A new Harvard and University of Exeter study found that a simple 7-minute video before hiring decisions dramatically improved outcomes for equity-deserving candidates. Here’s what it means for Ontario employers as new job posting laws take effect.

In OPSEU v LCBO, a rural worker facing intimate partner violence and suspected alcohol use was terminated despite the employer “doing everything right.” This case reveals why trauma- and violence-informed accommodation matters — and how communities can step up to remove barriers to safety and support.

Teenage girls earn $3 less per hour than boys in their summer jobs — and the gap is even wider in caregiving roles. What does that tell us about the roots of workplace inequity, and what can organizations do to make change?

Participatory Gender Audits (PGAs) go beyond traditional culture reviews — providing a more intersectional, rigorous, and evidence-based way to understand how identity, bias, and systems interact in the workplace. Here’s how PGAs help organizations build more inclusive and resilient cultures.

Many workplaces take comfort in having little to no harassment complaints. But “no complaints” doesn’t always mean “no problems.” Here are three overlooked gaps that might be hiding behind seemingly clean stats — and what HR leaders can do to close them.

A recent legal decision, Bombardier v Unifor, highlights how employers can overreach when assessing family status accommodation requests. Learn how to respect employee privacy while meeting legal obligations.

The National Day for Truth and Reconciliation is both a time of mourning and a call to action. This reflection explores how employers can respond to Call to Action #92 — starting with education, meaningful land acknowledgments, and creating safer, more equitable workplaces for Indigenous colleagues.

Many workplace pregnancy loss policies reference miscarriage and stillbirth but leave out abortion. This omission creates stigma, confusion, and harm. Here’s why inclusive policies matter—and how employers can take action.

A recent HRTO decision found certain acts weren’t sexual harassment when viewed in isolation. But context reveals otherwise. Here’s why workplace harassment programs must focus on patterns, power, and control—not just individual incidents.

Employers often assume pay transparency laws aren’t needed—but common myths reveal why gaps persist. Here are the top 5 misconceptions about pay transparency and the gender wage gap, and how data can help fix them.

Equal Pay Day reminds us that closing the wage gap requires more than compliance with the law. From “greedy jobs” to systemic inequities, true progress comes from embedding fairness and flexibility into workplace design.

Workplace harassment isn’t always top-down. A recent BC Human Rights Tribunal case shows how leaders can face harassment from subordinates—and how employers fail when they don’t take these complaints seriously. Here’s why upwards harassment matters, and what organizations must do to address it.

Return-to-office (RTO) mandates aren’t gender neutral. Claudia Goldin’s research shows that inflexibility widens the gender wage gap—and the impacts extend to gender-diverse employees, caregivers, and workers with disabilities. Here’s how Participatory Gender Audits (PGAs) can help employers catch issues early and protect equity, retention, and compliance.

Misgendering and deadnaming aren’t just harmful—they’re recognized as workplace harassment under Canadian human rights law. Recent tribunal decisions confirm that this behaviour can amount to discrimination on the grounds of sex, gender identity, and/or gender expression. Here’s what that means for employers, HR professionals, and colleagues—and how to respond if mistakes happen.

Supporting employees who breastfeed or chestfeed isn’t just a legal requirement—it’s a key part of building inclusive, equitable workplaces. This post breaks down the legal landscape in Canada, best practices for HR, and practical steps employers can take to create truly breast/chestfeeding-friendly environments.

The BC Human Rights Tribunal has confirmed a connection between domestic violence and the protected grounds of sex, gender, and marital status under the Human Rights Code. In The Worker v Translink Security Management Ltd, the Tribunal denied an employer’s bid to dismiss a complaint, underscoring employers’ duty to consider domestic violence in accommodation and disciplinary decisions.

Return-to-office mandates are widening the gender gap by disproportionately impacting working mothers who face childcare challenges and wage penalties. Without thoughtful flexibility and ongoing monitoring, these policies risk deepening workplace inequities. Learn why flexibility is essential and how employers can assess and mitigate the impact of RTO mandates on gender equity.

Ontario’s OHSA requires employers to protect workers from domestic violence at work—but most policies don’t define what that means. This post explores how employers can interpret and apply the law using guidance from experts, government policy, and legislation across Canada. Understanding the full scope of domestic violence is key to creating safer workplaces.

Many employment contracts contain termination clauses that won’t stand up in court. In this post, I break down four key reasons a contract may be unenforceable—including violations of employment standards, unconscionable terms, lack of consideration, and major changes to your role over time. Understanding these legal principles can help you make informed decisions and protect your rights at work.

Ontario’s new pay transparency laws come into effect in 2026. In this post, I unpack what’s changing—from AI disclosures to Canadian experience rules—and how job seekers can navigate the gaps, protect themselves in hiring, and what's the status in other provinces. Whether you're applying to jobs, reviewing offers, or helping shape workplace policy, here’s what to know.