Royal Commission on Equality in Employment begins

The law prohibits direct and indirect race discrimination in employment and establishes the Commission for Racial Equality.

The Act prohibits employment discrimination in federally regulated workplaces and supplies the legal foundation for later proactive employment-equity measures.

Rank-and-file campaigns press unions and employers to recognize racial discrimination and give Black workers meaningful voice in policy and grievance processes. Source specifies the year or period...

The amendment clarifies that discrimination because of pregnancy, childbirth, or related conditions is sex discrimination under Title VII.

Women workers challenge discriminatory job assignments at Canadian National Railway; the case shows the value of worker-led evidence and structural remedies. Source specifies the year or period...

The conference provides a formal space for Black workers to shape union policy, challenging token consultation and strengthening worker-led accountability. Source specifies the year or period only;...

The report recommends proactive barrier removal and representation monitoring, reasoning that reactive complaints and voluntary action alone are insufficient.

Federally regulated employers are required to identify and remove barriers and improve representation for designated groups.

The Disability Discrimination Act debate builds toward later protections, while disabled people’s organizations demand access, accommodation, and participation at work.

The Court confirms systemic discrimination and supports an employment-equity plan, making barrier-focused remedies concrete in a major private-employer case.