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:
- 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
- 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 email@example.com.