Justice from the final report of the National Inquiry into Missing and Murdered Indigenous Women and Girls.

“The tireless efforts and painful testimony of Indigenous families, communities and organizations demands immediate attention,” said Marie Clarke Walker, Secretary-Treasurer for the Canadian Labour Congress. “With less than three weeks left in the federal election campaign, unions are calling on all parties to commit to developing an action plan to carry out the report’s recommendations.”  

The inquiry’s final report was delivered on June 3 after three years of powerful testimonies from 2,000 individuals and their families who have experience tragedy. These emotional testimonies were shared during dozens of community meetings across the country.

It includes 231 Calls for Justice, which include the immediate transformation of Indigenous policing, review and amendments to the Criminal Code, and other crucial steps that would make this country a safer place for Indigenous women, girls and Two-Spirit people.

“On October 4, we will be on Parliament Hill, standing in solidarity with all Indigenous families, communities and organizations demanding action to end violence against Indigenous women, girls and Two-Spirit people,” said Clarke Walker.

People across Canada can show their support for the implementation of the National Inquiry’s Calls for Justice by attending a vigil in their community.

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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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Earlier this month, the National Inquiry into Missing and Murdered Indigenous Women and Girls (MMIWG) released its final report, including 231 Calls for Justice to address the alarming rate of violence against Indigenous women, girls and 2SLGBTQQIA people. To date, no implementation plans have been outlined to address these Calls for Justice.

“First Nations, Métis and Inuit peoples have endured extreme abuse and neglect for generations. It is our collective national shame and we must take deliberate steps to right the wrongs of the past. Reconciliation mustn’t wait any longer. Now we must work towards a fairer future through action,” says Larry Rousseau, Executive Vice-President of the Canadian Labour Congress.

Canada’s unions support Indigenous communities’ calls to:

• Establish a National Council for Reconciliation with adequate, multi-year funding to measure, monitor and report on progress; and
• Develop and implement an action plan to address the MMIWG report Calls for Justice.

The Truth and Reconciliation Commission released a comprehensive report on the brutal legacy of colonialism and its impact on First Nations, Métis and Inuit peoples in 2015. The report included 94 Calls to Action. While there has been some progress, 28 calls to action have not yet been addressed.

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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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“Pride season is an important moment to come together and celebrate the victories and visibility of LGBTQ2SI activism in our communities”, said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress (CLC). “It is also a critical moment to reflect on how tenuous those victories are with the surge of hate messages and attacks on human rights seen globally. Canada’s unions are ready to defend against clawbacks to the gains we’ve made for the rights and freedoms of sexual and gender minorities.”

Canada’s labour movement has an important role to play both domestically and internationally when it comes to protecting the rights of LGBTQ2SI communities. In June, the International Labour Conference concludes negotiations toward a new international labour standard on violence and harassment in the world of work, a clear direction to governments and employers to prevent, remedy and address violence and harassment in the world of work.

“We are working hard to negotiate a comprehensive and inclusive standard that recognizes that some groups of workers, including LGBTQ2SI workers, are disproportionately exposed to and impacted by violence and harassment,” said Marie Clarke Walker, CLC Secretary-Treasurer. “The ILO needs to send a clear message that violence and harassment should never be part of the job,” added Walker.

In Canada, unions have played a crucial role in challenging homophobia and transphobia, and building workplaces and communities that are inclusive and supportive of LGBTQ2SI people and families. The Public Service Alliance of Canada recently launched their ‘Building Trans-Inclusive Workplaces’ online tool kit, which includes materials to support trans workers and their allies in the workplace. The British Columbia Teachers’ Federation has been mobilizing to defend the modernization of the provincial education system with meaningful inclusion of anti-homophobia and anti-transphobia resources and lesson plans. In Ontario, the Elementary Teachers’ Federation of Ontario and the Ontario Secondary School Teachers’ Federation are joined by students and activists across all major social justice movements to fight back against a 10 year set-back to the provincial sexual health and gender education curriculum.

“Make no mistake, it is clear that there is a coordinated and ideological attack on the rights of LGBTQ2SI communities in Canada and globally,” said Rousseau. ”This Pride season, I’m proud to be a part of a labour movement that is ready to resist and defend the rights of all of our workers and their families.”

Canada’s unions are leading the push for a national pharmacare plan. LGBTQ2SI people face worse health outcomes because of the compounding impacts of homophobia and transphobia in our health care system and in our society. Access to health care, including medication, is a fundamental human right. For members of the LGBTQ2SI community, that means a universal, single-payer pharmacare plan we can be proud of.

Unions across Canada will be participating and visible in Pride events in their regions. For a full list of Pride event and to find one near you, please click here.

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The report, released today, follows three years of painful testimonies from 2000 affected individuals and their families, shared during dozens of community meetings across the country.

“The final report calls what is happening to Indigenous women, girls and Two-Spirit people a ‘genocide’,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress (CLC).

“Indigenous women remain six times more likely than non-Indigenous women to experience gender-based violence in Canada,” noted Walker. “This report must be the blueprint for an urgent action plan to address this national shame.”

Canada’s unions are calling on the federal government to:

• develop an action plan to implement the report’s recommendations;
• fully implement S-3, An Act to Amend the Indian Act; and
• pass Bill C-262, An Act to ensure that the laws of Canada are in harmony with the United Nations Declaration on the Rights of Indigenous Peoples.

The report offers sweeping recommendations, including the immediate transformation of Indigenous policing, review and amendments to the Criminal Code to eliminate definitions of offences that minimize the culpability of the offender, and other crucial solutions to make this country a safer place for Indigenous women, girls and Two-Spirit people.

“Canada’s unions will continue to consult with their working groups and community partners to develop an internal strategy and plan of action to support Indigenous communities,” added Walker.

The CLC and many of its affiliates have been closely monitoring and engaged with the inquiry’s process since its launch in 2015.

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Canada is among several countries, including the U.S. and Brazil, that endorsed Juan Guaidó, Venezuelan opposition leader and President of the National Assembly, who declared himself interim President of Venezuela last week. Canada further denounced Nicolás Maduro as President and called last year’s elections in Venezuela fraudulent and illegitimate.

The CLC is alarmed at the escalation of international interference in the democratic process of a sovereign nation, including the possibility of military intervention. The CLC vehemently rejects a militarized solution to this crisis; the people of Latin America have not forgotten the brutal history of military rule in the region.

