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Diversity, Inclusion and Anti-Racism for Guards 2026

This course is for security workers who want to serve a diverse public fairly. It covers human rights law in Canada, how to recognize and avoid racial profiling, the duty to accommodate, and how to respond to bias and hate incidents.

  • Kurs
  • Kanada
  • 25 Fragen
  • Geprüft am 11. Oktober 2026

Kurz und knapp

Dieser kostenlose Kurs hat Lektionen für etwa 25 Minuten und einen Test mit 25 Fragen. Ab 80 % können Sie eine Teilnahmebescheinigung herunterladen (privat, nicht akkreditiert). Am 11. Oktober 2026 mit offiziellen Quellen abgeglichen.

Beginnen Sie mit den LektionenDiversity, Inclusion and Anti-Racism: Lessons: etwa 25 Minuten Lesezeit. Jede Testfrage wird in den Lektionen behandelt.

Das lernen Sie

  • Explain which human rights laws apply to private security work
  • List the main protected grounds of discrimination
  • Recognize and avoid racial profiling
  • Apply the duty to accommodate up to undue hardship
  • Respond safely to hate-motivated behaviour

Erreichen Sie mindestens 80 %, um Ihr Zertifikat herunterzuladen.

  1. Frage 1 von 25

    Which law mainly protects people from discrimination by a private security company in a shopping mall?
    Antwort anzeigen

    Antwort: D. The provincial or territorial human rights law

    The Charter applies to government. Discrimination by private businesses is covered by human rights laws, such as provincial and territorial codes.

  2. Frage 2 von 25

    Section 15 of the Charter guarantees equality rights. Who does section 15 apply to?
    Antwort anzeigen

    Antwort: B. Government action, such as laws and government programs

    Section 15 applies to government action. It does not apply to private conduct, which human rights laws cover instead.

  3. Frage 3 von 25

    Which of these is a prohibited ground of discrimination under the Canadian Human Rights Act?
    Antwort anzeigen

    Antwort: B. Gender identity or expression

    The Act lists grounds such as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital and family status, genetic characteristics and disability.

  4. Frage 4 von 25

    Which ground is protected under Alberta's Human Rights Act but is NOT in the federal Canadian Human Rights Act list?
    Antwort anzeigen

    Antwort: C. Source of income

    Alberta protects source of income, along with grounds such as race, religious beliefs, gender identity, ancestry, place of origin and disability.

  5. Frage 5 von 25

    The Ontario Human Rights Code protects people in which five social areas?
    Antwort anzeigen

    Antwort: A. Services, housing, contracts, employment and vocational associations

    The Code covers goods, services and facilities; housing; contracts; employment; and membership in vocational associations and trade unions.

  6. Frage 6 von 25

    According to the Ontario Human Rights Commission, does a guard have to intend to discriminate for racial profiling to be a human rights violation?
    Antwort anzeigen

    Antwort: C. No, the effect on the person is what matters

    The OHRC says intent is not needed to prove discrimination. The focus is on how the action affected the person.

  7. Frage 7 von 25

    Which best describes racial profiling by security staff?
    Antwort anzeigen

    Antwort: C. Giving more scrutiny or worse treatment to people because of race-related grounds or stereotypes

    The OHRC describes racial profiling as greater scrutiny, lesser scrutiny or other negative treatment based on race-related grounds or stereotypes, for claimed safety or security reasons.

  8. Frage 8 von 25

    A guard usually confirms theft before banning anyone, but bans a racialized man based only on suspicion. What does this show?
    Antwort anzeigen

    Antwort: D. A possible sign of racial profiling, because the guard departed from normal practice

    The OHRC uses this example. Treating one person differently from your usual practice can be evidence of profiling.

  9. Frage 9 von 25

    What is "under-policing" or "lesser scrutiny" in the OHRC's description of racial profiling?
    Antwort anzeigen

    Antwort: A. Failing to respond properly to some victims because of stereotypes about them

    Racial profiling can also be a failure to act, such as not taking a complaint seriously because of stereotypes about the victim.

  10. Frage 10 von 25

    You are told to watch for a "suspicious group of young Black men." What is the right approach?
    Antwort anzeigen

    Antwort: D. Ask for a specific description and act only on behaviour and reliable details

    Vague descriptions based on race are not enough. Use only reliable, specific suspect descriptions and observed behaviour.

  11. Frage 11 von 25

    While investigating a theft, a guard asks a customer, "Where are you really from?" Why is this a problem?
    Antwort anzeigen

    Antwort: C. Questions unrelated to the incident about origin can be a sign of profiling

    The OHRC lists questions like "Where are you from?" as a possible sign of racial profiling. Keep questions about the incident.

  12. Frage 12 von 25

    Which is the best basis for deciding to watch or approach someone?
    Antwort anzeigen

    Antwort: B. Specific, objective behaviour you saw, such as concealing items

    The OHRC says a hunch is not enough. Rely on objective, specific information about behaviour.

  13. Frage 13 von 25

    A tribunal found that mall orders targeting people wearing "ripped" or "dirty" clothing were what?
    Antwort anzeigen

    Antwort: D. Discriminatory

    Signs of poverty are not evidence of wrongdoing. The OHRC notes a tribunal found these orders discriminatory.

