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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.

  • Security course
  • Canada
  • 25 questions
  • Checked October 11, 2026

Quick answer

This free course has about 25 minutes of lessons and a 25-question test. Score 80% or more to download a certificate of completion (private, not accredited). Checked against official sources on October 11, 2026.

Start with the lessonsDiversity, Inclusion and Anti-Racism: Lessons: about 25 minutes of reading. Every test question is covered in the lessons.

What you will learn

  • 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

Score 80% or more to download your certificate.

  1. Question 1 of 25

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

    Answer: 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. Question 2 of 25

    Section 15 of the Charter guarantees equality rights. Who does section 15 apply to?
    Show answer

    Answer: 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. Question 3 of 25

    Which of these is a prohibited ground of discrimination under the Canadian Human Rights Act?
    Show answer

    Answer: 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. Question 4 of 25

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

    Answer: 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. Question 5 of 25

    The Ontario Human Rights Code protects people in which five social areas?
    Show answer

    Answer: 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. Question 6 of 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?
    Show answer

    Answer: 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. Question 7 of 25

    Which best describes racial profiling by security staff?
    Show answer

    Answer: 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. Question 8 of 25

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

    Answer: 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. Question 9 of 25

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

    Answer: 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. Question 10 of 25

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

    Answer: 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. Question 11 of 25

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

    Answer: 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. Question 12 of 25

    Which is the best basis for deciding to watch or approach someone?
    Show answer

    Answer: 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. Question 13 of 25

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

    Answer: D. Discriminatory

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

  14. Question 14 of 25

    What is the duty to accommodate?
    Show answer

    Answer: 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. Question 15 of 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?
    Show answer

    Answer: 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. Question 16 of 25

    Who has to show that an accommodation would cause undue hardship?
    Show answer

    Answer: A. The organization

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

  17. Question 17 of 25

    Which is an example of implicit (unconscious) bias?
    Show answer

    Answer: 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. Question 18 of 25

    What is a microaggression?
    Show answer

    Answer: 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. Question 19 of 25

    You are not sure which pronoun a person uses. What is a respectful approach?
    Show answer

    Answer: 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. Question 20 of 25

    What does "equity" mean in diversity and inclusion work?
    Show answer

    Answer: 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. Question 21 of 25

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

    Answer: 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. Question 22 of 25

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

    Answer: 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. Question 23 of 25

    After a hate-motivated incident, what should your report include?
    Show answer

    Answer: 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. Question 24 of 25

    Which question helps check yourself for racial profiling?
    Show answer

    Answer: 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. Question 25 of 25

    Which is the best example of inclusive security practice?
    Show answer

    Answer: 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.

What to know before the test

  • 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.

Frequently asked questions

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.

Is the certificate accredited or officially recognised?

No. It is a private certificate of completion for knowledge only. It is not recognised, accredited or approved by any government, licensing body, regulator or educational institution, and it does not replace the security licence training required in your province or territory.

Sources

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