“Venezuelans need to resolve their differences through constructive dialogue and democratic processes without resorting to violence,” said CLC President Hassan Yussuff.

International intervention is intensifying political divisions and inflaming tensions in the country. There are reports of violence and casualties, including deaths, during protests and demonstrations. The CLC calls on the Government of Canada to abstain from seeking regime change and intervening in the sovereign affairs of Venezuela. Canada’s role on the world stage is better suited to promote stability through constructive dialogue with the international community.

The CLC stands in solidarity with the Venezuelan people and supports their right to peaceful self-determination.

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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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“Trans people face disproportionately high levels of violence and harassment. Ensuring respect and fair treatment for trans workers is a key priority for Canada’s unions,” said CLC Executive Vice-President, Larry Rousseau. “Our workplaces must lead the way in being inclusive spaces for all workers, no matter their gender identity and expression.”

Studies compiled by Egale Canada show that 90 percent of transgender and gender diverse employees report experiencing workplace harassment and/or violence based on their gender identity and expression. Trans people, and in particular trans women of colour, continue to be disproportionately targeted by sexual harassment and violence.

Canada’s unions have long stood with trans people in Canada. We supported private members’ bills and Bill C-16, which amended human rights legislation and the Criminal Code to add gender identity and gender expression to the list of prohibited grounds of discrimination. While almost all provinces and territories have made trans protection explicit in their human rights legislation, more remains to be done.

Unions continue to improve conditions for trans workers through collective bargaining, by securing rights to access to safe washrooms and change rooms and health benefit coverage for medical transition and hormone therapy. Our education programs and resources help build awareness to support a safer environment for workers to transition. The CLC has collaborated with Our Times labour magazine on a new to-do list for trans inclusion in the workplace. We will also be releasing an updated Workers in Transition guide in early 2019.

“We all have a role to play in promoting fairness, equality, and freedom from violence for trans people in our workplaces and in our communities,” said Rousseau.

Visit the official TDOR website to learn more about the origin and history of the campaign here.

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The Canadian Labour Congress is conducting campaigns calling on the federal government to address key issues affecting working people; calling for a change of the rules to create decent work and dignity for all Canadians.

“Improving the lives of all workers is always a top priority for Canada’s unions. The current climate of precarity and cut backs in Canada makes it more important than ever to advocate for good jobs to ensure stability and dignity for every Canadian worker,” said CLC President Hassan Yussuff. “We believe that decent work must include access to affordable child care, bankruptcy protection for workers’ pensions and proactive pay equity legislation, just to name a few.”

On this Day for Decent Work, Canada’s unions are calling on the federal government to prioritize access to decent work in Canada by taking the following steps:

• Restore the federal minimum wage to $15 per hour, indexing it to wage growth, and bring back full employment as a primary policy target;
• End wage discrimination and adopt strong, proactive pay equity legislation incorporating the recommendations of the 2004 Pay Equity Task Force. Women’s wages shouldn’t come at a discount, but the gender pay gap in Canada hasn’t improved in decades. In fact, for many women it’s getting worse. Making pay equity the law would ensure different jobs are compared for their value in the workplace and evaluated based on skill, effort, responsibility, and working conditions, leaving no room for gender discrimination;
• Reform bankruptcy laws to include protection for workers’ pensions and benefits.  Workers trade higher wages today in exchange for a pension in retirement – it’s wrong to force them to the back of the line when an employer goes bankrupt;
• Make workplaces safe by strengthening federal legislation on sexual harassment and violence. Sexual harassment and violence remains a very serious barrier to women’s equality, especially in the workplace. Sexual harassment and violence can have serious consequences on women’s physical, emotional and mental health, and on their work performance. It can compromise their ability to advance in the workplace and even lead to job loss;
• Fix the child care crisis and commit to long-term funding for high-quality, public, universal, affordable child care. Access to quality, affordable child care is about economic justice for women. Child care makes it possible for women to get a decent job, support their families, build a career, and further their education or skills training; and
• Phase-out coal power through progressive policy that keeps people and communities at the center. The Just Transition Task Force for Canadian Coal-Power Workers and Communities will develop recommendations aimed at influencing Canada’s plans to phase-out coal power. These will include helping workers find comparable employment through retraining programs and resources to help affected communities transition their local economy.

Decent work means equal opportunities for everyone to get work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development, and social integration.

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Each year, the Native Women’s Association of Canada (NWAC) and Families of Sisters in Spirit (FSIS) organize vigils to remember the missing and murdered indigenous women in this country. Family members, Indigenous community members, and concerned citizens gather together to stand together in solidarity, raise awareness, demand action, and provide support to those who have lost love ones.

Between 1980 and 2012, the RCMP reported close to 1,200 cases of missing or murdered Indigenous women and girls across Canada (although many working on the front lines believe the number is much higher). While they make up only 4% of Canada’s female population, Indigenous women and girls make up over 16% of female homicides and 11% of missing women.

What began with eleven vigils in 2006 has grown to over 200 vigils today, in communities across Canada, including a vigil on Parliament Hill in Ottawa.

In response to calls from Indigenous families, communities and organizations, including unions and the Canadian Labour Congress, the Government of Canada launched an independent National Inquiry into Missing and Murdered Indigenous Women and Girls in September 2016.

In response, the CLC stated:

“We must ensure the inquiry addresses the root causes of violence against Indigenous women, such as racism, sexism and misogyny so that it truly does result in justice and meaningful change.

Canada’s unions will stand in solidarity with Indigenous women, girls and their communities both as the inquiry is underway and beyond to help ensure our country truly addresses the root causes of violence against Indigenous women.

We will also continue to urge the government to implement strategies that include clean water, affordable housing, accessible education and poverty reduction in Inuit, First Nations and Métis communities.”
(news release, 02-21-2017)

NWAC has created a quarterly report card about the inquiry to encourage transparency and to measure its progress.

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A century later, Canada’s unions continue Goodwin’s work with calls for greater accountability from mining companies – socially, economically and environmentally – both in Canada and around the world. 

As Vice-President of the BC Federation of Labour, Ginger Goodwin led several strikes and was an outspoken opponent to the First World War, all of which brought him to the attention of government and military authorities.

