This blog and all articles by Lunaria are meant to shed light on important legislation that might impact workplace D&I, but is not legal advice and should not be used in place of legal advice.
As a black, second generation, Canadian woman, I am cognizant that it is legislation that my ancestors fought for that allow me many things in life. When I entered the workforce, these privileges included a fair wage, a safe work environment and healthcare. Now as a business owner, I am challenged to view the same legislation in a different way. I turn to legislation to understand my legal obligations as an employer, how my employees are protected, and if I consider this protection enough for my company’s most important assets.
This is the first post of a new blog series: D&I compliance where we will explore legislation that impact diversity and inclusion. We will start at the federal level before state/provincial. Our first stop is where we call home: Canada
Text based version of infographic available here.
Compliance can be difficult to navigate. We are always happy to talk diversity and inclusion, email us at email@example.com