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Example research essay topic: Race Religion And Ethnic Origin - 1,764 words

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The International Convention on the Elimination of All Forms of Racial Discrimination identifies discrimination on the grounds of race, colour and ethnic origin as an obstacle to friendly and peaceful relations among people, cooperation between nations, and international peace and security. The Convention has been ratified by a majority of the United Nations' member states. Yet, as the world enters a new century, the problems of racial and ethnic discrimination persist. As evidenced by events on several continents, we are a long way from seeing an end to ethnic conflict. In Canada, open hostility between groups or communities is rare. Problems of this nature do arise, but judging by the complaints the Commission receives, racial discrimination in this country is most frequently encountered in the form of systemic barriers to employment, or in situations involving individual workers or service users.

When such discrimination does occur, it is often subtle, and consequently more difficult to address. Visible Minorities in the Public Service In 1997, the Commission published a study entitled Visible Minorities and the Public Service of Canada. The report noted that the federal government's record in hiring and retaining members of visible minority groups was inferior to that of the private sector. The report also suggested that visible minority employees often viewed the public service as unresponsive and hostile. There was a general feeling that some aspects of the staffing system acted as barriers to the hiring and promotion of visible minority candidates. In April 1999, the President of the Treasury Board set up the Task Force on the Participation of Visible Minorities in the Federal Public Service.

Lewis Perinbam, who chairs the Task Force, is a former Vice President of the Canadian International Development Agency whose career has included work with the World Bank and UNESCO. The Task Force is made up of former public service employees and representatives from the private sector, academia, and visible minority organizations. It has indicated that it will consult widely, and develop an action plan aimed at improving the participation of visible minorities in the public service. The Commission views the establishment of the Task Force as a positive step, and looks forward to the publication of its report and to the government's subsequent response. The need for action to address barriers in the public service has been reinforced by the results of the Public Service Employee Survey, which were published in November 1999.

Responses to questions on discrimination and harassment showed that 33 per cent of the employees who identified themselves as members of a visible minority group felt they had experienced discrimination in their work units. This compares to a rate of seventeen per cent for the public service as a whole. As well, 25 per cent of visible minority employees stated that they had experienced harassment. These survey findings emphasize the need for quick and effective action to deal with the concerns of public servants who are members of visible minority groups. Discrimination in Other Areas Three studies published in 1999 highlighted problems related to race discrimination or racial stereotyping. One was a report prepared for Revenue Canada, which evaluated how Canadians view the service they receive from Canada Customs.

The report suggested that racism was a real or perceived problem in certain areas. On a national basis, one-third of the respondents said they were not satisfied with the service they had received from Canada Customs in the four years before the study. Dissatisfaction levels were highest in Toronto, where the report found that black people were subjected to more delays or searches than other travelers, particularly when returning from the Caribbean. A second report was issued by the Canadian Bar Association's Working Group on Racial Equality in the Legal Profession. This report, The Challenge of Racial Equality: Putting Principles into Practice, found that systemic racism remains a problem in the form of seemingly neutral values and practices that inadvertently promote discrimination. The Working Group put forward recommendations to increase the representation of lawyers from racial communities in law schools, and to remove systemic barriers to the participation of visible minority lawyers in all areas of the legal profession.

The Commission welcomes the fact that the Canadian Bar Association has already agreed to implement a number of the recommendations, including surveying law firms with ten or more associates about their workplace equity policies. The Association will also request that the federal Department of Justice undertake a critical analysis of Statistics Canada's data on the legal profession every five years, and make its findings available to all interested parties. The availability of such data would be of great assistance in monitoring progress toward a more diverse legal profession. The third study, conducted by Dr.

Frances Henry, Chair of Diversity at Ryerson University's School of Journalism, was an analysis of media stories that strongly identify a particular racial group with criminal behaviour. The report noted that "radicalizing" crime in this manner contributed to stereotypes and generalizations about minority communities, and could lead to increased marginalization. The Challenges of New Canadians From its opening in 1928 to its closing in 1971, Pier 21 in Halifax welcomed more than one million immigrants into Canada. On July 1, Pier 21 became a national monument, preserving for future generations a testament to the profound contribution immigration has made to the country. But while Pier 21 celebrated the history of Canada's multicultural character, new and complex immigration issues arose in 1999.