Like many coal miners, Goodwin suffered lung problems and was initially classified as “unfit” for fighting overseas. However, following a strike he led for the 8-hour day at a smelter in Trail BC, his conscription status was changed to ‘fit for service in an overseas fighting unit’.

With the help of townspeople, he traveled to Vancouver Island and went into hiding in the bush near Cumberland, where other war resisters received support from local community members. In a series of still-contested events, Goodwin was tracked down on July 27, 1918 and shot by a private constable employed by the Dominion Police (forerunner of the RCMP), just 4 days after an amnesty had been declared for draft evaders.

Goodwin’s body was taken through the streets in a procession that was a mile long before being interred at the Cumberland Municipal Cemetery. Less than a week later, on August 2, the Vancouver General Strike – the first general strike in Canadian history – took place, organized as a one-day political protest against Goodwin’s murder. Before his murder, Goodwin had called for a general strike in the event that any worker was drafted into military service against their will.

The strike was met with violence. Three hundred men ransacked the offices of the Vancouver Trades and Labour Council, many of them returned soldiers who had been mobilized and supplied with vehicles to storm the Labour Temple, located at 411 Dunsmuir Street.

In 2001 the newly-elected BC Liberal government removed the name Ginger Goodwin Way from the road that passes by the grave yard that holds his remains. The signs and the name were restored in June 2018 by BC’s NDP government. While the Ginger Goodwin Way signs on the inland Island Highway come and go, Goodwin is commemorated by Ginger Goodwin Creek (1982) and Mount Ginger Goodwin (1989), the unnamed mountain that he was shot and killed on. Each year the citizens of Cumberland hold a graveside memorial to pay tribute to him and what he fought for.

June 27, 2018 was official designated “Ginger Goodwin Day” by the BC provincial government to mark the centenial of his murder.

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The “On To Ottawa Trek” was a worker protest against unfair treatment and government austerity that captured public support, contributed to the defeat of the Conservative federal government of R.B. Bennett later that year, and paved the way to the establishment of a national unemployment insurance plan.

In the 1930s, “The Great Depression” had crippled the Canadian economy and resulted in massive unemployment. In response, the Federal Government created “relief camps” where thousands of men lived and worked at a rate of twenty cents per day.

By 1935, people had had enough. In April that year, following a two-month protest in Vancouver over the dismal and unfair working conditions in the camps, more than a thousand unemployed workers boarded – or rather jumped on top of – railway box cars in what became to be known as the “On‑to‑Ottawa Trek.” Their goal: to meet as a group with the Conservative government of the day and demand better conditions and a fairer way to address unemployment.

The Prime Minister eventually agreed to meet, but only with a handful of representatives, not all of the workers. While those representatives travelled to Ottawa, the hundreds of other trekkers “waited” in Regina (they were actually being held in place by the RCMP).

The meeting went badly, with the Prime Minister accusing the trekkers of being radicals leading an insurrection. When the workers’ representatives returned to Regina with news of their meeting, nearly 2000 people joined 300 trekkers as a show of protest and solidarity for workers’ rights.

The police charged the crowd, setting off hours of hand-to-hand fighting throughout the city’s centre. People fought back with sticks and stones while police used tear gas and fired bullets above and into groups of people.

Damage to property was considerable and personal injuries were many; one trekker and a plain clothed policeman died while hundreds of injured local residents and trekkers were taken to hospitals or private homes. The police proceeded to arrest those in hospital, along with over 100 others.

The police claimed 39 injuries in addition to the dead police officer, but denied that any protesters had been killed in the melee. Hospital records were subsequently altered to conceal the actual cause of death.

Later that year, in reaction to public support for a better deal for the unemployed, the federal government passed the Employment and Social Insurance Act and the country’s first national unemployment plan.

Eventually, the government was defeated, and its hastily-crafted law struck down in the courts. But, the bold attempt at reform paved the way for the establishment of a national unemployment insurance program under the new government, led by W.L.M King, in 1940.

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Earlier in June, the Commission was only granted a six-month extension in response to its request to add an additional two years to their mandate.

“We must avoid making the same mistakes of the past and learn from our history,” said CLC President Hassan Yussuff. “This means we must centre the voices of Indigenous communities in order to fully confront the ‘destructive legacies of colonization’, as described by the Truth and Reconciliation Commission.”

The Commissioners called for an extension in response to the needs expressed by Indigenous communities, survivors and family members of those who are missing or have been murdered.

“If the process, the method, the solutions and the advocacy is not steered by those who are impacted, we are reinforcing the very colonial tactics that brought us here today with respect to our relationship with Indigenous, First Nations, Inuit and Metis peoples,” said Yussuff.

The extension balances the need to urgently address violence against Indigenous women and girls with the necessity of ensuring thorough and comprehensive recommendations in the final report. The two-year extension would allow for increased community participation, as well as specific consideration of LGBTQ and two-spirit people.

For Canada’s unions, recognizing National Indigenous Peoples Day is about recognizing the needs of Indigenous people and standing in solidarity with their social, economic, and political needs. The government has a responsibility to ensure that the public inquiry adequately meets the objectives set out in the Truth & Reconciliation Commission’s Calls to Action.

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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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Today also marks the 70th commemoration of the Nakba, or Catastrophe Day, where more than 700,000 Arabs fled, or were expelled, from their homes during the 1947 49 war. For Palestinians, this is a day of mourning and resistance, calling for the respect of international law and the right of return for refugees to Palestine.

The CLC supports a vision of two nations co-existing in peace and security, within safe borders, free from occupation. We believe that direct negotiations between Israel and Palestine are the only viable avenue to the resolution of the conflict. Once again, the CLC calls on the Canadian government to recognize the State of Palestine.

In light of recent events, including the US withdrawal from the Iran nuclear deal and the controversial and provocative relocation of the US Embassy to Jerusalem, constructive dialogue is now all the more difficult to achieve. On this day, we mourn those who have lost their lives and stand in solidarity with Palestinian workers calling for human rights and social justice and the respect for international law.

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While it may take some time to uncover the motivation behind this heinous act of violence, we can take comfort in the incredible outpouring of support for the families of the 10 deceased and numerous others who were injured in Monday’s assault.

Our thanks go to the courageous first responders who played such a significant role in bringing order, safety and support to a very chaotic downtown crime scene.

Our hearts are with the people of Toronto as they mourn the loss of the innocent victims to this tragedy.

