Diversity, Inclusion and Anti-Racism: Lessons 2026

Lesson 1: Key words and ideas

Term	Plain meaning
Diversity	The many differences between people, such as race, religion, age, gender, disability and language.
Inclusion	Making sure everyone is welcome, respected and able to take part.
Equity	Giving people what they need for a fair chance. This may differ from person to person.
Racialized	A person or group treated as different because of race. Used instead of "visible minority" or "non-white".
Stereotype	A fixed, over-simple belief about a whole group.
Implicit bias	An automatic attitude we may not notice that affects how we treat people.
Microaggression	A brief comment or act that sends a negative message about someone's group, even if not meant to hurt.
Anti-racism	Actively finding and removing racism in yourself, your work and your organization.

Everyone has biases. A good guard notices them and builds habits that stop them from affecting decisions. A remark like "You speak English so well" may be meant kindly, but it can tell a person they do not belong.

Lesson 2: Human rights law in Canada

Section 15 of the Canadian Charter of Rights and Freedoms guarantees equality. It applies to government action, such as laws and government programs. It does not apply to private businesses. Discrimination by private actors, including private security companies, is covered by human rights laws: the Canadian Human Rights Act for federally regulated organizations, and a provincial or territorial human rights law for most others.

Protected grounds

The Canadian Human Rights Act lists: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and a conviction for which a pardon or record suspension was granted.

Each province has its own list. Alberta's Human Rights Act also protects source of income, ancestry and place of origin, and covers goods, services, accommodation or facilities customarily available to the public. Ontario's Human Rights Code protects 17 grounds, including creed, receipt of public assistance (in housing only) and record of offences (in employment only), in five areas: services, housing, contracts, employment, and vocational associations.

Lesson 3: Racial profiling and how to avoid it

The Ontario Human Rights Commission (OHRC) describes racial profiling as any act or omission, for claimed safety or security reasons, by a person in authority that leads to greater scrutiny, lesser scrutiny or other negative treatment based on race-related grounds or stereotypes. The OHRC says its Code applies to private security guards, store loss prevention staff and event security.

Intent is not required. The effect on the person is what counts.
Lesser scrutiny counts too: not taking a complaint seriously because of stereotypes about the victim.
Implicit bias can lead to profiling even when no one means to discriminate.

Warning signs from OHRC examples

Watching Indigenous or racialized customers more closely.
Departing from your normal practice, such as banning someone on suspicion when you usually confirm theft first.
Being rude or demanding with one person when you are normally polite.
Asking questions unrelated to the incident, like "Where are you from?"
Targeting signs of poverty: a tribunal found mall orders against people in "ripped" or "dirty" clothing were discriminatory.

Good practice

Act on specific, objective behaviour you saw. A hunch is not enough.
Use only reliable, specific suspect descriptions. Do not act on vague descriptions like "a group of young Black men".
Follow the same steps with everyone.
Ask yourself: "Would this have gone the same way if the person were from a different group?"
Write facts in your notes: actions, words, times.

Lesson 4: The duty to accommodate

Employers and service providers have a duty to accommodate people who need a change to a rule, policy or space because of a protected ground. The duty goes up to the point of undue hardship, such as very high costs or serious safety risks. Some hardship is expected, and the organization must prove undue hardship.

The Alberta Human Rights Commission gives examples for service providers: making an entrance accessible and accepting identification other than a driver's licence.

Religious dress and head coverings: follow your site policy and offer private, respectful options when a check is needed.
Language barriers: use plain words, gestures, signs or an interpreter.
Names and pronouns: use the person's name, or ask politely, and use what they tell you.
If you cannot decide, call your supervisor rather than refuse service.

Lesson 5: Responding to bias and hate incidents

Sometimes guards see people targeted because of race, religion, sexual orientation or another part of who they are. Your priorities are safety, support and good records.

Make sure the targeted person is safe. Stand near them if it is safe to do so.
Calmly tell the other person to stop. Do not shout back or argue.
Call police for threats, assaults or damage.
Ask the targeted person what they need. Do not ask them to leave to "avoid trouble".
Record the exact words, actions, times, witnesses and camera locations.
Report graffiti or symbols, photograph them, and have them removed as your site directs.

Inclusive habits every shift

Greet everyone the same way.
Explain rules clearly and apply them to all.
Listen to complaints about unfair treatment and pass them on.
Speak up when a co-worker makes a biased remark.