  14. Frage 14 von 25

    What is the duty to accommodate?
    Antwort anzeigen

    Antwort: D. Changing rules, policies or spaces so people protected by human rights law can take part, up to undue hardship

    Employers and service providers must adjust rules or spaces when needed because of a protected ground, up to the point of undue hardship.

  15. Frage 15 von 25

    A customer cannot show a driver's licence for a building sign-in because they do not drive. Which response fits the duty to accommodate?
    Antwort anzeigen

    Antwort: B. Accept another reasonable form of identification

    The Alberta Human Rights Commission gives accepting ID other than a driver's licence as an example of accommodation by a service provider.

  16. Frage 16 von 25

    Who has to show that an accommodation would cause undue hardship?
    Antwort anzeigen

    Antwort: A. The organization

    The organization must show it has reached undue hardship. Some hardship is expected along the way.

  17. Frage 17 von 25

    Which is an example of implicit (unconscious) bias?
    Antwort anzeigen

    Antwort: A. An automatic, unnoticed assumption that leads you to watch some people more than others

    Implicit bias is an attitude we may not notice. The OHRC notes it can lead to profiling even with no intent to discriminate.

  18. Frage 18 von 25

    What is a microaggression?
    Antwort anzeigen

    Antwort: A. A brief comment or action that sends a negative message about someone's group, even if not meant to hurt

    Microaggressions are everyday slights, such as "You speak English so well," that add up and make people feel they do not belong.

  19. Frage 19 von 25

    You are not sure which pronoun a person uses. What is a respectful approach?
    Antwort anzeigen

    Antwort: A. Use their name or ask politely, then use what they tell you

    Using a person's name or asking politely, then respecting the answer, is the simplest respectful approach. Gender identity and expression are protected grounds.

  20. Frage 20 von 25

    What does "equity" mean in diversity and inclusion work?
    Antwort anzeigen

    Antwort: C. Giving people what they need to have a fair chance, which may differ between people

    Equity focuses on fair outcomes. Sometimes fairness requires different supports, such as an accommodation.

  21. Frage 21 von 25

    A visitor speaks very little English and seems confused about a rule. What should you do?
    Antwort anzeigen

    Antwort: C. Use short, plain words, gestures or signs, and get an interpreter or translation tool if possible

    Plain language, patience and translation help remove communication barriers without singling the person out.

  22. Frage 22 von 25

    A person is shouting slurs at another customer because of their religion. What should you do first?
    Antwort anzeigen

    Antwort: A. Make sure the targeted person is safe, intervene calmly, and call police if there are threats or violence

    Your first duty is safety. Support the person targeted, calmly stop the behaviour, and get police help for threats or violence.

  23. Frage 23 von 25

    After a hate-motivated incident, what should your report include?
    Antwort anzeigen

    Antwort: D. The exact words used, actions, times, witnesses and any camera coverage

    Exact words and facts help police and managers decide next steps. Keep opinions out of reports.

  24. Frage 24 von 25

    Which question helps check yourself for racial profiling?
    Antwort anzeigen

    Antwort: D. "Would I treat this person the same way if they were from a different group?"

    The OHRC suggests asking whether events would have unfolded the same way for a person of a different race.

  25. Frage 25 von 25

    Which is the best example of inclusive security practice?
    Antwort anzeigen

    Antwort: B. Using the same clear rules, steps and tone with everyone, and adjusting when someone needs an accommodation

    Consistent rules and fair accommodation are the core of inclusive, anti-racist service.

Was Sie vor der Prüfung wissen sollten

  • The Charter's equality rights apply to government. Discrimination by private businesses is covered by human rights laws such as provincial and territorial codes.
  • The Ontario Human Rights Commission says its Code applies to private security guards, and intent is not needed to prove racial profiling.
  • The Canadian Human Rights Act protects grounds including race, religion, sex, sexual orientation, gender identity or expression and disability.
  • Service providers must accommodate people up to the point of undue hardship, and the organization must prove the hardship.

Häufig gestellte Fragen

Does human rights law apply to security guards?

Yes. Private security guards are covered by the human rights law of their province or territory. The Ontario Human Rights Commission says this directly in its racial profiling policy.

Is it profiling if I did not mean to discriminate?

It can be. Human rights law looks at the effect of your actions, not only your intent. Acting on behaviour and following the same steps for everyone protects you and the public.

What is the difference between equality and equity?

Equality means treating people the same. Equity means giving people what they need for a fair outcome, which can include an accommodation.

Are the protected grounds the same in every province?

No. The main grounds are similar, but each law has its own list. For example, Alberta protects source of income, and Ontario protects receipt of public assistance in housing.

Ist die Bescheinigung akkreditiert oder offiziell anerkannt?

Nein. Es ist eine private Teilnahmebescheinigung, nur für Ihr Wissen. Sie ist von keiner Behörde, Zulassungsstelle, Aufsichtsbehörde oder Bildungseinrichtung anerkannt, akkreditiert oder genehmigt und ersetzt keine gesetzlich vorgeschriebene Lizenz, Zertifizierung oder Ausbildung.

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