Our actions, as they should, express love in the face of violence.

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Every April 28, Canada’s unions join workers and their families to mourn those who have been injured or killed on the job. Workplace violence and harassment have also led to worker deaths, as well as significant mental and physical injuries. Yet they are often less frequently talked about.

“Workplace harassment and violence are often overlooked hazards of the job,” said Hassan Yussuff, president of the Canadian Labour Congress (CLC). “In the era of #metoo and #timesup, we need to talk about the negative, even deadly, impacts these hazards can have in the workplace.”

Canada has strong violence prevention regulations that were developed by unions, employers and the federal government working together in a tripartite process. Federal Bill C-65 promises to finally recognize sexual harassment as a workplace hazard.

However, workers are also calling for new measures:

• First, to make it safe for workers to report harassment and violence by implementing anti-reprisal measures, including whistleblower protection;
• Second, to ensure federal health and safety officers can be as effective as possible by hiring more officers and ensuring they receive the robust training they need;
• And finally, to recognize domestic violence as a workplace hazard. This will raise awareness around the need for employers to conduct workplace risk assessments, training and safety planning, and to ensure supports are in place for workers experiencing domestic violence.

“We encourage the federal government to take meaningful steps to further protect workers from harassment and violence,” said Yussuff. “This impacts every sector.”

Supporters are encouraged to add their voice to this campaign at dayofmourning.ca. To find Day of Mourning events happening across Canada, visit the CLC website here.

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Unions exist to help working people get organized and stand together to win a better deal for their families and their communities. Workers know that fairness is won through unity – with one another in their union local and with other locals in their union. They also need to support workers in other unions through solidarity. Often this means respecting and joining picket lines, boycotts and other actions aimed at pressuring employers. But sometimes it means joining the strike.

The origins of the Common Front can be traced back to the 1971 La Presse strike. In response to draconian anti-worker measures on the part of the Quebec government and Paul Desmarais, the new owner of La Presse, workers from several different unions joined in solidarity with the striking La Presse workers. A march of 12,000 demonstrators in support of the strikers was brutally suppressed by police, leading to riots that wounded many and resulted in the killing of Michele Gauthier, a student activist. The shared experience of the police riot created common ground for the coming together of normally competitive and divided unions.

The Common Front of 1972 was an alliance between the Confederation of National Trade Unions, the Quebec Federation of Labour, and the Quebec Teachers Corporation, as well as several smaller unions to present a united set of demands during negotiations with the provincial government. It represented 210,000 out of 250,000 public employees (84%) and demanded: an 8% increase in wages, job security, increased control over working conditions to better service provision, and a $100 per week minimum wage regardless of race, sex, religion, or job sector. When the government was unwilling to cede to these demands, the Common Front struck, and on April 11, 1972, 210 000 workers walked off the job.

The government of Robert Bourassa had ridden the swelling wave of change that was sweeping Quebec society to win power in the 1970 election. Faced with economic turmoil and the new political threat of the nationalist Parti Québecois, Bourassa’s Liberals (and the political establishment they represented) feared being scuttled. The wave needed breaking.

The province targeted its hospital workers, obtaining 61 injunctions, which the workers ignored. The response was harsh: 13 low-paid workers were jailed for 6 months and fined $5000 each (about a year’s pay) and their union was fined $70,600. Overall, 103 workers were sentenced to a total of 24 years and fined half a million dollars during a few days.

On April 21, the provincial government passed Bill 19. The new law forced unionized workers back to work and banned all fundamental trade union rights for two years. When the leaders of the Common Front – Louis Laberge, Marcel Pépin and Yvon Charbonneau – urged workers to defy the law, they were arrested, and each was sentenced to a year in jail.

“That’s the justice system,” said Brother Laberge, “while big corporations are fined $75 or $500 for polluting our rivers, killing people or breaking the law, we – the criminals – must got to jail for exercising a right – the right to strike.”

The profound unfairness of sending the three men to jail triggered popular outrage across Quebec’s working class. Over the month of May, work stoppages broke out across the province in public and private workplaces – construction and metal workers, miners, machinists, auto and textile workers, salespeople, print-shop employees, the staff of major news media, teachers and some hospital workers.

In towns like Sept-Îles, Thedford, Sorel and Joliette, the strike was profound, with people talking about the strikers “occupying” and “being in control of” workplaces. Radio and television stations were occupied by the union members, who broadcast their messages.

The massive scale of the public revolt forced the government to back down. The labour leaders were released from jail after serving four months and many of the Common Front’s demands were agreed to during negotiations. Employers across Quebec had also heard the message from their workers loud and clear and were reserved in their demands for years to come. This solidarity among Quebec’s working class would last for a generation and is one reason why union density in that province remains among the highest in the country.

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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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“What I found [at Asbestos]… was a Quebec I did not know, that of workers exploited by management, denounced by government, clubbed by police, and yet burning with a fervent militancy. I was later to describe the strike . . . as a “turning point in the entire religious, political, social and economic history of the province of Quebec.”

_{P. E. Trudeau, Approaches to Politics. 2010}

The conservative Union Nationale was the government of Quebec. The Premier, Maurice Duplessis, was known as “Le Chef,” ruling the province with a strong hand. Supporters benefited from patronage, those in opposition were punished.  His time in office has been called La Grande Noirceur (“The Great Darkness”).  He championed a rural Quebec working with the Catholic Church to protect the population from the evils of Communism and militant Unions that would jeopardise American industrial investment.

In 1937 his government enacted the “La loi du cadenas” / “Loi protégeant la province contre la propagande communiste”, (Act to protect the Province Against Communistic Propaganda or as it was known the ‘Padlock Law’). This act made it illegal to use a dwelling to propagate Communism or Bolshevism. A violation would allow the Attorney General to padlock the building for up to one year.  A person guilty of involvement in prohibited activities could be jailed for thirteen months.  (In 1957 the Supreme Court of Canada struck down the law.) So when the miners struck their employers they also were taking on the right wing provincial government of Duplessis.

The miners wanted a wage of $1 per hour, union security, a pension, and action to check the spread of lung choking ‘silicosis’ caused by exposure to asbestos.  They did not have to wait long for premier to respond to their demands. On February 23 their strike was declared illegal and Duplessis dispatched a battalion of provincial police to the small town of Asbestos. For over two months calm in the community was preserved with almost a holiday atmosphere as people strolled about with music entertainment for the workers and their families but all that was soon to change.

