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Regardless of the nature of your situation, you have agency and choice. If the options above still feel limiting, or if you’re still unsure about who to reach out to for support, we’ve curated a more comprehensive list of resources (including those previously outlined) that will hopefully provide a greater landscape of options for a safe(r) space for you to share your experience and/or seek help if you need it. Please know that you’re not limited to supports support at the University of Waterloo.
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The OHRC outlines the legal duty employers have to accommodate the needs of people who are negatively impacted by work requirements, rules or standards at work due to their membership in a protected group , to the point of undue hardship. Employment should be designed inclusively and must be adapted to accommodate the needs of members of protected groups in a way that promotes integration and full participation.
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Examples of accommodations at work include, but are not limited to:
Offering screen readers , or other assistive technologies to an employee with a visual impairment.
Allowing flexible working hours and/or breaks to allow an Indigenous employee to attend a spiritual ceremony.
Ensuring that washroom facilities are inclusive and supportive of employees of all gender identities
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Religion/creed: under the OHRC policy on preventing discrimination based on creed, including the duty to accommodate Indigenous spiritual practices
Disability: under the OHRC policy on ableism and discrimination based on disability
Family and marital status: under the OHRC policy and guidelines on discrimination because of family status
Gender identity and gender expression: under the OHRC policy on preventing discrimination because of gender identity and gender expression
Race and related grounds: under the OHRC policy and guidelines on racism and racial discrimination
Receipt of public assistance: under the OHRC policy on human rights and rental housing
Record of offences: under the OHRC Human rights Rights at work Work 2008 - 3rd edition
Sex: under the OHRC policy on preventing sexual and gender-based harassment (2013) and policy on preventing discrimination because of pregnancy and breastfeeding
Sexual orientation: under the OHRC policy on discrimination and harassment because of sexual orientation (2006)
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You can choose to share your accommodation needs at work. If you choose to sharedo, it’s important that you identify who you must share with to access accommodations. Most workplaces are proactive in communicating their accommodations process, including who to contact. Depending on the size of the organization you’re working for and your reporting structure, who you share accommodation needs with can vary.
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Pride at Work Canada – Your rights https://prideatwork.ca/know-your-rights/
Workplace Safety and Insurance Board (WSIB) https://www.wsib.ca/en
Workers Action Centre https://workersactioncentre.org/
CLEO Connect – Your legal rights (employment and work) https://cleoconnect.ca/legal-topic/employment-and-work/
Toronto Workers’ Health and Safety Legal Clinic http://www.workers-safety.ca/
Discover Ability Network – Disclosure and workplace accommodation tip sheets https://discoverability.network/job-seeker/tip-sheets/
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Psychological safety
Harvard Business Review – What is psychological safety? https://hbr.org/2023/02/what-is-psychological-safety
Book: Clark, T. R. (2020). The 4 stages of psychological safety. Berrett-Koehler Publishers.
Book: Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the workplace for learning, Innovation, and growth. John Wiley & Sons, Inc.
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