Source: http://www.ohrc.on.ca/en/policy-ableism-and-discrimination-based-disability/5-establishing-discrimination
Timestamp: 2019-04-24 08:40:29+00:00

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by the Code, and the protected characteristic was a factor in the adverse impact.
Discrimination does not have to be intentional. Intent is irrelevant for establishing that discrimination occurred.
It is not necessary for language or comments related to a disability to be present in the interactions between the parties to show that discrimination has occurred. However, where such comments have been made, they can be further evidence that the disability was a factor in the person’s treatment.
 See Moore, supra note 6; Peel Law Association v. Pieters, 2013 ONCA 396 (CanLII). Note that in a few cases, most of which have challenged government services or have raised concerns that different treatment may not amount to discrimination in a substantive sense, disadvantage has not been inferred or assumed from the circumstances but may have been required to be shown by the claimant to establish adverse treatment or impact: see, for example, Tranchemontagne, supra note 46; Peart v. Ontario (Community Safety and Correctional Services), 2014 HRTO 611 (CanLII); Ivancicevic v. Ontario (Consumer Services), 2011 HRTO 1714 (CanLII) [Ivancicevic]; Klonowski v. Ontario (Community Safety and Correctional Services), 2012 HRTO 1568 (CanLII). However, the Court of Appeal for Ontario and the HRTO have noted that in most cases under the Code, disadvantage can be assumed where there is adverse treatment based on a prohibited ground and that in most human rights cases it will not be necessary to go through a process of specifically proving what the disadvantage is: Tranchemontagne, supra note 46 and Hendershott v. Ontario (Community and Social Services), 2011 HRTO 482 (CanLII) at para. 45.
 Quebec (Commission des droits de la personne et des droits de la jeunesse) v. Bombardier Inc. (Bombardier Aerospace Training Center),  2 SCR 789, 2015 SCC 39 (CanLII); Gray v. A&W Food Service of Canada Ltd. (1994), CHRR Doc 94-146 (Ont. Bd. Inq.); Dominion Management v. Velenosi,  O.J. No. 1277 at para. 1 (C.A.); Smith v. Mardana Ltd. (No. 1) (2005), 52 C.H.R.R. D/89 at para. 22 (Ont. Div. Ct.); King v. CDI Career Development Institutes Ltd. (2001), 39 C.H.R.R. D/322 (Sask. Bd. Inq.); Wilson v. Solis Mexican Foods Inc., 2013 ONSC 5799.

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