Quebec supplied 85% of the world’s asbestos and the American Johns Manville Company began to hire replacement workers. The police supported them by intimidation and threatening the miners, breaking up their picket lines, even padlocking a church to prevent the miners from meeting there. The strikers fought back setting up roadblocks to prevent the “scabs” from entering the town.  On March 14 someone set off an explosion on the railway track leading into the plant and a company official was beaten by the workers.

Duplessis called the strikes “saboteurs” and “subversives.” At the picket lines the police attacked the strikers with tear gas and fired warning shots into the air. Strikers responded by dragging police from their cars and beat them. On May 6 a heavily armed provincial police force arrived arresting several strikers and beating them in the process. However, now there was a photographer for Time magazine as a witness making the strike worldwide news and the brutality of the police the central issue. Journalist Gérard Pelletier labelled them “Hitler’s elite troops.”

The culture that had allowed the Union Nationale to rule with an iron fist was cracking. Young intellectuals like future Prime Minister Pierre Trudeau came from Montreal to the support of the miners. The traditionally conservative union movement of the “Canadian Catholic Confederation of Labour (CCCL),” originally set up by the church to keep workers away from communist and radical unions, was itself fighting back against their employers and the government. Workers cheered militant union leader Jean Marchand when he spoke. Even the traditionally conservative Catholic Church found it was in sympathy with the strikers raising support to sustain the miner’s families.

The strike ended on July 1^st with Archbishop Roy mediating a settlement. While Quebec was starting its Quiet Revolution the workers would have to wait.  Many were not rehired, those that were continued to work in one of the most dangerous workplaces in the world. Trudeau, Marchand and Pelletier, would go on to play profound roles in shaping the political developments of Quebec and Canada. As for asbestos the health and safety struggles of 1949 continue to play out as it has taken Canada until this year to start banning it proposing the prohibition of the use, sale, import and export of asbestos and products containing the hazardous material.

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I can’t imagine what it must have been like to be in that sacred space and have that serenity destroyed by a lone gunman, bent on killing as many people as he could.

My thoughts and prayers are with those who lost their loved ones that night, the families of Aboubakr Thabti, Mamadou Tanou Barry, Ibrahima Barry, Khaled Belkacemi, Azzedine Soufiane and Abdelkarim Hassane. I think of the seventeen children who will no longer have their fathers in their lives. I think of their spouses who have lost their life partners. It truly is heartbreaking and unfathomable.

I think, too, of the nineteen others who were physically injured that night. One of those men is Aymen Derbali, whose story has now become widely known. Aymen deliberately put himself in the shooter’s line of sight in order to distract him away from his fellow worshippers.  He was shot seven times – two bullets are still lodged in his spine. He is a Canadian hero. I’m deeply inspired by his determination to rebuild his life, though he faces many challenges and obstacles as he will never walk again.

The Quebec City Muslim community is still coping with this tragedy; such loss is understandably deeply traumatic and has both short and long-term consequences.

What I hope to express is my personal commitment to counter the attitudes that would lead to hatred and bigotry of any kind. That is why the Canadian Labour Congress joined in the call for a National Day of Remembrance and Action on Islamophobia. Canada’s unions will continue to work with the National Council of Canadian Muslims, and countless other organizations, to make this happen.

I believe each and every one of us has a responsibility to speak up whenever we hear or see hateful attitudes expressed: in our workplaces, in our social gatherings, in any other day-to-day interactions, and online.

Islamophobia is real. We must face it, and eradicate it, together. Let’s never forget January 29.

– Hassan Yussuff, CLC President

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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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“Unions have been advocating for this for years because we know that designated, paid domestic violence leave means it is easier for survivors to keep their jobs and escape violent and abusive relationships. And sometimes, that can mean the difference between life and death,” said CLC President Hassan Yussuff.

“Dedicated paid leave means people experiencing violence can do what’s needed to keep themselves, their children and family members safe, such as going to counselling, opening a new bank account, or meeting with lawyers or police – all things that have to happen during the standard workday,” he added.

The Ontario legislation, part of Bill 148, makes the province the second in Canada to offer workers five days of paid domestic violence leave. Manitoba was the first to introduce legislation giving all workers the right to five paid days, plus an additional ten unpaid and if necessary, up to 17 weeks of unpaid leave.

The federal government has yet to follow suit, proposing only unpaid leave in its budget implementation bill, C-63. Yussuff appeared before the finance committee on November 9 to urge the government to amend its proposal so that it offers paid domestic violence leave instead.

In 2014 the CLC partnered with the University of Western Ontario on a groundbreaking national study that found one in three workers has experienced domestic violence, and the violence often follows people to work, putting safety and jobs at risk.

Since then, unions across the country have been working to negotiate domestic violence supports into collective agreements, train union representatives to recognize and respond to domestic violence at work, and change legislation to support non-union workers who face domestic violence.

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The proposed legislation was announced today by Patty Hajdu, Minister of Employment, Workforce Development and Labour, and would amend both the Canada Labour Code and the Parliamentary Employment and Staff Relations Act.

“Workplace violence and harassment has reached epidemic proportions and is having very real consequences for the day-to-day lives and mental health of workers across the country,” said CLC President Hassan Yussuff. “We are pleased to see the government addressing some of the gaps and inconsistencies in current legislation meant to address this issue.”

Unions have long lobbied the federal government for comprehensive workplace violence legislation requiring employers to develop policies and programs to help prevent workplace violence and harassment, as well as take precautions to protect workers from domestic violence in the workplace.

“The legislation announced today is an important first step, but questions remain about the effective practical protections that will be available to workers, especially the most vulnerable,” said Yussuff.

Yussuff said he would be seeking clarification around issues including:

• Why the legislation does not contain a clear definition of harassment and violence. Unions are concerned that this can’t be addressed through a regulatory process. The Ontario government’s legislation, for example, contains a clear definition.
• Whether the legislation will be backed up with adequate staffing and training resources. We need to ensure that Labour Inspectors will receive the specialized training necessary to enforce the legislation.
• Whether union members will have the right to union representation throughout any complaint process.
• Whether workers will have the right to access information pertinent to their complaint.
• How this legislation will interact with provisions in collective agreements, such as the right to third party arbitration.
• How this legislation impacts the role of the Canadian Human Rights Commission in addressing complaints.

