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E. Jackson & M. N. The Code states that every person has a right to equal treatment with respect to employment without discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability. A person’s experience of discrimination is often linked to the compounding effects of multiple grounds. Based on their unique combination of identities, people may be exposed to particular forms of discrimination and may experience significant personal pain and social harm that come from such acts of discrimination. For example, a Jewish lesbian with a child and same-sex spouse can be seen as a “mother of a child” or a “Jewish woman” and would be protected under the grounds of marital status, family status, creed and sexual orientation. As lesbians, this woman and her spouse may be exposed to forms of discrimination that other Jewish women with children are not. TheCode’sprotection of family status may overlap with grounds such as marital status, sex and sexual orientation. It covers a range of family forms, including lone-parent and blended families, and families where parents are in same-sex or common-law relationships. The Supreme Court has also stated that family status discrimination occurs when a person is negatively treated because of a relationship with a particular family member. This means that if an employee is fired from or denied a job because the employer dislikes the employee’s parent or child, the employee has been discriminated against on the basis of family status. TheCodeprohibits treating an employee differently, either directly or unintentionally, because of family status. Employers have a duty to accommodate employees, short of undue hardship, because of their child-care and/or eldercare responsibilities. Employers share social responsibility for providing a workplace that is reasonably flexible to meet the needs of employees with family responsibilities. The Commission recommends that employers recognize and accommodate a broader range of family relationships than those described by the grounds of marital and family status. Most claims of age discrimination in employment relate to older employees. As a general principle, older workers should be treated as individuals. They should be assessed on their own merits instead of on presumed group characteristics and offered the same opportunities as everyone else in hiring, training and promotion. They should normally work under the same performance management practices as every other worker. Where, however, an older person has in fact slowed down due to age-related health or disability concerns, an employer may have to provide some form of accommodation to him or her, such as reduced work targets. Age, including assumptions based on stereotypes about age, should not be a factor in decisions about

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