On Canada's west coast, the arrival of significant numbers of illegal Chinese migrants, in unsafe and overcrowded boats, sparked a heated public debate about Canada's refugee policy. Meanwhile, the debate about Canada's Right of Landing fee continued. In previous annual reports, the Commission has expressed concern about the financial burden that the $ 975. 00 fee imposes on refugees. This is especially true in light of an additional $ 500. 00 processing fee introduced in 1994. The Commission continues to believe that the imposition of a landing fee on refugees is out of step with Canada's humanitarian traditions. The good news is that, as this report was being completed, the federal government let it be known that it was reviewing the fee, and considering the possibility of eliminating it for refugees.

The Commission hopes that the government will move quickly on this matter and drop both the fee and related expenses. On a positive note, the Commission is pleased that a bill, tabled in 1999, contains a provision that would make a foreign child adopted by a Canadian citizen eligible for Canadian citizenship without first having to become a permanent resident. This would reduce the distinction between children abroad adopted by a Canadian and children born abroad to a Canadian. Hate Messages The use of the Internet to promote hate has long been of concern to the Commission. In 1996, the Commission requested the appointment of a human rights tribunal to examine allegations that material posted on the Internet by Ernst Zndel could expose Jews to hatred or contempt on the basis of their race, religion and ethnic origin. Since that time, the hearings on the merits of this case have begun, but have been delayed by various legal challenges by the respondent.

The Commission believes this case will clarify the extent to which the Act prohibits the telephonic communication of hate propaganda, and the extent to which the Act can be used to combat the spread of propaganda on the Internet, no matter where it originates. Complaints In 1999, the Commission completed work on 383 complaints of discrimination based on race, colour, religion, and national or ethnic origin. Thirty-four cases were settled at mediation, at conciliation, or in the course of investigation. The Commission dismissed 55 cases for lack of evidence, appointed a conciliator in 40 cases, and referred eleven cases to the Canadian Human Rights Tribunal. One complaint that continued to preoccupy the Commission was the case of Chopra v. Health Canada.

Dr. Chopra joined Health Canada in 1969. In 1992, after being denied a promotion to a director-level position, he filed a complaint with the Commission alleging discrimination on the ground of race. The complaint was investigated by the Commission and referred to a human rights tribunal, where it was subsequently dismissed. In 1998, however, the Federal Court's Trial Division found that the tribunal had erred by refusing to admit statistical evidence that visible minorities were under-represented in management positions within Health Canada. In a decision subsequently upheld by the Federal Court of Appeal in January 1999, the complaint was sent back to the tribunal for a new hearing.

Race, Religion and Ethnic Origin Complaint Outcomes for 1999 (number and percentage) Race and Colour Settled 1: 13 (7 %) Referred to alternate redress mechanisms: 22 (11 %) Referred to conciliation: 24 (12 %) Referred to a tribunal: 5 (3 %) Not dealt with 2: 8 (4 %) Dismissed: 29 (15 %) No further proceedings 3: 12 (6 %) Discontinued 4: 81 (42 %) Total: 194 (100 %) National and Ethnic Origin Settled 1: 15 (9 %) Referred to alternate redress mechanisms: 18 (11 %) Referred to conciliation: 15 (9 %) Referred to a tribunal: 6 (4 %) Not dealt with 2: 1 (1 %) Dismissed: 22 (13 %) No further proceedings 3: 11 (7 %) Discontinued 4: 75 (46 %) Total: 163 (100 %) Religion Settled 1: 6 (23 %) Referred to alternate redress mechanisms: 2 (7 %) Referred to conciliation: 1 (4 %) Referred to a tribunal: 0 (0 %) Not dealt with 2: 0 (0 %) Dismissed: 4 (16 %) No further proceedings 3: 0 (0 %) Discontinued 4: 13 (50 %) Total: 26 (100 %) Total Settled 1: 34 (10 %) Referred to alternate redress mechanisms: 42 (11 %) Referred to conciliation: 40 (10 %) Referred to a tribunal: 11 (3 %) Not dealt with 2: 9 (2 %) Dismissed: 55 (14 %) No further proceedings 3: 23 (6 %) Discontinued 4: 169 (44 %) Total: 383 (100 %) 1 Cases that were settled before or during investigation, through mediation or at conciliation. 2 Cases that the Commission decided not to pursue because they were filed more than one year after the alleged act of discrimination, or were, technically, without purpose. 3 Cases in which the complainants withdrew or abandoned their complaints, the matters were outside the Commission's jurisdiction, or the complaints did not warrant referral to a tribunal. 4 Cases that were closed prior to investigation because the complainants did not wish to pursue them or because a link could not be established between the alleged act and a prohibited ground of discrimination.


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Research essay sample on Race Religion And Ethnic Origin

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