“We are pleased that the labour minister has committed to a stakeholders’ working group to develop regulations and guidance documents and hope that many outstanding issues can be addressed there,” said Yussuff.

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In March, the Province of Manitoba enacted Bill 8, which amended their employment standards to afford workers who are victims of domestic violence with eligibility for five days of paid, protected employment leave (and additional unpaid time) if they need time away from work – whether it is to access medical attention or counselling, seek legal or law enforcement assistance, relocate, or obtain services from victim services organizations.

“This kind of leave is potentially life-saving,” said CLC Secretary-Treasurer Barb Byers, “Someone leaving a violent relationship shouldn’t have to fear losing their job or basic income.”

Paid safe time, or domestic violence leave, is well established in collective agreements in Australia and in legislation in several US jurisdictions. Ontario’s legislature is currently considering a private member’s bill that would grant 10 days paid leave to victims of domestic or sexual violence.

Canadian work on this issue started three years ago, when the Canadian Labour Congress partnered with researchers at the University of Western Ontario on a ground-breaking national study. The research found that one in three workers has experienced domestic violence, and the violence often follows people to work, putting safety and jobs at risk.

Since then, unions across the country have been working to negotiate domestic violence supports into collective agreements, and change legislation to support non-union workers who face domestic violence. For example, in 2012, unions and community allies were successful in getting the Ontario government to amend their Occupational Health and Safety Act to name domestic violence as a form of workplace violence.

Now, unions are urging other governments to follow Ontario’s example, updating health and safety legislation to ensure it recognizes the impact domestic violence has on workplaces, and encourages employers to protect workers from domestic violence at work.

In these efforts, the Canadian Labour Congress is connecting with provincial and territorial federations of labour to coordinate their work, such as by drafting joint letters to governments urging action.

In 2017, the Canadian Labour Congress will be taking additional steps to tackle domestic violence in the workplace, in Canada and abroad.

Here at home, the CLC will be rolling out a series of workshops designed to equip union representatives and leaders with tools to respond to domestic violence at work and refer workers to appropriate work and community support.

“We are working to implement a vision where we have hundreds of union members across the country working to address domestic violence at work at individual and systemic levels,” Byers said.

The CLC, together with Western University’s researcher partners, has also established an international Domestic Violence at Work Network, which includes unions, employers, governments, researchers, service providers and other experts. Network members share information, identify promising practices, and support efforts to expand awareness and action on domestic violence at work across the globe.

Right now, a key focus for the Network is achieving an International Labour Organization (ILO) Convention and Recommendation on Violence and Harassment. There is currently no internationally agreed-upon law that deals with the many different forms of gender-based violence in the workplace, whether it be sexual or psychological harassment, domestic violence at work, physical or sexual violence, or bullying.”

“An ILO convention like this would give workers voice to stand up against gender-based violence in the workplace, and it would send a strong message that violence is not part of the job,” Byers concluded.

For more information and resources, visit our Domestic Violence at Work resource centre: domesticviolenceatwork.ca.

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37-year old Somali-Canadian Abdirahman Abdi died on Monday after succumbing to injuries sustained after being pursued and, according to several witnesses, violently beaten by Ottawa police on July 24.

The Canadian Labour Congress (CLC) is backing community calls for a publicly transparent and accountable investigation into the brutal altercation and adds the broader context of systemic racism, Islamophobia, and the police response to mental health issues must also be addressed.

“The unacceptable reality is that this is just one more in a string of incidents of police violence against black people in Canada and across North America. This occurs against a backdrop of racial profiling that manifests itself through disproportionate harassment and surveillance of racialized communities and a culture of impunity for police,” said CLC president, Hassan Yussuff.

“None of these tragedies are happening in isolation, so it isn’t enough to treat them that way. We very clearly have to have to address systemic issues across the country,” he added.

Yussuff said the CLC is reaching out to Ottawa Mayor Jim Watson and other big city mayors across Canada to ask them to take the lead in striking municipal taskforces to investigate systemic racism and Islamophobia in policing and to review police training, guidelines and protocols for the use of force and for responding to incidents involving individuals with mental illness, disabilities, or who are exhibiting mental distress.

Those taskforces, he says, must include those most affected, such as victims’ families and representatives of the racialized, Indigenous and other marginalized communities who have been the targets of this type of violence.

Yussuff also called on provinces and territories across the country to ensure better oversight of police and to mandate anti-black racism, mental health, and de-escalation training for every level of policing.

“As so many organizations and community leaders have already said, too often Special Investigations Units operate in secrecy, and officers involved in violent altercations are exonerated,” said Yussuff.

“Provincial and territorial governments must work to ensure that Police Acts are amended to ensure that police oversight bodies, such as SIUs, are more transparent and accountable,” he added.

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We’ll be thinking of Rania El Alloul and other Canadian Muslims facing discrimination in their day-to-day lives when we commemorate the United Nations (UN) International Day for the Elimination of Racism on March 21.

We’ll also be remembering how systemic racism has led to epidemic levels of poverty for Indigenous women and girls, meaning a lack of secure housing, an absence of economic opportunities and limited access to justice.

We’ll remember how on March 6, the United Nations Committee on the Elimination of Discrimination against Women (CEDAW) concluded that Canada’s ongoing failure to address the extreme violence against Aboriginal women and girls constitutes a “grave violation” of their human rights.

We’ll remember that black males living in Toronto are three times more likely to be stopped and asked for identification by police. And we’ll remember that employers are about 40 percent more likely to interview a job applicant with an English sounding name.

How are we helping to end racism?

• The labour movement is supporting communities that face discrimination. After 9/11 for example, we worked with Muslim communities to fight widespread Islamophobia.
• We speak out when racism happens – such as when migrant workers are targeted for deportation, when Aboriginal or racialized youth are shot by police, or when racism is behind the denial of housing.
• We bargain anti-discrimination and harassment language in collective agreements, helping to ensure that hiring is fair and that workplaces are free of discrimination.
• We work with governments at all levels for stronger employment equity legislation.
• We use education to fight racism, training our leadership and membership on how to deal with harassment and individual and systemic racism.

​Our government must do more to help end racism.

