Justice committee  Thank you for the question. I think Bill C-78, with the inclusions that we've proposed, will go a long way to changing that culture if a couple of things happen. The first is that the mandatory screening, using an accepted tool that we've talked about, takes place. Also, you'

Justice committee  No, in fact we hope it will have the opposite effect. The reason that we've asked for that change is to centre the best interests of the child again in all the considerations. One of the things that we have put forward in the brief is that keeping women safe, keeping mothers sa

Justice committee  Did you want to add anything?

Justice committee  Thank you for the question. We actually are not in disagreement. The starting point for us is that there should not be an automatic exclusion of ADR because it does work for some women. They are able to get the kinds of outcomes they're looking for. However, there are many cases

Justice committee  I'm going to hazard a guess that I may be more fascinating. Let's see. The gauntlet has been thrown down. Good evening and thank you very much for this opportunity to speak on Bill C-78, on behalf of the National Association of Women and the Law. As I think most of you know, NAW

Finance committee  Thank you. We are also part of the pay equity coalition and support all the positions that were put forward by the coalition in terms of the concerns with some of the specific provisions, but we also applaud the measures to finally introduce pay equity legislation after such a l

Finance committee  Good afternoon, and thank you for the opportunity to speak on the subject matter of Bill C-86 on behalf of the National Association of Women and the Law. I think most of the members of this committee are familiar with NAWL, which is an incorporated, not-for-profit feminist organ

Human Resources committee  On this exact topic, having a requirement that the first complaint go to the supervisor when it's an MP in a very small office obviously presents a very difficult situation for complainants. I think that has to be given very specific consideration. One of the points that we tri

Human Resources committee  Yes.

Human Resources committee  Yes.

Human Resources committee  No. Indeed, confidentiality in relation to the particular complainants would be incredibly important, but it should be an employer responsibility to be able to track the number of incidents of harassment, of violence, of sexual harassment that are taking place, and to be clear ab

Human Resources committee  I'll be happy to start. I think some of the points that we made in our submission include the fact that competent persons have to have specific expertise on human rights, on violence, including the spectrum of gender-based violence, and on sexual harassment. The other aspect o

Human Resources committee  There are two intentions. First of all, we know that what is counted, counts. We need to have the data on exactly what is the incidence of sexual harassment, violence, and harassment in workplaces. It's incredibly important to have that data. The second reason is to be able to u

Human Resources committee  No, just again to reaffirm the importance of ensuring that the multiplicity of mechanisms remains available to complainants, and in part because of the differences in remedies that are available under the various mechanisms. What we would not want to see is that the remedy prop

Human Resources committee  I think there is some benefit to having that kind of language, but then again we go back to that is the beauty of having a multiplicity of mechanisms available. Say, for instance, there is a decision made not to pursue a complaint under a particular process, others will remain. I