Employee claims he was turned down 33 times for promotion because he was black
An employee was granted a nine-month secondment in a supervisory role as part of his settlement with the Toronto Transit Commission following a claim of racial discrimination.
The employee, who has worked as a dispatcher in the Wheel-Trans division of the TTC since 1992, claimed he was turned down after applying for promotion 33 times because he was black.
He filed a racial discrimination complaint with the Ontario Human Rights Commission in March 2000. He then filed a second complaint in July 2000, alleging reprisals for the first complaint.
After an investigation, the case was referred to the Human Rights Tribunal of Ontario in 2005 for a hearing. However, the TTC and the complainant reached a settlement that involves no finding of liability against the TTC.
As part of the settlement, the TTC will also implement several policies and procedures to minimize the risk of racial discrimination in hiring and promoting practices including training staff in bias-free interviewing techniques and ensuring all job postings include clearly defined, objective criteria upon which to judge applicants.
The TTC will also survey employees to uncover any barriers to equality and fairness in all aspects of employment.
The employee, who has worked as a dispatcher in the Wheel-Trans division of the TTC since 1992, claimed he was turned down after applying for promotion 33 times because he was black.
He filed a racial discrimination complaint with the Ontario Human Rights Commission in March 2000. He then filed a second complaint in July 2000, alleging reprisals for the first complaint.
After an investigation, the case was referred to the Human Rights Tribunal of Ontario in 2005 for a hearing. However, the TTC and the complainant reached a settlement that involves no finding of liability against the TTC.
As part of the settlement, the TTC will also implement several policies and procedures to minimize the risk of racial discrimination in hiring and promoting practices including training staff in bias-free interviewing techniques and ensuring all job postings include clearly defined, objective criteria upon which to judge applicants.
The TTC will also survey employees to uncover any barriers to equality and fairness in all aspects of employment.