The CLC is calling on the federal government to face up to the reality of racism in Canada today, by acknowledging its own role in sustaining and promoting systemic and overt discrimination. Here are three ways the government can play a constructive role in ending both systemic and overt racism:

The UN Committee on the Elimination of Discrimination against Women has joined the call by Aboriginal women and Canadians across the country for a national inquiry into missing and murdered Aboriginal women. It’s time the government listened.

The government must stop using rhetoric and fear mongering that targets Muslim and other racialized communities. The use of terms like “jihadists” and “radical Islam” is irresponsible and sews hatred. This must stop.

The government must meet its international obligations by reporting to the UN Committee on the Elimination of Racial Discrimination (CERD). Canada has never met its obligation to report to this committee.

​Challenge the candidates in the next federal election.

When candidates come asking for your vote in the next election, be sure to ask how they feel about racism in Canada and if they’ll commit to taking those first three steps to help eliminate racism in Canada.

Ahead of the election, the labour movement will be challenging all political parties to outline how they will work to eliminate both systemic and overt racial discrimination faced by Aboriginal and racialized communities in Canada.

Quick facts on racism in Canada today:

• 50 percent of First Nations children live in poverty compared to 17 percent for other Canadians.
• Aboriginal workers earn an average of $19,000 compared to $33,000 for other Canadians.
• The infant mortality rate is one and half times higher for First Nations than other Canadians.
• The average life expectancy for Aboriginal women and men is five and nine years less, respectively, than other Canadians.
• Black males living in Toronto are three times more likely to be stopped and asked for identification by police.
• There were 1,401 reported hate crimes in Canada in 2010.
• Employers are about 40 percent more likely to interview a job applicant with an English-sounding name despite identical education, skills and experience.
•  In 2011, the unemployment rate for visible minority workers was 9.9 percent compared to 7.3 percent for non-racialized workers.
• Racialized Canadians also earn an average of 81 cents to the dollar compared to other Canadians.
• 55 percent of Canadians are satisfied that we have overcome racial discrimination.

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The Inter-American Commission on Human Rights has issued the report of its two-year study on Missing and Murdered Indigenous Women in British Columbia. The report clearly links the disproportionate amount of violence experienced by Indigenous women in Canada to the “past and present institutional and structural inequalities” that these women face, including poverty, discrimination and colonization. It points out that any response must be comprehensive and holistic, which means addressing poverty, lack of housing, and access to education and employment.

The report clearly reinforces calls for a National Inquiry as well as a comprehensive strategy that would include all levels of government, and involve indigenous peoples, particularly indigenous women, at all stages.

Hassan Yussuff, CLC President, said ” Every international human rights body that has investigated this crisis has called for action. The federal government’s failure to call a National Inquiry on Missing and Murdered Indigenous Women is a national embarrassment”.

Yussuff stated that he hopes the federal government will consider this new report and its recommendations seriously. A roundtable with First Nations, provinces, territories and Indigenous organizations is planned for February. “The roundtable will be the start of a conversation”, said Yussuff, “but it should just be the start. Indigenous women in Canada and their families deserve to be heard and they need to know their governments are prepared to work hard on a coordinated strategy to address poverty, marginalization, and violence”.

Read the report.

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We cannot let this continue.

Canada’s labour movement wants to help create a society where future generations of girls will not have to deal with violence, discrimination or inequality simply because of their gender. We want a world where girls and women can work and pursue their education and training without fear. That’s what fairness means.

The labour movement has taken an active role in ending violence against women. We have worked hard to make work safer for women by addressing sexual harassment and violence in the workplace.

We helped win Canada’s gun control provisions in the wake of December 6, 1989, and we continue to stand up for effective gun control measures. Today, we are supporting calls for a National Inquiry on Missing and Murdered Indigenous Women and working with our allies to push the federal government to develop a National Action Plan on Violence against Women.

To mark the 25th anniversary of the École Polytechnique murders, Canada’s labour movement is stepping up its efforts to address violence against women in the workplace. With our partners at Western University, the Canadian Labour Congress is releasing the results of a groundbreaking national survey on the Impact of Domestic Violence in the workplace.

The survey shows that a substantial number of workers in Canada have experienced domestic violence―one third of the 8429 people who participated, with women, Aboriginal people and, lesbian, gay, bisexual and trans people reporting higher rates of violence.

We also learned that the violence does not stay at home. It follows people to work, it has a significant impact on work performance, and for almost ten percent, it has cost them their job.

It’s time to talk. This survey is the start of a conversation; one that needs to involve unions, employers and governments, about how we can make sure that people who experience domestic violence can feel safe on the job, and feel supported by their union and employer. The survey makes this challenge clear, and we’re ready to take it on.

Read about the survey and watch our video.

This December 6, we remember 14 women, and so many others. And, we commit to action.
Geneviève Bergeron―Hélène Colgan―Nathalie Croteau―Barbara Daigneault
Anne-Marie Edward―Maud Haviernick―Maryse Laganière―Maryse Leclair
Anne-Marie Lemay―Sonia Pelletier―Michèle Richard―Annie St-Arneault
Annie Turcotte―Barbara Klucznik-Widajewicz

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The CLC has encouraged its members to support and attend vigils and events being held across the country. Barbara Byers, Secretary-Treasurer of the CLC, believes that, “together the labour movement, Indigenous groups, workers, and allies of Indigenous communities will fight for the families of the victims to have closure and justice that they deserve and is long over due”.

Since 2005, many families and allies of the missing and murdered women and girls have called on the federal government to hold a national public inquiry to examine the causes of the disproportionate number of Indigenous women who have gone missing or are murdered, and to identify solutions. Instead of bringing justice to Indigenous communities across the country, the Conservative government has consistently refused to honour the wishes of the families and call an inquiry. Instead, funds have been diverted into the criminal justice system or services to victims with no clear evidence that funding will reduce violence.

The CLC has launched a petition to demand justice for the close to 1200 documented deaths and disappearances of Indigenous women and girls over the past thirty years. We encourage Canadians to sign and share.

Over the past decade, Sisters In Spirit vigils have evolved into a movement for social change for all people of Canada and the world. This October 4th, find a way to be a part of this change by participating in an event close to you.

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The Canadian Labour Congress extends its deepest sympathy to the victims of shootings today at the Western Forest Products sawmill in Nanaimo, BC, and in particular to the families and friends of those who died as a result of their injuries.  This is a terrible tragedy and we extend our sympathy and support to all involved.  We note that many workers at the sawmill are members of the United Steelworkers and we are confident that union members will offer full support to the sisters and brothers affected by this deeply unfortunate event.

