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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
  • Pytania: 25
  • Sprawdzono 11 października 2026

W skrócie

Ten bezpłatny kurs obejmuje około 25 minut lekcji i test z 25 pytaniami. Uzyskaj co najmniej 80%, aby pobrać zaświadczenie o ukończeniu (prywatne, nieakredytowane). Sprawdzono z oficjalnymi źródłami 11 października 2026.

Zacznij od lekcjiDiversity, Inclusion and Anti-Racism: Lessons: ok. 25 min czytania. Każde pytanie testowe jest omówione w lekcjach.

Czego się nauczysz

  • 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

Uzyskaj co najmniej 80%, aby pobrać certyfikat.

  1. Pytanie 1 z 25

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

    Odpowiedź: 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. Pytanie 2 z 25

    Section 15 of the Charter guarantees equality rights. Who does section 15 apply to?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 3 z 25

    Which of these is a prohibited ground of discrimination under the Canadian Human Rights Act?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 4 z 25

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

    Odpowiedź: 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. Pytanie 5 z 25

    The Ontario Human Rights Code protects people in which five social areas?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 6 z 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?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 7 z 25

    Which best describes racial profiling by security staff?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 8 z 25

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

    Odpowiedź: 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. Pytanie 9 z 25

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

    Odpowiedź: 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. Pytanie 10 z 25

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

    Odpowiedź: 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. Pytanie 11 z 25

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

    Odpowiedź: 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. Pytanie 12 z 25

    Which is the best basis for deciding to watch or approach someone?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 13 z 25

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

    Odpowiedź: D. Discriminatory

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

  14. Pytanie 14 z 25

    What is the duty to accommodate?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 15 z 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?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 16 z 25

    Who has to show that an accommodation would cause undue hardship?
    Pokaż odpowiedź

    Odpowiedź: A. The organization

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

  17. Pytanie 17 z 25

    Which is an example of implicit (unconscious) bias?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 18 z 25

    What is a microaggression?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 19 z 25

    You are not sure which pronoun a person uses. What is a respectful approach?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 20 z 25

    What does "equity" mean in diversity and inclusion work?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 21 z 25

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

    Odpowiedź: 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. Pytanie 22 z 25

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

    Odpowiedź: 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. Pytanie 23 z 25

    After a hate-motivated incident, what should your report include?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 24 z 25

    Which question helps check yourself for racial profiling?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 25 z 25

    Which is the best example of inclusive security practice?
    Pokaż odpowiedź

    Odpowiedź: 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.

Co warto wiedzieć przed egzaminem

  • 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.

Najczęściej zadawane pytania

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.

Czy zaświadczenie jest akredytowane lub oficjalnie uznawane?

Nie. To prywatne zaświadczenie o ukończeniu, wyłącznie dla Twojej wiedzy. Nie jest uznawane, akredytowane ani zatwierdzone przez żaden rząd, organ licencyjny, regulatora ani instytucję edukacyjną i nie zastępuje żadnej licencji, certyfikacji ani szkolenia wymaganych przez prawo.

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