How does Canadian law define "discrimination" in the workplace?

In Canadian law, "discrimination" in the workplace is defined as treating someone unfairly based on personal characteristics that are protected by law, such as race, gender, age, disability, sexual orientation, and other similar factors. This definition emphasizes that any adverse treatment that is linked to these identifiable traits constitutes discrimination and is unacceptable under human rights legislation.

The focus on unfair treatment is crucial as it underscores the commitment to equitable treatment for all employees. Canadian human rights laws, including the Canadian Human Rights Act and provincial human rights codes, are designed to ensure that workplaces foster an environment of equality and respect, free from bias and unfair practices. This protection extends to all areas of employment, including hiring, promotions, and working conditions.

On the other hand, implementing strict hiring policies or promoting equal treatment regardless of performance does not align with the concept of discrimination; instead, these practices might relate more to organizational policy or performance management. Similarly, providing bonuses based on seniority is a practice common in many workplaces, but it does not directly address the core issue of discrimination, which is about fairness in relation to protected personal characteristics.