The Canadian Labour Congress, the national voice of the labour movement, represents 3.3 million Canadian workers. The CLC brings together Canada’s national and international unions along with the provincial and territorial federations of labour and 111 district labour councils.

Web site: www.canadianlabour.ca
Follow us on Twitter @CanadianLabour

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When workers stand together for fairness, we can be a powerful force for women’s equality and positive change, at the workplace and in society. We have improved women’s wages, narrowed the gender wage gap, negotiated benefits, leaves and other provisions to help women balance work and family responsibilities. We help make the workplace safer, challenge harassment and discrimination. We have helped open doors to women working in trades and technology and we build women’s leadership and political participation. The change that unions have achieved is indeed inspiring.

But there is so much more change needed.

Canada’s labour movement continues to push for leadership to address Canada’s child care crisis, and is working hard to expand the Canada Pension Plan so everyone can retire in dignity and security.

On December 6th, 2013 the Canadian Labour Congress and Western University launched a groundbreaking national survey on the impact of domestic violence on workers and workplaces. It is the first-ever survey of its kind in Canada. Our intention is to provide made-in-Canada research that will help unions, employers, advocates and governments develop good public policy as well as negotiate workplace supports. We hope to inspire a change in the way we think about violence at home and how it reaches the work place, and find ways to make our workplaces safer.

We know the workplace is not always a safe place for women. One in ten women aged 18 to 24 reports having experienced sexual harassment at work within the previous 12 months. According to the Association of Workers’ Compensation Boards of Canada (AWCBC), five percent of women who died at work in 2012 were killed as a result of gun violence. Half of Canadian women will experience at least one incident of physical or sexual violence in their lifetime. In Canada on any given day, over 3000 women (along with their 2500 children) are staying in an emergency shelter to escape domestic violence. These statistics are even far worse for refugee and recent immigrant women, women living with a disability, indigenous women and girls, racialized women and trans women.

The Canadian Labour Congress believes that we cannot end violence against women and girls without looking at the pressure that living with violence at home puts on their lives at work.

On International Women’s Day, we are inviting our members and all workers to help us find ways to make workplaces safer by filling out our survey and encouraging others to do the same.

The CLC survey is online and available in English and French until June 6, 2014. All workers over the age of 15 are encouraged to complete the survey, whether or not they have personally experienced or witnessed domestic violence. The survey is completely anonymous and takes between 10 and 30 minutes to complete.

The survey will help break the silence about violence in the workplace and the impact of violence at home.

Let’s work together to inspire change for women and for all workers. Acknowledge and stand up against violence in the workplace, at home and in the community.

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“The results of this survey will provide made-in-Canada research that will help unions, employers, advocates and governments develop good public policy as well as negotiate workplace supports,” says Barbara Byers, CLC Executive Vice-President. “Unions have worked hard to pressure governments to pass workplace violence legislation that offers some protection for workers experiencing violence at home, but it is still not enough.”

Byers adds that workplaces – including some that are unionized – still need better paid leave or unpaid leave options to help people deal with the effects of domestic violence. This includes time to deal with legal issues as well as access physical, emotional or mental health services.

Lise Martin, Executive Director of the Canadian Network of Women’s Shelters & Transition Houses, says: “Domestic violence doesn’t stop when a woman leaves for work. The costs to the workplace and colleagues can be considerable. Very conservative estimates put the costs of domestic violence to the workplace at $85,000 for every 100 employees.”

Barb MacQuarrie, Community Director, Centre for Research and Education on Violence Against Women and Children, Western University, says: “These numbers are conservative. Domestic violence is devastating the lives of Canadian workers and it is costing Canadian workplaces in lost productivity, absenteeism and turn over. It’s easy to ignore those facts without evidence. This survey will change that.”

MacQuarrie adds: “This survey will help all of us to realize that what happens at home can have a profound impact on what happens at work. Then it will help us to understand the opportunities to keep workers and the whole workplace safe.”

Linda Silas, President of the Canadian Federation of Nurses Unions (CFNU) says that one goal of the survey is to raise awareness among employers and workers about the impacts of domestic violence, before it is too late. “It is, sadly, at the doors of health care services where we see this impact. This survey will help lift the cloud of secrecy linking safety at home and safety at work.”

The CLC’s Barbara Byers adds: “December 6 is an occasion to remember young women who lost their lives to gender-based violence but it is also a time to commit to action. Unions are uniquely placed to make a real difference to the lives of workers who may be experiencing violence in the home. That makes work safer for everyone”.

The survey is online and available in English and French until June 6, 2014. Any workers over the age of 15 are encouraged to complete the survey, whether or not they have personally experienced or witnessed domestic violence. The survey is completely anonymous and takes between 10 and 30 minutes to complete.

The Canadian Labour Congress, the national voice of the labour movement, represents 3.3 million Canadian workers. The CLC brings together Canada’s national and international unions along with the provincial and territorial federations of labour and 130 district labour councils.

Web site: www.canadianlabour.ca
Follow us on Twitter @CanadianLabour
Like Our Page on Facebook: Women’s Lives Count

Contact: Vicky Smallman, Director
CLC Women’s & Human Rights Department
Tel: 613-526-7413 Cell: 613-866-8741
Email: vsmallman@clcctc.ca

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“We want to do everything possible to eliminate and prevent all forms of violence against women and girls,” Byers says.

Canadian women are among trade union members represented by four international global union federations, including  the International Trade Union Confederation (ITUC). The union delegation represents over 70 million women workers from 27 countries around the world.

Byers says, “Our trade union delegation calls on governments, including Canada’s, to do more to end violence against women and girls in their respective countries.”

Byers adds that trade union delegates want to see measures to address violence in the workplace; for women’s economic independence through decent work; for access to public services to help victims of violence, and for education measures as a means to prevent and eliminate violence.

Byers says, “We believe that trade unions should be identified as important stakeholders in the prevention of violence against women and girls. Every day and in many countries, we work on behalf of these women and girls whether or not they belong to unions. It is their right to live and work in a safe and secure environment.”

Trade union delegates to the Commission on the Status of Women meetings between March 4 and 15 are reporting on their experience on the blog unioncsw.world-psi.org and using the Twitter hashtag #CSW57.

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