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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.

  • Formation
  • Canada
  • 25 questions
  • Vérifié le 11 octobre 2026

En bref

Ce cours gratuit comprend environ 25 minutes de leçons et un test de 25 questions. Obtenez 80 % ou plus pour télécharger une attestation de réussite (privée, non accréditée). Vérifié à partir des sources officielles le 11 octobre 2026.

Commencez par les leçonsDiversity, Inclusion and Anti-Racism: Lessons : environ 25 minutes de lecture. Chaque question du test est traitée dans les leçons.

Ce que vous allez apprendre

  • 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

Obtenez 80 % ou plus pour télécharger votre certificat.

  1. Question 1 sur 25

    Which law mainly protects people from discrimination by a private security company in a shopping mall?
    Voir la réponse

    Réponse: 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 sur 25

    Section 15 of the Charter guarantees equality rights. Who does section 15 apply to?
    Voir la réponse

    Réponse: 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 sur 25

    Which of these is a prohibited ground of discrimination under the Canadian Human Rights Act?
    Voir la réponse

    Réponse: 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 sur 25

    Which ground is protected under Alberta's Human Rights Act but is NOT in the federal Canadian Human Rights Act list?
    Voir la réponse

    Réponse: 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 sur 25

    The Ontario Human Rights Code protects people in which five social areas?
    Voir la réponse

    Réponse: 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 sur 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?
    Voir la réponse

    Réponse: 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 sur 25

    Which best describes racial profiling by security staff?
    Voir la réponse

    Réponse: 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 sur 25

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

    Réponse: 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 sur 25

    What is "under-policing" or "lesser scrutiny" in the OHRC's description of racial profiling?
    Voir la réponse

    Réponse: 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 sur 25

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

    Réponse: 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 sur 25

    While investigating a theft, a guard asks a customer, "Where are you really from?" Why is this a problem?
    Voir la réponse

    Réponse: 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 sur 25

    Which is the best basis for deciding to watch or approach someone?
    Voir la réponse

    Réponse: 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 sur 25

    A tribunal found that mall orders targeting people wearing "ripped" or "dirty" clothing were what?
    Voir la réponse

    Réponse: D. Discriminatory

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

  14. Question 14 sur 25

    What is the duty to accommodate?
    Voir la réponse

    Réponse: 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 sur 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?
    Voir la réponse

    Réponse: 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 sur 25

    Who has to show that an accommodation would cause undue hardship?
    Voir la réponse

    Réponse: A. The organization

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

  17. Question 17 sur 25

    Which is an example of implicit (unconscious) bias?
    Voir la réponse

    Réponse: 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 sur 25

    What is a microaggression?
    Voir la réponse

    Réponse: 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 sur 25

    You are not sure which pronoun a person uses. What is a respectful approach?
    Voir la réponse

    Réponse: 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 sur 25

    What does "equity" mean in diversity and inclusion work?
    Voir la réponse

    Réponse: 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 sur 25

    A visitor speaks very little English and seems confused about a rule. What should you do?
    Voir la réponse

    Réponse: 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 sur 25

    A person is shouting slurs at another customer because of their religion. What should you do first?
    Voir la réponse

    Réponse: 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 sur 25

    After a hate-motivated incident, what should your report include?
    Voir la réponse

    Réponse: 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 sur 25

    Which question helps check yourself for racial profiling?
    Voir la réponse

    Réponse: 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 sur 25

    Which is the best example of inclusive security practice?
    Voir la réponse

    Réponse: 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.

À savoir avant l’examen

  • 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.

Questions fréquentes

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.

L’attestation est-elle accréditée ou reconnue officiellement ?

Non. C’est une attestation de réussite privée, uniquement pour vos connaissances. Elle n’est reconnue, accréditée ni approuvée par aucun gouvernement, organisme de délivrance des permis, autorité de réglementation ou établissement d’enseignement, et elle ne remplace aucun permis, aucune certification ni aucune formation exigés par la loi.

Sources

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