CUPE is a leader in advancing human rights at the bargaining table. We bargain gains for marginalized workers – women, persons with disabilities and racialized, LGBTTI and Aboriginal workers – that ultimately build all members’ power.

When analyzing your collective agreement, consider whether it covers:

  • Discrimination
  • Duty to accommodate and other disability rights
  • Employment equity
  • Aboriginal rights
  • Pay equity and wage discrimination
  • Health and safety hazards faced by marginalized workers
  • Child care
  • Anti-harassment
  • Violence prevention, including domestic violence
  • Work-life balance
  • Family leave
  • Pensions and benefits

  • Precarious work and privatization

Some collective agreement language addresses discrimination directly - for example, employment equity and duty to accommodate. Other language advances human rights by applying an equality lens to broader issues, like pensions and health & safety, where marginalized workers face additional challenges.

For checklists, fact sheets and other resources to help you bargain equality, see cupe.ca/bargaining-equality or contact equality@cupe.ca.